HR Development Report: Comparing Learning Styles at Sun Court

This report provides a comprehensive overview of human resource development (HRD) practices, specifically tailored for Sun Court Limited. It begins by comparing various learning styles, including Kolb's model, and analyzes their application in the workplace. The report then delves into the role of the learning curve in transferring knowledge and identifies how learning theories contribute to effective training event organization. Furthermore, it assesses the development needs of staff at different organizational levels, evaluates the advantages and disadvantages of different training methods (on-the-job vs. off-the-job), and proposes a systematic approach to planning training events. The report also covers evaluation techniques, conducting evaluations for training programs, and reviewing the success of these methods. Finally, it examines the role of government in training and development, the impact of the competency movement, and the contribution of contemporary training initiatives to HR development, concluding with recommendations for enhancing HRD practices within the organization.

Human resource development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparing various styles for learning..................................................................................1
1.2 Determining roles of learning curve in transferring learning at workplace..........................3
1.3 Identifying contribution of theories and styles of learning in organising training events....4
TASK 2............................................................................................................................................4
2.1.Compare development needs for staff at different levels in an organisation .......................4
2.2 Assess advantages and disadvantages of training methods..................................................5
2.3 Develop systematic approach to plan training event.............................................................6
TASK 3............................................................................................................................................7
3.1 Prepare an evaluation by adopting suitable techniques.........................................................7
3.2 Conduct an evaluation for training program.........................................................................8
3.3 Review success of methods of evaluation used for training.................................................8
TASK 4............................................................................................................................................9
4.1 Different role of government in training, development and lifelong learning......................9
4.2 Development of competency movement has affected public and private sector................10
4.3 Evaluate how contemporary training initiative has contributed in HR development.........11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource development is a vital concept that is concerned with skill enhancement
of individuals working in an organisation. It is a continuous activity that includes activities like
training, motivation, performance appraisal and career policies of company. These practices are
essential in order to attain objectives and goals of business in an appropriate way. This is
concerned with the identification of training needs at different levels of organisation so that all
units could be made more efficient (ZHOU, and REN, 2011). It is important to make employees
capable in their job roles. This report is about Sun Court Limited which is a company involved in
residential services. There are different types of learning styles and so, it is required to compare
them in order to identify their importance. Such theories contribute to plan and design a training
program effectually. This assignment will focus on identifying the development needs at
different levels of a company and determine benefits as well as drawbacks of these techniques so
that the most appropriate way could be used. Evaluation is another important activity that is
helpful in reviewing the success of these training events. This assignment will also focus on
various initiatives taken by government in this context.
TASK 1
1.1 Comparing various styles for learning
Learning is an important concept that includes transforming knowledge, behaviour, skills
and beliefs of person. It requires methods like reading, experiencing, listening and visuals related
with specific area of knowledge. Employees in Sun Court Limited are coming from different
backgrounds and mentality so, suitable theory of learning must be chose to enhance their skills in
an effective manner (Zhangjun, Zhongquan and Kun, 2011). Comparison is required to
determine the benefits of different approaches. Therefore, some of the learning styles are as
follows-
Kolb's learning style- This theory was proposed by David Kolb in the year 1984. It is
concerned with internal cognitive process of an individual that takes place while learning. There
is a cycle including four different stages that show various styles of acquisition.
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Diverging- This style is concerned with those people who learn from different ways. It is
suitable for those persons who can gain from watching others rather than applying imagination
for providing solutions to problem. They are not very much involved in the brainstorming
process as they follow others.
Converging- This learning style is appropriate for those learners who prefer practical
work rather than gaining from theoretical concepts. Such type of persons are able to give better
solutions to problems related with the real scenario (Kolb - Learning Styles, 2017).
Assimilating- It is suitable for logical and practical person. Methods of scientific research
and case study could be adopted in order to provide skills to such individuals. Their learning
must be focussed towards improvement in creativity and reasoning abilities.
Accommodating- This type of learning style is suitable for those learners who can gain
from feelings rather than any type of practical process. Such people do not prefer research and
surveys in order to gain information and knowledge.
Behaviourist learning theory-
It is another important theory of learning that emphasises on independent activities in
order to gain (ZHANG and et. al., 2011). Individuals can acquire new behaviour from several
environmental conditions. It is an effective way of enhancing knowledge and skills because in
individual learns from practical situations happening in their surroundings.
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Illustration 1: Kolb's learning style
(Source: Saul McLeod, 2017)

Therefore, it is comparison between different styles of learning. Sun Court Limited can
apply any theory as per the suitability of their workforce (Zeng-zhou, 2011). It will help in
making them more capable in performing their tasks and attaining organisational goals and
objectives properly.
1.2 Determining roles of learning curve in transferring learning at workplace
Learning refers to a graphical representation that is used to determine the link between
knowledge and experience. It is an important tool to reflect the steps of gaining new knowledge,
ideas and experiences of individuals (Learning Curves, 2015). This assists in identifying
capability of workers that are required to accomplish an activity at the time of training. It is
useful for Sun Court Limited to determine various learning styles so that they can organize
effective training event for their employees. This curve fluctuates in ascending and descending
order on the basis of performance outcomes of people after gaining skills and knowledge from
training programs.
Transferring learning- It refers to the process taking place while providing new skills
and knowledge to individuals through several learning styles. This concept is very helpful in
making trainees capable in their job roles by using different techniques. Training and learning
styles; both are considered to be effective, if there is improvement in the performance of
employees after going through these sessions. It is very important for the trainer to analyse that
appropriate information and skills will be provided to trainees. Development needs must be
determined for different levels in company so that better objectives and aim could be developed
in this regard (Yuan and Yu, 2012). Learning curve plays an important role in this process as it
assists in making relevant decisions and providing proper solutions to problems taking place in
an organisation.
Importance of transferred learning-
Sun Court Limited can attain various advantages from this process. Some of these
benefits are as follows-
 It is useful in enhancing capabilities and performance level of individuals so that they can
attain desired goals related with their tasks.
 This process is an important tool for motivating workers in order to improve the
capabilities and achieve organisational goals in an effective manner.
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 Positive work environment can be created using this technique as employees are highly
motivated and they are performing in an efficient manner. There will be less chances of
conflicts amongst workers as learning will make them self-managed.
1.3 Identifying contribution of theories and styles of learning in organising training events
Learning style refers to different techniques and ways in which a person can learn. There
are various contributions that are delivered by this concept to an organisation (Yu-fei, 2011).
Management of Sun Court Limited can identify the skill gaps of employees working individually
and in groups. There are two types of learning groups that are pragmatists and theorists. It helps
in providing effectiveness to several activities taking place in this company. There are different
needs at for specific functional unit of enterprise to there is need that matured people will handle
such aspects. These group of learners are focussed towards practical and logical approaches to
learn. Learning style helps in developing systematic ways to develop objectives and attain these
targets in effective manner.
These theories of learning plays an vital role in analysing behaviour of employees. There
are several aspects that are associated with development process of individuals. Such styles
provides correct framework and path to design an training program. There are some theories
such as reinforcement, that assists in influencing the behaviours of people that is based on their
past experiences and background. Such factors affects their capabilities in negative manner.
These elements could be effectively transformed as positive behaviour by managing learning
event as per this. Sun court can design better training programs using these relevant theory. Such
approaches assists the trainer in providing relevant information to employees so that they can
generate better outcomes (Yong-chang, 2012). It is very useful in making workplace more
effective and efficient by improving performance of critical areas.
TASK 2
2.1.Compare development needs for staff at different levels in an organisation
Developing skills and knowledge of employs in organisation by training or motivate
personnel to achieve enterprises goal and objective. It help in doing work with efficiency and
effectually. Its is involved in every level whether it is a small scale or large undertaking. There
are three levels in organisation are explained below:-
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Organisational level- In this level training need is related to the enterprise goal and
objectives and strategies followed to achieve these (Wilson, 2014). It is required to except the
immediate changes in business environment and to work on that changes needed.
Occupational level- In this need of training is required to enhance skills, knowledge and
attitude of personnel toward their job and work required in organisation. It fill the gap between
standard and actual performance of employs. Required to carry on in competitive environment.
Individual level- It improve performance of one-on-one employs. Help in identifying the
training need required by individual in different sectors they are acting. 360 degree are used in
distinguishing employs training necessity. It enhance individual employs working techniques
and identify which training method is required for improvement.
2.2 Assess advantages and disadvantages of training methods
Sun court limited wants to organize training event for its workers. It is required to
understand benefits and drawbacks of different techniques so that better one could be adopted
(Wang and Yang, 2011). There are two types of grooming methods that are commonly used in
any organisation. Pros and corns are explained below:-
On the job training methods
Advantages Disadvantages
Quick learning and immediate productivity.
Because of work performed during training
method.
Low productivity because they are in the
procedure of learning. As a result, production
will be down.
It is economical in the sense because it is not
required in extra cost burden for arrangement
of training.
Work assign to trainees will have less quality
and chances of damages also. They all effect as
higher cost in production.
Employs learn from actual equipments and
material and they get practical knowledge and
real work station.
Disturbance may be arises because of real work
station in organisation.
Less future possibilities of mishap with the
help of on the job training method.
Their are possibilities of accident while
learning with actual equipments.
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Of the job training method
Advantages Disadvantages
Training is provided by the specialist of their
field. It is of high quality.
It is expensive because arrangement of outside
training is provided.
Off job training is done through new
equipments which gives new idea and
techniques to work.
Employs learn new skills on outfit which is not
necessary for sun court.
Personnel attend classes and this help in not
miss their work this reduce cost of training.
Classes attending gives theoretical cognition
which is not workful for enterprises.
Large number of people are trained at a time. Lack of feedback because of large numbers of
trainees.
Production work can be carry easily because
trainees are not involved in this process.
No production during training period as a
result of off job training method.
High productivity will be their when
employees are placed at working station.
This training method is not effective. Personnel
are unfamiliar of actual working environment.
It requires long time to learn.
2.3 Develop systematic approach to plan training event
It is very important to plan and design an training event in systematic manner. It could be
done by arranging all the activities and processes in appropriate way so that there will be more
chances of attaining goals and objectives successfully (WANG, LIU and LI, 2012). This is
concerned with management of these programs by setting adequate objectives and steps to attain
these desired goals. It may be conducted in following manner-
Identify training needs- This is related with determining growth needs at various levels
of this company. Managers of different functional units are entitled to analyse performance of
individuals working in their departments. It will assist them in determining the gaps between set
standards and actual performance (Shuck and Herd, 2012).
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Objectives- Another approach to plan an learning event is concerned with setting
appropriate aims and objectives that are to be attained from training efforts. These targets are
focussed towards skills and knowledges of employees that are required to be provided for
enhancing their capabilities.
Strategy formulation- This is another important attribute in this manner. Management of
Sun court is responsible to make relevant strategies for conducting training and development
sessions for its workers (Jian-hua and Ruo-gang, 2012). These policies are very helpful in
providing relevant skills and knowledges to employees of different departments.
Implementation- This approach is relate with implementation of plans an strategies in
real scenario. Training and development session has been started at this stage. Human resource
unit is responsible to execute all the plans and policies in proper manner so that objectives will
be accomplished in given time. Everything must take place in right way and adequate time.
Evaluation- It is another important approach in this systematic way. This is concerned
with monitoring and evaluating the overall training program in order to identify whether it is
effective or not.
TASK 3
3.1 Prepare an evaluation by adopting suitable techniques
Evaluation of training program is very important to ensure successful completion of such
programs. There are several factors that could affect effectiveness of these events by creating
hurdles in its processes. Such barriers can be identified by using different ways of evaluation. It
is very helpful in determining after effects of training sessions by judging whether it has
improved performance of employees. Actual outcomes are compared with desired standards in
order to find the gap (Fuhua, 2011). Objective based evaluation system will be better option in
this context. It includes following steps-
Setting objectives- First step is concerned with setting standards for outcomes that are to
be attained through these events. It is important to manage all the activities efficiently.
Actual results- In this stage of evaluation process, current performance of workers is to
be measured with previous outcomes so that, effectiveness of training will be analysed. It will
help in understanding whether they have gained from learning events or not.
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Comparison - This step is concerned with comparing actual outcomes with set standards.
It is done to identify the gap between attained and desired goals. If these are accomplished as per
standards then training is considered as successful.
Corrective actions- Identified deviations are to be rectified by taking proper corrective
steps. It is an important activity as further training sessions could be made effective through this.
Monitoring progress- It is required to assess further activities in order to analyse the
progress in training events after taking corrective actions.
3.2 Conduct an evaluation for training program
It is very important for Sun court limited to carry out proper evaluation for its training
program (Feng and et. al., 2014). This is very helpful in determining the areas where rectification
is required. Effectiveness and success of learning events can be maintained by using this
approach. It could be done in following manner-
Observation- It includes activities for observing such sessions so that efforts of trainers
can be analysed on continuous basis. This is considered as important tool in analysing sessions
taking place within the company. Observer prepares a checklist on the basis of things observed
by them. In this statement, they provides suggestions for improvement and ways to remove
deficiencies.
Interviews- Another method, that could be used for the purpose of evaluation is
conducting interviews. It assists in generating feedbacks from learners in order to know whether
they have gained from these events or not.
Performance appraisal- It is another way in which evaluation could be done. This
includes analysing performance of trainers after some time of training. If they are still lacking
behind in terms of skills and abilities then it is considered that , learning event is not successful.
Therefore, these are some ways in which training events of this company can be
evaluated. On the basis of result generated from these methods success of training program is
analysed. This will help in analysing the satisfaction level and whether they have gained from
these sessions or not.
3.3 Review success of methods of evaluation used for training
Manager of Sun court limited has to review the success of their training and development
event in order to identify whether is successful or not. Strengths and weaknesses of such
programs can be identified through this process (Huang, 2011). Productivity of learning events
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can be assessed through ways of data collection related with outcomes of these sessions. There
are several parameters that are required to be fulfilled by training programs. These are as
follows-
 It is considered as successful, if performance of employees have been improved after
completion of these sessions. There is need for identifying whether their skills and
knowledge has been improved or not.
 If workers have became able to deliver better services to customers and satisfaction level
of buyers have been increased then learning event will be considered as effective and
successful.
 These events are conducted to motivate employees to perform in better manner so that
they can perform better and healthy environment can be created in this organisation. If
these criteria has been fulfilled then learning event is effective.
Therefore, these are some ways in which success of training can be assessed. Along with
that there are some other methods that assists in making such events more effective. It is required
that all the participants will actively participate in all the activities. Innovative and relevant
methods must be selected to provide knowledge to trainers (GU and DENG, 2012). Increased
confidence level and inner strengths of employees should be the outcomes of these sessions. If
all these criteria have been met then such events are successful. Employees becomes motivated
and more capable in performing their job roles. It will improve the quality of services and
consumers will be more satisfied. This will also assist in creating better work environment in
company.
TASK 4
4.1 Different role of government in training, development and lifelong learning
Government plays significant role in the improvement and development of human
resource in public and private sector. The government of UK offers the training facilities to the
company in order to develop their human resource cause it can be seems that every organisation
gives their contribution in the growth of economy of the nation. The organisation Sun court also
have support form the government in order to enhance its working and performance among those
organisation whom are rival of each other other side it helps in providing different facilities to
both organisations such as private and public. Human resource will gives direction to grab more
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profit for the economy. Along with it government of UK has their concentration and
responsibility on the development of human resource and they are as like:-
Generating public norms: Government has playing very significant role in development
of human resource as government entity issues their norms that make initiative for common
culture among persons and provide assistance to them in their training and development.
Forms human resource policy for all: here in, government has been framing some
crucial and major policies for development of human resource which helps in enhancing the
capabilities of a civilian or citizen of a particular country.
Fund allocation: the government of nation offers their support in order to provide
financial facilitates along with fund to both organisations as private or public. The reason behind
it is they want to development of human resource which helps in order to make powerful and
strong strategies of training and development of an organisation.
Create favourable environment: in very general term, government provides their helps to
their citizen through giving appropriate positive and favourable condition and this will leads to
develop the capabilities of persons. So they are issuing some laws which involves right of
workers and punishment for disposed of law.
On the other side, government of nation needs to frame and introduce a scheme which is
known as apprenticeship. It provide helps in order to solve the issues related with unemployment
particularly in between the youngster that facilitates their help in context to reducing the gap and
difference among person's skills hence the government are planning to improve the number of
the scheme of apprenticeship. So many persons currently has associated with same scheme. For
the same purpose, UK government has all the responsibility for tracking and monitoring the
minimum level of performance of each and every company in entire UK so that they can be able
to provide learning lesson to their workers in order to enhance their skills and ability and
knowledge for setting real work with in organisation.
4.2 Development of competency movement has affected public and private sector
In the business sector it has seems that competition has been increases. public and private
organisations are started for developing and enhancing the knowledge. Sun court is investing
more money in purpose to enhance the quality of services what they have offered, working of
employee and adaptability etc. to reduce the large competition and grab the top position in the
demand market place (Jin and Zhong, 2011). In the different words, competency refers to the
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