Human Resource Development Report: Analysis of Sun Court Limited

This report provides a comprehensive analysis of Human Resource Development (HRD) practices within Sun Court Limited. It begins by exploring different learning styles, the significance of the learning curve, and the importance of knowledge transfer in the workplace. The report then delves into the comparison of training needs at organizational, occupational, and individual levels within Sun Court, followed by an examination of the advantages and disadvantages of various training methods. A systematic approach to training and development is also discussed. The report further includes the preparation and execution of a training evaluation, including the review of the training event's success. Finally, it explores the role of government in training, development, and lifelong learning, the impact of the competency movement, and how UK government training initiatives contribute to HRD. The report aims to provide a holistic view of HRD principles and their application within a real-world context, offering valuable insights for HR professionals and students alike.

Human Resource Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparing different learning styles......................................................................................1
1.2 Role of learning curve and importance of transferring learning to the workplace...............2
1.3 Contribution of learning theories and styles.........................................................................3
TASK 2............................................................................................................................................4
2.1 Compare training needs at different levels in Sun Court......................................................4
2.2 Advantages and Disadvantages of different training methods..............................................5
2.3 Systematic Approach to training and development..............................................................7
TASK 3............................................................................................................................................8
3.1 Prepare an evaluation using appropriate techniques.............................................................8
3.2 Carry out training evaluation................................................................................................9
3.3 Review the success of training event..................................................................................10
TASK 4..........................................................................................................................................10
4.1 Role of government in training, development and lifelong learning..................................10
4.2 Impact of competency movement on both public and private sector..................................11
4.3 How training initiative taken by UK government contribute HRD....................................12
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource development is the integrated optimisation of organisation's training,
development of career activities to develop group, individual or company's effectiveness. This
helps in developing the major competencies which enables the organisation's people to perform
the future and current jobs by planned practices of learning. This can be referred as the
framework for assisting worker to develop their organisational and personal abilities, skills and
knowledge. It is one of the major fundamental opportunities that worker seek when they
undertake worker as an employer. The encouragement and ability, continuous skills development
skills aid employee to retain as well as inspire workers. The major objectives of entire these
aspects is to evolve superior workplace which assist the organisation in accomplishment their
objectives (Beardwell and et. al., 2013). In their presented report, the chosen company is Sun
Court Limited that is dealing in the management of property. This assignment covered various
types of learning methods along with their weaknesses and strengths. Beside this, importance of
knowledge transferring and learning curve will be identified at working environment. This also
explains the state role in lifelong learning and training along with its influence on movement of
competency the public as well as private sector. At last, contemporary training role in initiative
in development human resources which is determined in this assignment.
TASK 1
1.1 Comparing different learning styles
Learning style define various ways where behaviour, skills, knowledge, preferences and
values of person that can be changed. It can be done with the help of various methods and
techniques of reading, experiencing, listening and visuals sources. Each employees of an
organisation comes from various background and mind set. It is necessary for adopting correct
style which they can learn in better manner (Brewster and Hegewisch, 2017). Therefore, some of
the concepts are describe as follows:
Kolb's learning style: It is essential theory or approach which includes learning style. It
is mainly concerned with different stages that are followed in the procedure of training. Such
steps are discussed as under:
Diverging: In this learning style, people can learn from different perspectives. These
learners prefer to watch various things rather than for using image the accurate solution. It is that
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style which is also known as diverging due to this such people mainly focus on idea generation
for performing work in better manner. They are found to be engaged in brainstorming rather than
attaining physical chores.
Assimilating: According to this style of learning, persons are considered as conceptual as
well as coherent in nature (Conway and Barbier, 2013). Herein, learners can acquire knowledge
by taking use of technological researches and functional where they can implement their
innovation and creativity and reasoning.
Converging: It is that type of learning which is very effective for those person who are
interested in doing practical work as compared with theoretical knowledge. Such individual are
experts in providing correct solution for the real life issues and problems.
Accommodating: In this learning style, a person can concerned towards internal feeling
which is based on practical reasoning. Such type of people does not consider major research as
they are prefer to complete their tasks or work with other findings.
Cognitive learning: It is that type of learning approach which is concerned with the
problem solving skills and abilities along with conscious thoughts and intelligence.
Honey & Mumford Learning Method
Inspired from Kolb's learning style, Mumford and Honey has come with their own
learning methods. These learning methods has been classified into four major types which has
mentioned as below: Activist: These learners often put themselves into the action and practical situation
through which they perceive learning. Theorist: These learner often critically understand, analyse and evaluate the major
situation and find theory behind it. Reflectors: These learners often reflects their environment and surrounding areas,
behaviour and their company (Dao, Langella and Carbo, 2011).
 Pragmatist: These learner gain their information and knowledge through keeping their
major learning into real life, world and condition.
1.2 Role of learning curve and importance of transferring learning to the workplace
Learning Curve: This can be referred as the graphical representation which presents
interrelationship in between output and cost within certain time period. This supports manager in
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measuring performance and activities at the workplace. This provide facilities in setting the
manpower abilities to accomplish the assigned tasks and work in more adequate way.
Learning Curve Role: It aid in the management of Sun Court Ltd in evaluating the
workforce's proper performance. This can aid in the assessment of manpower abilities to perform
a task. Through the help of proper learning curve, the manager of company are able to design
most appropriate session of training through setting worker's learning behaviour (Flamholtz,
2012). The learning curve can be ascending and descending associated with the manpower
performance in perceiving knowledge and skills which they can opt through program of training.
The workforce performance at working environment is tracked through manager by opting
learning curve. Implementation of this method ascertain optimum usage of available company
resources in best way.
Importance of Transformation of Knowledge
Transferring of knowledge is one of the fundamental aspects i.e. required to evolve at the
working environment. The curve aid in transferring knowledge and information which is learned
through certain task. This perform on the ability of individual to opt methods in an effective and
efficient on certain requirement of work. If learnings are effectively transformed, then issues
resolution procedure becomes more easier. This transferring of worker knowledge is essential in
Sun Court for this continuous sustainability and growth. This aid in emphasising the
competencies and skills of manpower. It enables the management in creation of efficient design
and strategies which render way to deal with issues effectively.
Proper Funds Use: Organisation invest high money amount in the training management
to their personnel. If the rendered style of learning is conveyance, then this make certain
optimum use of their funds of company (Ghai and Vivian, 2014).
Add Value: Effective knowledge transfer add more organisation value. This assist Sun
Court Limited in raising their profitability and productivity in more significant manner.
Overcome Challenges: Transfer knowledge help the organisation in managing conflicts
in an suitable manner and overcome these effectively.
1.3 Contribution of learning theories and styles
Numerous different stages include in planning and designing a proper events along with
making it more successful through assistance of learning models associated with it. Here are
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discussed various events stage of planning and there are related with different models and
theories mentioned here:
Developing objectives and goals of event: The foremost and initial phase is to evolve a
tangible aim. For e.g. Sun Court focus at rendering training to this staff that ultimately outcome
in raising their skills and knowledge in efficient and effective manner.
Coordinate a Team: In the second, worker of Sun Court have to go through their various
aspects such as speaker, learning theories, styles and venue management etc. They prefer to
chose their experienced presenter due to possessing better skills and knowledge (Guest, 2011).
They conveniently connect themselves with the learners. Here employee are creating concrete
experience as they meet and examine each associated factor with it. They are having knowledge
to arrange essential elements linked with an activities in systematic and structured way.
Determine a Date: After understanding entire crucial aspects, now worker will determine
a proper data for the training program execution.
Brand the Event: In regard of making the entire activity or event more successful, this is
require to select appealing design, theme and other activities that can assist them in achieving
competitive edge. Here employee who are coordinating this events, opt the reflective observation
system while designing proper plan and theme. They overview their skills and experiences along
with identification of each queries that might been asked.
Create a Plan for Publicity: In this, employee measures creative and more productive
plan through opting their concept. From their entire process of learning, they will try to build
more unique plan of promotion that ultimately lead to create events of training successfully.
Determine Analysis Process: It can be termed as the final stage, where worker measure
what they have learned while coordinating an whole events of training. If there was any
obstruction, they will learn from their session and don't repeat their drawbacks (Hobfoll, 2011).
For example: members of staff of Sun Court has learned which there were presenter's voice
disturbance. This can help the implementation of actual performance lead to development.
TASK 2
2.1 Compare training needs at different levels in Sun Court
Organisational
Level
At the organisational level, training session is fundamental in order to train
and lead their worker in more suitable way of company which can affect the
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entire organisational functions and performance of company in ideal
manner. Trained worker yield more revenue and higher profitability for the
enterprise. Earlier Sun Court was arranging their major funds amount from
central state. After emergence of more care homes, state has reduced
amount of funds from 55% to 20% that adversely influencing their
operations. Henceforth, they need to render more training in context of
pitching investors or more business organisations for the funds arrangement.
Beside from this, it is essential for human resource management to evaluate
the major requirement of training in order to deal with fluctuations within
business practices (Knowles, Holton III and Swanson, 2014). This is
required to train their worker so that employee can foresee their upcoming
contingency in more coherent way.
Occupation Level At the occupational level, this is necessary to organise training in work-
related areas for better performance. For example: Sun Court, HR division
need to coordinate proper training session for directing rights skill and new
modification to worker as they haven't conducted any programs before.
Division of human resources need to operate more practices in context of
development of their personnel skills in regard of emphasising over the
creative and more talented activities along with offering effective services to
old age in comparison to rivals. On the other side, finance division require
to allocate proper budget for worker's training in more efficient manner
along with optimally manage their limited resources of finance.
Individual Level At individual level, worker need to identify their personal requirements and
needs (Martin, McNally and Kay, 2013). Employee need to be trained for
enhance their abilities and skills at individual level to become more
professional and expert in their skilled area. This has been identified that
HR division required proper training so they can develop their interaction
skills and improve themselves at their best level.
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2.2 Advantages and Disadvantages of different training methods
Training
Techniques
Advantages Disadvantages
Seminar  Worker get more
opportunity to
communicate and meet
with other worker with
similar concern.
 This is better opportunity
to distance learner and are
interested in reading. This
enhance their knowledge
in certain region of skills.
 This is an expensive
procedure.
 There can be opportunity
which speaker might share
incorrect and wrong
knowledge.
Classroom or
Lecture Method
 In this, session of training
is coordinated to
simultaneously large
employee number. Hence,
this is more cost-effective
techniques.
 Group communication
develop their learning.
Human resources can
acquire learning from
numerous trainer.
 No scope for practical
demonstration.
 Time-Consuming Process
which may hamper the work.
Case Study
Technique
 This technique expose
worker to actual condition
of life.
 This enhance analytical,
communication skills and
enhance the tolerance
 This is complex while
conducting it with certain
condition as per the type of
case.
 No right outcome can availed
as it analyse various
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level of an individual. perspective.
Mentoring  Mentee get chance to get
response of mentor.
 Promote more confidence
and self-motivation.
 There are probability of
forming of mismatched team.
 Mentor get demotivated in
case of less performing
mentee.
E-learning  Energy, time and cost
effective.
 Less stress over training
place.
 Complex to monitor as there
is no control over the
outcome.
 Lack of direct communication
and interaction.
2.3 Systematic Approach to training and development
This is a systematic techniques of training including several stages which required to be
accomplished in order to achieve their objectives of organisation in more efficient and effective
way (McGuire, 2014). It is rational method that initiate from setting the purpose or aim of
enterprise as well as after specific level this can end up with actual execution of training session.
Sun Count is designing proper training events for the worker.
Stage 1: Determination of Organisation Aim: In this stage, Sun Court will set their aim
to organise training event. For instance, finance and HR require to develop their abilities so that
organisation can efficiently pitch more sponsors and investor as well as develop their analytical
skill and communication in regard of improving higher competitive advantages.
Stage 2: Determining requirement of training: In this phase, Sun Court will set that HR
and finance need to organise the training. This can help in properly designing and structuring
their session of training for gaining adequate results.
Stage 3: Planning Strategy of Training: Sun Court has set demonstrative strategy of
training for employer and worker of both finance and HR division concerned with enhancement
of their analytical skills as well as also building expertise in care home in order to again more
competitive edge over their competitors (Payne and Isaacs, 2017). The sited organisation render
proper training by opting lecture techniques where facts and design associated with the recent
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worker through PowerPoint. In this, the company will analyse the cost associated with the
examining of demerits and merits.
Stage 4: Execution of training program: In this phase, Sun Court initially execute the
session of training according to determined places and due date.
TASK 3
3.1 Prepare an evaluation using appropriate techniques
Training evaluation is considered as final phase which require to carry out so that
determination of outcome of organised training events can be done. This can help in
understanding the achievement level of the objectives and requirements of training emerge at the
organisational level (Pedler, 2011). Various methods are available to analyse the programs of
training but initially Sun Court require to answer the four major questions that are mentioned as
below: What: this is a tool which is optimise to review the final outcome of organised session. Why: At this, effectiveness of organised training period in Sun Court is conducted. When: this helps in understanding the beginning and completion period of training event. Who: this is managed and given by higher authorities.
Evaluation Methods
Questionnaire: this is prepared for the fulfil from trainee in order to understand whether
training events were beneficial and how far it was effective for workers.
Observation: In this, analyst constantly evaluate the trainee's performance as well as
observe they whether they have adopted the changes or not. This can help in experting in certain
areas.
Audit of Training: Auditing refer to the controlling the whole process of training from
beginning and conduction of activities. This can help analysts to set the training quality in
regard of rendering worker training. Also, this can help in identifying the demerits of methods of
training s that they can analyse the action which has been taken in context of upcoming time.
Feedback: This is fundamental to deliver proper response of both trainer and trainee.
This can help analysing the trainee interest and learning from each end (Rosenbusch and et. al.,
2011). Trainer feedback along with the worker can proves HR team more influencing for Sun
Court.
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Evaluation of Performance: In this, trainee's performance is compared with the standard
performance so they can determine whether they have achieved their expected outcome from
organised training period. This is the effective and most suitable to figures out whether session of
training was successful or not.
3.2 Carry out training evaluation
Training can be analysed through the assistance of Kirkpatrick Model. This consist of
major four stages. These steps set the procedure of whole event of training in more significant
and systematic form (Singh and et. al., 2011). Reaction: This phase helps in setting the trainee reaction along with the trainer. In this,
reaction of training participant refer to the subject toward the session of training.
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 Learning: It is the phase that signifies the training and learning procedure. If the learning
chart or graph is going effectively that mean Sun Court have assessed something from the
event of training that straightly advantage their individual behaviour.
 Result: This is major opted for setting improvement level with the assistance of
personnel performance evaluation and determination of objectives accomplishment.
3.3 Review the success of training event
Approach of evaluation is very fundamental and essential for the success and evolution of
organisation. This has been complied in the referred company's case for reviewing the potency
and effectiveness of the program of training and auditing (Werner and DeSimone, 2011).
Through the support of questionnaire, identification of proper solution of accommodate training
session can be done. In the case of business, this has been evaluated that the questionnaire form
which consist of some questions in regard of positive and negative part of development and
training practices. Business manager of organisation understands the major advantages of the
training techniques from which some are discussed as below:
 Attitudes and reactions of worker and their satisfaction is considered as psychological
procedure that set the internal experience and perception of worker associated with
organisation and program of training.
 This is fundamental to help in the skills, knowledge and abilities improvement of worker
of Sun Court directing toward more effective and better workplace. This is required to
deliver proper inspirations and performance increment of worker in more efficient
manner.
 This is mentioned as suitable and best approaches and technique in regard of attaining the
preset objectives and goals of enterprise in more limited period of time.
Hence, it can state that trainer and trainee provide the information and authority in regard
of evaluating the efficiency and effectiveness of training and development along with analysing
their events of training.
TASK 4
4.1 Role of government in training, development and lifelong learning
Government as being more concerned about the worker within the company which has
helped the organisation in more significant manner. There are several activities and practices that
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is considered by each and every organisation that can help in meeting their objectives in more
significant manner. It is the major role that is being executed through the government within the
lifelong learning, training and development. The major focus of the Government contribution,
state has their perspective that is mentioned as below:
Generating A Public Standards: State of United Kingdom has been observing and
enacting various legislations and laws within each and every business sector. Through the
assistance of several techniques and tools that can begin the the procedure of generation a proper
culture among the public that will in context of rendering the training and developing assistance
from them.
Formulating Proper Policy of HR for Employee: Framing can be managed through the
government for personnel for the entire citizens as well as hence, render assistance in capability
enhancement of their citizens.
Assign Funds: The financial funds is being managed by care homes such as Sun Court
Ltd. For the personnel of company in order to work properly and serve the service user proper
and efficient treatment in more effective manner. As per the policy of state as well as
requirements of funds that can be rendered for the private region.
Promote Human Resource Development Evaluation: Training and development is being
rendered through state in regard of promoting the HR analysis for each and every person of the
company. It can be done through inclusion of intense syllabus of human resource development
with the referred organisation.
Building a more comfortable and favourable workplace: Government mentioned
various policies and practices as well as can be done by the help of working environment. It will
aid in assisting the organisation to achieve their business objectives.
4.2 Impact of competency movement on both public and private sector
Competency refers as the ability or capability to achieving such specific goals and
targets. It is that ability which require such type of qualification so they are completing this in
correct manner. Along with this, both public or private sector are directly impact by competency
movement. The knowledge and skills are related with competency which was not regulated and
operated in wide manner. At the time passes, it is became large matter for discussion and
competencies standard that became ordinary debate among experts or skilled. In this public
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sector, it is became the matter which mainly concern. They are serving to the public in
appropriate manner, so it is necessary for managing and maintaining high competency standard.
4.3 How training initiative taken by UK government contribute HRD
Sector skill council: Such organisation are independent and it can smoothly run with
their common aim for developing and making the skills and personal development. Along with
this, council are mainly deal with professional employees or staff members, administration staff,
support staff, ancillary workers (Yang, 2012). Each and every organisation having their own
Sector Skill Council which generally includes professional authorities, key stakeholders and
other is trade union. They are mainly establish and determine how training events is going to be
deliver in united kingdom. There are four major goals of such council which are described as
follows:
 Reduction of shortage and ability differences
 Enhancement in productivity
 Increasing learning supply Increasing the opportunities for an individual
Apprenticeships and Apprenticeship levy: It is one of the most essential method which
state regarding if a personnel paying such bill of more than 3 million (in pound) in each year,
after that the person is liable for paying apprenticeship levy from the date of 6th April of 2017.
this initiatives is taken by authorities or government which assist in increasing profitability and
productivity with the help of investing more capital in human being. Along with this, the
government of united kingdom whose main aim is to making and developing vocational skill of
managers or personnel.
Career Development Loan: In this scheme, UK authorities provides loans to different
organisation so that they can easily giving training their staff members which is beneficial for
both the personal and professional career development. This firm is liable for borrowing between
300-10,000 (in pounds). With the assistance of this funds, they are providing effective training
and appropriate training and development programmes to their staff members which help them in
increasing their skills and abilities.
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CONCLUSION
This can be summarised from above mentioned report that Human resource development
is the integrated optimisation of organisation's training, development of career activities to
develop group, individual or company's effectiveness. Learning style define various ways where
behaviour, skills, knowledge, preferences and values of person that can be changed. It is
necessary for adopting correct style which they can learn in better manner. Learning Curve aid in
the management of Sun Court Ltd in evaluating the workforce's proper performance. Numerous
different stages include in planning and designing a proper events along with making it more
successful through assistance of learning models associated with it. systematic techniques of
training including several stages which required to be accomplished in order to achieve their
objectives of organisation in more efficient and effective way. Training evaluation is considered
as final phase that can help in understanding the achievement level of the objectives and
requirements of training emerge at the organisational level. Training can be analysed through the
assistance of Kirkpatrick Model. This consist of major four stages. Approach of evaluation is
very fundamental and essential for the success and evolution of organisation. Government as
being more concerned about the worker within the company which has helped the organisation in
more significant manner.
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