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Systematic Approach to Plan Training & Development for Training Event 7

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Added on  2020-02-05

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Human Resource Development INTRODUCTION 3 TASK 13 1.1 Different learning styles 3 1.2 Role of learning curve4 1.3 Contribution of learning styles and theories5 TASK 25 2.1 Comparing training needs at different levels5 2.2 Advantage and disadvantage of training needs6 2.3 Systematic approach to plan training & development for training event 7 TASK 38 3.1 Prepare an Evaluation of training event 8 3.2 Carry out an evaluation of training event9 3.3 Review the success of the evaluation methods used10 TASK 410 4.1 Role of government in training

Systematic Approach to Plan Training & Development for Training Event 7

   Added on 2020-02-05

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Human ResourceDevelopment
Systematic Approach to Plan Training & Development for Training Event 7_1
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................31.1 Different learning styles........................................................................................................31.2 Role of learning curve...........................................................................................................41.3 Contribution of learning styles and theories.........................................................................5TASK 2............................................................................................................................................52.1 Comparing training needs at different levels........................................................................52.2 Advantage and disadvantage of training needs.....................................................................62.3 Systematic approach to plan training & development for training event..............................7TASK 3............................................................................................................................................83.1 Prepare an Evaluation of training event................................................................................83.2 Carry out an evaluation of training event..............................................................................93.3 Review the success of the evaluation methods used..........................................................10TASK 4..........................................................................................................................................104.1 Role of government in training, development and lifelong learning..................................104.2 Development of competency movement has impacted on public & private.......................114.3 Contemporary training initiatives introduced by UK government contribute to humanresources development..............................................................................................................12CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................14
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INTRODUCTIONHuman resource development are those activities which ensures about the organisationalmembers are having skills and core competencies in order to meet with the goals of company. Itis the stand alone function which is primary perform with in the human resource managementdepartments. It is the responsibility of managers to manage all the activities which areperforming by the employees and provide them a proper training and development programme toachieve the objectives of companies (Crook and et. al., 2011). Through this it will increase theskills of workers and will able to provide quality of services to customers. In organisation it isimportant that to find out the core competencies of employees so that managers can allocate thetask according to their capabilities. At work place it is important to make the strong position withthe employees so that they can retain in organisation for a long period of time. Present report is based on Sun Court limited which provides the health and care facilitiesand services to age of 60+ people. Their aim is provide quality of services to workers andcustomers to retain them for a long period of time. Here, different types of learning styles hasbeen explained. Further the benefits of different training method is discussed. TASK 11.1 Different learning stylesThe managers of Sun Court Ltd has to use different kind of learning styles which willincrease the capabilities of employees. Through this the company can achieve their task andgoals with in time period. Every people in organisation has unique and different learning styles.This learning styles are use because it also improve the communication between two person andhelps them to build a sturdy rapport with them (Daley, 2012). Following are the some differentlearning styles which are provided to Sun court limited to their employees.Visual learners – In this the employees are learning through what are seeing. Throughthis the learners will enhance their skills with the help of charts, graphs, images and so on. Thisstyle is more effective because through this the learners will able to see the expressions of others.Auditory learning - In order to increase the skills of employees this of learning style isalso provided some time. In this the learners can hear the instructions from the audio. Kinaesthetics learners - In this employees are learning from the gestures, posture or byexperimenting new things through active participation.
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Interpersonal learners – In this the employees are learning from other. They share theirideas, views, opinions with other. Through it will increase their knowledge and skills so that theycan perform the task in appropriate manner.Sun court residential home limited has to provide the proper accommodation to old agepeople. So that they can provide different learning learning styles to staff in order to providequality of services to them (Gruman and Saks, 2011). In residential homes there are many peoplewho are suffering form different problems so that they can use these different learning stylessuch as audio, kinaesthetics, visual. 1.2 Role of learning curveLearning curve is graphical representation which shows the skills of employees atdifferent stage. This curve shows the relationship between the learning and experiences. Thelearning curve is used to suggest about the patterns which are can be used by the organisation.Sun court limited can measure the performance of employees through this learning curve.Learning curve is also defined as cost, efficiency or productivity curves. It helps the organisationin order to identify experience of people from the start to end. On the basis of learning curve thecompany can conduct the proper training and development programme to their staff. In learningcurve graph there are three stages slow beaning, steep acceleration and plateau. In slow beaningstage, the employees learn about the different learning styles. In this they are making little effortsto increase their skills and knowledge. In steep acceleration, maturity stage begins (Guest, 2011). Through the efforts ofemployees the company can meet out with their goals and objectives. In last stage Plateau, timeand efforts are measured to gain the results about the learning experience. At work place it is important to understand the importance of transferring learning curve.It will help the employees to increase their skills and efficiency to provide the best possible ofoutcome results. The members of Sun court residential home limited are making lots of efforts togain the outputs in appropriate manner. While using the learning curve it improves the efficiencyof employees. It helps the members to understand the total experience about the different styleswhich are using by the individuals. At work place it is the responsibility of manager to evaluatethe performance of all the staff so that overall targets can be achieved in efficient manner.
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