HRD Report: Learning Styles, Training Methods, Sun Court Ltd Analysis

This report provides a comprehensive analysis of Human Resource Development (HRD) practices at Sun Court Ltd, a property management company. It begins by comparing different learning styles, including visual, auditory, and tactile learning, and discusses the importance of the learning curve and knowledge transfer in the workplace. The report then explores the contribution of learning theories and styles in planning and formulating learning events. It also examines the role of the government in training and development, focusing on lifelong learning initiatives and the competency movement in both public and private sectors. Furthermore, it analyzes the UK government's contribution to Sun Court Ltd's training programs, the training needs at different levels within the company, and the pros and cons of various training methods. The report concludes with a discussion of systematic approaches to planning training and development, evaluating training events, and reviewing the success of evaluations, providing a holistic view of HRD strategies and their impact within the organization.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
1.1 Different type of learning style.............................................................................................4
1.2 Role of learning carve and importance to transferring learning at workplace......................5
1.3 Analysing learning style and its planing and decision in event............................................6
4.1 Role of government in training and development in life long learning................................6
4.2 Developing competency movement in public and private section.......................................7
4.3 Contribution of the UK government in Sun Court Ltd training and development program.8
TASK 2............................................................................................................................................9
2.1 Need of training and different level in Sun Court Ltd..........................................................9
2.2 Pros and cons of training method use in Sun Court Ltd.....................................................10
2.3 Systematic Approach for planing the training and development for training programme. 11
3.1 Evaluating the training event by suitable techniques..........................................................12
3.2 Evaluating the training event..............................................................................................13
3.3 Reviewing the success of evaluation..................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Development refers to a broad concept which plays an important role in
every organisation. It is concerned with providing training and learning to the employees in order
to develop their skills and abilities that are beneficial in their future career growth. It assists in
the overall development of human resource in an organisation and provides them lifelong
learning (Albrech, 2011). In the present assignment, given company is Sun Court Ltd. which
deals in property management. The report covers different learning styles and its significance in
knowledge transfer. Contribution of learning theories and styles in planning as well as
developing learning event are also defined here. Along with this, training needs for employees at
different levels along with merit and demerits of various training methods are identified. Use of
systematic approach in planning a training event and government role in lifelong learning as well
as in training and development is described. Apart from this, impact of competency movement
on private and public sectors with assessing contribution of contemporary training initiatives in
human resource development are also studied.
TASK 1
P1.1 Comparison of different learning styles
Different learning styles are used by the business organisations. It plays a significant role
in improving the performance of manpower of firm. These are defined as the techniques that a
person can learn at their workplace. Every individual has his/her own abilities and skills of
performing any task as well as all employees are different from each other. In order to improve
the skills and knowledge of employees, training and development programme is conducted by an
organisation. Learning styles assist in making training sessions easy and understandable for the
workforce. Some styles of learning are defined as below:
Visual learning: This style of learning is common for the individuals. Some learners can
easily learn and gain knowledge about anything by only seeing something. This learning style
assists in improving critical thinking skills, high order thinking and reading comprehension of an
individual (Armstrong and Taylor, 2014). Complete knowledge and information is provided by
using pictures, graphs, charts, images, maps, etc.
Auditory learning: Learners gain knowledge by listening only in this kind of learning
style. Hearing and speaking is the primary way on which learner depends in order to gain some
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new knowledge. Different methods of learning are involved in auditory style of learning such as
musical notes, debates, voice recordings, discussions, lectures, etc. In this style of learning,
sometimes, learner may not be able to retain proper information (Bakker and Leiter, 2010).
Tactile learning: In this style of learning, learners can learn through body movement,
touch, physical activities, etc. It is also known as kinaesthetic learning and is more preferred to
administer learning to the human resource. Physical activities are performed by the learners that
make it easy for them to understand working in a better way. Role playing, field trips and
simulation are the techniques which are involved in this type of learning.
P1.2 Role of learning curve and significance of transferring learning at workplace
Learning is a continuous process and every individual wants to learn something new and
develop his/her skills. Learning curve is defined as the graphical representation that is used by
the employees in order to determine level of skills and knowledge that are gained by them. It
administers information about the performance of workforce. In Sun Court Ltd., learning curve is
used by the manager in order to evaluate employee's performance. It shows interlink among cost
and output based on time. This scale assists in improving the future performance of employees.
The performance of an individual is assessed on the basis of number of attempts taken by an
employee to complete a task. Learning curve assists in achieving objectives of the firm and
improving performance of organisation as well as its manpower. As the employees gain
experience, their learning will increase day by day.
Significance of transferring learning:
Training and learning programmes are conducted by every organisation for its
employees. They use money, energy and time in order to train an individual to have some
advantages in highly competitive market. So, it is expected from the learners to transfer their
knowledge and learning to workplace. Some importance are as follows:
Optimum utilization of fund: Some amount of money is required to conduct a training
session. In order to provide development to employees, firms have spent their funds. So, it is
necessary to transfer learning which is gained by training in order to ensure that the fund spent
by company is properly utilized (Bamberger, Biron and Meshoulam, 2014).
Add value: Main objective of conducting a training programme is value addition to the
firm. So, it is essential to transfer learning to workplace. If it is not transferred, no value can be
added in company.
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Face challenges: Practical obstacles may be face by employees when they perform their
assigned duties. Sometimes, they face those challenges about which they do not have knowledge.
At that time, learning sessions provide skills to face challenges and overcome the same in an
effective manner by transferring their knowledge to workplace (Boxall and Purcell, 2011).
P1.3 Contribution of learning theories and styles in planning & formulating learning event
Employees are the important assets for every organisation. In order to develop their skills
and knowledge, appropriate training is provided to them in order to improve performance as well
as productivity of firm. Various learning styles are used by Sun Court Ltd. for planning and
developing appropriate learning event. It provides direction to accomplish the set goals and
objectives of company. Every individual has his/her own learning style on which their learning
ability depends. The theories of learning rely on the adaptability of employees to respond
towards change in an organisation. Training session is designed after keeping in view the
learning style of workforce. Training is conducted by the firm so that learning is provided to
them which assists in improving the performance. A learning environment is created so that new
skills are developed among employees. It is the responsibility of manager to evaluate
performance and determine its outcomes.
There is a strong relationship between learning theories and style and it highly influence
the performance of an organisation. These theories motivate employees and encourage them to
work towards the attainment of targets and objectives of the firm. The learning theory of
reinforcement assist employees to develop new skills & knowledge. Performance of employees
are analysed by the manager of Sun Court Ltd. and results are determined on the basis of that.
Instead of single, combination of learning styles are used by the firm. It assists in gaining
maximum benefit from the provided learning.
4.1 Role of government in training and development in life long learning
Government is the authority that is having right to formulate and plan different kinds if
training and development events so as to train and develop the people who are working in
various organisations. They do collaboration with various types of companies so that good
training and development plans is prepared (Bratton and Gold, 2012). They help by providing
funds to various organisations so that they can get resources for training the employees. Since it
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is also said that the productivity and quality of workforce depends upon the skills they are having
which they apply in the company so as to achieve their goals and objectives.
The role played by government in developing human resources in UK are:-
 Generating policies for public – In this , it is the responsibility of government officials
to develop a public norm or a policy and also communicating it to the public so that they
are aware of the changes that are happening. They can make use of various tools and
techniques for communicating these policies to the public (Cascio and Boudreau, 2010).
 Implementing same policy – Since, there are so many organisations that are doing
collaboration with government so as to train and develop the employees. So, now
government can't make different HR policies for everyone. So, they make one policy and
formulate it on every company that is operating in company. Through this , they can
standardise and make their workforce ready.
 Allocation of Funds – There are so many ways through which they can help companies
in developing training programmes. For ex. They can help them by giving funds which
will be used by the companies gather resources which are of their use and make a plan as
well.
 Promoting HRD norms – There are various programmes that will be implemented by
them in the business environments so the government will have to create awareness in the
society regarding following HRD policies because then only the policies of Government
id useful.
4.2 Developing competency movement in public and private section
Competencies include skills, abilities and knowledge which needs to be present in a
person for performing their work effectively. If company has recruited new employee , so they
will need to get training from the company in which they will be taught about the work that they
will need to perform in the company. Along with this, the skills and knowledge that is required
to complete the work is also given by them (Daley, 2012). It is considered as the responsibility of
managers to look after the employees as see that what type of skill needs to be built in into them
so as to make them more productive.
So, “People ‘R’ Us” will have to analyse the impact of competency movement in public and
private sector are :-
Impact on public sector are :-
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 Improves motivation level – since in public sector, they are getting funds from
government so through this they will be able to develop new plans and policies that they
will be implemented in companies and employees will be motivated (Flamholtz, 2012).
 Enhances coordination – By running this competency movement, the employees are
getting trained as per the needs and capabilities required by the employees. When they
will be learning so many new things in the company so it develops a motivation inside
them which helps them in bringing coordination inside company.
Impact on private sector are :-
 Interest Building – In case of private sector companies, there are various kinds of work
that needs to be performed by employees inside the company but employees does not
have interest in all those work . So, the management provides them training so that they
develop interest of employees to complete all their work.
 Improving Productivity – Once they will increase their skills then the employees will
work faster and in a more better way which will slowly increase their productivity as
well.
4.3 Contribution of the UK government in Sun Court Ltd training and development program
Every government should take care of developments that are that are taking place in the
company. United kingdom is also paying full attention on the people who are doing employment
in the country. They ensures that the people are learning various types of skills and knowledge
which they can make use of while doing their work in company. Through this, all the issues that
are prevailing in company is also removed by the good performance given by employees
(Gordon, 2014). By government intervention, the work environment also becomes competitive as
company's get more exposure through this. So, People ‘R’ Us are bringing in so many methods
of training for Sun Court company with which they can train the workforce in a more effective
manner. There are are various kinds of department that is functioning in government that
prepares human resources plan are :-
 Work and Pension Department
 Education and skill development department
 Health department
 Trade and industry department
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All these departments are given the responsibility to design Training and development
plans for the companies that are operating in company. All these plans and policies are very
helpful in developing and training the employees and increasing their productivity as well
(Gruman and Saks, 2011).
Government of UK also ensures that all the departments are functioning properly and the
companies are also implementing all the plans that are made by government in the company. So,
People ‘R’ Us should also consider the laws and policies of UK before making training event of
Sun Court ltd. The latter company will apply all the training methods that are prescribed by UK
government like on the job method or off the job etc.
TASK 2
2.1 Need of training and different level in Sun Court Ltd
In present scenario, training is provided by every business organisation in order to
develop skills and abilities of its employees. Need of training is identified by the managers and
according to that, appropriate learning programme is designed. Sun Court Limited provides
training to their workforce at different levels as per their requirements. The organisation has
three levels, i.e., top, middle and operational level. The needs of training is distinct at each level.
People 'R' Us plan and formulate training & development programme for Sun Count Residential
Homes Limited. According to the needs of all the 3 levels, learning event is designed which are
as follows:
Upper level management: Top level includes managers and senior authority of the
company. At this level, it is the responsibility of management to formulate appropriate
programmes and policies and set long term objectives of the firm. Training need of this
department is related to develop proper understanding about environment of the organisation as
they are responsible for designing appropriate policies that assist in attaining growth and
sustainability of the company (Guest, 2011).
Middle level management: Supervisors and sub ordinates are include at this level of
management. The main responsibility of middle level employees are to implement the policies
which are formulated by top management of the firm. Training required by this department is
related to enhancing skills of managers so that they are able to design an appropriate plan and
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execute it in an effective manner. This plan includes all the activities that is performed by the
firm in future and it provides direction to perform all the tasks in systematic manner.
Operation level management: workers are involved in lower level of management. Job
related training is provided to the employees so that they are able to perform their tasks in
effective and efficient way (Hall, Daneke and Lenox, 2010).
2.2 Pros and cons of training method use in Sun Court Ltd
Human resource development is a very important concept in every organisation. It is a
process that helps in developing effectiveness and efficiency in an individual by organising
training and development events in the company. Through this , they try to enhance the skills
and competencies of people who are working in company. Here, “People ‘R’ Us” are planning to
design a training and development event for Sun Court Residential homes.
There are various types of training methods that are adopted by companies so as to improver the
quality of work done by employees. It is very important for the management to select correct
training method for their as there are various types of training methods but all can not be applied
in company. They are providing induction training to their employees who have joined the
company recently.
The advantages that will be gained by Sun Court by using training methods are :-
 Sun Court is taking help of employees in planning out thheir training events as their
contribution is very important in this . Through this , the employees are able to
differentiate the difference between various programmes.
 If company will have various choices of training methods then it will help in incresingb
the efficiency of company.
 Through good training, employees are prepared to face any type of situation that may
arise in company anytime.
 It also allows enhancement of relationship between management and employees.
Justification:
The main reason behind using these methods are that these methods will only benefit the
company and increase the ability of employees by giving them effective training (Harzing and
Pinnington, 2010). The top level management and middle level management have to make sure
that how various events are taking place in company and how they are implementing their
strategies as well.
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The disadvantages that will be gained by Sun Court:
 These methods are very much time consuming
 They require usage of additional resources while planning a training event for the
employees.
 Sometimes, the methods that are applied fail to bring in effective changes in company
and is of no use then.
Justification:
Sun Court is implementing various training methods so as to ensure that no issues are left
in the company and the employee development can also happen (Huselid and Becker, 2011). So,
while planning a training event for Sun Court, People 'R' Us should have to analyse all the
factors that are having strong impacts on employees and working of company.
2.3 Systematic Approach for planing the training and development for training programme
It is very essential for People 'R' Us company to make sure that all the training programs
that are prepared by them should be as per the requirements of Sun Court Ltd. Through this, they
will be able to implement the process in more effective manner. So, People 'R' Us have to do a
proper research before planning the event. They will also have to analyse, design and evaluate all
the factors that are having that will have an effect on employees of company (Jiang and et. al.,
2012). The managers will also to look at their mission, vision and goals so that the training event
is connected with them. The systematic approach can be designed as under :-
Analyses In this step, People 'R' Us will give responsibility to its managers to design
a training schedule. So, HR manager will also have to consider all the
factors that are having some kind of effect in their company. After this, they
can develop an effective plan.
Design In this step, HR manager will have to determine how all the activities need
to be scheduled and arranged as per their importance in company. In
designing, HR manager has to include all the other department of the
company while designing the training event and also taken care that they
are updated with latest information.
Development HR department will use various resources while developing an effective
plan but it is the responsibility of managers to make sure that all these
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resources are utilised in an effective manner. In this , managers can also do
GAP analysis for analysing all the issues that are running in company and
provide solutions for it accordingly.
Implementation In this, step management of People 'R' Us will make use of various
strategies so as to implement the whole plan in an effective manner so that
they give effective results. HR manager will hire a person who has
experience in all these matters.
Evaluation In this stage, all those training and development activities that are applied
are being evaluated by manager so that its results can be known.
3.1 Evaluating the training event by suitable techniques
There are so many techniques that are used by management to evaluate their training
events organised inside company. Few of them are :-
 Kirkpatrick model – It is one of the best method that is used by various companies to
analyse their training and development programmes. It is divided into four parts namely:-
◦ Reaction – Training is given by every company to develop the skills of its employees.
So, it is the moral responsibility of company to know the reaction of employees who
has undergone the training event in which they try to know that people have liked the
training event or not (Kehoe and Wright, 2013).
◦ Learning – here, it is checked that how much an employee has learnt from the training
event conducted.
◦ Behaviour - Here, the participants are told to apply their learning on the work which
they perform in company so that the trainer can analyse the learnings of employees.
◦ Results - This is the last level in which the employer comes to know about the results
of the training session conducted. Here , it is analyses that whether the objectives of
the training program is achieved or not
 CIRO model -The full form of this model is; context, input, reaction and outcome. It is
analysed as :-
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◦ Context level – With the help of this , the trainer will be able to analyse the need of
training of a particular employee and the results that are expected from the training
level as well.
◦ Input level – In this, the trainer will decide that what all resources will be used by
them to provide good training facilities to its employees (Knowles, Holton III, and
Swanson, 2014).
◦ Reaction level - here , the trainer tries to know the reaction of the people who will be
undertaking the whole training process so that they can make essential changes on
time.
◦ Output level – In this, it is checked that whether the training program that was started
has completed its objectives or not.
3.2 Evaluating the training event
If Sun Court wants to evaluate the training event which they have applied in their
company that was prepared by “People 'R' Us” company then they will have to can make use of
following methods:-
 Activity observation – By using this method, they will be able to analyse the skills and
talent of employees which they have gained after the training programmes conducted in
the company. They can do it by monitoring the employees and the work done by them as
from this it will be clearly analysed that whether the employees have gained some new
skill or not.
 Questionnaire – It is a method which is widely used by many companies to know the
reaction of employees who have attended the training event. In this method, basically a
questionnaire is prepared by company in which several questions are asked about the
session that is conducted.
 Performance Tests - In this, the employees are told to present their newly gained skills
and capabilities. With this, organisation will be able to decide that whether the employee
will be able to perform a particular task or not (McMichael, 2011).
 Interviews – It is also one of the most effective method that is conducted in companies. In
this, the manager takes the interview of employees and asks them various questions about
their journey in company and if they are facing any kind of problems and issues in
company or not.
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