Human Resource Development Report: Training Events and Evaluation

This report, prepared for People 'R' Us, a HR consultancy firm, focuses on human resource development (HRD) for Sun Court Ltd., a care home. It explores various learning styles, including visual, physical, and aural, and discusses the role of the learning curve and the importance of transferring learning to the workplace. The report outlines training needs at different staff levels, analyzes the advantages and disadvantages of training methods such as performance appraisals and workshops, and proposes a systematic approach to planning training and development programs. Furthermore, it examines the evaluation of training events, the role of the government in HRD, the impact of competency movements, and contemporary government initiatives. The report aims to provide a comprehensive overview of HRD strategies and their practical application within the context of Sun Court Ltd.

Human Resource Development
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Different learning styles...................................................................................................3
1.2 Role of learning curve and importance of transferring learning to workplace.................4
1.3 Contribution of learning style and theory when planning and designing learning event. 5
TASK 2............................................................................................................................................6
2.1 Training needed for staff at different levels.....................................................................6
2.2 Advantages and disadvantages of training methods.........................................................6
2.3 A systematic approach to plan training and development programs for training events. 8
TASK 3............................................................................................................................................9
3.1 Evaluation of training event.............................................................................................9
3.2 Carrying out evaluation of training..................................................................................9
3.3 Success of evaluation method used................................................................................10
TASK 4..........................................................................................................................................11
4.1 Role of government in training, development and lifelong learning..............................11
4.2 Impact of development of competency movement on the public and private sector.....12
4.3 Contemporary training initiatives taken by the UK government to help human resource
development.........................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Human resource development (HRD) is the process of developing their personal and
organizational skills, knowledge, and abilities. HRD includes opportunities such as employee
training, career development, performance management and development, coaching, mentoring
and succession planning. The focus of all aspects of human resource development is on
developing employees which will help the organization in accomplishing their goals in providing
service to their customer. Development of human resources is essential for any organisation to
achieve growth. This report is based on the case study of People 'R' Us. It is a HR consultancy
firm in the UK which gives advice on HR issues to the other company. In this report, People 'R'
Us is bidding for HRD work with Sun court Ltd. in which they make design and plan the training
events for the Sun court Ltd. It provides care home to the old age people. In the above project, an
attempt is made to understand the learning styles and learning theories and in fourth part of the
report emphasizes is put on government to take the initiatives. In the second task of report, an
attempt is made to design training and development activities for company. In third task, a
training event is evaluated for the firm.
TASK 1
1.1 Different learning styles
Learning style may be defined as the unique approach of individuals which they use to
learn different aspects of specific subjects (Knowles, Holton III and Swanson, 2014). It is
basically an approach in which they understand things through different perspectives. In today's
world, all people have different kinds of learning style and they prefer to learn from their style.
Some people have mix style of learning and they learn from different style. People 'R' Us has
suggested the different kinds of learning style to Sun Court Ltd. These learning styles are as
follows:
1. Visual style: In this style, people learn from observing various kinds of pictures, images,
and making maps in their mind about the thing and they learn from it.
2. Physical style: In this style, people learn by doing all the things. They make the diagrams
and learn from that. Sometimes, individual prefer physical objects and role plays for
doing different kinds of learning.
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3. Aural: This learning style is basically based on learning from the different types of
music, sound, rhythms etc. the people also learn by hearing the recordings which they
have made (Boxall and Purcell, 2011).
4. Verbal: Another approach of learning style is verbal. In this style, people prefer to learn
by the words and by hearing various kinds of speech. They also learn the things by
writing. They use various types of word association techniques to learn the things.
5. Logical: People use different types of logic to learn the things. They use logical
reasoning for learning. In this style, people identify various reasons behind learning.
6. Social: People prefer to learn in the groups. The people also want to learn from observing
various people in the society. They learn by working with various people together.
7. Solitary: In these styles, people want to learn alone. They so not require any kind of
learning techniques and objects. They do the self-study for their learning (Jackson,
Schuler and Werner, 2011).
1.2 Role of learning curve and importance of transferring learning to workplace
Learning curve may be defined as the graphic presentation of the individual of their
development and various kinds of skills which they learn from the training. In order to bring the
efficiency, and to increase the performance of employee in the organisation, learning curve is
very important to be followed. It is important for the individual who is working in the
organisation to build experience related to their work. It also helps the human resource in
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Illustration 1: Learning styles
(Source: Mankin, 2009)

identifying various kinds of new skills and to focus on that skill. Learning curve is significant for
employees in making plan related to their career development (Daley, 2006). In this report,
People 'R' Us is giving suggestions to Sun Court Ltd. for organising the training event. Thus, for
this event, learning curve plays an important role for the human resources of firm. This learning
curve assist in developing various types of competencies and skills in the employee related to
company service. In the company, the workers are provided with different experience, their
performance is monitored at the regular intervals. So by their learning curve, they can identify
their progress in the company and make the various decisions related to their career.
Significance of transferring learning to workplace:
In the organization, various kinds of knowledge are provided to employee related to the
value of the company, innovations, expectations, and career information. This transfer of
learning in the organisation is significant because with the help of this, the employee can
improve their performance. This is helpful in creating various types of opportunities for the
employee related to their work (Mankin, 2009.). The employees also develop different capability
in the leadership. Sun Court Ltd. has to organize various kinds of workshop for employees at
regular intervals which will help them in developing practical knowledge. By learning, the
employees also identify their strengths and weakness related to any particular subject and makes
the development of their own.
1.3 Contribution of learning style and theory when planning and designing learning event
Learning style and theory contribute lot to the planning and designing learning events.
With the help of both, the company identifies the requirements which are needed in the training
to meet the objectives. Learning style helps a lot to organisation in identifying the employee’s
preferences regarding learning. So, before planning any training event, company must analyse
the employees and their different learning styles. Contribution of learning style and theory helps
a lot to the sun court Ltd. in achieving their effective goals (Kayes, Kayes and Kolb, 2005).
By various kinds of learning theories, company recognize the learning styles and needs of
employees towards learning things. These also help the organization in evaluating changes which
were made by employees and company. This will also contribute in building motivation among
employees regarding learning things. Further, it will aid in understanding various kinds of factors
which can have impact on the organisation. Thus, it can be said that learning style proves to be
very helpful in understanding the changes which are being made in the firm.
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TASK 2
2.1 Training needed for staff at different levels
In every company, there are different roles assigned to each employee and their
responsibilities are also different. In order to make employees understand the different roles and
have learning, Sun Court Ltd. has to launch various kinds of training events. Different levels of
management and need of training at there is as follows:
1. At management level: At this level, various kinds of practical training are given to the
workforce. This training is given to develop the decision making capability of employees.
Here, learning is given regarding the way to lead teams and adopting correct leadership
style. Role play activity is also helpful in assessing the way to handle the practical
situation. Training is also given for reviewing the performance of their employees and
making improvements in that the same. In this, they also require training related to
maintenance of records of staff (Arregle and et.al., 2007).
2. Shopper level: At this level, training is needed to handle the patient. Solving the client
query, making approaches to the user. At this level training is needes to handle the
grievances of the client.
3. Operational level: At this level, training is needed to make correction in the
performance. They also advice for the extra efforts which employees can add in their
current performance (Carstensen, 2006). Training is also required at this level for creating
the value.
2.2 Advantages and disadvantages of training methods
Sun Court Ltd. need to launch training events at an advanced level. For this, managers of
company guide their employees to build the career path. In order to learn various kinds of
responsibilities which is the foremost requirement of firm, activity like role play is organised.
They also organize various kinds of training programme like workshops and performance
appraisal. So, all these trainings have some advantages and disadvantages:
TRAINING ADVANTAGES DISADVANTAGES
1.
Performance
1. It is helpful for the employees to identify
their current performance level.
1. Sometimes, it demotivates the
employees if their performance is
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appraisal 2. Assists employees as they can know
about the present skills and competencies of
workforce.
3. It supports employees in setting the
standards according to which they have to
perform (Noe, 2010).
not good or if it is not according to
the set standards.
2.
Discussions
It is helpful in knowing the strengths of
employees and making various plans related
to career development.
If management would not support
employees then they would face
various kinds of difficulties in
making their plans.
3. Induction It proves to be helpful for knowing the
scenario of company. Employees can clearly
understand the firm’s objectives, vision,
mission and work.
Sometimes, induction proves to be
very negative if actual condition of
company is not according to what
has been explained to the
employee at the time of induction.
In this case, negative impression is
created in the minds of employees.
4. Role play It assists in understanding the practical
situations that occur in company and the
way to handle various problems that arise in
the work.
The disadvantage of role play is
that many a times, it creates
nervousness in the minds of
employees. So result is this that
the employee will not take
initiative in the work.
5. Workshop It is helpful in developing the skills among
employees and arranging materials for
imparting learning to employees.
It is very cost effective for
company. Organizing a workshop
costs too much to the firm. It is
also not sure that whether it would
achieve success or not.
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2.3 A systematic approach to plan training and development programs for training events
In the People 'R' Us, I work as a HR professional and presently, I am working for the Sun
Court Ltd. to design their training event (De Haas, 2010). Thus, I will execute the training
program in a systematic way. I have given an idea of training system in which all the employees
and management can actively participate. I will suggest the firm to organise training program
that wold stress on problem solving skills which is very helpful for company in taking fruitful
decisions. In this training program, firstly, manager identifies all problems in the performance of
employees and later on, discussions are made with employees related to problem. After that,
employees will discuss the case among all and try to find out solutions to the problem. Further,
when solutions will be found by employees then it will be checked by the manager. If solution
would prove to be effective then manager will implement the same (Knowles, Holton III and
Swanson, 2014).
Training process:
In my training program, firstly, I invited all staff members and after inviting them, I
introduced them to the management team of organisation. Then the problems were discussed
which raised in front of staff members while performing their tasks. A scenario was discussed by
the management and after that, questions were asked to employees to check whether they
understood the same or not. Further, instructions were given to employees for solving the
problem. Now, individuals were told to come with the solutions next day (Collins and Smith,
2006). Employees were also asked to include all facts and figures which they include in finding
out the solutions. Next day, when individuals came with the solution then a group of 3 members
was formed and discussion was made in team regarding the same. Now, all solutions were
analysed by the manager. For making improvements, employees were allotted with specific time
duration and again, discussions were made. Finally, management made the discussion with
employees and solutions were implemented in the organisation.
TASK 3
3.1 Evaluation of training event
In order to know the outcomes and success of training, company must evaluate it first
(Lewis and Heckman, 2006). It would prove to be helpful in checking the efficiency and
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effectiveness of training program. In order to know the results of training that whether it is
successful or not, top management uses various kinds of methods. Some of them are like:
1. Collecting feedback from trainer and trainee: In this method, a training program is
evaluated on the basis of collection of feedback taken from the trainer and trainee. All the
feedback were taken at the end of training. In the feedback, trainee and trainer are asked
with different questions (Lam, Kolomitro and Alamparambil, 2011). These questions are
like whether they like the training or not; what were the benefits of training; whether they
face any kind of difficulty in training or not; Etc. In order to find out the actual and
accurate results, collecting feedback is an appropriate method.
2. Observation: Another method which was used in the evaluation of training is
observation. In this, trainer and trainees are observed by company for checking their
participation. The effects on internal and external environment of training event is also
observed by the manager for making perfect evaluation (Posavac, 2015).
3. Customer comments: In this evaluation, comments of service users are collected to
check whether they liked the services rendered by employees or not. In order to know
whether the employee’s learning is improved by training or not, this measure proves to be
very suitable for making evaluation. Customer’s comments are very much important in
making positive and negative change in company.
Apart from this method, evaluation of training is also done on the basis of quality of
services which are provided to the service users. Manager also checks the production efficiency
of employees and quality improvement in their company.
3.2 Carrying out evaluation of training
The training event which was organized in the Sun Court Ltd. was very successful. Large
number of employees took participation in this program. Employees showed high enthusiasm
there (Da Silva, Brentano and Kruel, 2010). When a problem solving training program is
organized in company, employees were very enthusiastic and willingly participated in that event.
Along with that, all employees came up with very constructive feedback. Various innovative
solutions were also made by employees to solve the scenario of problem.
Apart from that, when discussion sessions were made in the firm, then employees has
come up with different issues. It helped management in searching appropriate solution for the
problems which company was facing. By having discussion with the top management,
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employees come to know about the improvements which they have to make (Jeffery, Higgins
and Culhane, 2006). These improvements are related to the services which they provide to the
service users.
In addition to this, when role play was organised in company, employees took active
participation in that. They performed in a well manner in order to deal with the situation which is
given to them. They found various innovative ways to handle the role which is given to them.
Performance appraisal is also very helpful in improving the performance of employees and
service quality of company.
Induction plays a significant role for the new employees when they join the organization.
Through induction program, company makes all its employees to have positive perception in
their minds about the working culture. All new employees who joined the firm were very excited
to attend the induction program. They took active participation with full energy in the activities
which were organised in induction.
So, it can be said that entire training event which was organized in the Sun Court Ltd.
proved to be very helpful in improving the performance of employees. It immensely supported in
human resource development in the firm and in developing the desired skills which are required
by employees (Lingham, Richley and Rezania, 2006).
3.3 Success of evaluation method used
Methods which were used by Sun Court Ltd. for the evaluation of training are very
useful. Company uses various kinds of methods like observation, collecting feedback and taking
customer’s comments. All these method are successful for the organisation in knowing the
success of training program. From all these methods, observation is the best one because in this,
management can see from their eyes that what exactly is happening in the training. This method
is useful in collecting the actual improvements which are derived from training in the employees
and feasible solutions are taken by the management for solving issues which still exist (Ferriman,
2013).
Taking feedback from service users also proves to be helpful for firm as through this,
they exactly come to know about the quality of their services which are offered to the ultimate
customers. All these methods are helpful for the firm in taking decisions whether they will
continue training in their organisation or not. The method is also very helpful in making
improvements in company without any kind of help. Organization also determines the cost which
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they will require to continue training in their organisation. In order to increase the output and to
improve service quality of company by this method of evaluation, firm can make necessary
improvements (Chand, 2015).
TASK 4
4.1 Role of government in training, development and lifelong learning
UK government plays an important role in the training and development of employees in
a company (Pashler and et.al., 2008). They launches various kinds of training programs by the
specialist at regular time of intervals for employees. As Sun Court Ltd. is running the care home
facility for old age people, there were lot of the support was provided to the company.. Various
efforts have been taken by the regulatory authorities for company to improve the performance of
employees. They improved the standard of training which was given to employees. They also
take various initiatives to increase the employability in companies by providing various kinds of
training sessions.
Regulatory authorities of nation also plays an important role in achieving the lifelong
learning among employees. They will try to encourage the self-motivation among workforce by
taking various measures. Lifelong learning in workforce is the main initiative of UK government
and for this, they launch various programs and make investment (Sachs and McArthur, 2005).
Main encouragement of lifelong learning is developed by the education and various training
programs. So, for this, authorities made investment in the education and various training centres.
UK regulatory authorities have also published Green Paper on lifelong learning. Sun Court Ltd.
Is also benefited by the government if they take their help in various training events. Role of
authorities is important for the firm in gaining competitive advantage over other firms.
Government also made many investments on providing training to the old employees which are
working in the organisation (Aguinis and Kraiger, 2009).
4.2 Impact of development of competency movement on the public and private sector
Main aim behind competency movement is to look at developing skills and knowledge of
trainees. This movement looks at various factors among employees related to their knowledge,
skills, performance abilities, etc. By this movement, all public and private firms in the UK stated
to share their knowledge with their employees. This movement is also helpful for the Sun Court
Ltd as through this, they can identify their performance gap. It encourages the private sector to
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invest in this sector as this movement is helpful in developing competency among employees by
which they gain competitive advantage over others.
All the public and private sector firms want to improve the performance of employees so
that it can be done by following competency model. So, by competency movement, they analyse
the performance of employees and start making big amount of investment in training of
employees (Bray and et.al., 2012). Companies also adopted the learning curve which is helpful in
increasing the skills among employees and making them expert in their fields. Private sector
makes huge investment in the training related activities which give high impact on the economy
of UK. So, in order to match with the private firms, public sector companies of UK like East
Coast train are also making investment in giving various kinds of training to their employees. It
helps company in setting the quality standards among others firms and their customers by
increasing employee’s performance. In order to do various kinds of learning in organisation,
movement of competencies and skills among employees is very much essential. Development of
competency movement forces all firms that they should introduce new patterns which would
enhance the learning of employees.
4.3 Contemporary training initiatives taken by the UK government to help human resource
development
Main aim behind initiative which is taken by the UK government is to support small and
medium firms related to training and development program (Ulrich, 2013). This imitative is very
helpful in bringing stability and growth in company which put a huge impact on the economy.
Training is an important element in the organisation which enhances the learning of employees.
By looking at various scenario in the company the government took the initiative of
contemporary training. This contemporary training is very helpful to the employees to get
adjusted in the work environment of company. Major reasons behind the UK government to take
that initiative are to improve the economy of country (Le Deist and Winterton, 2005). This
initiative is very helpful for the Sun Court Ltd. because by this, company makes decisions related
to their development. This initiative supports the organisation in gaining advantage over
competitors. In order to develop the mission and values of the Sun Court Ltd, it is essential that
they provide special training to their employees.
This contemporary training is helpful for company because by this, all employees
accepted changes which were made in the firm. Training is organised in the firm by looking at
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