Human Resource Development Report: Training, Needs, and Evaluation

This report delves into the multifaceted aspects of Human Resource Development (HRD) within the context of Sun Court Ltd. It begins by comparing various learning styles, emphasizing the role of the learning curve and the importance of workplace learning. The report then explores the application of learning styles and theories in planning and designing effective learning events. Furthermore, it examines the crucial requirements for training staff at different organizational levels, assesses the advantages and disadvantages of diverse training methods, and outlines a systematic approach to planning training and development initiatives. The evaluation of appropriate techniques, the execution of a training event evaluation, and an assessment of the success of the evaluation methods used are also discussed. The report concludes by analyzing the role of government in training, development, and lifelong learning, particularly how contemporary training initiatives contribute to HR development at Sun Court Ltd. The report also incorporates reflections on strategies, methods, and communication of findings, alongside self-evaluation of the work.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Comparison between learning styles.....................................................................................3
1.2 Role of learning curve and importance of providing learning at work place........................4
1.3 Contribution of learning styles and theories while planning and designing a learning event
.....................................................................................................................................................5
TASK 2............................................................................................................................................6
2.1 Requirement of training needs for staff at different levels in an organization......................6
2.2 Assessment of advantages and disadvantages of training methods......................................6
2.3 Systematic approach to plan training and development for a training event........................7
TASK 3............................................................................................................................................8
3.1 Evaluation of appropriate techniques....................................................................................8
3.2 Carry out an evaluation of a training event...........................................................................8
3.3 Success of evaluation methods used.....................................................................................9
TASK 4..........................................................................................................................................10
4.1 Role of government in training, development and lifelong learning..................................10
4.3 Assess the contemporary training initiates introduced by UK government contribute to
human resources development for Sun Court Ltd ....................................................................11
M 1 Identification of strategies to find effective solutions.......................................................12
M 2 Selection of appropriate method and techniques...............................................................12
M 3 Communicate appropriate findings...................................................................................12
D1 Critical reflection to evaluate own work.............................................................................13
D 2 Responsibility for managing and organizing activities......................................................13
D 3 Creative thinking................................................................................................................13
CONCLUSION ............................................................................................................................14
RFERENCES.................................................................................................................................15
......................................................................................................................................................17

INTRODUCTION
Human resource development is the growth of an individual of the sun court Ltd. To
improve their employees capability with the use of various effective techniques and methods
available in the cited organization. Sun court Ltd. Is the enterprise believes in encouraging the
individual to enhance their knowledge. In fact, human resource development is about improving
personal and management skills by using various developmental programs and training
programmes to attain their personal and professional goals. Development for human resources is
very indispensable for every organization to enhance capability of their employees so that they
can understand the typical and complex matters of the organization (Avey, and et. al., 2011). In
fact it is very essential to develop the individual so that they can overcome their own problems as
well as able to resolve the challenges faced by the enterprises. Apart from this government has
taken many steps and actions for employees by implementing various effective policies and
appropriate planning procedure so that they can learn new and innovative things. In other words,
human resource development adopted a various effective learning style with the help of learning
theories and try to plan or design training and development programmes for the employees to
provide more and more knowledge. At the end human resource development is the term which
shows the overall description of humans or labour of the enterprise.
TASK 1
1.1 Comparison between learning styles
Learning curve is the term which shows the graphical representation of increase and
decrease in learning of an individual by learning things and taking part in learning programmes.
In fact, learning curve is helpful in showing the progress of employees by gaining experience and
different types of effective knowledge which means learning curve describe the actual situation
of the employees learning with the help of various useful strategies and procedure (Daley, 2012).
It is important and plays a very vital role in expressing the progress of an individual so that an
organization can take immediate actions according to the demand of employees learning. In
addition, it is helpful in showing the result of learning and training or development programmes.
Description of learning curve is given below.
Various types of learning styles are:-

 Activist :- Activist are the persons who believes in trying every effective strategies and
procedure just to learn or understand the particular knowledge because they are the open
minded person who are curious about learning new and innovative things. Reflectors: - Reflectors are the person who think and observe all the factors before taking
any steps and actions which means they will never take immediate actions because they
believe in observing things first before taking any decisions. Theorist :- Third learning style is the theorist style by which an individual follows and
adopt past theories and assumptions which means they believe in the previous theories
and beliefs invented by any scholar or models. Persons follow the theorist learning styles
inspired by past authors.
 Pragmatist :- Last learning styles is the pragmatist in which employees think positive and
try to solve all problems by adopting effective methods and techniques to understand the
things in positive way. They believe in making practical decisions (Bray and et. al.,
2012).
1.2 Role of learning curve and importance of providing learning at work place
Learning curve is the term which shows the graphical representation of a increase and
decrease in learning of an individual by learning things and taking part in a learning
programmes. In fact learning curve is very helpful in showing the progress of a employees by
gaining experience and various effective knowledge which means curve of the learning have the
ability to describe the actual situation of the employees learning with the help of various useful
strategies and procedure(Daley, 2012). It is very important and plays a very vital role in
expressing the progress of an individual so that an organization can take immediate actions
according to the demand of employees learning. In additional it is helpful in showing the result
of learning and training or development programmes. Description of learning curve is given
below.

Importance of learning at work place.
Learning plays a very eminent role at a work place because it improves capability of the
individual by providing various effective methods and techniques to learn new- new things to
enhance their knowledge or understanding (Glover, and et. al., 2011). In fact, at work place
learning acts as a very indispensable tool due to their advantages and positive result and helpful
in attaining their goals and target of organization as well as their personal objectives. Apart from
this, organization is required to conduct various useful programmes of learning so that
employees are able to understand their company’s policies or objectives and learn how to face
various difficult situation and challenges which may occur anytime. At the end, learning helps
employee to overcome all business problems by understanding the risk which may arise in the
enterprise (Grossman, 2011).
1.3 Contribution of learning styles and theories while planning and designing a learning event
Leaning styles and theories plays an eminent role in a planning process of learning event
because most of rules and regulation are based on learning theories (Salas, 2011). Learning event
is the programme conducted by the organisation to enhance the talent and knowledge of their
employees with the help of effective planning and designing procedure. It is not easy to plan and
design an effective learning event because of their complexity and broad nature as it requires a
experience and skilled person to handle overall events. Apart from this, learning styles and
theories provide appropriate step and procedure with accurate information and data to take
effective initiatives towards planning and designing process (Gruman, 2011).

Planning and designing a leaning event requires effective methods and techniques or
learning styles for proper functioning and organizing of event to achieve their objectives and
goals by following the essentials learning theories. In fact learning theories and learning styles
provide actual path and direction of conducting these programmes by considering all the relevant
factors (Saks, 2011). Apart from this, learning style and theories plays a very eminent role in
designing and planning the event because it helps in overcoming problems and challenges which
may occur in the designing process. In additional, learning style shows all necessary method of
acquiring knowledge according to the employee’s capacity of learning. At the end, the main
motive of the learning event is to polish strength of employees by overcoming their weakness.
TASK 2
2.1 Requirement of training needs for staff at different levels in an organization
Training is essential for overall staff at different levels of organization because it
improves capacity of employees by enhancing their knowledge and talent to achieve their
company objectives (Guest, 2011). To understand the requirement of training, a proper
evaluation and analysis of staff is important so that an organization can come to know about their
need of training and act according to the requirement. In fact, training acts as a very effective
method and tools for the staff because of their advantages and positivity as it helps organization
to motivate their employees towards their work and goals. An organization is required to analyse
all levels to get aware about the need of training. Training need is all about requirement of
training at the sun court Ltd. To enhance the capability of the employees as well as overall
organization.
Analysis of different levels of the organization Business process level: - Business process level is the top most level of the organization
having a motive of introducing or establishing a business aims and motive which also
require some sort of training needs according to their demand and requirement (Hobfoll,
2011). Organizational level: - Organization level is the department, organizing all business
work and try to perform appropriate functions of the business. The main aim of the
organizational level is to serve their customers in a best possible way.

 Process level: - Process level is the department whose main aim is to process all activities
in a proper manner.
 Activity level: - Training may be required in a performing the activity so that all the
activities may perform in a proper way (Jabbour, and et. al., 2013).
2.2 Assessment of advantages and disadvantages of training methods
Training method consists of various advantages and disadvantages which plays a very
effective role in organization to identify the usage of training methods.
Advantages Disadvantages
Training methods are helpful in enhancing the
talent and knowledge of employees.
Due to the tanning methods employees feel
nervous and underestimated which demotivate
them.
Training methods are helpful in decision
making process.
Due to many employees some employees get
neglected.
Follow appropriate planning and procedure to
avoid mistake and errors.
Time consuming which means it takes very
much time to conduct due to long process.
It promotes their employees by conducting
various training programmes.
In fact it is very expensive due to their long
procedure and many more activities.
Training methods enhance the performance of
every employees by testing their knowledge
and presence of mind.
Competition increases which create a
unfriendly environment which influence the
overall achievement of organization.
So at the end with the help of above tabular presentation of advantages and disadvantages
of the training methods help the organization to take actions and initiatives according to the
requirement of training and adopt appropriate or effective techniques. Apart from this for smooth
running of the organization they need to adopt a training methods to improve their present
scenario by overcoming all the disadvantages which may occur anytime( Jiang, and et. al., 2012)
2.3 Systematic approach to plan training and development for a training event
Systematic approach is essential to organize the effective and result oriented training and
development for appropriate training event which requires a proper steps and action to achieve
the objectives of establishing the training and development programmes (Kakuma, and et. al.,

2011). A systematic approach for training is formal training process to make sure that training
begins and ends by fulfilling the requirement of company.
Systematic approach to plan training and development is. Analysis: - The first and foremost step of designing training and development
programmes is to analyse need of training in all departments of the organization so that
programme is conducted according to the requirement and need. Design: - Designing is the second step of training and development in which a cited
orgnizate design the appropriate way of implementing effective programmes (Kehoe,
2013). Development: - Development is the step in which all acquired materials are assembled
and arranged in a proper manner to attain goal and target of the training and
development. Implementation: - Implementation is the step in which all steps and plan is going to
implement or execution of above plans of training and development programmes.
 Evaluation: - Evaluation is the last step in which training and development program is
going to be evaluated to understand the overall procedure of the programme by fulfilling
the objectives of the training programme.
Systematic approach is the appropriate process of implementing the training and development
programmes (Wright, 2013).
TASK 3
3.1 Evaluation of appropriate techniques
Evaluation is indispensable for organization because it helps in identifying effectiveness
of appropriate method used by training event to develop their employee’s skills and talents by
using useful techniques. In fact, evaluation is a kind of feedback of a training events understood
by the outcome and progress of training events. Apart from this, feedback is mainly used for
further decision making and improvement if any issue is created by evaluating the overall
methods or techniques of training events. Evaluation of all techniques is helpful in determining
the effectiveness of training methods by measuring weather training events are meeting their
needs or not (MacArthur, and et. al., 2014).

Evaluation is also helpful in determining their objectives of conducting training events by
answering the various relevant questions which may arise while evaluation process for example:
- Is there any improvement in the employees?
Which is the effective technique for training events?
Objectives of the training event are going to achieve or not?
Apart from this, evaluation may act as useful and sometime it act as a necessary part for
the organization to get aware about their working condition of training events to take
appropriate steps towards reformation or changes. The main motive of evaluation is to describe
the feedback of training events by analysing all methods by using appropriate information and
data (Martin, 2013).
3.2 Carry out an evaluation of a training event
After knowing about the reason for the evaluation an organization may go through from
various effective path of evaluating for further steps and decision. Evaluation is an appropriate
process of training event by which an organization gets a feedback about their working of events
by understanding their results of the organization (McNally, 2013). Basically, evaluation is also
not an easy task as it requires proper steps and procedure to conduct an evaluation program to get
effective results. In fact, it helps in selecting the best alternatives from various methods and
choices to achieve their events objectives. Stages of the evalauation with the help of various
types of evaluation and applied according to the requirement of the organization:-
Here are the two types of evaluation which are as follows: Formative: - Formative evaluation is the method of estimating an appropriate source of
data to support planning and designing process to improve training events by changing
their recent tools.
 Summative :- Summative method is the tool which help in identifying existing method
by providing appropriate recommendations either to modified the recent program or
continued with the same strategy(Kay, 2013). It means summative method is all about
final stage of evaluation which gives suggestion to the training events.
Therefore an organization needs to perform the evaluation process because it acts as helpful
and useful in identifying their disadvantages with the use of different types of evaluation.

3.3 Success of evaluation methods used
Evaluation methods used by the organization have a great success due to their advantages
and positive result which provide a feedback so that employees can do specific changes and
modification to improve the scenario (McKenzie, and et. al., 2012). Basically, success is mainly
achieved by using appropriate data and information through various sources for example- Interviews: - Interview is a method of gathering information by conducting an effective
interview process. Observation: - observation is another method of acquiring information through observing
something.
 Written tests: - Written tests are the method by which an enterprise is going to acquire
information by conducting tests for positive result.
Success of the evaluation methods depends upon the organization positive results and
employee’s growth and development from training event which means success is based on the
employee’s development (Ployhart, 2011). Apart from these, training events are evaluated just to
get updated about smooth running of events by adopting various effective strategies and methods
by improving the talents and skills of employees of organization. In additional, evaluation
methods play a very vital role in the success of training events because it describes the accurate
results by identifying the employee’s knowledge by motivating them towards their works and
objectives. Evaluation methods are used to determine the talent of employees by conducting
various testing programmes through which an organization is going to understand the actual
talent and skill of their employees.
TASK 4
4.1 Role of government in training, development and lifelong learning
Government plays an effective role in training, development and lifelong learning by
providing a professional instructor to improve knowledge of the employees by conducting
various developmental programmes with appropriate facilities (Moliterno, 2011). In fact,
government act as essential tool for training program because they have the authority to provide
various opportunities to employees to enhance their capability with the use of strategies. Most of
the private and public institutions are dependent on government support to conduct training and

development events by providing sufficient funds or capital for smooth running of business and
institutions. Apart from this, government plays an eminent role in enhancing their employee’s
capacity because government want to develop economy of the country by uplifting overall
sections of society (Steffen, and et. al., 2015).
Various schemes and acts are amended by the government to support training,
development and lifelong learning.
 Try to eradicate the youth unemployment by expanding existing business across the globe
with the help of effective training and development programmes.
 Helps in removing unskilled labour by providing various learning methods to acquire
knowledge.
 Encourage employees of the organization by implementing effective acts of motivation.
It means government are worried about improvement of employees learning and try to motivate
them by adopting motivation theories to conduct useful training and developmental programmes
(Unger, and et. al., 2011).
4.2 Competency movement has impacted on the public & private sectors.
During those days the private and the public companies in the London has started to share
the knowledge and growth of the competencies to inquiring the intense of the development and
competition . To get the competitive advantages the organisation are spending large number for
the improvement in the services ,adaptability and the growth of performance . There are various
company which are very popular at that time in the UK to serve the customer in the best way by
attracting products which are satisfied to them. They are mostly based on the performance
appraisal and the training designs that will provide best choice of the human resource . The
concentration of the company both private and the public are based on delivery superior that
provide different benefit from the other competitors. The harmonious relation between the
workers are the key for the company at the time of movement. To provide safe and healthy
working environment to encourage the workers to perform effectively in the company and make
efforts at the increasing the competences and the gravity(Wright, 2011).
They are focuses on the building advanced performance and the efforts to increase the
standard and the desire results. The various circumstances to generate the skills and the
competencies are derived from the pure learning . The success of the company can be achieved

through influencing all the firms to work in their own comfort zone. They are getting reward in
terms of their performance.
4.3 Assess the contemporary training initiates introduced by UK government contribute to
human resources development for Sun Court Ltd
The role of the government was purely initiated through the temporary learning system is
all because to bring complete and fast growth and development in the human resources of both
private and the public company those are operating in the UK. It offers great learning curve as a
useful method for the company. The quantitative and the qualitative learning patterns are
develop that all depend upon the market situation and the factors which are affecting the
company to achieve the competitive advantages. This will leads to know the outcome related to
the processing of the risk associated to the employed business units. The total saving of the
employees are mannered through the performance in the organisation by the government. These
are upfront learning ability option available to the company as per the requirement need by the
employees in the workplace(McMahan, 2011). The more fast development would leads to the
wide range of innovation to the effective harmonious acquisition of the knowledge and the
ability in the non violences content and the situation employees can see themselves.
The contemporary Learning will help to improve the human resource and the skills of the
company. The objectives of introducing this is to find out the improvement , basic requirement
and the structural values of the firms. For the standardised and change in the factors are mostly
facilitated by the contemporary learning. Through this faster adaptability can be procure with
new innovation.
Various initiatives introduced by the government
 Conduct effective training programmes for the employees of the sun court Ltd.
 Amended various enhancement acts for improvement of employees as well as cited
organization.
 Try to expand the business according to the requirement of customers.
 Implemented a free trade policy.
 Reduces the cost.