Human Resource Management Report for Sun Court Residential Ltd.

This report on Human Resource Management (HRM) analyzes various aspects of training and development within an organization, specifically focusing on Sun Court Residential Ltd. It begins by comparing different learning styles and discussing the role of the learning curve and the importance of transferring learning to the workplace. The report then explores the contribution of learning styles and theories in designing effective learning events. Furthermore, it examines the role of the government in training and development, including lifelong learning initiatives, and the impact of the competency movement on both public and private sectors. The report also compares training needs at different organizational levels, evaluates various training methods, and details the systematic approach to planning and evaluating training programs. The conclusion summarizes the key findings and their implications for effective HRM practices.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Comparing with different different learning style............................................................3
1.2 Role of learning curve and importance of transferring learning to the workplace...........4
1.3 Contribution of learning style and theories while designing the learning event..............5
4.1 Role of government in training and development and lifelong learning..........................6
4.2 How the development of the competency movement has impacted on the public and
private sector..........................................................................................................................7
4.3 How contemporary training initiatives introduced by the UK government contribute HRD
for an organisation..................................................................................................................8
TASK 2............................................................................................................................................9
2.1 Comparing training needs for staff at different level in an organisation..........................9
2.2 Advantages and disadvantages of training method used by Sun Court Residential Ltd.10
2.3 Using a systematic approach to plan training and development for a training event.....11
3.1 An evaluation of training programme............................................................................12
3.2 Carry out an evaluation of a training event .................................................................13
3.3 Review the success of the evaluation methods used .....................................................14
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is the process of recruiting ,selecting ,motivating ,training
and development ,performance appraisal and compensation etc. and also includes job
analysis ,identifying personnel needs etc (Wright and McMahan, 2011). It is a modern approach
that helps in coordinating and matching the individual needs with organisation needs . It directs
and guides the employees for doing work efficiently and effectively that will help in achieving
the organisation goal. It is carried out for increasing the performance of employees in an
organisation and manage the employees in structured and thorough manner. It maintains the
relationship between employees and employers. It is very important for an organisation because
it is helpful in achieving the organisation goals. This study is based on Sun court Residential
home Ltd. that provides up- market care home with beautiful garden accommodation to old age.
The below report is based on different different learning style , role of learning curve,
importance of transferring learning to the workplace , contribution of learning style in an
organisation for achieving the organisation goals ,needs of training at different level in an
organisation and plan for providing the training to the staff and analyse the role of government in
providing the training to the staff etc.
TASK 1
1.1 Comparing with different different learning style
Every person have different different learning style for learning the things. Learning style
means, in what way a person are learning the things. For maximizing one's own personal
learning ,a person should do following things-
 Firstly he should understand his learning style means in what way he wants to learn the
things.
 After identifying the style and by using it ,should seek out the opportunities that are
available (CHUANG and Liao, 2010).
Basically learning style is an approach that allow the person to gain more skills and
knowledge in his own learning style. Once if a person has identified his learning style then he

can easily find out the ways for adopting the knowledge and skills in easily manner(Sparrow,
Brewster and Chung,2016). By identifying the leaning style,person will get following benefits-
 He will become smart and intelligent after getting the learning style and its opportunities.
 It will increase the bandwidth of experiences from which he can get benefits.
 It will improve the learning skills and knowledge.
There are many types of learning style some of them are follows-
 Visual learners- These learners are those person who learn only that things that are
visible to them. They prefer to use the images, video ,graphics ,map etc. for getting the
new information (Armstrong, 2011). These learner are good in writing and show their
talent in written assignments.
 Auditory learner- These types of learners are good listener. They collect the information
and learns with the help of sound ,music ,discussions ,teaching ,speaking etc. These
learner stores the information in their mobile phones or other media that is helpful after
the class for revising that content that they learn in the class room (Purce,2014)
 Kinesthetic learner- This type of learner learns the things by doing ,acting, moving the
body ,sense of smell ,touch etc. They likes experiments,exploring the task etc. They are
dependent on others .they want to learn by themselves by exploring the field.
 Read and write- These learners learn the things by reading and writing that content that
they want.
1.2 Role of learning curve and importance of transferring learning to the workplace
Learning curve is a graphical representation of relationship between cost and output over
a certain period of time that shows the repetitive task of employees or workers graphically. if
employees are performing repetitive task then he will take less time and will perform efficiently
and effectively. It is used to measure the efficiency of workers or forecast the cost for producing
the products (Ployhart and Moliterno, 2011). It is also known as efficiency curve ,cost
curve ,product curve etc. It gives a some idea about the cost. In order to get the maximum benefit
from the employees it is important that employees will be motivated and encouraged by the
employer for performing better and generate interest of workers in the activity otherwise there
will be imbalance between learning process and employees performance.
Learning curve is used by Sun Court Residential Ltd. in the following tasks-

 It helps in forecasting of employees, scheduling ,budgeting and maintains the better
relations between employees and employer and is used for setting the incentives plan.
 It helps in supply chain management.
 It helps in evaluation of performance of employees and company.
 It suggests the pattern that how to give knowledge and check the progress of employees.
If any employees is using their previous learning in the activity of new learning that is
known as “transferring of learning” (Kehoe and Wright, 2013). Simply Sun Court Residential
Home Ltd. Motivates and encouraged to the employees for learning new things. Willingness to
learn is the condition that is kept by Sun Court while giving the employment. It provides training
continuously for learning new things. Importance of transferring of learning are as follows-
 If employees will not transfer their prior knowledge then Sun Court have to give
knowledge again from the starting. Then it will be time consuming and expensive.
 Employees will work in efficient and effective manner because they had worked earlier.
1.3 Contribution of learning style and theories while designing the learning event
Learning style and theories is most important while designing the learning event. Every
organization adopts learning theories according to their needs and wants (Bloom and Van
Reenen, 2011). There are different different types of learning theory which are as follow-
 Behaviourist approach
 cognitive concept
 Social learning theory
 constructive theory
Learning theory and styles are vary according to the needs and wants and requirements of
employees . So while designing the learning event ,Sun Court should analyse the
attitude ,behaviour and adaptability of the employees and design the event according to the
expectation and requirements of the employees. Learning theories helps to understand the factors
that will affect the learning and considers the workforce and their attitude (Renwick, Redman
and Maguire, 2013). Then according to the requirement of the employees and considers
relevance factors of learning theory ,Sun Court adopts the learning styles. And designed that
learning event that will help in achieving the organisation goals. So sun Court designed the

learning event according to the learning theory and learning styles. These helps the company
while designing the event.
Today time is changing time. It creates more challenges against the company. Sun Court
designs an event after considering the following factors-
 Organisation structure
 Adaptability of employees
 Improvement in employees etc.
All above factors can be evaluated by learning theories and learning styles. So these
theories and styles contributes major parts while design the learning events. Without knowing the
learning styles and learning theories, company can't achieve the objectives (Alfes and et. al.,
2013). For selecting the styles and theories and designing an event ,Sun Court should remember
that there should be relevancy with the organisation objectives and should maintain the clear
objective and timely conducted performance appraisal and according to the learning styles and
theory, an event should be designed because through the help of theories and styles employer can
know about the employees 'attitude and behaviour.
4.1 Role of government in training and development and lifelong learning
Government is the most important part of any country. It helps the company in many
ways like by providing training through an expert ,gives rebates to certain industry if they
follows the conditions of government etc (Barney, Ketchen and Wright, 2011). As a most
important part ,it plays an important role in training and development programme and contributes
in it. The role of government in training and development programme and lifelong learning are in
following perspectives-
 Generating policies for public- A government can reach to all by generating rules and
regulation. It can create same working culture for the public by making norms which will
help to train and develop the employees in efficient manner.
 By formulating HR policies- A government can formulate the policy related to HR for
all the citizens of that country . It helps the citizens for improving their capability that
will help them to perform job in effective and efficient manner.
 Allocate fund- If government wants to give fund then it can give to any company
whether it is private company or public company. It gives fund only to those company
who full fills certain condition of the government (Nickson, 2013). It gives the funds to

state employees for providing training and development programme. These fund help the
company in train and development programme.
 Creating a favourable working environment- By providing the favourable working
environment, government can encourage and motivate the public for doing job.
Government can do so in many ways like by passing laws related to the rights of
employees and punishment if they violated the law.
 Promote HRD study- Government can help in training and development programme by
creating rules that everyone have to study read Human Resource Development (Alfes
and et. al., 2013) .It can be done by circulating the syllabus in national curricula.
4.2 How the development of the competency movement has impacted on the public and private
sector
Competency means the ability of a person for doing a job. All person have different
different competency for performing the job. This ability requires some qualification that is pre
specified before giving the employment to them(Barney, Ketchen and Wright, 2011). That
qualification should have in the employees for completing the task. The competency can be
understand in the following ways-
 Novice- It means that person have not any prior knowledge or information related to the
job.
 An expert- An expert is that person who have proficiency in a particular field and all
understanding related to job.
 Practitioner- He is that person who have prior knowledge about the job and working in
the organisation.
 Knowledgeable practitioner- he is that person who collect all required information
which is related to the specific job (Nickson, 2013).
Competency of a person is vary time to time because as the time passes he gains more
knowledge about the specific job and becomes experience. At this time competency is a
debatable subject. It is correct that competency of a person affects the workplace Whether it is
private owned or public owned. In the past scenario ,competency of a person didn't matter but
now a days competency matters a lot because today competition are more (Kusluvan and et. al.,
2010). So for achieving the competitive advantage, company hires that person who are
competent for the position and company pays higher salary to the competent person. Especially

in public sector,competency matters a lot for serving the public. If company hire the incompetent
person then it can't get competitive advantages over the competitors. Companies provide the
training to the incompetent person so that they can become competent person and help the
companies for achieving the competitive advantages (Albrech, 2011). In private sector ,company
hire the competent person by giving and inducing them by providing higher amount of salary.
4.3 How contemporary training initiatives introduced by the UK government contribute HRD for
an organisation
Contemporary training initiative was taken by UK government for the small and
medium organisation. It provides the training and development programme of the employees of
small and medium organisation for bringing the stability and growth in the company as sell as in
the economy. The objective of training is to enhance the knowledge and skills of the employees
and it is done so that employees can learn about the specific job quickly and easily. Having the
knowledge of present and past scenario, government scheduled the training programmes for
different different companies (Jabbour and et. al., 2013). This contemporary training is helpful in
the quick development of the employees in the working environment. Government designs the
training and development programme in that way that is helpful in quick learning and
development of the employees. The main purpose of government behind providing training to
the employees is that economy is affected by the performance of the employees so that's why for
the growth of the economy government is providing training to public (Human Resource
Management (HRM) Theories of learning, 2011).
The services provided by the expert to the private owned company in the following way-
 Creating skills in the employee for working efficiently and effectively.
 Providing skills related to the business.
 Providing business to the needy people.
 Providing funding for the education so that people can learn about the business and job.
 Ensuring good practises of work that will help the employees in increasing competency.
These above are the few steps that is taken by UK government for motivating and increasing
the employee's competencies. It also helps the organisation for getting skilled employees.

TASK 2
2.1 Comparing training needs for staff at different level in an organisation
Training is provided to employees for enhancing their knowledge and skills that is
required to perform the job (Kirkpatrick's Four-Level Training Evaluation Model, 2017).
Training is very important for an organisation for achieving the goal .It is needed at every level
of organisation because no one is perfect in this world. Training is needed because of the
following reasons-
 It motivates the employees for doing work in efficient and effective manner.
 For increasing the knowledge of an employees.
 For familiarizing the employees with organisation culture.
There are three levels in a organisation which are as follows-
 Organisation level - This level takes strategic decision which are very important for an
organisation. They are responsible for controlling the entire organisation and takes
decision for the entire organisation (Daley, 2012).
 Team level - These members gives suggestion to the top level and executes the policies
that are made by top-level.
 Individual level – in this level,workers are included.
Training is provided by Sun Court because of the following reason-
Organisation level Team level Individual level
 In this level ,training is
needed because it
learns to them that how
to take strategic
decision , builds skills
and how to control the
whole organisation
(Meredith Belbin,
2011).
 For building the skills
 In this it is learn to
them that how to
execute policies in
effective manner. It
will minimize the
waiting time span.
 For giving the expertise
for sought out the
problems of employees
 In this level training is
needed for enhance the
skills and knowledge
for performing the job
ineffective and efficient
manner.
 For motivating and
encouraging them for
performing job in

for evaluating that
policies are properly
executed or not.
and customers. better manner.
 For familiarizing with
organisation
culture ,working
environment ,rules and
regulation of the
company , to tell about
the specific job (Guest,
2011).
2.2 Advantages and disadvantages of training method used by Sun Court Residential Ltd.
According to the budget and time ,Sun Court provides the training to the employees. It
provides the following training methods to the employees-
Training methods meaning advantages disadvantages
 Classrooms
methods
 Case study
 Role playing
In this method,trainees
are sit at one place and
lecturer gives the
knowledge to them
related to job.
In this a case is given
to employees that
consist a problem and
ask them for a solution
which is based on
assumption (Jiang,
and et. al., 2012).
In this method,
trainees will learns by
playing an act in
The main advantage is
that ,information can
be given to large no. of
people at one time that
is cost effective for
Sun Court.
It increases the
decision making skills
of the employees and
its cost effective.
It helps the employees
to find out different
different situation in
an organisation.
Its main disadvantage
is that it is
monotonous.
Its main disadvantage
is that it is applied
only on management
level not on individual
level(workers).
In this an employee
can feel nervous and
can perform bad.

 Discussion
 Demonstratio
ns
which one will
perform as a employer
or other one will
become employees .
In this a topic or
problem is discussed
with the managers and
find out the solution.
In this a dummy
environment is created
which looks like actual
work place and in that
it teaches that how to
work on the machines
etc. and they learn by
observing the
demonstration.
It increases the own
skills of an employee
with discussing with
managers (Hendry,
2012).
It is suitable for that
employees who are
related to the
production department
and in this employees
learns lots of things
and enjoy a lot.
If manager will not
support then
employees get
negative points and
demotivate.
It is not suitable at
management level .
2.3 Using a systematic approach to plan training and development for a training event
A systematic approach is a process that is helpful in identifying the best resources that is
helpful in generating the best result or outcomes. It involves some stages that is helpful in
identifying the objective of organisation and after certain stages it will be completed by
implementing the training programme (Bloom and Van Reenen, 2011) . For Sun Court
Residential, it's HR is planning for a training and development programme. It involves steps
which are as follows-

 Organization 's objective- The objective of Sun homes is to capture the large market
through innovation and cost minimization. For achieving this aim ,Sun homes wants to
adopt comprehensive product line ,skilled labour ,effective marketing etc.
 Identifying and setting up training needs- As a HR, firstly he should identify the
training needs that how much skills is having to the employees and how much is required
for performing the job (Sparrow, Brewster and Chung, 2016). Then accordingly decide
the training event.
 Designing training strategy-After deciding the training needs, HR of Sun Homes has to
decide the strategy of training and methods of it's. Sun Homes decide the classroom
method for telling about the marketing with the help of power point presentation and
adopts the demonstration for production department level for the production efficiency
and cost effectiveness.
While designing the training strategy , Sun Homes sees the budget of its company and
effectiveness of training events.
 Implementing the training strategy – After designing the training strategy, Sun Court
Residential Ltd. Implement the training strategy for enhancing the knowledge and skills
so that employees that can help in achieving the organisation objectives (Sparrow,
Brewster and Chung, 2016).
3.1 An evaluation of training programme
If an organisation wants to give training to its employees, then managers must have
knowledge about how important it is to measuring its effectiveness.
After that, manager of Sun Court Ltd. Is ensure he should have to spent money for good results
on this programme or not. There are four levels by which we can know how training
programmes works in an organisation (Daley, 2012). Such are as follows:-
 Reaction:- The most important evaluation of training programme is satisfaction. In that
trainer actually want to know that how employees react to the training. If employees are
interested, then manager implement training and development programme for the
betterment of the workers (Meredith, 2011). Structure of this programme is like as
employees can also enjoying it with learning also and training would be relevant.
 Learning:- In that part, trainer focuses on how much employees can learn as soon as
possible (Guest, 2011). The main part of learning programme is increases employees

results for better results. When an manager plan a training programme, the objective and
outcome of the result is already clarified. Learning can be measuring in different ways,
such as:- skills, knowledge, change in attitude and performance. It also involves pre-
evaluation and post-evaluation of employees.
 Behaviour:- In behavioural approach, managers evaluates one thing in an employee- he is
applying what he is learning. It means that knowledge and skills of the employees, that
are come form learning and then follows in business. This is a clear evidence of
employees, what they are , what they are gaining in training programme or what. It means
it is a practical evaluation of employees.
 Results:- Results are always based on performance. And and an individual performs what
he is learns. It is a outcome for organisation, so that managers can easily determines to be
good for employees or as well as business also (Jiang and et. al., 2012.). Results are
seems as return on investment for Sun court Ltd.
3.2 Carry out an evaluation of a training event
After knowing about evaluation and what should be done in evaluation, Sun court Ltd.
Have to implement a training and evaluation programmes for its employees. This is happened
when evaluation taken its place. It is decision making tool for every organisation. Evaluation is
helpful in judging, that how training programmes are working and what is its impact on
employees Sun court Ltd. Employees. It is analyse that these programmes will be continued or
not, means what is the outcome for Sun court Ltd. organisation.
Evaluation is also helpful in identifying that :- which kind of technologies and materials
will be used, and which learning techniques should be incorporated. There are 4 stages involved
in systematic training and development programmes. For sun Court Ltd. Manager must be
identifying the training needs of the company and after that how will be training provided. That
means designing the training and development plan. After that Sun court Ltd. Can implement the
plan in their organisation, and then final stage is evaluation of employees. Along with that,
training session will be provided accordant to their present performance. It is pre- evaluation of
employees (Hendry, 2012). And after training session will be completed also evaluated the
employees performance to know the outcomes of training. It is a technical assessment of
employees to figure that programmes is really beneficial or not. Sun court Ltd. Tries to finding

out training needs and how they can improves their training programmes for betterment of
results.
There are two types of evaluation:-
 Formative evaluation
 Summative evaluation
Formative evaluation is a estimate resource of data, that supports the planning of how
training can be improved. Sun court company must have to regulates formatives evaluation plan,
so that exact material, approaches and contents like as training outcome can be justified .
Summative evaluation is a concentrates on assessing the effectualness of completing
training programs. That means to make conclusion of evaluation.
3.3 Review the success of the evaluation methods used
Every organisation must have knowledge about how to collect information in order to
make a effective training events. Sun Court company must have to used these types of data
collection, so that an training programme can be implemented. Such types are:-
 Observation Method:- In that method manager, observes the performance of the
employees and then decided that training should be provided to him or not. It observes all
ideas of activities of employees at the time of delivery of training programme (Boxall and
Purcell, 2011). Direct observation can helpful in to see the change in knowledge of
employees, how they works with usage of their skills and what are its outcomes. It means
to analysing the performance of the organisation, that is based in individual's
performance (Bloom and Van Reenen, 2011).
 Test-rested methods:- Technical and practical test can easily analysis the results of
training events. It can helps in evaluating the effectiveness of training. Under this
method, a test is conducted before training programme to assess their present skills,
knowledge and attitude. And after also, same test is conducted to an analysis the impact
of programme on employees performance (Choi, 2011). And manager of Sun Court Ltd.
Compare between both of them. If satisfying results are founded by trainer then, training
is effective for employees.
 Pre – Post performance:- In this method, focusing is on evaluating and analysing the
actual job outcomes of the employees. Pre post performance method is only be used to

analysed the the performance of the employees before training is provided and it is
comparing with after job performance of them.
 Experimental control method:- In that method employees are separated into two parts.
First one are control group, and others are experimental group members. Control group
workers do have to follow any guidance and any control of their superior (Bratton and
Gold, 2012). And experimental group workers have to follow strict instructions and
guidance, and after that performance of both of them will be evaluated. And find out
better solution and feedback for the same.
CONCLUSION
From the above mention report it has been concluded that training is necessary for each
position of the organisation. This report is based on Sun Court Ltd. Organisation, in which
manager have to plan a training and development programme for changes in employees
performance and set new targets. There are different styles of learning, such as:- cognitive
theory, behavioural theory and social learning theory. And then the evaluated methods of
training are summarised. That are:- Observing method, Pre test performance, test rested method
and experimental control methods. Report says that how an training programmes can be
implemented in Sun Court organisation. How training programmes makes effectual for the
development of the results and outcomes.

REFERENCES
Books and Journals
Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Barney, J.B., Ketchen Jr, D.J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37(5). pp.1299-1315.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology. 63(1). pp.153-196.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Jabbour, C.J.C., de Sousa Jabbour, A.B.L., Govindan, K., Teixeira, A.A. and de Souza Freitas,
W.R., 2013. Environmental management and operational performance in automotive
companies in Brazil: the role of human resource management and lean
manufacturing. Journal of Cleaner Production. 47. pp.129-140.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Kusluvan, S., Kusluvan, Z., Ilhan, I. and Buyruk, L., 2010. The human dimension: A review of
human resources management issues in the tourism and hospitality industry. Cornell
Hospitality Quarterly. 51(2). pp.171-214.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel
model. Academy of Management Review. 36(1). pp.127-150.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.

Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human resource management journal. 21(2).
pp.93-104.
Online
Human Resource Management (HRM) - Definition and Concept. 2017. [Online]. Available
through:< http://www.managementstudyguide.com/human-resource-management.htm>.
[Accessed on 13th April 2017].
Theories of learning. 2011. [Online]. Available through: <
https://www.brookes.ac.uk/services/ocsld/resources/theories.html>. [Accessed on 13th
April 2017].
Kirkpatrick's Four-Level Training Evaluation Model. 2017. [Online]. Available thorugh: <
https://www.mindtools.com/pages/article/kirkpatrick.htm>. [Accessed on 13th April
2017].