Searching for Some Answers: A Review of Human Resource Management Literature

This assignment content comprises a list of academic articles, books, and online resources on human resource management. The texts cover various topics such as sustainable development, entrepreneurship, international human resource management, workforce differentiation, mediating mechanisms, high-performance practices, employee attitudes and behaviors, adult learning, gender planning, and global talent management.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Different Learning Style:..................................................................................................3
1.2 Role of learning curve and importance of transferring learning to the workplace:..........6
1.3Contribution learning styles and theories while planning and designing a learning event:6
4.1 The role of Government in training, development and lifelong learning:........................7
4.2 The development of competency movement and its impact on public and private section:.8
4.3 Contemporary Training introduced by UK government:.................................................9
TASK 2..........................................................................................................................................10
2.1 Training requirement for staff in Sun court Ltd:............................................................10
2.2 Advantages and disadvantages of training methods used in Sun court Ltd:..................11
2.3 Systematic approach to plan training & development for training event.......................13
3.1 Prepare an evaluation using suitable techniques............................................................13
3.2 Carry out an evaluation of a training event....................................................................15
3.3 Review the success of the evaluation methods used......................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource is the most dynamic force the organisation and they has to manage and
control operations of the firm. Effective and efficient workforce leads the organisation to achieve
its goals and objectives. Human resource is the main factor which is credited with success of
multinational companies today. Human resource development helps the organisations in training
and updating their workforce (Albrech, 2011). This is important as to boost their efficiency and
motivation level. Proper human resource development strategies assist the company in getting
employee commitment. “People 'R' US” is a consultancy firm which is trying to get the contract
of Sun court residential homes as to build a proper human resource infrastructure in the
organisation. It is preparing a plan to develop various learning styles, theories, government
measures for HRD (human resource development). Sun court is a company which have big
residential care homes. It is dealing with issues of less merging and high competition in the
market. Now the general manager wants better human resource force to tackle the changing
environment due to recent changes. “People 'R' Us” will be designing whole human resource
development plan for sun court as to get contract from it. It will also explain about necessity and
importance of human resource development.
TASK 1
1.1 Different Learning Style:
Organisations needs to provide its workforce with proper learning opportunities as to
keep on evolving into better performing personnel. Learning basically is linked with the concept
of knowledge, behaviour, values, preferences and skills (Armstrong and Taylor, 2014). Learning
is defined by acquiring any new concept, modification in working or thinking or any acquisition
which has boosted performance of a person.
Many experts have given their views and theories about learning. They have defined
different learning styles as per their research. researcher’s like David Kolb supported certain type
learning, while Peter honey and Alan Mumford supported a different style of learning.
Comparison between 2 famous learning styles is as follows:
 Kolb's Learning Style: David Kolb has given a learning style which suggests that four
leaning styles are followed by people which is based upon the four stage learning cycle.
The four stages are:

◦ Divergence: People who come under this learning style are the one who like to wait
and watch rather than just reacting immediately. These types of people are good in
artistic work which requires brainstorming and patience. They are not great with
physical jobs. This learning style is people focused.
◦ Assimilation: Pure conceptual and logical knowledge is followed by the people who
fall under this learning style. These people are concept focused (Bakker and Leiter,
2010). They are found to be good in scientific research and inventions.
◦ Convergence: This style focus on practical work unlike previous two styles. People
are really good at practical problem solving.
◦ Accommodation: This is an interesting style as it states that people who follow this
style rely on their instincts and inner feelings rather than practical reasoning.

 Honey and Mumford's Style: They have advocated a completely four different styles of
learning. Their style is completely different from Kolb. As they did not suggested any
learning cycle in their definitions.
◦ Activist: People who like to experience new things follow this learning style. They
are not afraid of the result.
◦ Reflectors: People who follow this learning style are the one who are very cautious
(Bamberger, Biron and Meshoulam, 2014). They collect different types of data,
analyse it and then evaluate the factors.
◦ Theorist: These people like to formulate new theories from the observations and
experiments they are doing. For them, logical derivation is a good way to solve
problems.
◦ Pragmatist: These people like to follow theories which have never been
implemented or followed in real world. They take problems as new challenges which
arise in the path of success.
1

In the real world everyone follow their own pattern of learning. But these theories provide a
basis to segment majority of the people.
1.2 Role of learning curve and importance of transferring learning to the workplace:
Leaning curve represents the track record of employee's leaning in certain duration. This
has impact on their working as managers are able to analyse the gaps between employee learning
and performance (Boxall and Purcell, 2011). Learning has no impact if it is not used in the real-
time scenario. To achieve better performance, learner has to implement learning to his
workplace. Learning curve is the graphical representation which represents employee
performance level. It is known as progress curve.
Role of learning curve:
 Increase the efficiency of employee: learning curve help the company in managing
efficiency levels of employee.
 Decrease cost of output: When efficiency of employee is increased, the cost of output
automatically decreases.
 Production planning: Company is able to do production planning. Learning curve gives
the manager idea about the employee performance before and after the learning event.
 Cost forecasting: With production planning cost, forecasting is also done. Company
plans out about the possible expenditure it will have to bear for forecasted output..
Importance of transferring learning to workplace:
 Proper Utilization of fund: Learning brings in more efficiency to the working of the
employee hence it enables optimum utilisation of resources.
 Better problem solving: Employee is more ready to face problems after learning has
occurred.
 Add value: Learning adds values to employee task and organisation. As the employee
gives better quality of output.
1.3Contribution learning styles and theories while planning and designing a learning event:
Learning theories are based on conceptual structure as to improve employee skills and
abilities. The application of learning theories in an organisation is done as per need and
requirements (Bratton and Gold, 2012). These also help in increasing learning capabilities of an
employee. Company has to analyse various learning style and choose best learning style which
suits organisation needs and specification. Once the style is selected, the firm can implement it as

to make the learning event successful. To develop a better learning event in sun court proper
analysis and implementation is required.
The contribution of Kolb learning style is that it allows managers in identifying what type
of person is currently working in company and how he can be taught about new skills and
abilities. There are 4 different types of learning methods that are implemented and which
differentiate one person from another. Separate groups can be made as per their requirement they
have to given training. Honey and Mumford style is also kind of same, it states how people can
be divided into 4 types and given training that suits their requirements.
The practical benefit of the different learning style is important while designing any
learning event. Different theories are applied for different situations (Cascio and Boudreau,
2010). While designing a learning event, it is important to establish relationship learning style,
theory and event. Learning style helps in deciding the best way to implement learning event.
Learning theory acts as the basis for the whole learning event. Leaning event is the occasion
when the employee learns about new concepts for improving working.
Learning theories and design helps the managers in the company in designing proper
leaning event (Daley, 2012). The theory aids them in understanding different factors which
increases and decreases the impact of learning while the style helps the company in
understanding needs of employee and organise the event.
4.1 The role of Government in training, development and lifelong learning:
Government is the body which creates and regulates laws regarding human resource
training and development. Government knows that it is very important to provide proper training
and development to the workforce in the country as to boost the quality and productivity. The
government is trying to boost the concept of lifelong learning. Lifelong learning is the concept
which encourages voluntary and self motivated pursuit of knowledge for personal or professional
reasons. The contribution of government in the the human resource development is as described
below:
 Generating public norm: A government has all the tools and means by which it can
initiate the process to make a common policy for everyone (Flamholtz, 2012). This help
people in training and develop themselves and everyone gets equal opportunity to
participate in the process.

 Formulate a consistent HR policy: The government has formulated a consistent HR
policy as to standardise the norms which are to be followed by the employers of different
firms.
 Allocate funds: Government provides all the fund for human resource development in
private sector. Usually government is only provides funds to the public sector employee.
But now as the norms are changing government is formulating plans which includes
development of all the employees no matter if they are from public sector or private
sector.
 Promote HRD study: Government is running various programs through different
organisations to promote learning and developmental activities of the society.
 Creating favourable work environment: there are many programs which are being run
by the government as to standardise and improve the working environment in the
organisations.
The government provides different types of training to individual currently working in
the care homes and other nursing area's. It is preparing different types of SLC which is a short
form for student loan programs and HEFCE (Higher education funding council for England).
Also the government is funding different nursing and care homes that can be used for increasing
quality of workforce. The R&D department also introduces artificial assistant to teachers who are
training nursing.
4.2 The development of competency movement and its impact on public and private section:
Competency refers to the person KSA(knowledge, skills and abilities). It describes about
the employee ability to perform a certain task. The training is given to the employees as to boost
their level of performance (Gordon, 2014). The manager in the organisation are tasked with
improving employee competency. Competency mapping helps the organisation in mapping out
the skills and abilities owned by different employee. This provides a basis to the management for
analysing the gap between the required competency levels and existing competency levels. There
are certain impacts of competency movement on the public sector and private sector:
 Enhances motivation: Government employee's needs motivation as to get better results.
 Improves coordination: Competency movement helped the organisation to align
employees competencies with the organisation, this boosted coordination in the
organisation.

 Reduce negativity: Better competency mapping helps in reducing negativity from the
employee mind.
 Punctuality: Public company represents a tradition of non punctuality (Gruman and
Saks, 2011). Competency movement helped the public sector in reducing it.
Impact on private sector company:
 Interest building: It helped companies in building better interest in the employee
towards work.
 Improve productivity: Competency movement led to increase in productivity of
employee as they were put on the job as per their competencies.
 Moral improvement: Competencies alignment with job led to morale boost to the
employee.
 Reduce wastage: With proper competency mapping and alignment with job. Employee
became more efficient and effective.
Basically competencies helped both private and public organisation. It has helped the companies
in placing right employee at the right job.
4.3 Contemporary Training introduced by UK government:
United Kingdom is known to provide different type of training to all type of individuals
currently working in industry. They have established initiatives that aids in developing human
resource in the country (Guest, 2011). These programmes assist companies such as sun court
which needs individuals with higher quality of skills and abilities. There are some organisations
which were developed with the aim of developing human resource:
 Trade and industry development
 Work and pension department
 Education and skill development
 Health department
All these government agencies are engaged in developing different programmes that can
assist in increasing the quality of human resources. They also focus on standardising different
process and work standards so that a optimum level of quality can be attained (Hall, Daneke and
Lenox, 2010). This assist companies in boosting the skills of their workforce. They contribute in
several ways in the development of organisations like sun court Ltd:

These organisation provide proper guidelines and counselling to the managers as to
provide better learning in the organisation. They assist in developing business plan from
counselling. They provide higher level of assistance in establishing effective workforce. It
ensures that each initiative is focused on human resource development. It implements a
consistent human development plan for whole industry. It also allows monitoring organisation,
whether they are following the standards or not.
United Kingdom government has initiated and funded different programmes to guide and
make workforce more effective. These initiatives are assisting in developing a future ready force
(Harzing and Pinnington, 2010). There are many techniques which can be used by sun court as:
On the job training and off the job training are some methods which can be used for improving
the quality of employees in the organisation.
TASK 2
2.1 Training requirement for staff in Sun court Ltd:
` Sun court needs different type of training at different levels. As all employee need
different type of training to perform their specific task. Each task requires different
competencies, to match the exact requirements of the job company needs to provide training to
its staff (Huselid. and Becker, 2011). To identify training needs properly Sun court needs to do
gap analysis as to find out where does the employee lack. This will help Sun court in finding out
the root cause of the issue and then they can plan for the training schedule. There are three levels
to which staff training can be given in Sun court Ltd:
 Upper senior level: This is a level which requires strategic training. Basically, top
managers need to have mental development that will enlarge their view and perception
regarding activities that are taking place in a market place.
 Middle management: These managers are constantly engaged in implementing new
policies and strategies and they need training that will enhance their skills related to
management and strategic approach. They need to have required level of capabilities
which will allow them in engaging with staff effectively and lead teams to attain goals.
 Lower level: These are the line managers or supervisors who need to have knowledge
regarding how things work and how a machinery is managed. He is the one who guides

workers and ensures that they complete task effectively. So he need to be given on the
job training which will increase his operational skills and knowledge.
Training and their types which can be used by Sun Court are:
 On the job training: Company provide on the job training to their employee as to
increase their experience while keeping them on job. Sun court can put its employees on
training while they perform their task.
 Job Instruction Training: The manager provide employee a complete description and
specification about his job (Jiang, Lepak and Baer, 2012). While the employee perform
his job he is instructed by the manager.
 Live Demonstration: Its is a type of coaching which occurs on the job. Manager
explains to the employee about how the job will be conducted.
 Off the job training: Employees are taken out of their environment and put onto
training. Such as, EDP (Executive developmental Program) and MDP (Management
developmental program).
Sun court have three major departments which are needed for the functioning of the
organisation. These three departments are Finance department, Human resource department,
Marketing department. All department have different needs and wants (Kehoe and Wright,
2013). These departments and their functioning has to be efficient as to keep the margin of profit
at par.
2.2 Advantages and disadvantages of training methods used in Sun court Ltd:
Training methods are adopted by the organisations as to improve the quality of
employees. It is very important to for the organisation to adopt better training methods for the
training of the employees as this boost the KSA(knowledge, skills and abilities) of the
organisation as per their KRA(key responsibility area). Both employee and company gets
benefited by the training program as employee efficiency and productivity increases. This
increase in employee ability leads to profits for the organisation. The Sun Court provides new
employees on the job training while the old employee are given off the job training.
There are certain benefits which Sun court gets from these training methods:
Advantages:

 Sun court Ltd has used the basic methods of training as to keep whole process simple
(Knowles, Holton and Swanson, 2014). Employees are able to understand the training
program easily.
 The choice of training method improves efficiency of the company
 The use of immediate productivity methodology of training has led the company in
getting enhanced productivity.
 Improves the engagement between employee and management.
Justification -The overall of point behind using above stated methods is that they will not
increase organisation cost and ensure that employees are future ready. The top management has
to ensure that all activities related to training take place at a time which does not hamper
working hours of employees. All the advantages are described, Sun court has to maximise
resource utilisation so that maximum efficiency can be achieved. Also they need to increase
employee engagement which has to be done for increasing productivity of organisation.
Disadvantages:
 These training methods consumes a lot of time.
 Training process itself consumes additional resources.
 For off the job training, the company pays employee for the period of time when they are
not productive.
 Increases expense as experts are hired to make the whole process.
Justification- There are some shortcomings in the training methods that needs to be
analysed by Top management. It is the responsibility of managers to decide what is required and
what skills they want in their employees. According to this training has to be provided. All the
issues that are there needs to be addressed so that they do not hamper skill development and
growth of people.
Sun court has used Different method and these are the collective common disadvantages
and advantages (McMichael, 2011). While preparing plans and designs for training process
'People 'R' Us” has to consider varying factors which impacts Sun Court. The main issues which
the company immediately faces is the government funding cuts.
2.3 Systematic approach to plan training & development for training event
It is essential for a business organisation is to make their training pregram systematic so that they
can conduct qualitative training program in an effective manner (Meredith Belbin, 2011). For

this, HR department of the company is required that to analyses and design priorities of the
training and considering all assesntail aspects of the company such as mission, vision, goals and
objectives, and leadership. There are a formal training design which can help to develop an
appropriate training eventn is gioven below:
Analyses This is the first stage which is related with the create an effective training
plan. For this, there are various factors which needs to be identified by the
HR manager of the company so that they can make their training program.
Design This is the next stage where the HR department of the company is find out
the necessary thing and arrange their training program accordingly. This is
responsibility of the HR department is to communicate with all functional
departments of the company.
Development In this stage the HR department is to arrange all resources which need to be
in the development of training program. There are various aspects which
needs to be required in the training.
Implementation This is one of the critical and significant stage which required more
attention. For this, the HR department can appoint a authorized person who
can implement the overall training program. So that they can attain their long
term goals and objectives in an effective manner.
Evaluation This is the last stage where the HR manager is required to evaluating the
overall training and development season and improve such program for the
future.
3.1 Prepare an evaluation using suitable techniques
It is necessary to evaluate the training results given to the employees. This can help the
company to measure the effectiveness and efficiency of training which employees gets. For the
top management is very important to analyse whether training brings the cost effectiveness or not
(Moser, 2012). Lots of time and cost incurred on the training so to determine the results of the
training and regular monitoring is very necessary to establish the organisation goals. Regular
evaluating the training results can help the company to find the problems and solve the issues at
that particular point of time. There are many methods and tools which can use by the company to

measure the results of the training. The model is consist of 5 stages by which it can company can
analyse whether training gives the optimum results or not. Program clarification: The aim of the training should be visible in the training session.
Every level of the organisation should have the clarification about the reason and need of
the training. Need assessment: The manger should assure that the question which are asked to
employees to solve should be related to the topic (Noe, 2010). If the relevant question has
been ask the company can not get the need of the training and this can cause the
ineffectiveness.
 Accountability and monitoring: There should be proper monitoring of the task the
manger should ensure that the work should be deliver on time and to solve the problem.
By this evaluation can be done. The evaluation help the enterprise to solve the problem. The
company can use the on the and off the job training method to trained its employees.
 Progress: The final step is company evaluate its performance by seeing the progress in
the operation activities. Company compare the standard performance to the actual once to
understand the progress level.
Basically managers need to use a tool such as Questionnaire to find out exactly how
effective training event was from employee point of view. The one used in Sun Court is stated
below:
Questionnaire
Q.1. The training event was as per your expectation?
Yes
No
Q.2. Do you feel that it was effective?
Yes
No
Somewhat
Q.3. On what scale would you rate the training event?
It was great
Kind of useful
Did not fulfil its purpose

Q.4. Do you feel that your skills, knowledge and attitude has improved after attending the
event?
Absolutely
To an extent
Not satisfied
Not really
Q.5. The method employed was productive?
Yes
No
This is the Questionnaire to gather information regarding employee contentment levels. It
assist managers in finding out different variances that exist in current system and aids in
improving it.
3.2 Carry out an evaluation of a training event
The number of employees that were engaged in different training programs were 60 and
they all filled the questionnaire to answer certain facts and figures. The outcome of survey was,
most of the employees were satisfied with the training method employed and the way it was
imparted. There were certain criteria which were used to evaluate their responses and they are
listed below: Participant feedback: After the training program the Tesco evaluate the training results
by taking the feedback from the employees. By this enterprise can analyse the satisfaction
level of the employees. Tesco take the feedback and find out its positive sites. In Sun
court, the participants stated that they were satisfied with the training while there were
some criticism which is also positive and opened door for improvement. Information attainment: After the feedback the company compare the results with the
standard once. This can help the company to find out the acquisition rates (Reio Jr, 2010).
The enterprise evaluate the number of mistake made by the staff and company emphases
on the mistake done maximum number of time. The managers gather information and
analysed it to understand what exactly employees feel about training programmes that
were conducted. Behaviour claim: Company analyse the behaviour of the staff after the training program.
The behaviour can be in positive and negative way. So enterprise has to find out the

solution and address them on time. There are certain changes that take place within
people after they are given training and that needs to be analysed by managers as to see if
the impact is positive or negative. Improvement in the business: The company has to evaluate the business activity
performance after the training (Scullion and Collings, 2011). The evaluation can be done
by the observing the activities took place in the organisation.
 Compare the benchmark: Company has to compare the standard performance to the
actual once. For these comparison enterprise needs to collect the information of
improvement take place after the training. Different standards allow managers to check
whether there was changes in the efficiency and effectiveness of employees.
The SWOT analysis will also be used by managers to ensure that all the information and
training events conducted were at par with requirements or not.
Strengths
 The training enabled in gaining more
knowledge It allowed in attaining higher level of
productivity.
Weakness
 There was some mis-communication
that consumed more time.
 Resources were highly consumed.
Opportunities
 Improvements can be made in future Attainment of better productivity is
possible when programme is pre-
planned.
Threats
 Dynamic changes in environment
 Resource scarcity.
3.3 Review the success of the evaluation methods used
The people r US company used different training method to trained its employees. The
HR of the company mention the success of the evaluating methods. The success is very much
affected by the evaluation method. To measure the feedback has been taken from the employees.
The results are only based upon the nature and behaviour of the worker (Sparrow, Brewster and
Chung, 2016). The activity is based on the skills and knowledge which is improved by the
training methods. This improvement can used in evaluating the effectiveness of the training

method. As stated in SWOT analysis there were some issues that still need to be addressed by
management so that they would not hamper training in future. While all the strengths can be used
for dynamically dealing with threats and exploit opportunities for greater impact.
The methods helps to understand the performance of the enterprise and this can help to
see that the activity has the positive impact on the business performance. The organisation
should match the results with the objectives and mission of the business units. If they properly
the company can use these methods for the evaluation (Werner and DeSimone, 2011). These
methods gives the structure to the enterprise. These models help to solve the issue of the
company employees. The training session gives the local facts and figure which gives the better
results to the company. The methods used by the people R US company is effective. It is useful
to measure the development of the sun court Ltd.
CONCLUSION
Human resource development is a very important aspect of a company progress in the market. It
helps the companies in maintaining and increasing the quality of workforce they have. There are
various techniques used by companies to initiate a learning process. Today companies focus
more on the life long learning. Life long learning concept helps the company in cutting down
training cost as the employee starts self learning. “People 'R' Us” as a consultancy firm will be
providing a proper plan to develop human resource functions in the Sun court Ltd. The company
compared various learning theories and styles which will help sun court in getting best results.

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