Unit 23 HRD Report: Learning Styles, Training, and Development

This report provides a comprehensive analysis of Human Resource Development (HRD) within the context of Sun Court Residential Homes Ltd. It begins by exploring various learning theories and styles, including Kolb's learning cycle, Honey & Mumford's styles, and the VAK model, differentiating them and explaining their significance in training and development. The report then delves into the role of learning curves and the importance of transferring learning to the workplace, emphasizing their impact on individual performance and organizational efficiency. Furthermore, it assesses the contribution of learning styles and theories in planning and designing training events tailored to the specific needs of Sun Court Ltd's staff. The report also examines the government's role in skills development, training, and lifelong learning, including policy formulation, resource allocation, and the creation of a suitable work environment. It discusses the development of the competency movement in both the private and public sectors, highlighting its influence on organizational performance. Finally, the report assesses contemporary training initiatives introduced by the UK government and compares the training needs of staff at different levels within Sun Court Ltd, offering insights into effective training program design and evaluation.

UNIT 23: HUMAN RESOURCE DEVELOPMENT
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Table of Contents
Introduction......................................................................................................................................3
TASK 1:...........................................................................................................................................3
LO1: To understand the learning theories and styles......................................................................3
1.1 Differentiating various learning styles.......................................................................................3
1.2 Explaining the role of learning curve and the significance of transferring learning to the
workplace.........................................................................................................................................6
1.3 Assessing the learning styles and theories contribution while planning and designing an event
.........................................................................................................................................................7
LO4: To understand government-led skills development...............................................................7
4.1 Explaining government role in development, training and lifelong learning............................7
4.2 Explaining the development of competency movement which has affected on private and
public sector.....................................................................................................................................8
4.3 Assessing the initiative of contemporary training which is introduced by government of UK 9
TASK2:..........................................................................................................................................10
LO2: To plan and design development and training.....................................................................10
2.1 Comparing the need of training for staffs working at various levels in Sun Court Ltd..........10
2.2 Assessing the pros and cons of training methods which is used at Sun Court Ltd..................10
2.3 Use a systematic approach for training and development program.........................................11
LO3: To evaluate event if training.................................................................................................13
3.1 An evaluation of training event...............................................................................................13
3.2 An evaluation of training event...............................................................................................13
3.3 The success of evaluation methods..........................................................................................14
Conclusion.....................................................................................................................................14
Reference List................................................................................................................................15
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Introduction
The role of human resource is about recruiting talented candidates and train them to develop
their learning program. The practice of human resource enables an individual to be competent
enough for surviving in an organization by carrying responsibilities efficiently (Delaney et al.
2017, p.214). The present assignment will talk about the case of Sun Court Residential Homes
Ltd. It will discuss various learning theories and styles that are needed to train and develop the
skills of the individuals. The importance of learning curve will also be stated along with its
effectiveness. Besides, the role played by government on learning and the support given to
private sector will be discussed on the basis of Sun Court ltd.
TASK 1:
LO1: To understand the learning theories and styles
1.1 Differentiating various learning styles
Barker et al. (2016, p.28) stated that the approach of learning is a stage of gaining knowledge
and improve one’s skill and experience. The process is continuous for gaining knowledge to
bring changes in performance and increase working potentiality. Similarly, when it comes to
training there are several types of learning style and the most used learning style is Kolb’s
learning style and experimental model.
Schultz et al. (2016, p.284) defined Kolb’s learning style as a process to acquire knowledge
which is helpful in creating transformation in one’s life. Besides, knowledge is a best way to
reach the zenith of changing behaviour and act smart in front of the world.
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Figure 1: Kolb’s Learning Cycle
(Source: Barker et al. 2016, p.28)
The model of Kolb’s learning style has four different stages such as:
Concrete experience: This is described as the feeling and the learning comes from the instance
related to people’s life.
Reflective Observation: Learning takes places by seeing around and making a judgement which
is logical enough.
Abstract Conceptualizations: Situations are analysed by making effective thinking that requires
intellectual knowledge and thinking.
Active Experiment: Sometimes influencing attitude works a lot by making people do their
respective task. Hence, work is done practically learning becomes easier for most of the people
(Watson et al. 2016, p.544).
Therefore, based on the individual the human resource department need to choose the stage
which will make easier in grabbing knowledge.
Other than Kolb’s Learning style, Honey & Mumford are also used widely by many
organisations. The learning stage is comprised of four identical stages such as:
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Figure 2: Honey & Mumford
(Source: Truong, 2016, p.1185)
Activists: These are people who are best at learning things by doing
Theorists: They are best at understanding several theories and reasons behind any topic or goal.
Pragmatists: They have practical thinking and are best
Reflector: Sometimes learning takes place from visual observation or thinking about any
incident (An and Carr, 2017, p.90).
In addition, VAK learning style also influences human learning which can be implemented
according to the situation. The model is comprised of below stages:
Figure 3: VAK Model
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(Source: Willis, 2017, p.90)
Visual: The individual believes in the learning process by seeing things or situation that goes
around
Auditory: Learners are comfortable in learning things by attending, lectures, seminars or from
past experiences.
Kinaesthetic: Activities like projects, excursion are undertaken by this type of learners.
1.2 Explaining the role of learning curve and the significance of transferring learning to the
workplace
Martin et al. (2017, p.13) stated learning curve as a graphical representation which shows the
improvement within an individual. The model is used by many organisations to look into the
matter which is related to increase in experience and decrease in time taken for it. The role of
learning curve does not only affect the increase in experience but also enhances skills that reflect
within an individual performance. Thus, it positively affects the competency within a business
helping them to make effective decision making to reach organisation goal.
Figure 4: Learning Curve
(Source: Martin et al. 2017, p.13)
The importance of transferring knowledge is to transfer effective knowledge to others associated
in the organisation by helping them with their employability skills. () stated that the main motive
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of learning curve is to add value to the business enterprise by using the human resource and raw
materials effectively. It not only makes sure to use the resources effectively but also reduce
wastage and enhances business efficiency. Besides, the learning style helps the business
associates to overcome challenges and this experience are passed to subordinates. Hence, if the
superiors are successful in transferring learning it helps the employees to adapt new situations
(Gustafsson and Thång, 2017, p.35).
1.3 Assessing the learning styles and theories contribution while planning and designing an
event
Van der Heijden et al. (2016, p.13) stated that learning style gives a base of learning which able
the organisation in achieving organisation goal and fulfil the objectives. The human resource
need to be very careful before selecting a learning style that best selects with employee attitude.
This will help in adapting to the situation very quickly. Analysing the theories and making a
decision which will fit with learning objectives will help in executing the training event. While
training the staffs of Sun Court Ltd, it is my responsibility to understand the job type they are
working at. It will able in finding the area of learning and comfortable zone to improve future
potentiality.
Later knowing about human psychology and the knowing they are having about their work field
need to be assessed while planning an event. Understanding learning styles and theories helps me
to gain idea which can be applied to the staffs of Sun Court ltd. For example, it is a care provider
the learning style and training need will be different from a doctor. Therefore, based on human
comfort and learning style the training event should be planned and designed.
LO4: To understand government-led skills development
4.1 Explaining government role in development, training and lifelong learning
The role of government is vital in training and developing the skills of every individual so that
they get the capability in handling different situations. These are:
Formulating human resource policies: The government of UK regulates policies and guide the
organisation by helping their associate staffs with suitable training. It allows the human resource
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team to develop skills of the service provider that will help in enhancing professional
development (Delaney et al. 2017, p.214).
Creating norms: The government creates norms and legislations for public welfare and makes
sure that human resource team maintains it while recruiting staffs. This allows the organisation
to develop suitable culture by attaining high level in their life.
Allocating resources: Government helps the organisation by allocating resources so that they
can help the public with suitable training and development program. Government supports the
organisation financially in their training and development program. Hence, it gives lifelong
learning to every staffs (Delaney et al. 2017, p.214).
Suitable workplace: Every employee tends to get favourable work ambiance hence the
government makes sure that work environment is suitable which can develop their work interest.
Therefore, the organisation makes sure in implementing laws which avoids employee
discrimination and promote employee rights.
Arranging conference: Conference can give the employees knowledge regarding the ways to
handling old aged people. Conference can create awareness regarding the changes in health
program (Kyndt et al. 2016, p.435).
4.2 Explaining the development of competency movement which has affected on private
and public sector
Competency can be defined as the ability sustaining within an individual for accomplish
organisation goal. In this competitive world, competency has raised in great extent to acquire
competitive advantage. Hence, it has allowed the organisation to notice in their performance gap
by comparing their performance with the competitors. Even the given case study states that the
organisation was under severe challenging position which has increased their performance field.
Massenberg et al. (2017, p.55) stated that competency movement affects both private and public
sector. As days are passing the level of competency is becoming a topic of discussion. Besides,
the public sector faces high level of competency as they serve large number of public by working
under government.
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Hence, private companies are also moving forward to maintain competitive advantage where
they are taking steps in offering heavy package to potential customers. This allows in attracting
large number of customers and be competent enough. For example, Sun Court is towards proving
effective training to the staffs as they are up to providing care to dementia patience. The training
program will initiate in improving performance and drive towards the success in handling old
aged people (Kyndt et al. 2016, p.435).
4.3 Assessing the initiative of contemporary training which is introduced by government of
UK
The government of UK has undertaken several initiatives to give contemporary training to the
employees of Sun Court residential home ltd.. The institutes who take care of contemporary
training are:
 Department of Education and Skills
 Department of Work and Pension
 Department of Health
 Department of Trade and Industry
The following services are given by the government institutes so that benefits can also be
enjoyed by private sectors:
 Ensue in adopting good work practice by the investors in improving standard of people
 To enhance the skills for corporate
 The learning and skill council are taking initiative in giving free education
 They create standard workforce
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TASK2:
LO2: To plan and design development and training
2.1 Comparing the need of training for staffs working at various levels in Sun Court Ltd
Training is given to the employees depending on their learning style so that their contribution
towards the organisation is efficient. However, training differs at different organisation level and
should match their working profile and role. Similarly, Sun Court Ltd. Train the employees
according to their department.
Operation department: Operational management should be handled carefully for proper
utilisation of time and resources. At Sun Court Residential Homes Ltd the role of operational
staffs is to take care of rooms and ensure to keep it clean and hygienic. Therefore, they must be
trained to keep the rooms organised and carry their task systematically without taking much
time. Hence, for increasing service users satisfaction level the professional experts need to guide
them to work on track (Tziner and Levy, 2016, p.20175).
Finance Department: They are associated with the task in handling accounts for checking the
cost and revenue. Besides, the role of finance manager is to make budget variance and clear
payments of the service users according to the services taken. Therefore, their training should be
associated with handling cost and report the owner about company profit or loss.
Marketing Department: This department requires training in promoting the residential home and
make the customers aware about their services. Besides, they also handle the clients with their
problems and maintain effective PR relation. Therefore, giving them good training enables them
in handling complaints and deal with outer world. They should be taught in handling various
technologies to make suitable position in digital marketing (Sparr et al. 2017, p.29).
2.2 Assessing the pros and cons of training methods which is used at Sun Court Ltd
Training methods is the approach of using several techniques that is used to groom the skills of
human beings. Sun Court Ltd uses several training method according to employee and
organisation need. Sometimes, training is given according to changing in organisation policies
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and changes in duties and responsibilities. Each training method holds individual advantage and
disadvantages. These are:
Lecture method: Such method is often used by residential homes where the professional experts
talks about their experience and the ways they have handled challenging situation with dementia
patience. The training method is effective as it saves time and money by addr4essing large group
of audiences. Hence, such training method proves to be advantageous for the organisation.
However, the training methods have certain disadvantages as it can only be used for theoretical
purpose. It gives limited knowledge as it may not be effective for employees belong from
different department (Chauhan et al. 2016, p.200).
Mentoring: It is effective as the mentors teach the employees about the ways to enhance their
working attitude. It helps them in building confidence so that they can have patience to cooperate
with old aged people. Besides, employees may fail in developing this attitude when they do not
cooperate with the mentor which proves disadvantage for the training method.
Induction: The employees are called in this training method to give general instruction about
the workplace and the role they will be carrying. It is beneficial as aware the employees about
company culture and the ambiance they are going to work into. However, they may fail in facing
identical challenges or situations which may not match with the instruction that was given in
beginning.
Performance appraisal: The process is about giving feedback to the staffs depending on their
work role. It is beneficial as it motivates the staffs to present their work more effectively. Hence,
the staffs understand the area which requires improving and covering their performance gap. The
disadvantage is that other staffs may feel humiliating when their colleagues are appreciated for
their performance (Rosen et al. 2017, p.20).
2.3 Use a systematic approach for training and development program
In Sun Court residential home the training and development programs requires systematic
planning according to training design cycle. Below is a systematic approach drawn to plan the
training event that is best suited for the problem faced by the employees and Sun Court ltd. .
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Figure 5: Systematic approach for training and development
(Source: Self created)
The entire procedure is carried out by following mixed method of training where the employees
are trained by following brainstorming approach, lectures and case study. These approaches
make sure that when problem is addressed, practical life solution is given to find solution to the
problem.
In Sun Court the problem will be introduced to the service provider by the superiors which are
their main objective to achieve. The superiors will take initiative in asking questions to the staffs
regarding the problem faced. For example, dilemma faced to chose the correct way of giving
service to old aged people. In the question and answer round the doubts will be cleared which
will give the reason for giving training to the employees. Hence, giving and taking answers from
the staffs will reduce discrepancy between staffs and service users. Next, a brainstorming
approach will be undertaken among the groups so that they can come up with effective solution
giving a way to solve problem (Landy et al. 2017, p.9). In addition, reviewing the solution is
essential to check feasibility. Thus, it will help in meeting the objectives and maintain
coordination between the employees and clients.
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IntroductionofproblemscenarioSessionofquestionandanswerFindingsanddiscussionstageSolutiongiventoteamRevewingthesolutionbeforedeliveringitDiscussiongivesbestsolution