Human Resource Development Report: Sun Court Residential Homes

This report provides a comprehensive analysis of human resource development (HRD) within Sun Court Residential Homes Limited, a UK-based provider. The report begins by defining HRD and its importance, followed by an exploration of different learning styles such as visual, aural, and kinesthetic, and their role in knowledge acquisition. It emphasizes the significance of the learning curve and knowledge transfer in the workplace. The report then examines training needs at various organizational levels and compares different training methods, including classroom, interactive, and hands-on approaches, highlighting their advantages and disadvantages. It also outlines a systematic approach to planning training and development events. Furthermore, the report discusses evaluation techniques, the role of the UK government in HRD, and the impact of the competency movement on public and private sectors. The report concludes with a summary of findings and references.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different learning styles...................................................................................................1
1.2 Role of learning curve and importance of transferring learning to the workplace...........2
1.3 Contribution of learning styles and theories in planning & designing learning event.....3
TASK 2............................................................................................................................................4
2.1 Compare training needs for staff at different organisational level...................................4
2.2 Advantages and disadvantage of training methods..........................................................5
2.3 Systematic approach to plan training and development for training event......................6
TASK 3............................................................................................................................................7
3.1 Evaluation using suitable techniques................................................................................7
3.2 Evaluation of a training event...........................................................................................7
3.3 Success of the evaluation methods used...........................................................................8
TASK 4............................................................................................................................................8
4.1 Role of government in training, development and lifelong learning................................8
4.2 Development of the competency movement on public and private sector.......................9
4.3 Contribution of UK government in human resource......................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources are those individuals who work in a company and make efforts to attain
its set targets. It is the responsibility of HR manager to improve potential of manpower so that
desired results can be achieved in the most effectual manner. Human resource development plays
an important role in every business organisation. Generally, it is used by the managers to develop
personal and professional skills of employees within company. It also helps in increasing the
knowledge and abilities of workers so that they can contribute their efforts in a better way to
accomplish organisational goals and objectives. This project report is based on ''Sun Court
Residential Homes Limited'' which is a generalist provider company and it is located in United
Kingdom. In this report, various styles of learning have been explained along with importance,
advantages and disadvantage of training methods. Also training and development plan of
company has discussed which is beneficial in evaluating existing performance of employee and
also helps in making improvement in workplace. UK government taking various initiatives to
develop human resource in all over the country.
TASK 1
1.1 Different learning styles
Learning can be defined as a process of acquisition of new skills and abilities by studying
and experiencing some new concept. It plays an important role in individual's personal as well as
professional life. Through this, people can increase their knowledge and capabilities for
performing a particular task. Individuals can take help of different learning styles for the
acquisition of knowledge. Generally, it consists of various theories which help an individual in
learning through different ways.
Sun Court Residential Homes Limited can also take the help of various learning styles to
improve and develop skills of its employees which will result in accomplishing its different goals
and objectives. Mainly, there are seven acquisition styles which are highly popular and used by
this company to improve the performance of its workers. These are stated as below:
 Visual (Spatial): In this style, people prefer pictures, images and spacial understanding
for acquiring new knowledge and skills.
 Aural (auditory-musical): In this type of learning style, individuals use sound and
music so that they can learn something new.
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 Verbal (linguistic): This is known as the most popular and simple style of learning as in
this, people prefer speech and writing so that their knowledge can be increased.
 Physical (kinaesthetic): This kind of learning style prefers use of body parts or senses to
touch. This style is mostly used by the disabled people.
 Logical (mathematical): In this style, people acquire knowledge through using
reasoning, logic and systems so that individuals can learn new things in a better and
accurate manner.
 Social (interpersonal): This kind of learning style prefers involvement of group of
individuals so that they can learn something new with other people.
 Solitary (intra-personal): In this learning style, individuals like to learn by self-study.
Hence, all these are some most styles of learning which can be used by Sun Court Ltd. to
develop knowledge and skills of its employees for achieving the desired results.
1.2 Role of learning curve and importance of transferring learning to the workplace
Learning curve can be referred as graphical presentation to enhance the acquisition and
experience. It is used in two ways where first is when people learn for the very first time and
second is when people learn same thing repeatedly. Sun Court Ltd. can also use learning curve to
maximise knowledge and skills of its employees at the workplace. There are various acquisition
styles by which this company can develop its human resources and increase their abilities to
perform tasks in a better way. There are various roles of learning curve which helps in improving
the performance of workers as well as of organisation. These roles are discussed as below:
 With the help of learning curve, Sun Court Ltd. can evaluate progress of each and
every employee within organisation.
 Through this, company can improve performance of its workers in an effective and
systematic way.
 It includes various patterns so that efficiency and effectiveness of employees as well
as of company can be increased.
These are the some important roles of learning curve which help in improving
performance of organisation and workers. Apart from this, transferring learning is also the most
essential concept of acquisition through which company can enhance knowledge of its
employees. It is process which helps in transferring knowledge from one person to another. In
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simple words, in this, supervisors provides training programs to their subordinates. This type of
acquisition provides various benefits like:
Add value: Learning concept always add on some additional values to employees and
organisation. Sun Court Ltd. can also increase the value at its workplace by transferring
knowledge in each and every section of company.
Furthermore, these are some importance of learning by which organisation can improve
the performance of its employees which help in accomplishing the organisational goals and
objectives in a better way.
1.3 Contribution of learning styles and theories in planning & designing learning event
Learning theory is a wide concept which is used by business organisation to improve
skills and abilities of employees within workplace. All companies are different in nature and
characteristics so they choose different learning theory according to their requirements. Apart
form this, acquisition styles can also be distinct as per the requirements and capabilities of
workers as well as organisation. So it is responsibility of human resource mangers to analysis
different learning styles and theories before planning and designing event for workers (Anderson
and Dron, 2011.
Moreover, there is a huge relationship between acquisition style, theory and event.
Different theories of learning helps in understanding various organisational factors and
workforces. Relationship between acquisition theory and style helps in determining requirements
of company. Business mangers design learning event to accomplish different goals and needs of
acquisition. It can be determined that, there is a huge contribution of learning theory and styles in
designing an event.
For example mangers of Sun Court are planning to designing an event in which they
wants to improve learning their employees of different departments. There are four major section
in this company which are marketing, finance, research & development and production. As these
departments have their own activities and practices which are different from other department.
So it is a responsibility of sun Court's mangers to choose most effective learning styles and
theories as per the requirements of different sections (Lockyer, Heathcote and Dawson, 2013).
All organisational functions are different from each other and work of their employees are also
different so, to improve their performance company needs to use appropriate learning style and
theory which is suitable for particular employee and his department.
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Hence, with the help of above mentioned example it can be evaluated that learning styles
and theories plays an important role in planning and designing an organisational event.
TASK 2
2.1 Compare training needs for staff at different organisational level
Training is known as most import element of human resource management a sit helps in
accomplishing different goals and objectives of organisation. Through providing appropriate
training and development programs Sun Court can improve existing performance of its
employees within work place. Human resources have the much nigger responsibilities in
business organisation because success and failure of company depends upon its workers and
their performance (Lockyer, Heathcote and Dawson, 2013). So company's mangers expects a lot
from their staff to contribute in achieving organisational objectives. To make well trained staff
Sun Court should provide various training programs to their workers so that they can perform
their task in an systematic and effective manner to attain its desired goals.
An organisation is consist of various department which work together to accomplish its
different goals and objectives. In Sun Court, there are mainly four departments which require
high qualified staff for operating their operations. For this company requires training needs so
that its employees at all levels can improve their performance. Training needs of each section are
following as under:
Finance section: To operate various activities of organisation, Sun Court needs
appropriate amount of capital. In simple words, it can be said that finance department plays an
important role in all function of company. It is necessary to provide appropriate training to
employees of this department so that they can perform their task in an effective manner. It is
mandatory that they should have knowledge of accounts and other aspects of finance so that they
can contribute their efforts in achieving organisational goals and objectives.
Human resource section: People of this department needs training of recruitment and
selection process, through which they can recruit well qualified employees for organisation
(Uğur, Akkoyunlu and Kurbanoğlu, 2011).
Marketing section: This department of company is combination of all organisational
functions. Mainly, employees of this section requires high knowledge of all marketing strategies,
policies and other concept so that they can help in making higher organisational profit.
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Production section: In this department, employees requires training of all procedures
which are used in producing products and services. With the help of appropriate training
company can manufacture more innovative and unique goods (Ployhart and Moliterno, 2011).
2.2 Advantages and disadvantage of training methods
With the help of training programs organisation can increase efficiency and effectiveness
of its existing employees, because well trained workers contributes a lot in accomplishing
organisational goals and objectives. Company can use different training method for antithetic
need of enterprise (Guest, 2011). Sun Court use various training methods to develop
performance of its workers and these are following as under:
 Classroom or instructor-led training: This is known as most effective technique of
acquisition. In this trainers use various aspects such as blackboard, overhead projector,
video portion and power point presentation to increase knowledge of their trainees. Sun
Court can use this method to improve performance of its employees.
Advantages: The main strong point of this method is that it provides wide range of
materials to big and small team of workers, Also it is a cost effective training technique.
Disadvantages: Sometimes it is considered as less interactive approach. Scheduling of
classroom sessions for huge number of workers can be a difficult task.
 Interactive methods: This techniques is very much popular in organisation as it keep
employees captive and active in small team discussions, quizzes, active summaries, case
studies and other aspects of interaction.
Advantages: The most powerful point of this method is that it keep worker involved in
business activities. Through this existing employees can pass on their knowledge to freshers
(Hobfoll, 2011).
Disadvantages: This approach consumes much time as it involves various interactive
activities and practices.
 Hands-on training: Through this method trainers can teach their trainees by practically
performing some tasks. Generally, it includes cross-training, coaching and
apprenticeships.
Advantages: This kind of method is used to train employees about new process and
equipments. Through this trainee can determine how much he had learned.
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Disadvantages: This training technique is not useful for large group of workers.
Sometimes cost of apprenticeship can be more expensive.
2.3 Systematic approach to plan training and development for training event
The main factor of organisation is its employees because without then it can not
accomplish it desired goals and objectives. So it is necessary to improve worker's performance in
company for better results. If a company wants to develop its manpower than it need a well
effective and systematic manner so that efficiency and effectiveness of individuals can be
enhanced (Jabbour and et. al., 2013J). In simple words, if Sun Court needs high qualified staff
members so firstly it need an appropriate training and development plan. It is consist of various
steps which are following as under:
 Organisational objective: This is known as first step of training and development
plan. In this, business managers make organisational goals clear to their employees so
that they can understand what is actually need to be achieved. It is responsibility of
trainers that they make clear understanding about desired results so that employees can
accomplish them in a better way. The main object of Sun Court is that it wants to
decrease its production cost so that it can achieve higher financial profit.
 Identify training need: In this step business mangers evaluate the performance of their
employees and provide required training and development programs so that efficiency
and effectiveness of workers can be increased. Different departments of organisation
requires different type of training.
 Set training strategy: In this step, business managers selects best strategy for training
and developing their employees, so organisational gaols can be attained. Basically
strategies are made as per the requirement of different section of company.
 Implementation of training program: After deciding all strategies and objectives of
training, in this step trainers implement predetermined strategies so that desired results
of company can be accomplished.
 Evaluation: This is known as last stage if training and development plan. In this step,
trainers monitors and reviews performance of employees. Also determine that all
actions are performing in right direction (Jiang and et. al., 2012).
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TASK 3
3.1 Evaluation using suitable techniques
It is the responsibility of business mangers to evaluate over all performance of training
and development program. Implementation of grooming plan plays an important role in
organisation. Different trainers evaluate their training program in some distinct way. The main
reason behind measuring grooming plan is that all desired results are achieving or not. Through
this business managers can also evaluate improvement in employees behaviour his way of
performing his tasks (Kakuma and et. al., 2011).
Sun court can improve performance of its employees by planning and conducting two
major programs. In first part, business managers will going to measure the actual need of
training. Requirement of grooming is needed when employees are not working according to
manger's expectations. So trainers of Sun Court have decided to make training plan of 20 days in
which they will find out, in which areas need of training is arising. They also can get information
form employees that what they want to improve in themselves. With the help of worker's
feedback, managers can easily understand the areas which should be developed. There are two
major techniques of collecting feedback which are questionnaires and personal meeting. These
task can be performed by mangers or by a team which is created by him, to measure training plan
of employees (Kehoe and Wright, 2013).
3.2 Evaluation of a training event
For evaluation of training and development plan, managers of Sun Court can take help of
following steps:
 Employee gratification and reaction: At the time of providing development program,
trainers can determine effectiveness of training through analysis satisfaction and reaction
of its trainees or employees.
 Knowledge acquisition: Through this Sun Court can measure performance of its
workers. Basically in this, trainers can ask some question to its trainee to evaluate his
knowledge which is increased by training program (MacArthur and et. al., 2014). It is
known as in interactive process in which feedback of workers can be achieve very fast.
 Behavioural approach: In this step, managers understand the output of training program
by analysing behaviour of each employee towards accomplishing organisational goals.
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 Measurable business improvement: Through evaluating organisational performance,
Sun Court can determine that how much effectiveness has been increased in business
activities and practices.
 Evaluating with a standard: With the help of setting benchmark or standard company
can easily determine its performance. Training program helps in bridging gap between
where company is and where it wants to reach in future (Martin, McNally and Kay,
2013).
3.3 Success of the evaluation methods used
It is very much important to evaluate the training and development program so that
performance of employee can be measured. It is responsibility of manger to share discussion
with its team members so that training results can be determined and needed actions can be
taken. Trainers can describe various advantages of different methods which are used in
evaluation of training program in following way:
 Through using satisfaction and reaction method company can understand the psychology
of workers. With the help this different feelings and expectations of employees can be
determined (Uğur, Akkoyunlu and Kurbanoğlu, 2011).
 Through providing training and development program company can increase knowledge
and skills of employees.
 If employees of organisation are highly trained that they can contribute more in the
accomplishment of organisational goals and objectives. Which results in high financial
profit.
Hence, through determining above mentioned points it can be evaluated that for better
success of company it is necessary to determine training program.
TASK 4
4.1 Role of government in training, development and lifelong learning
It is responsibility of business mangers to make organisation strategies and policies to
keep in mind various legal aspects. There is huge influence of government on the functioning of
Sun Court. Authorised bodies contributes a lot in growth and development of business enterprise.
Some of most important roles of government in organisation are following as under:
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Generating a public norm: Legal bodies have direct contact with people. So it so easy
for government to influence people for training and development programs (Ployhart and
Moliterno, 2011).
Develop HR policies for all: In recent time, authorised bodies have also created some
laws and regulations related to human resources of organisation. so that, their interests can be get
protected and promoted within organisation.
Encourage human resource development study: There are various human resource
studies which are introduced by government. Which helps in improving and developing people
with in different organisation. Government have force all educational institute to learn about
human resource practices to students.
Creating healthy working environment: There are also various Human resource
programs which are promoted by Legal authorities in order to train and develop manpower in
company. Government have create many rules and regulation which is mandatory to follow by
all companies.
Allocate funds: Legal authorities also provide financial assistance to small organisation
so that they can operate their business activities and practices. By using these funds company can
improve their human resource through providing them training and development programs (
Steffen and et. al., 2015).
4.2 Development of the competency movement on public and private sector
Competency can be defined as a unique skill and ability which others do not have. This
aspect is very much required in business organisation so that employee can survive in his
workplace. The term competency can be described as below:
Experienced beginner: This kind of people get required information and knowledge
which is highly needed in workplace.
Practitioner: This type of individual have already required knowledge to perform their
task in a given time period.
Knowledgeable practitioner: This kind of people are those who collect required
knowledge so that they can do their work in effective way (Unger and et. al., 2011).
Novice: This type of individual do not have required knowledge.
Expert: Well trained person in a job are known as experts of that particular task.
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Moreover, through understanding the concept of competency it can be said that it plays
an important role in both public and private sector. In previous years, it was not necessary to
have competencies but due to dynamic changes in business environment its need have become
foremost. For surviving in competitive environment of organisation, employee need to have
some unique characteristics which differentiates it from other workers. Business mangers can
increase competencies of individuals through engaging them various training ad development
programs. People with high competency are more likely to be most favourable employee of
organisation.
4.3 Contribution of UK government in human resource
In recent time, human resource have become more important concept for the success of
business enterprise. UK government is also taking various initiatives to protect and promote
interests of employees within organisation. Legal authorities is focusing on some areas which are
following under:
 Health sector
 Education sector
 Pension sector
 Trade sector
 Work sector
Moreover, these are some areas on which government is more focusing its attention.
Above mentioned departments provides various services which are following as under:
 For better improvement of country, government of UK can provide various employment
services so that people can develop their living standard (Wright and McMahan, 2011).
 Legal authorities also taking various actions to provide education to poor children whose
age is between 3 to 15 years.
 UK government also giving some facilities to train and develop employees of small
organisation.
CONCLUSION
By concluding this project report, it can be evaluated that human resource development
helps in improving skills and abilities of employees. It has been assessed that with the help of
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