HRM Strategies: Learning Styles, Training Programs & Gov Influence

This report provides a comprehensive analysis of human resource management, focusing on learning styles, training methods, and competency development within organizations, particularly in the context of Sun Court Ltd, a healthcare provider. It compares different learning styles such as Kolb's model, examines the role of the learning curve, and discusses the significance of transferring learning to enhance employee skills. The report also explores the contribution of cognitive and adult learning theories in designing effective training programs. Furthermore, it highlights the UK government's role in lifelong learning through financial resources, seminars, and policy formulation. The impact of competency movement development on jobs is assessed, and contemporary training initiatives are introduced, with a focus on systematic approaches to training and development, including evaluation methods to ensure program success. This assignment solution is available on Desklib, where students can find more solved assignments and study resources.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1...........................................................................................................................................1
1.1 Comparison of different Learning style...........................................................................1
1.2 Role of learning curve and significance of transferring learning ....................................3
1.3 Contribution of learning style and theories......................................................................4
4.2 Impact of competency movement development...............................................................6
4.3 Introduction of contemporary training initiatives ............................................................7
TASK 2............................................................................................................................................8
2.1 Comparison of training needed at different levels...........................................................8
2.2 Merits and demerits of training methods .........................................................................9
2.3 Systematic approach for training and development.......................................................10
3.1 Preparation of evaluation of training event....................................................................11
3.2` Evaluation of training program.....................................................................................12
3.3 Review of success of method of evaluation...................................................................13
CONCLUSION.............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource development is an important activity, which focuses on increasing the
knowledge, skills and capabilities of an individual in organization to accomplish the job. It is
considered important for management to develop quality of individuals and make them
competent in organization to complete the task effectively (Kerzner, 2013). In this scenario,
analysis of Sun count Ltd is done which is regulating in health care and in order to retain
qualified personnel it will provide training. Various training methods are discussed in this report
which describes requirement of training of employees in health and social care sector. It is
considered as important for the firm to provide learning to individuals and enhance their
competency at workplace. Learning styles are discussed which are suitable for employees and
enhance their graph of learning curve.
TASK 1
1.1 Comparison of different Learning style
For managing work force in any organization there is a requirement of appropriate
approach to analyse situations prevailing in within the firm. It is important for firm to retain its
employees by providing various benefits such as bonus, perks, training, learning etc. In this
context, as HR professional and member of UK consultancy firm named “People R Us” it is task
to analyse various learning style which can be beneficial for Sun court. In this, various learning
styles are mentioned above:
Kolb’s learning model is used to determine four distinctive style of learning which are used in
organization. These styles of learning are used as a base how different individuals perceive and
process information in the firm (Boxall and Purcell, 2011).
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 Converges style: In this style, it has been determined that it is used by those
organizations in which individuals or employees learn by solving issues and doing
technical task. In this scenario, Sun Court organization will use this learning style to
retain its workforce and to provide specialisation (Armstrong and Taylor, 2014.).
 Diverges learning style: It is an appropriate style of learning in which organization will
provide training through observation and gathering information. They will also use
method of brainstorming to provide learning to individuals who are more imaginative.
 Accommodating: It is a suitable style for the individuals who believe that the knowledge
is acquired through practical experience. Sun court will use this style of learning to
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Illustration 1: Kolb’s learning styles
Source 1: (Boxall and Purcell, 2011)

provide knowledge of work and develop professionalism among employees for retaining
them within in the organization.
 Assimilating style : This is a style of learning in which individual will learn through the
arrangement of information in a logical order. It will also use the method observation for
getting knowledge how other people work in organization. It is also a suitable learning
style but in some cases, it will not be able to provide learning to people (Brewster and
Hegewisch, 2017).
1.2 Role of learning curve and significance of transferring learning
Learning is important to increase the potential of employees in order to provide
responsibilities of key positions. In this above scenario, it has been considered that organization
Sun court has an objective to enhance learning of the employees and make them capable to
handle the problem of dementia (Bratton and Gold, 2012). It will determine role of learning
curve which is a graph that defines improvement in skills over a certain period. It has determined
various roles of curve such as:
 It is used for measurement of improvement in skills of an individual or employee on
percentage basis.
 Monitor the cost of providing learning to employees within organization.
 It will determine growth of each and every individual for the purpose of evaluation of
performance.
 It has a crucial role in determination of consistency of individual to learn at workplace.
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It is very important for an organization to provide learning to employees at the workplace
in order to develop their skills. There various aspects which are to be discussed in order to
understand importance of learning at the workplace. In Sun Court, it is important to transfer
learning to improve skills of individuals at workplace to handle critical situation (Marchington
and et.al., 2016). It is important for Sun Court to implement learning style to identify
requirement of learning and growth in health care. It is significant to retain employees and
evaluation of their performance. Tasks are assigned to employees such as critical situations in
health care on the basis of learning of employee. Therefore, it is most important for sun court to
transfer or provide learning to workforce.
1.3 Contribution of learning style and theories.
In an organization, there is a great significance of styles and theories for purpose of
planning and designing an event of learning in an organization. Learning theory have due
importance for the firms that are developing learning event for their employees. This is because
learning style reflect ways in which individuals can learn varied things in appropriate manner.
While conducting training programs at workplace it is necessary to ensure that appropriate
learning style is adopted so that individuals can learn things in appropriate manner at workplace.
Usually firms make use of Kolb's learning model to understand styles of learning which are more
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Illustration 2: learning curve
Source 2: (Bratton and Gold, 2012)

suitable for individuals. Such kind of practice ensures that employees would retain whatever is
taught to them in training. All these things aids improving efficiency level of employees in the
firm. There are two theories which are used to determine the contribution such as:
Cognitive learning: It is a theory of learning which indicates remembering, analysing,
perceiving an information and ability of solving issues that arise at workplace (Brewster and
Hegewisch, 2017). It has been recognised that same learning process is not possible for all
employees in the firm. It is important for Sun Court to use different methods in providing
learning to employees in the organization. In this context, Sun Court limited is a firm which will
use this method of providing learning to individuals for improvement of skills and knowledge.
Adult learning theory: It is a significant theory which determines that there is specific pattern
of process of learning for adult learners. It has been recognised from this theory that adult
learners bring lot of knowledge and experience in to learning and trainer will consider it
important in identification of potential of individuals at workplace (Sarkis, Gonzalez-Torre and
Adenso-Diaz, 2010). This theory is significant in developing the competency to the adults so that
they can handle crucial task. It will bring develop an expertise among them to resolve the
problem of dementia. Managers will use these theories in the planning the events as it identifies
the needs of training within the firm. Further, it can be said that these theories have a great
contribution towards designing an event of learning.
4.1 Duty of government in learning
Training and development of employees is an important point for companies.
Government of UK is interested in enhancing growth of companies in the nation. UK
government runs a training and development program for employees of private organization.
Through this program it helps a lot of companies in training their employees Administration of
training makes sure that all employees in UK's private enterprises reach a minimum standard
level of performance (Kanchanachitra and et.al., 2011). This standard enhances production and
capacity of employees of UK. Sun court is health care unit in the United Kingdom and it is
necessary to ensure that performance level of the health care employees is up to be standard
level. UK government takes special interest within internal structure of the company and takes it
upon itself to improve it. Lifelong learning is considered self-learning by every employee in the
country. In the context of Sun court, they may not be able to invest large amount in training and
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development of employees, government intervention helps the company, as they train their
employees for them. There are various roles of government of UK in development of learning
which are mentioned below:
 Allocation of financial resource: It is considered as a major role of government to
providing funds for development of human resource in companies. It will provide
financial resources to companies regulating in private sector as well as public sector
(Kehoe and Wright, 2013). It can be said that there are several policies formulated by
government for the workforce in health care sector and allocated funds to provide to
lifelong learning.
 Organizing various Seminar: In UK, government conducts various seminar and
functions related medical and health care to provide training to individuals in hospitals. It
provides an opportunity to individuals to participate and enhance their experience and
learning.
 Formulation of policies: It plays a vital role and helps in improving capability of people
by formulating policies for development of human resource in country (Naff, Riccucci
and Freyss, 2013).
 Creation of favourable work situation: It is duty of government in UK to provide a
positive work environment to workforce and helps in development of their capabilities.
Various laws are framed by authorities to provide rights to employees and provided
authority to demand training for the development of knowledge and skills. Therefore, it
can be said that government has a wide role in lifelong learning.
4.2 Impact of competency movement development
Competency is considered as competency or capability in order to accomplish task.
For accomplishment of job effectively there is a requirement of some qualifications with ability.
It can be understood from points mentioned below:
Fresher: It is individuals who don't have any knowledge or experience related to the job. It can
be said that persons which are newly appointed in the firm are considered as fresher.
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Experienced: These are persons who have a primary knowledge and accomplish the task
effectively. It can be said that these individuals have the practical knowledge of the task which
are performed in the organization.
Professional: Person working from last few years and has a speciality in a particular job. In this
category the individuals become competent to manage the work and achieve the authority of
decision making.
Expert: Those individuals who have actually become excellent in activities of job and developed
knowledge of the task (Van Dooren, Bouckaert and Halligan, 2015).
There is a great impact of this competency movement in countries as in past information about
competency was not considered widely. In last years it has become a great concern for
companies about standard of knowledge and competencies of employees. It has more affected
public sector like Sun Court Ltd as they said that there is a requirement competent employees so
that high level of quality service can be provided to the people at workplace. It has been
recognised that there is a great impact on jobs in public health care and various training programs
are provided to make staff more competent for job.
In order to maintain image and competitive advantage private sector has also focused on
this standard in the recruitment of qualified staff. They have applied a strategy of paying extra
salary in order to attract competent employees. It has provided a negative impact on those
persons who have low competencies and will not get the job in private sector (Jackson and Parry,
2011). In period of recession in the country companies use this competency factor for removing
employees from the job. In this movement, various competent personnel have lost their jobs on
the basis of competency. Therefore, these are particular impacts of competency movement on the
jobs of individuals.
4.3 Introduction of contemporary training initiatives
For development of human resource in country, the government takes various training
initiatives. It will provide services to workforce of both private and public sector organizations to
maximize their strengths to accomplish their job. In this context, there are various contemporary
initiatives for the institutions of government introduce training in order to develop work force of
Sun Court Ltd. It has introduced these types of contemporary training initiatives to provide
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stability and knowledge to employees of the firm. It's a practical training program, which
provides a quick experience to learners, and it also provides guidance to employers that what
initiatives should be taken at workplace to improve skills and competencies (Messersmith and
Guthrie, 2010). It has provided an initiative to the individuals to learn by conducting various
camps and seminar on health care at different places. It also specifies areas for improvement and
need of knowledge and make easier for firms to know the steps that should be taken for
development of human resource.
Contribution of learning in Sun court: The campaign in respect to training, which was
introduced by the government, was considered as beneficial by health care firms in respect to
improving expertise their of human resource. It was helpful for employees to recognize needs
and understand value of an organization (Grossman and Salas, 2011). It has contributed towards
development of skills and behaviour of workforce and provided motivation in order to improve
performance. Acquisition of training has improved potential of employee towards work.
Employees have adopted learning in the task, which are assigned to them in order to accomplish
assigned task.
TASK 2
2.1 Comparison of training needed at different levels.
In an organisation, training is necessary for all employees working at different levels in
firm. It is considered that employees at different levels have different responsibilities to perform
and they have to accomplish different tasks. Analysis has determined that employees at different
levels have varied needs of training and management has to focus on their needs by evaluating
their performance. In this context, there is need of training at different levels in the Sun court to
increase efficiency of workforce at different levels. Firm is planning to provide a specific
training to employees for accomplishment of task and increasing learning ability. It is
accomplishing this task to identify the training needs of employees. For purpose of comparison,
analysis is done at three level in Sun count.
 Managerial level: It is top level at which various tasks are accomplished such as strategy
formulation, decision-making, delegation of responsibility etc. The management at this
level to regulate the care homes effectively appoints qualified persons (Snape and
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Redman, 2010.). It has been recognised that the firm will conduct meetings and seminars
in order to provide the knowledge of problems which are faced by health care such as
increased competitions and impact of pricing policy of government. Evaluation has
determined that employees at this level needs some skills of decisions making and
handling the challenging environment faced by the firm.
 Middle Level: It includes departmental heads or employees who have great contribution
in regulation of company. At this level, employees require training for acquiring various
skills such as problem-solving skills, communication skills, operational skills etc. It is
duty of employees at middle level to direct work of lower or operational level employees
in better way so that operations can be performed without any problem (Lifelong
learning, training and skills development, 2017). For example, executive team of Sun
Court is responsible for ensuring that they prepare strategies, which are developed in
order to accomplish purpose. They require practical training on techniques which they
can use to analyse situation and make prudent decisions in complex conditions in order to
achieve objectives.
 Operational level: At this level, training of ground level activities are provided to the
employees rather than managerial skills. It includes training on specific work that is
allotted by the managers and executives of Sun court such as handling patients fulfil
requirement of team members etc. In order to increase their efficiencies, company will
conduct various practical training sessions. Hence, after comparison of levels it can be
said that there are different training needs of individuals at different level.
2.2 Merits and demerits of training methods
In this analysis, various training methods are used by managers of Sun court to improve
efficiency of workers at different levels. Analysis has determined the methods which are used by
the firm and make a positive and negative impact on workforce. In this analysis, various points
are described to know impact of the methods.
 Class room lecture method: It is common type of method in which training is provided
in class room. Main advantage of this method is that company will provide training to
large number of employees at a particular period and it is a cost-effective method. But
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demerit of this method is that this method can be applied for practical work of production
and there is no scope of laboratory demonstrations (Storey, 2014).
 Case study methods: In this method, various situations are given to trainees and they are
asked to solve problems. It is most beneficial method for Sun Court to provide training to
the managerial level to enhance decision-making ability of managers (Goetsch, and
Davis, 2014.). It is also a cost effective method. However, it has a disadvantage is that it
has no effect on employees at operational level.
 Mixed training method: It combines all on the job and off the job training methods for
overall development of employees in organization. This method is beneficial for Sun
Court as it has different department so if this approach is applied it will be beneficial for
firm to provide training. But disadvantage of this method is that it involves huge cost and
consumes time. It is can be said that this training method will not be considered by the
firm as there are different perceptions of individual.
2.3 Systematic approach for training and development
For purpose of providing training to employees, managers will have to select an
appropriate and systematic approach through which efficiency of employees can be improved. In
this scenario, Sun Court will use method of group discussion in order to know requirement of
individuals in organizations at different level. In this method, various questions are considered
by managers related to work such as difficulty in work, task that are to be performed, behaviour
of superiors, inefficiency to perform task etc. Every individual is judged by managers on basis of
their response in discussion (Buller and McEvoy, 2012). It is most important approach for
organization managers will determine aim of organization to employees and ask for suggestions
to achieve aim. In this scenario, company will use lecture method in which it provides learning to
employees in classroom and provide knowledge about work. This approach is beneficial for firm
to know training needs of employees.
Training methods: Individuals will gather to communicate on the problems among themselves.
It can be said that the employees will develop the scenario of realistic and crucial problems and
also consider their effect on the Sun court. They will present this situation before the leaders and
classify the issues and will provide recommendations to solve the problems (Shuck and Wollard,
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2010). It is the responsibility of the management to observe that changes are made effectively
and identify the needs of corrections.
3.1 Preparation of evaluation of training event
Objective based evaluation method is used by the Sun count to evaluate effectiveness of
training event, which is organized to increase efficiency of employees at workplace. This method
evaluates schedule in every quarter and compares results based on facts, which are gathered from
training programs. In this stage, firm will use this process of evaluation, which is determined
below:
 Setting standards: It is first stage in which targets are set considering factors, quality
and efficiency of the employees. It is important for the managers to frame the targtes
which to achieved in the training programs. For example: managers of Sun court will
have accomplished target to develop potential of executive level workers.
 Measurement of actual output: At this stage, abilities of trainees are measured to apply
learning and their behaviour and also discussions have been done on application of better
training methods to improve the ability of trainees.
 Comparison of actual with expected results: Here, actual results are compared with the
standards to explain result of training event (Aswathappa, 2013). It can be said that it is a
task of analysing gap between the actual and the expected results of providing training to
the individuals.
 Correction required: In this stage, analysis of amendment in training event is done for
improving results. It is significant for the managers to identify the corrections which are
to be made to improve the results of the training events.
 Observing progress: It is last step in which growth is measured and problems are
identified that needs to be resolved. It can be said that managers at this level will examine
the potential of trainees by assigning them task and measure their performance on the
basis of results (Phillips and Phillips , 2016). They will identify the further needs of
improvement in the training programs by considering the outcomes. Therefore, this is a
process through which managers will evaluate the training program.
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3.2` Evaluation of training program
 This is practical step taken by Human resource department of Sun Court in order
to evaluate training program which is conducted for improvement of skills and
efficiencies.
 Satisfaction and reaction of participants: It is the method of evaluation in which managers
will take feedback of employees in order to analyse the results of training program. It has
been recognised that organization will discuss problems with employees in order to
change requirement of employees.
 Acquisition of knowledge: It is process in which questions are asked to trainees by the
human resource managers to know knowledge which is acquired by trainees and will
apply to accomplish job (Kompaso and Sridevi, 2010).
 Behavioural application: In this step, managers will evaluate behaviour of all employees
and understand changes which have occurred in their behaviour after training program. It
is the most significant method as it evaluates behaviours of individuals at workplace.
 Measurement of improvement: Management of firm will evaluate training which is given
to employees and recognise improvement in performance of employees in care home. It
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Illustration 3: Evaluation process
Source 3: (Aswathappa, 2013)

is responsibility of the managers to recognize cost which is incurred by firm on training
program.
 Measurements of standards: It is last step in the process of evaluation in which company
will determine various things to improve efficiency of employees at workplace. Sun
Court limited will find it excellent in improvement of standards which are obtained from
the training program.
3.3 Review of success of method of evaluation
Human resource department of Sun court limited has used 5 methods for evaluation of
the training program which helps them in proper understanding and improvement which is
required in program.
 It has done analysis of satisfaction and reaction of participant, which describes internal
feeling of trainees about session or program of training which they have participated.
 Training session was conducted to develop personal skills of individuals ((Nickson,
2013). It is a method of training which is directly connected with gaining knowledge.
 This is considered as tool to recognise an individual's improvement. In this majority of
work is accomplished by managers to know effectiveness of training program.
 This method of evaluation is perfect which describes improvement of the outcome of
business. In this, managers had evaluated preferences and reviewed data, which is
gathered from evaluation. Hence, the review of these methods will determine them
suitable for the evaluation of training program.
CONCLUSION
In this report, it has been summarized that human resource is an important element for
the organization and serves as a competitive advantage for firm to accomplish objectives and
achieve desired goals. In organization, there is a requirement of development of workforce and
this can be done with the help of training events programs. This training program will help in
identifying the needs of the individuals and knowledge, which is required to accomplish the job
effectively. It can be said that there is huge importance of human resource management for the
business firms because by using same efficiently employees can be used by the business firms to
achieve determined objectives. At last. It has been recognised that government of UK has played
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a vital role in development of human resource in public and private sector. It has provided an
opportunity to employees build their career and achieve skills to accomplish job.
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