HRD Report: Learning Styles, Training, and Competency in Sun Court Ltd

This report delves into the realm of Human Resource Development (HRD), exploring various learning styles, including visual/verbal, auditory/verbal, and tactile/kinaesthetic, and their impact on employee development. It examines the significance of learning curves in tracking skill improvement and the crucial role of transferring learning to the workplace to boost productivity. The report analyzes training needs at different organizational levels, such as communication and interpersonal skills, and evaluates different training methods, comparing on-the-job and off-the-job approaches with their respective advantages and disadvantages. It also outlines a systematic approach to planning training, including analysis, design, development, implementation, and evaluation. Furthermore, the report considers the role of government in training and lifelong learning, the competency movement, and the application of contemporary theory within Sun Court Ltd, a provider of garden accommodation for the elderly. Finally, it provides an evaluation plan for training programs and reviews the success of the evaluation methods used.

HUMAN RESOURCE DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
1.1 Comparing different learning style...................................................................................1
1.2 The role of the learning curve and the importance of transferring learning to the
workplace...............................................................................................................................2
1.3 Contribution of learning styles and theories.....................................................................3
2.1 Training needs at different levels.....................................................................................4
2.2 Different training methods, their positives and negatives................................................5
2.3 Systematic approach for planning training.......................................................................6
Task 2...............................................................................................................................................7
3.1 Evaluation plan for training..............................................................................................7
3.2 Evaluation of training on the basis of techniques used....................................................8
3.3 Review of success of evaluation method used.................................................................9
Task 4.............................................................................................................................................10
4.1 Role of government in training and lifelong learning....................................................10
4.2 Competency movement and its impacted on the public and private sector...................10
4.3 Contribution of contemporary theory in Sun Court Ltd.................................................11
Conclusion.....................................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource development is the portion of human resource management and mainly
it deals with proper development of employees in organisation in terms of training and
development. It can be done through various learning style. The role of learning curves and
importance of transferring learning at work places. To conduct any event first it need to be
planed and design with contribution of different learning style and theories. Different roles of
government for the training, development and life long learning will help the proper
development of society. But the development competency movement has impacted on public and
private sector. Also the contemporary training initiatives introduce by United Kingdom
government contribution to human resource development for Sun Court Ltd which provides the
beautiful secluded garden accommodation for old age. Organisation have been contracted from
the People 'R' Us to plan and design training and development a range of on job and off job
training and development. Also it is important to compare training for staffs at different level in
organisations. The advantages and disadvantage of the training methods used in organisations.
For conducted any event of training it will be based on the systematic approach with planning.
Once the training had over it is important to evaluated and the last it should be review to know
the training outcomes.
Task 1
1.1 Comparing different learning style.
The proper development of any employees that can be possible through the different
learning style. Every individual is different from each other they need various style. Teri are
various learning style which play major role to bring the changes. It is important to compare all
the learning style to know the actual result.
Visual/Verbal: thee the most effective learning style in the training learning can be done with
help of charts, graphs and images are the way of given idea about eh different learning
(Knowles, Holton and Swanson, 2014). It is not an effective learning in which learner will not
understand the proper concept of any topics.
Auditory/verbal: These types of learning based on the video and which have proper voice and
action will be visualise to the learner which can be effective use in the real life. the aim of these
learning style is help the learner to know the real concept and theories applied on the basis of
sound and tone which will help to concentrate while learning.
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Tactile/Kinaesthetic: these types of learning can be done on the basis of absorbing emotion and
feelings with proper touch. It can be using the tools and techniques on certain things which have
proper action on or tactics of particular concepts.
1.2 The role of the learning curve and the importance of transferring learning to the workplace.
In every organisation the significance of different learning will help to boost the
performance of the employees and the learning curve will track the record of way learning gis
improving the skills and proper development various stages.
Illustration 1: Learning Curves
Role of learning curve.
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 The line represents the effect of learning on any individual which is know as the learning
curve. As it will help to find out the link between the total time taken to complete the
learnings and stages of competence.
 It will help to track the record of learning performance of the individual in the
organisation.
 Earning per unit and cost per unit can be calculated of organisations and measure the
employees.
 if the organisation is providing nay incentives to the employees that can be easily
calculated with the learning curves and total future cost can be easily identified for
organisations.
 The slow and medium performed employee can be separated with help of learning curve
which is extra burden on the organisations.
 The future cost for the particular training event can be easily assumed from these curve.
 The step involved on the learning curve have the different indication for the measure the
best performance according to curve fluctuation. As the slow beginning, steep
acceleration and plateau are the stages of learning curve measurement of employees
performance.
Therefore it is important to transferring the learning at work place to boost the organisation
productivity and employees performance. The various skills and development will be depends on
the learning methods used in the organisation. The qualified managers or superior communicate
with their employees and shares their experiences will help learn new things and employees will
grasp knowledge into their working style. The more the learning will transfer the better
outcomes will achieve at workplace.
1.3 Contribution of learning styles and theories
In every organisation different learning style which can be help to bring the change on
employees. Learnings is the lifelong process that never been stop at any level. The day when
learning will stop it has negative impact on the individuals. The major contribution of learning
style in the individual and organization level have the difference. At the individual level
learning style can bring the changes in personal and professional life. verbal learning can help
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the employees to make the impact in their work. The various learning has their advantages and
disadvantages which can be depends on the situation that learning style work adopted. The way
the theories have been created which can fulfilled the demands of the employees. according to
the various situation have been arise in the organisation and theories will be applied on the
employees to enhance the skills and attitude development. Learning style can help to transfer the
employees and get the better outcomes in effective and efficient manner. More they have then
stages. Some of the theories such as behavioural approach that will help to mange the behaviour
of employees. Due to the organisation behavioural impact on organisation have contribution of
learning style and theories. also some of the learning theories such as behaviourist approach,
cognitive and social learning etc. Therefore the learning style and theories will contribution can
be easily identified. The presentation and the way of talking to any individual can be modified
easily. The learning and theories will help to design and plan the event of training according to
need analysis approach the training can be conducted in organisations. The better the
organisation will adopt all these theories will help to set better working environment and boost
the performance of employees as per the contribution of learning and theories in sun court Ltd.
2.1 Training needs at different levels.
In organisation each and every individual is different from each other to meet the
common objectivities. Some of the employees need the specific training to help out the different
practice in working style. Their is possibility some of employee need to improve the skill and
some need attitude changes to make impact in organisation. Due to such instance the
management has to decide the training needs at different level such as follows.
 Communication skills: when the employee are not able to communicate better which
can be hindrance in their personal and professional life at that time. The proper training
will be given to improve communication skills. Which can be help to communicate in
organization as well it can avoid the communication barriers(Dowling, Festing and
Engle, 2008). If the conflicts are occurred to the poor communication skill the training is
required to the particular employees.
 Interpersonal skills: these the most important aspect for every individual to have
interpersonal skill which top to bottom level people. If the employees which have the
position in the top level management but the interaction with other employees are not
that effective which can brings the major problems and perception will be made for
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particular manager. It is important to give training at these level when the interpersonal
skill of any worker have not effective.
 Performance appraisals : It is the process of analyse performance of employees by
taking feedback of the organisations. On the basis of performance appraisal the
management will decided the outcomes and arrange the training for employees those who
need. In the sun court Ltd it is not problems to measure the employees performance in
which they are confuse to use the appraisals system.
 Reduction in total cost: Training can be need to reduce the cost of the organisations.
The total spending of cost on the employee which are not performed in their work
according to the roles and responsibility given to them. At these level organisation can
reduce the cost.
2.2 Different training methods, their positives and negatives.
Training can be given in set format of the organisation which have aim to boost
employees performance. In the sun court Ltd the various mode of training can be given
according to the skills,abilities and competencies of the individual. But the training methods can
be on job and off job.
On the job: It is the process of training in which employees can be given certain roles and
responsibilities in organisation to understand the procedure of working and other style to
accomplish the task. These can be the shadow training given to the employees in organisation
under the supervision who will guide and share their experiences to the trainee. The time period
to complete the task in which they will use their abilities and skills. On the job training can be
provide with proper structure and have limitation to assign the task. Job instruction training
method is also one of the training methods under which trainee is allow tom give instructions.
Advantages:
 on the job training will be given to understand the employees potential and abilities.
 Rea life situation can be analyses under the On job training in which the ranee will know
the internal system of organisations.
 Cost will be incurred less under this training methods because trainer and other resource
will be from organisation.
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Disadvantages:
 As it is directly on filed which can be possible to make mistake by the trainee that will
cause to organisation in huge loss if the errors will be big.
 Chance of wasting resources which involve high cost and trainee can used on the basis
of requirements.
Off-the-job: it is the process in which organisation will choose various form of training on the
basis of lectures and presentation methods to give certain knowledge and skills can be improve
and trainer will share more information and allow trainee to understand about the concept and
theories which can be used for organisational system (Hafeez and Aburawi, 2013).
Advantages: Off the job training can give more benefits to the trainee to be part of organisation
before dealing with real life problems.
Disadvantages: The main disadvantage of these methods is in effective performance in real life
situation handling of employees.
2.3 Systematic approach for planning training.
In sun court Ltd consultancy will be bring the various approach to plan the training
which can be the detailed process of conducting training. As the systematic approach for
planking training will help implement session in better manner. The fowling systematic
approach fro planning training such as:
 Analysis: As it is the most important step for the organisation which has to analyse the
need of training. If the employee need the training at different level which can be
hindrance in performance. Employees are not able to meet the goals and objectives. Such
situation will arise for training.
 Design: According to analyse of employees performance and need of trainings. The next
step will be design the training on the basis of organisation mission and vision should be
considered. The total time taken for the particular session and the outcomes of the
training will be included in design.
 Development: After design it is the next step of training to bring the development in
employees. as the session of trainings will delivered on the purpose to develop the skills
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and behaviour. It can be develop through presentation, lecture and video to motivate
employees.
 Implementation: If the development of all the session will be over than it is important to
implement on employees to boost performance with training implementation according
to design and structure have been decide by the the trainer (Hafeez and Aburawi, 2013).
 Evaluation: These can be the last step of process involved in training can be evaluate the
positive and negative impact of training. The negative step in which the final result will
compared with assume outcomes and determine the way of learning programme has been
successful or not.
Task 2
3.1 Evaluation plan for training.
Remark of training will be taken form the employees is the most important adopted after
the completion training session. It will help to take the feedback of the other employees in the
organisation to make the effective decision on the basis of training (Horton, 2000). Certain set of
question can be ask to employee or trainee to know their point of view about different trainings.
The motive of the training session is to develop the better skills and overall development to
achieve the sun court Ltd mission and visions.
Q.1 Did you learn anything new?
A. Yes, a lot.
B. Yes, but not much.
C. No.
Q.2 Do you see any improvement in your work?
A. Major changes
B. Minor changes
C. No betterment
Q.3 What was best part of training?
A. Learning new techniques.
B. Better connections with other employees.
C. Improved knowledge about process.
D. Better understanding about customers.
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Q.4 Would you like to become part of next training?
A. Yes
B. No
C. May be, after sometime
Q.5 Do you think this training was worthy?
A. Yes, but not much
B. Yes, a lot
C. No
From the other side it is the most important factor than training can be evaluations on the basis
of different modes such as observation, interviewee etc. trainer will observe the employees and
try to bring the performance according the evaluations. If the personal training will be conducted
than it is most important suggestion will comes from the trainee which they had face challenges
during training (Cardon and Stevens, 2004.). If the employees are giving negative point than it
will be analysis that training s not conducted effectively which can be cause on the employee
performance.
3.2 Evaluation of training on the basis of techniques used.
From the above questioner it can be easily judge on the basis of different techniques have
been used for better implementation of training to boost the organisation productivity and overall
business. Suggestion received from the various worker looks out they were feeling better in
training sessions to give sun court Ltd have well oriented organisation. The on the job training
method have use inn the organisation. Systematic approach has followed due to which the
various training session conducted for the employees to develop the skills and behaviour to
achieve the organisational objectives (McMichael, 2011). The methods which can be used by the
sun court Ltd to maintain the better relation with employees inn training session will help to
develop the different skills and effective communication by interacting in training can be
evaluated with two techniques such as:
Formative assessment: These can be evaluation for estimation of difference factors which cab e
involved in the training session such as cost, techniques used, tools, approaches. Events,
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programmes etc. it can be done through the various form in which the training cost can be
minimise and the techniques should be more identified.
Summative assessment: It can be done on the basis of training and development sessions. In
this evaluations of all the worker is will do properly so the organisation aims and objectives will
be find out the in training and development session have been completed or not (Barney and
Clark, 2007). If the aims and objectives are not fulfilled in terms of organisation different
training and development sessions.
3.3 Review of success of evaluation method used.
The questionnaire have been implemented in better way to determine the effective of
training session in sun court Ltd. from the better resource use in the training in which employees
had carried out most effective skills from the training could be analyse by the trainer. It could be
effortlessly make out that what all systems were accomplishment in giving the coveted outcomes
and which all neglected to be executed as it may be. While questions were asked it was
understood that couple of issues were looked by workers in embracing new projects and
preparing strategies which should be changed if necessary to be actualized in future too. The
inputs from the workers helped administration in making enhancements in future with the goal
that best projects for learning taxicab be embraced.
 Meeting: This is exceptionally normal and eminent methods which is by the association
keeping in mind the end goal to assess the execution of the student when they are getting
preparing and advancement programs (Sirmon, Hitt and Ireland, 2007). In this mentor
call singular student and make a few inquiries to find that what aptitudes and
information, he or she has pick up from preparing.
 Overview: in this technique, survey is encircled which is same for every student, that
poll is being served to all the learner keeping in mind the end goal to find that what
information they have picked up.
 Coordinate perception: Several cameras are being introduced by the coach to find that
how learner are functioning and what are their advance. Other than that individual
perception is likewise done by the mentor.
 Composed test: This is a technique in which trial of learners directed to test their insight
and abilities changes. The great part it is useful to take choices that this occasion of
preparing is valuable or not
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Task 4
4.1 Role of government in training and lifelong learning.
The legislature of United Kingdom is figuring new projects just to improve the capacities
of human asset in the nation. The prime concentrate of the experts is on the instilment of deep
rooted learning idea in the employee's. The preparation and improvement and deep rooted
learning is exceptionally imperative for the workforce in the Sun Court Ltd. As they need to
serve the client better (Bastian, 2013.). There are sure parts of preparing and improvement and
long lasting learning in the advancement of human asset:
 Enhances representative execution: The idea of deep rooted learning and steady
preparing and improvement empowers a worker in accomplishing the productivity level.
 Enhanced representative fulfilment and confidence: The staff is constantly prepared
and arranged as their assurance is constantly high. They have aptitudes and learning to
confront the vulnerability.
 Tending to shortcomings: Training and advancement helps the individual in tending to
his shortcoming and beat them.
 Consistency: A worker can keep up his execution as he is refreshed with new innovation
and procedures.
 Expanded quality measures: The efficiency level and nature of a man is enhanced as he
can play out the assignment well (Collins and Smith, 2006).
 Diminished worker turnover: The representative adheres to his activity as he
appreciates confronting challenges. The long lasting learning and preparing and
improvement empowers him to perform remarkable.
4.2 Competency movement and its impacted on the public and private sector.
In each organisation is focus on the competence movement in public and public sector.
This is focus on the performance in the organisation. In business environment investment of
private sector is increase to increase competent in business environment. In such case sun court
Ltd. Company is focus on it to improve performance in the organisation. The company is focus
on the increase the work effective in the organisation. It will help to increase profit in the
organisation. The sun court company is face huge competition is nursing filed. The company is
focus on good amount of training process it will make some changes in the organisation and help
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