Human Resource Development Report: UK Government & Training Programs

This report examines human resource development (HRD), focusing on learning styles, training methodologies, and the government's role in fostering a skilled workforce. It explores various learning styles, including Kolb's and Honey Mumford's models, and their application in enhancing employee capabilities. The report analyzes the importance of the learning curve and transferring learning to the workplace, highlighting its impact on efficiency, cost reduction, and production planning. It also discusses the role of government in HRD, including policy development, funding allocation, and the promotion of lifelong learning. Furthermore, it assesses competency development in both private and public sectors and details the UK government's efforts in training and development programs. The report aims to provide insights into how organizations like Sun Count Residential Homes can improve their workforce through strategic HRD initiatives.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents

INTRODUCTION
From the age of industrialisation, it is important for company to deal with its human
resources as it is considered as one of the most primary resources at workplace. All other
resources are utilised according to the skills possessed by staffs of company. Hence, it is
important for the firms to concentrate on development of various skills in their employees with
the use of trainings and workshops (McMichael 2011). In every company, it is the role of human
resource department to check these issues within the firm. These development programs are
being conducted as per the requirement of workplace. Sun Count Residential Homes is one such
company that have faced many budget cuts. . This report highlights the learning style that is
being used by the companies and individuals so as to increase the capabilities of their workforce.
It also showcases the ways in which governments are helpful in skill development. It also
describes the training methodologies that are applied by government and the effect it has on
personal and professional development of employees.
TASK 1
1.1 Variety of learning styles
In the present business environment, company necessarily aims to provide its clients with
learning opportunities. It helps in boosting the potential for growth in employees. Generally,
learning thought is associated with the knowledge, value, behaviour, skills and preferences. It is
important for increasing the execution of tasks of employees.
Various scientists have stated that there are several theories which are utilised for
purpose of learning. Theories determine about several styles that can be ensured to adapt in a
better way. Some of them are as follows:
Kolb's learning style:
He has illustrated different styles that underline the cycle of learning in four stages.
which are as:
 Divergence: They are group of individuals who maintain their good nature in arisen
situation. They generally do not react quickly to the issues but rather wait for
appropriate time (Meredith Belbin, 2011). They have higher thinking skills and use
them to patiently analyse the situation before reacting to it. There is a major
shortcoming about such people that they lack the ability to perform at tasks which are
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physical in nature. Under such circumstances, managers need to adopt people centric
approach.
 Assimilation: Individuals belonging to such category are centred at logical &
conceptual thinking. They rely on the concepts to enhance quality and results. They
are better at scientific research and inventions.
 Convergence: They are the people who are mainly focused on practical piece of work
when compared with other learning styles. These people possess ideal problem
solving approaches.
 Accommodation: These are opposite to other learning approaches as it illustrates
about inner feelings and aptitude alternative to practical thinking (Moser, 2012).
Honey Mumford Style:
He illustrated roughly four distinct patterns which has to be used by the individuals to
learn. It is distinct from that of Kolb as it does not say anything about the cycle of learning. They
are given below: Activist: There are individuals who are interested about experiencing fresh endeavours
and learning new informations. They are not frightened by outcome which will be
determined from this experimentation. Reflectors: People who are followers of this acquisition style are highly cagey about their
measures and opt to gather information as well as evaluate elements to determine base
cause. Theorist: These are those people who carry out research and develops new possibility and
concepts for the observations they made. For such people, logical derivation can be the
best method to resolve problems.
 Pragmatist: These people are the one that follow diverse theories that cannot be used in
real period. They adopt new state of affairs for finding new routes that could lead to
positive results.
In practical terms, individualist precede their own method of learning. They form their
own pattern that assists them in developing at a faster speed.
1.2 Role of learning curve and importance of transferring learning at workplace
Learning curve is a tool employed by firms to track changes of worker’s enhancement of
skills after training period within a given interval of time. Managers concentrate on various
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disparities that exist in between required standards and worker’s learning style (Noe, 2010). This
helps them in solving problems in an effective manner. Almost nil impact of learning will be
produced if it is not used by the workers in real time scenarios. To achieve better level of
performance, a individual has to apply learnings that he or she has learned at their work in the
counselling sessions. It is understood as forward-moving curve.
Learning curve's role: Enhancing worker's efficiency: It helps firms in checking that there workers have high
levels of efficiency against pre-determined set of standards. Reducing cost of outcomes: The upliftment of performance of employees, monetary value
of firm's operations reduces. It helps in increasing the margins of profits and
transformation financial position in a positive manner (Reio, 2010). Production planning: The firm is able to formulate strategies in context of production of
various functions and services. Learning curve permits officials to underline the level of
ability that are controlled by workers and also, situations which can be managed easily.
 Cost forecasting: With planning for manufacturing, predictions regarding the future cost
that will be obtained are carried out. This allows officials to organise resources which
will be utilised in the future.
Necessity of transporting learning to workplace: Higher fund usage: It transports more skilfulness while distinct tasks are being carried
out at workplace. Due to the same, officials are able to utilise funds appropriately. Improved problem solving: The individuals that managed learning from an event or some
incidents are able to germinate problem solving skill in a better way.
 Adding more value: Learning on a continuous basis allows a worker in completing every
work with appropriate effectiveness and efficiency. This improves the quality and
provides better value to services.
1.3 Analysing learning style, its planning and decision in event.
Learning theories are supported by thought and theories which relies on various
conceptual structure that assists in improving the abilities and skills. The utilisation of these
theories in a firm is as per he requirement hat exist. It also assists in enhancing learning ability of
the workers (Albrech, 2011). Managers have to evaluate distinct styles of acquisition and check
that he utilises most suitable approach relating to employee requirements. The chosen method is
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chosen managers ensures that they implement it and collaborate with the sub ordinates for better
learning. The major requirement that is required is proper evaluation and implementation in Sun
court.
The Kolb style of learning can help managers in underlining the requirements of
individual and the learning team he lies in. It also helps in identifying ways that may be utilised
for teaching new abilities and skills to targeted individuals. There are four distinct variances that
are found and needs to be interpreted by managers. It also assist in making sure that an individual
will be able to complete cycle of learning. Along with it there is Mumford style that illustrates
four different types of persons which mangers can learn so as to interpret the requirement of the
individuals.
The basic advantage of these learning mechanism is very necessary for developing any
event which will be utilised to impart new things to staffs. Several theories may be utilised in this
situation for drawing maximum outcomes (Armstrong and Taylor, 2014). Its managers duty to
check that while designing any event for learning they take the participation of employees that
will imbibe interest in them about the whole process. This helps managers in finding best ways
through which knowledge could be imparted and hence they can learn in a best possible ways.
4.1 Role of government in training and development in life long learning.
Government is a body that have the role of formulating and preparing distinct kinds of
human resource training and strategies for development. Government authorities are working for
boosting concept of life long learning so that individual can focus on their own developmental
plan. This concept promotes individuals to take part in several events so as to adopt knowledge
and increase the professional standards. Some of their roles are as follows:
Developing public norms: Government has role of generating a norms related to public before
implementing any rules or regulations. There are several kind of techniques and tools that can be
utilised by government so that they can inform people about the plans and policies that helps in
gaining better opportunities.
 Creating a HR policy that is consistent: Government has to check that consistent HR
plan for country so that it can standardised and ready for future employees can be
generated.
 Allocation of funds: There are several ways that can be utilised by the government to
train existing country's workforce. Generally they allocate funds for firms that overlook
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at existing skills and workforce (Bakker and Leiter, 2010). Most part of the money is
spent on the government owned companies.
 HRD study Promotion: There are several programs that are conducted by government
so as to promote study of human resource development in country.
 Developing suitable work environment: There are several kinds of programs that are
operated by the governments to check that grievances related to employee can be solved
and their work process is standardised.
4.2 Developing competency moment in private and public section.
Competency is understood as the abilities, skills and knowledge of the person relative to
his area of responsibilities. Basically it illustrates about the performance of the workers in their
fields. The training is given to workers so that their performance level gets boosted and hence
ensuring that their KSA enhances (Bamberger, Biron and Meshoulam, 2014). The managers
working in the firm needs to improve various task so that competency is improved. There are
several treaty of competency motion on private and public sector:
 Enhanced motivating condition of employees: When different types of funds is given to
firms then they are able to create new and different plan to train people hence motivating
them.
 Improves coordination: Competency movement helps entities in aligning worker's
capabilities and the requirements of firm. This helps them in boosting coordination.
 Reducing negativity: Competency mapping helped workers in grabbing jobs as per their
ability. This reduced negativity and hence enhancing their minds.
 Punctuality: Companies of public sector slow decision making process but the
competency movement helped them in becoming quicker.
Impact on private sector:
 Building interest: It helped private firms in building a work force that is concerned in
doing distinct task.
 Enhancing productivity levels: Their productivity and overall results can be enhanced.
 Moral improvements: Morality of individuals can also be booted due to the fact that they
are capable and have no issues while performing any task.
 Waste reduction: Competency mapping helps in doing jobs as per their specialisation
which resulted in less resource consumption (Boxall and Purcell, 2011).
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This movement basically happened in the year 1980's and has boosted the whole work force.
4.3 Effort of UK government on training and development program
UK is one of the promising country that focuses on manpower development present
inside the nation. The government in UK has taken many initiatives for making environment
favourable and competitive. These programs assisted Sun Court in training their own work force
and hence ensuring all qualities are present in them. Different departments under the government
are trying to create human kind resource:
 Working and regular payment department.
 Health department
 Skill and education development department
 Trade and industry division
These bodies are accountable for enforcing the plans created by government for
maintaining the quality of workforce in the country. The firms are focusing on standardising
several process fro training future work forces (Bratton and Gold, 2012). These programs helps
Sun Court in enhancing the abilities of their work force. They are contributing in different ways
which is as follows:
These firms keeps on evaluating the trends related to market and as per the provided
counseling to firm and Counsel director to pull off several task in their business. They are
assisting them in ensuring that every initiative focuses on man power development hence no
resource gets wasted. UK government checks that al departments are operating properly.
Different techniques like on job and off job trainings helps in enhancing managerial level skills.
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TASK 2
2.1 Needs of training and different levels in Sun Court Ltd.
Sun Court Ltd. Comprises of various levels of management and it is important to manage
and check there requirements are being fulfilled. Training is needed by employees so as to
manage ad face various situations that keeps on altering. Every assigned task needs to be
achieved as per the requirement for which individual need favourable competencies. Hence
training becomes essential. Managers needs to conduct gap analysis which states about the
differences that are present in the system (Cascio and Boudreau, 2010). It also helps in finding
causes due to which problem are arising. The mangers will plan a schedule that will carter to
requirements of three levels of management appropriately:
 Upper senior level: It is the level where employee requires training at strategic levels.
Generally managers at top needs to increase their view so that they can effectively grab
available opportunities. It is essential for the growth & expansion of a firm.
 Middle management: They are the ones who are involved in implementation and
evaluation process. They keep on analysing several strategies and policies that will help
in increasing productivity of the organisation. They should know about every method that
they can utilise to convince their subordinates and guide them on correct path. Training
helps in enhancing the skill so that they can manage work.
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source 1: Instruments of human resources development, 2017

 Lower level: They are basically line managers who have the role of supervising each and
very task. He need to have knowledge related to the management of activities as well as
the machines that used. He is the one who is responsible for maintaining the task in
efficient manner.
Different training that can be utilised for these level of employees and mangers:
 On the job training: This is kind of training which is provided to the individuals at lower
levels (Daley, 2012). This enables workers in learning new things while they are
accomplishing their task.
 Job instruction training: This is the type of training in which employee will be instructed
about the ways they can perform their task in effective manner.
 Off job training: This kind of event is organised separately from Job. This type of training
are provided to managers of a middle level as they require learning of analytic and
strategic. Basically they require development of their current mental condition.
 MDP and EDP: Management development program and Execution development program
are a two kinds of off job training method that is utilised by companies to make sure that
level of top and middle managers are ready and trained to face any challenge.
2.2 Advantages and Disadvantages of training method used in Sun Court Ltd
Their are several types of training methodologies which are used by firms for quality
improving of task assigned to workers (Flamholtz, 2012). It is important for firm to check that
they have utilised a suitable methodologies of training and they are focused for improvement of
skill, capabilities and knowledge of individual. This assist worker with firm in benefiting as firm
will have better levels of productivity and employee prospectus will enhance (Human Resources
Development. 2017). Sun Court will provide new worker induction training like on job while
experienced employees are provided with opportunity to attend any kind as per the requirement
and need.
There are several advantages for Sun court that are taken from stated methodologies:
Advantages:
 Sun court involves workers in planning out their training event that help in keeping
process simpler. Staffs are able to understand the differences between different programs
easily.
 The choice of training methodology enhances the efficiency of the workplace.
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 They also highlights on utilising immediate methodology that allows it in tackling serious
situations in effective ways.
 It allows them in improving the relationship between management and employee.
Disadvantages:
 These methods takes a lot of time.
 Training needs investment of additional resources.
 For the off job training firm has to pay all the fees asked by the organiser.
 There are certain times when these methodologies fails to offer required productivity
(Gordon, 2014).
 It results in increasing the expenditure as several experts are hired for preparing process.
2.3 Systematic approach for planning the training and development for training programme.
It is necessary for business firms to make sure that all training sessions are designed as
per the necessity. This allows them in conducting event in more efficient way. For this HR
function in firm will need to study and develop priorities related to the training. All necessary
aspects that might have influence on organisational ability will be covered like mission, goals,
vision and objectives (Gruman and Saks, 2011). The major aim behind conducting training is to
higher capabilities are developed so that they can accomplish their task in efficient way. There is
a need of developing appropriate training event. They areas follows:
Analyse It is the stage first where managers creates a schedule of training. HR
managers have to find out all the factors before they designs policy or
related plan to the training. It is check that every target is achieved as per
their need.
Design It is step second where managers of HR will identify how things are to be
regular and set up according to their high status. It is department's of HR
role make sure so they include all parties in the development of training
events and ensure that all required informations are well communicated.
Development The resources that are used by the HR needs to be managed so that every
issue is solved in a proper manner. GAP analysis will allow firm in
highlighting issues that are present and can hamper the operations of the
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