HRD Report: Learning, Training, and Government Incentives Analysis

This report on Human Resource Development (HRD) analyzes various aspects of training and development within an organization, using Sun Count Residential Homes Ltd. as a case study. It begins by comparing different learning styles and exploring the role of the learning curve and transfer learning in HRD. The report then analyzes the training needs of staff at different levels, evaluates the benefits and drawbacks of various training methods, and proposes an organized approach to designing training programs. Furthermore, the report assesses the impact of government incentives on HR practices, specifically within the context of Sun Court Ltd, and discusses the role of government in promoting lifelong learning. The report also covers the evaluation of training events and the application of the ROI method. Overall, the report provides insights into effective HRD strategies and their practical application within a business setting, emphasizing the importance of aligning training with organizational goals and employee needs.

Human Resource
Development

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Comparison of different learning styles...........................................................................3
1.2 Role of learning Curve in Human Resource Development and importance of transfer
learning to workplace.............................................................................................................4
1.3 Contribution of learning theories in planning and designing..........................................5
TASK 2............................................................................................................................................6
2.1 Analyze the training required for staff at different levels in Sun count ..........................6
2.2 Evaluate the benefit and disadvantages of training methods used by Sun count ............7
2.3 Use a organized approach to design training & development for training program .......8
TASK 3 ...........................................................................................................................................8
3.1 Evaluating the Training Event..........................................................................................8
3.2 Carrying out the evaluation of the training event.............................................................9
3.3 Reviewing the success of ROI method...........................................................................10
TASK 4..........................................................................................................................................11
4.1 Role of government in training and development in life long learning........................11
4.2 Explanation of developing competencies which create impact on public and private
sectors:-.................................................................................................................................12
4.3 Assessment of contemporary incentives of training which is introduced by government of
United Kingdom which is helpful in contribution HRM of Sun court Ltd.........................13
CONCLUSION..............................................................................................................................14
REFERENCE.................................................................................................................................15

INTRODUCTION
The Human Resource development is refers to the description of diverse formal system
procedure of management of individuals in the business entity. It concerns with the department
which certainly basis on systematic performances of employees and workers. They specifically
training and development procedures which will directly affect the goal and objectives of overall
organisation. It helps to create the entire hierarchy in a systematic way. They work on the base
on hiring the right individualities and trained them, that specifically increase the business
growth. The above assignment is based on the importance of human resource management which
required training in various levels. In simple words, the process of human resource management
is based on that effective and efficient utilization in the management which will help to achieve
goals and objectives of businesses. This assignment is based on the aspects which create positive
impact on the Sun Count Residential Homes Ltd.
TASK 1
1.1 Comparison of different learning styles
Learning style preferred to that effective method of precessing, storing manipulating
information based on the theories of management hierarchy.
Visual-Verbal Learners:- This type of learners pertains to the people whose concepts is
based on visual references, which refers listening to discussion and connect the information
which they receive to the entire idea. By presenting of new ideas and concepts they particularly
involved numeric parts, statical analysis, charts and so on (Schmeck, ed., 2013).
Auditory-Verbal learners:- The verbal learners are used to prefer the opportunity to
listen the problem and then diverse or solution rectify it. They successfully grasp the concept of
new ideas which provide the opportunity to talk about both the ideas and facilitate the learning,
obstacles related parts and so on (Riding and Rayner, 2013).
Visual- Non-verbal Learner:- These type of learners will perform best result when
information is presented through charts and diagrams. The non verbal learner will require the
visual graphs diagrams and charts to understand the concepts of company. These kind of
employees believe in interaction with the upper level managers as compare to attend meetings of
businesses (Kehoe and et.al., 2013).

Kinaesthetic Learner:- These type of learners perform by taking participation in
physical activities. The employees revolve build mutual sense of the management and work in
active environment. They are physical in nature and often to prefer to develop there learning skill
by active demonstrations, walk-thoughts and activities (Marchington, et.al., 2016).
Thus, the different kind of learners will create a various impact in the entire management.
Unlike verbal employees learn the concepts with verbal communications and interactions in the
organisations they work in the silent atmosphere, where the visual learners will understand the
concepts by visual diagrams and the mathematical model. Visual or non verbal employees are
known as the learner who complete responsibilities without discussions and meetings.
Kinaesthetic style of employees are more interested to leans the new ideas of company through
physical activities as compare to different learners they are more active and practical in nature.
1.2 Role of learning Curve in Human Resource Development and importance of transfer learning
to workplace
Role of Learning curve
The learning curve is based on that graphical representation that shows actual situation of
the organisation by numerical aspects. Usually off-the-job training program will provide the
learning procedure to improve the efficiency and make effective decision in the organisation.
Through these styles employees will focuses on skills development , addition of values set a path
based on their career. Learning curve help to design the continuous improvement training
programs that are highly responsive in internal organisational as well as help to understand the
fluctuating behaviour of customers (Marchington, et.al., 20160. This curve provide the best
professional training services to large company or even the small scale business concern. The
Learning curve is that graphic data which help to compare the current and previous financial
situation of company.
The transfer learning to the workplace is that approach which enhance learning
effectively. The purpose of this concept is to enhance job and organisational performance by
learning and development of manpower of the company. This is most efficient and effective way
to motivate the learners, that implementing the transferral learning into workplace. A training of
the workforce and labour power of the organisation is very essential for the development of
entire business entity. It is the best positive approach which conveys the benefit to the

development of internal management. Under this approach, line manager play important part in
implementing the transferral of learning into workplace. The individual communicate with the
entire staff. This will build the positive environment in the organisation. The satisfaction level
increased by learning new skill in the businesses and increase the work efficiency of valuable
human resource (Berman and et.al., 2012).
1.3 Contribution of learning theories in planning and designing
The learning theory is based on the conceptual framework which help to develop the
human skill. It involves the concepts of different organisational factors and elements of
workforces. The contribution of learning concepts will create a effective planning which is more
clear about the company mission, vision and values. Thinking in advance is planning, by the
learning conceptual theories a individual contribute the overall elements which are required in
planning procedure (Stone, 2013.) This designed theories will meet the need of the
organisational goal and objective by analysis of unit outcomes, assigning responsibilities to
authorities. A individual will build the various capabilities and skills like creation of trait
knowledge, preparation of activities in advance which are essential in business. The theory will
help to define the structure or strategy, analytic explanation in most relevant way.
In event of designing of strategic planning the learning style will create new challenges
which is born because of change in the corporate structure of businesses. It will improve the
scope of entire responsibilities of the organisation. The designing of event will fulfil overall
factors and appreciate the positive outcome of the workforce. This will absorbs the intellectual
capabilities, concentrations, learning capacity of the employees of company. Under this the
overall top level managers will think about the critical problems in logical or systematic way.
These powerful theories will increase the learning skill of middle level managers. The principles,
models will increase the knowledge of their company manpower which directly impact on their
productivity (Hauptmann and et.al., 2013). The designing of the planned strategies will reduce
the conflicts in levels of management and the employees can easily understand the goal, mission
and vision of company.

TASK 2
2.1 Analyze the training required for staff at different levels in Sun count
Training requirement is not same for workers and staffs at different level in the company.
Role and responsibility of the staff at different are not common. They play various role in
achieving an organization.
The Human resource management plan training session according the requirement
of employee's and departments:-
The finance and accounting department:- Managers requires different needs of
training as compare to their subordinates. The managers should be given training attentiveness
how they can play their responsibility in achieving the business objective of Sun count The
subordinates should be cognisant of the goal of the company but their main concern should be to
function the intention of the management which does not require any leading judgemental
concern.
The marketing department:- Marketing department manager should be acknowledged
training and development program to that they become effective team leaders and right decision
makers. This strategy helps to achieving the aims and objectives of the company and marketing
manager finding-out the employee's weakness, then provides training according to their needs
and requirements to accomplishing the set aims and objectives of Sun count
Moreover, due to high training needed of managerial staff, they might be professionally
refers by the company design and provides training and development session to the employees
according to their requirement for increasing their working efficiency level, knowledge, ability,
skills and qualities.
It is given importance to assess the success of the training and development program. It
will the project increased ability and performance of employee of the company (Chelladurai and
Kerwin, 2017). Improvements that are assessed in their individual abilities and skills after the
training session. All the HRM department member helps in training&development program to
improved employees working performance and reduce their problems.

2.2 Evaluate the benefit and disadvantages of training methods used by Sun count
As per to budget and requirement of organizations select training methods. Below discuss
the benefits and disadvantages of different training methods used by the Sun count
1. Classroom or seminar method:- This is common type of training method many of the
organization used this method for implementing training programmes. In which the trainees are
setting in a classroom and individual or more trainers give lectures or presentation as per
management interactions or employees training needs.
Advantage:- Main benefits from this training method is that the company can conduct a
training program for large number of workers at a times with lower cost.
Disadvantage:- This method can be applicable for the training of the practical production
work and there has not scoped for the lab or practical experience.
2. Demonstrations or practical training method:- this training method needed a
practical filed where the knowledge or techniques are understood to the employees or trainees.
The company creates such environment at the workplace where the employees learn more
practical things and the management conduct a seminar or lectures on practical thought. After
that the seminar there are questions & answer session where the trainer asks questions and
remove employees confusion.
Advantage of this method:- This method is suitable for the production department of
Sun count Moreover, it can be interested and enjoyable for the employees of the organizations.
Disadvantage of this method:- It does not beneficial for the company where decision
making based on practical working is needed e.g. the management level (Al Ariss, Cascio and
Paauwe, 2014).
3. Case study method:- In this method a situation is given in written or soft copy to the
trainees and then asking them question related to the situation. This method can be applicable to
any single employee or team of employees.
Advantage:- This method is more beneficial for the company because management it
used to making decision and analysis organization employee understanding about the new plan.
It is also cost effective.

Disadvantage:- a prime disadvantage of this method is, it does not effective for the
subordinate level. It can not applicable to lower level of the organization.
2.3 Use a organized approach to design training & development for training program
A organized reproach of training is composed of some systematic stages which come one
after another. This is normally a rational approached which forms from finding the aim and
objectives of the company and after various stage it finishes at instrumentality the training event
(Brewster, Mayrhofer and Morley, 2016. ).
Sun Court training event plan below discuss:-
Company's aim:- The main aim of Sun count is to dominate the market with the helps
of new idea and creativity and effective marketing, cost reduction. To accomplish this aims the
company wants to developed a betterment in product line and cost effective manufacturing.
Setting up training requires:- in this steps Sun count Finding that the production
worker and the sales person should be more efficient. From this the company does not meet their
aims and objectives. So that the top management make decision on this, then they conduct two
different training programmes for this 2 departments.
Designing training plan of action:- the company has planned a demonstrative training
scheme for the employees of the manufacturing department about how they reduce the waste and
worked managed in right manner with effective cost.
The organization also planned seminar where the figures and marketing plans will be
represent a power point to the marketing staff and sales officers. In planing the scheme Sun
count See the budgets and effectiveness of the training programmes.
Implementing the training program:- Sun count Enforced both the training event in
due date and place.
TASK 3
3.1 Evaluating the Training Event
The training event are the frameworks to develop the instruments. It contains the
individual training program which are certainly based on most suitable evaluation method and
the best way in which it can be implemented(Liebowitz and Frank, 2016). The evaluation of a
training event comprise 4 levels of evaluation: which are

 Level 1- Reaction
It consists of the reaction of the trainee attending the event and their thoughts about the training.
In this level we majorly take the questions raised during the training sessions. The organisation
takes these questions as the feedback from the trainee side. And then the organisation use all the
feedback to evaluate the effectiveness of the training.
 Level 2- Learning
It includes the learning perspective of the students/employees and also the increased knowledge
from the training experience. To see whether the training objective are met or not this level is
used by the instructors. It can be looked after the pre and post evaluation level as well(Phillips,
2013).
 Level 3- Behaviour
After the training has been completed what are the behavioural changes or the improvement has
occurred in the skills of the employee are also seen. It does measure the degree to which the
behaviour have been changed in the employee but to some extent only. It involves both the pre
and post event measurement of the learners' behaviour.
 Level 4- Result
What are the actual result or the effects of these training on the students' performance and
also on the business. It will see the reduced cost of the employee to the company, how the sales
are effected and how effective the employees are now after the training. Level 4 can be
completed as a pre and post event measurement of the training objective (Purce, 2014).
3.2 Carrying out the evaluation of the training event.
Sun count residential homes carry out Return on Investment or ROI method for
evaluating the training event. In which the company see that what was invested it the training of
the employees and what we actually achieved. It compares the cost of the monetary benefits with
that of the cost to the company in organising the training. ROI is taken as a performance
measurement process. By taking ROI Sun count residential homes can evaluate the efficiency of
an investment or to compare the efficiency of all the other method used. Sun count residential
homes uses ROI to calculate the ratio of the training which was held to guide the employee what
work they have to do during their course of the business.

From this method we come to know what is the cost of training to the company and how
the company is recovering the cost from the employee by making more sale of their products.
ROI is always expressed as a percentage and is used for personal financial decisions(Wehrmeyer,
2017). It is calculated to compare a company's productive, its profitability and to compare the
competency of different investment.
The performance measure used to value the ratio of investment or to compare the cost
effectiveness of the number of different investment. Sun count residential homes can collect the
feedbacks after the training session from the employees that how much the training is considered
good. What are the inadequacy of the company's training event and how can they be improved.
The feedback is taken from the employee's working in the Sun count residential homes.
They will let us know that what was effective for them from the training event, which need to be
improved a little and which are certainly of no use at all (Cheeseman and Garvey, 2014).
3.3 Reviewing the success of ROI method.
As Sun count residential home has taken ROI method to evaluate the success of the
employee and the company we need to check whether it has worked well or not. As discussed
how ROI method work in the due course of business by taking out the cost of the event to the
company. The ROI method is much use to the company in the short run of the business only i.e.
if the company is planning its short term only. For taking the long term business the ROI method
would be expensive for the company.
To see if the cost of training has been achieved or not. For the management it is essential
to cover the cost which it has occurred during the training of the employee. Without the recovery
the management can't measure the success of the training. It is something which the
management plan to do in the future (Al Ariss, Cascio and Paauwe, 2014). Return on investment
ROI is a measurement of cost benefits and monetary benefits which as organisation can obtain
over the specified time period in the return. Marketing can also effect the net profit and also the
investment. The ROI can also be used to calculated investment on social return other than
financial gain.
ROI method success can be measured by taking the profits in to consideration. If we are
able to increase our profits after the training event it becomes very clear that the event was of the
success to some level. We can also take the feedbacks of the employee into the reviewing the
favourable outcome of the ROI method. If there are any necessary changes to be made in

company's process of training we can enclose those changes (Glendon, Clarke and McKenna,
2016). As changes are important for the betterment of the company for the profit increasing of
the company we need to overcome our cost.
TASK 4
4.1 Role of government in training and development in life long learning
The government invest in development of manpower, individual learners or employees to
promote the skill by using lifelong learning program. According to the trade unions staff of the
organisations will apply the programs of lifelong learning that initially based on the training and
professionally developed the entire management concern. Government is reiterate the necessity
of training and development in the overall organisations.
There objective is to abolish the barricades of employability which will increase the
opportunities. There aim is to increase the demand or use the vocational learning that will create
the stimulating process of learning (Thunnissen and et.al., 2013). For the satisfaction of
European domestic markets they develop the world-class training programs, which will re-
develop the professional skills of employees. Through continuing vocational training is based on
benefits of wide range increases which directly impact to the efficiency of employees. this
concept is helpful for various aspects- transfer between jobs (Restructured aiding), allow to older
resource will develop the new and innovative skills (Retention Aiding) and so on.
In recent the European government introduce the strategy which definers the agenda of
innovative skills and jobs. This commission document give the entire goal of "thorough of
lifelong learning". This document certainly includes-improvement of lifelong learning
approaches, targeted elements that are more valuable for workers, increase involvement of
society, enhancing shareholders, establishment of incentives and effective cost sharing
arrangements. The European council of union include the "challenges the demographic changes
and the requirement of changes in economy and society circumstances" (McDermott and et.al.,
2013).
In order to this context the basic roles are Preventing the main issues in the working style
of the business life, their polices and programmes are wide range to promote and improve the
quality work of employees, the working conditions will increase for the older workers in labour
market world, increase the economy of Europe.

4.2 Explanation of developing competencies which create impact on public and private sectors:-
Programs regarding enforcement management are useful to determine the entire working
ability of job performance of manpower. It evaluates the competency based performances of
employees which perform on the basis of task skills and core competencies. These will
specifically help to improving the employees utilities which based on duties and roles of
organisation (McDermott and et.al., 20130.
Competence creation is critical issue whether it is profit based organisation or non profit
based organisations. The competence is work on the basis on the accountabilities in public or
private sectors. The procedures correlate the entire business which based on the competencies
which is usually faced by the management of public and private sections. There are some
following essential competencies which are useful:-
Core Competencies:- These type of competencies are based on the specific idiosyncrasy
ingenuity or intelligence. It certainly involves auditory communication intelligence, systematic
and professional thinking process which is based on judge independently and capabilities on time
management (Cherian and et.al., 2013).
Job Performance Competencies:- This skill is necessarily help to perform the specific
job or task which is based on the different occupations. It is also known for the knowledge of job
assigning and specific line tasks. This skill is essential in the management both the private and
public sectors.
Evaluating Competency basis:- The conflicts and clashes among the management
workforce is will affect the output of production. These competences will help to assign the task
related to performance and duties in the organisation. It work for the removal of the conflicts on
the based on the ego clashes among the internal managers.
Competencies based on improvement of performance:- Administrator and workforce
are work together to aim of development of improvement performances plans that usually based
on the reviews of competencies. This performance improvement strategies will raise the
competencies into combined effort of the overall organisation. This will be became a removal of
deficiencies between the labour force and administrator.