Human Resource Development: Learning and Training Report

This report on Human Resource Development (HRD) examines various learning styles, including Kolb's and Honey & Mumford's models, and their impact on training design. It explores the role of the learning curve and the importance of transferring learning to the workplace. The report analyzes training needs at different organizational levels and compares various training methods, highlighting their advantages and disadvantages. It details a systematic approach to planning training and development, including evaluation techniques. Furthermore, it discusses the government's role in training, the impact of the competency movement on public and private sectors, and the contribution of training initiatives to HRD. The report uses Sun Court in the UK as a case study throughout the analysis, providing a comprehensive overview of HRD principles and practices. Desklib provides access to this and other past papers and solved assignments to help students excel in their studies.

Human Resource
Development

Contents
INTORDUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Comparison of various styles of learning..............................................................................3
1.2 Role of learning curve and importance of transferring learning............................................4
1.3 Contribution of learning theories and styles in design a learning event................................5
4.1 Role of government in training and development.................................................................5
4.2 Impact of competency movement on public and private sectors...........................................6
4.3 Training initiatives contribute in human resource development...........................................7
TASK 2............................................................................................................................................8
2.1 Training needs for staff working at various level in an organization....................................8
2.2 Advantages and disadvantages of various training methods used in an organization...........8
2.3 Systematic approach to plan training and development for a training event.........................9
3.1 Evaluation by a suitable technique......................................................................................10
3.2 Evaluation of a training event..............................................................................................10
3.3 Success of evaluation methods............................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTORDUCTION
Human resource development is a concept which is use to develop quality of an
individual and develop skills in him so he can perform a specific job in an enterprise in an
effective way. This whole concept is very wide and consist various findings and knowledge.
Both training and development are the most important part of this concept (Bamberger, Biron
and Meshoulam, 2014). Large number of training methods with their own advantage and
disadvantages are there and this play a big role so it is very essential that right training method
must be used by an employer for employees of company. Sun Court, based in United Kingdom is
taken under this report for study. Various type of learning styles and theories and importance of
transferring knowledge and learning at workplace is all given under this report. Further, role of
learning curve, need of training at various level of organization, different type of training
methods with its effectiveness in enterprise is all mentioned under this. Design of a training
program with evaluation process is also given in this. Along with this, role of government in
training and development programs enterprises, impact of competency movement on various
public and private sectors and contribution of training initiatives in human resource development
is all detailed in this report.
TASK 1
1.1 Comparison of various styles of learning
Learning is defined as a act of acquire knowledge, behavior, values and skills or modify
the previous ones. Basically , it is a process which deals with how, what and why. True
learning is a result of consistent process and it is something which does not happen with just
a sudden. Previous learning and past knowledge of an individual play a big role in it. Number
of learning theories are there which can be used by an individual. Some authors conclude that
learning is outcome of active participation while some other said that it is something which
comes from a social exposure. Number of learning theories are there but comparison of two
popular learning styles is given under:
Kolb’s learning style: As per the views of David Kolb, individuals follow four learning styles
based on a learning cycle. These learning styles can be understood by following points:
 Diverging learning style: Under this learning style, individuals first watch and
observe rather than doing anything immediately. Basically this is a people focused
style of learning and the job which these kind of individuals require is more of
brainwork rather than any kind of physical effort.
 Assimilating learning style: In this, individuals follow their logical knowledge. These
are the individuals who are good in research and focus on concept rather than
individuals.
 Converging learning style: This is another learning style which focus more on
practical knowledge. Individuals who follow this are good solving practical issues.

 Accommodating learning style: Individuals who follow this type of learning follow
their inner emotions and feeling. They do not think about any kind of logic as they
follow their intuition. These are the people who do not carry any type of research and
work on the finding of others people.
Honey and Mumford’s style: Honey and Mumford suggests four styles of learning which are as
follows:
 Activists learning style: This learning style is for those individuals who like to experience
new things. These are the one who like to face new issues and do not bother about the
consequences.
 Reflectors learning style: Under this, an individual use various sources of data collection
to collect information and after that they reach to any conclusion. These type of people
like to view other’s opinion and ideas before start their own research.
 Theorists learning style: Individuals who use this style of learning are the one who
formulate and implement their own theories with their past experience and knowledge.
 Pragmatics learning style: These are the individuals who like to experiment new theories.
They consider problems as challenges.
Different individuals follow different style of learning. Every style of learning has own results
and benefits so an individual can apply any style of learning as per his requirement to get best
results.
1.2 Role of learning curve and importance of transferring learning
Learning curve is the one which affect the whole learning process of an individual as this
represent the track record of performance of an individual (Luthans and et. al., 2010). Importance
of learning curve and transferring learning at workplace can be understood by following:
Role of learning curve:
Learning curve is a graphical representation this is the one which represent the increase
or decrease of learning in an individual in context to experience. It is an effective tools for
evaluating the impact of any learning program as this represent the track record. Basically this
curve is used to identify the main key elements of learner’s progress in order to make a effective
education policy for him. One of the main use of learning curve is on set up incentives for
individuals or for planning resource requirement.
Importance of transferring learning to workplace:
Every type of kind of enterprise whether it is small, medium or is a large one conduct
some kind of training and learning programs for its workers. Organizations invest their funds,
time and energy to enhance the skills of individuals in order to make them able to survive in

competitive business world. Due to this it is highly expected that learners should transfer their
knowledge and learning at workplace. Importance of this can be understood by following points:
 Add value: One of the main focus of every learning program is to add value to the
enterprise. So it is very essential that learning should be transfer to workplace in order to
add value if no learning will transferred then no value will be added to the enterprise.
 Proper utilization of funds and resources: Every training program require some kind of
fund to be invest in it as firm require to spent huge amount of funds in order to develop
the skills in its employees. So if learning is not transferred at workplace then whole
amount spent in learning program cannot be utilized in an effective way.
 Help in face and overcome challenges: Every employee face some kind of problem and
issues while perform their jobs even sometimes they face issues about which they don’t
even have the knowledge. Learning programs are the one which contain these kind of
case studies. So if learning will not transferred to workplace then employees will fail to
overcome with any kind of issue and problem.
1.3 Contribution of learning theories and styles in design a learning event
One of the main feature of learning theory is that it helps in developing various skills in
workers working in enterprise. Main aim of training programs is to enhance abilities of
individuals in order to improve their overall performance (Lin, 2011). Which style of leaning
should be choose by individual is totally depend on the end results and preference of individuals.
Different enterprises use various style of learning in order to make their workers more competent
so they can accept the challenges take place at workplace. Before conduct training program and
sessions for workers it is very essential for manager to evaluate all styles and theories of
learning.
Relationships between learning styles, theories and events: Selecting a specific learning
is little complex and difficult so manager can choose combination of various learning styles in
order to get more effective results of learning program. Sun court can improve skills and abilities
of its employees with mix of various learning styles. Learning theory define the type of learning
and provide framework to design a learning event in an effective manner.
Contribution of learning theory and event: Theories which Sun court used are more
focused towards the effectiveness of results and end objectives achieved with the help of various
learning sessions. To make the learning program more effective, it is very essential to first
consider the needs of employees. Right learning style help employees in learn lot more new
things in an effective manner.
4.1 Role of government in training and development
Government is the top body of every nation and it is the one which can support people a
lot. Role of government in lifelong learning, training and development is very essential. Main

contribution of government in training and development is stated below under the following
points:
 Generating a Public norm: Government is the one which can reach to all. With help of
various tools and techniques government of country can initiate a procedure in order to
generate a common culture. Which will help to develop and train them in an effective
way. This will ensure development of various skills in employees and will also enhance
their self confidence.
 Formulate a policy related with human resource for all: Government of country can
formulate a policy related with human resource development for all local people.
 Allocate funds: Government can allocate adequate amount of funds to various public and
private sectors for development of human resource. Basically government around the
globe allocate funds to develop and train workers. Government can also allocate funds in
private sectors.
 Promote study of human resource development: Government can help in training and
development of human resource by promote the study of human resource for all. This can
be done by including a syllabus in national curricula.
 Creating a positive and favorable work environment: By create and provide a healthy and
positive work environment government can help in develop the skills of employees. This
can be achieve in various ways. One way is that by passing the laws related with rights of
employees at workplace and violations for punishments.
In UK government play a key role in training of employees especially in private sectors. All
training activities are organized by government and also provide instructors to make sure that
employees are able to achieve the minimum standard of performance (Barney, Ketchen Jr and
Wright, 2011). It is very essential that government should take part in training of employees as
this ensure that workers are getting knowledge related with work setting.
4.2 Impact of competency movement on public and private sectors
Competency can be refer to the skill and ability of an individual to complete a given task
and job in an effective manner. This ability require some kind of education and qualification
which require to complete a job in an effective manner. Concept of competency can be
understood by the following points:
 Novice: An individual who don’t have any kind of prior knowledge.
 Experienced beginner: Person who got the primary knowledge about the job.
 Practitioner: Individual with primary knowledge for a specific period of time.
 Knowledgeable practitioner: A person who has gathered all knowledge required to do the
job but does not reach an expert level.
 An expert: An individual who have adequate amount of information and understanding
about the job.

Competency of an individual go through this process and competency of an individual affect
the workplace and various business operations.
Private and public both sectors influence by the competency movement. In earlier time,
knowledge of competency was not very circulated. As time passes this become one of the
important subject of discussion. In case of public sector skills and competencies of a public
employee has become a matter of concern. Large number of individuals said that high
competency standard should be maintained in order to serve public in an effective way.
Private sector accepted a high level of competency in order to maintain competitive
advantage and for this they offer attractive salary to skilled individuals. At the time of
recession, this standard of competency was used in favor of corporation against may skilled
workers who lost their work.
Due to existence of high competition in market, now enterprises are more interested in
performance of employees. Now enterprises invest more in training programs and learning
events in order to fill the performance gap and to perform well as compare to their rivals.
4.3 Training initiatives contribute in human resource development
Human resource development is one of the most essential aspect as this help in develop
the most important resources of business which contribute more in development and growth of
business. With the purpose of develop human resource government of United Kingdom has taken
number of initiatives. Government of UK has introduced various training methods for employees
of enterprise in order to develop special skills of them. Main reason of UK government behind
using various training methods is to decrease the rate of unemployment, enhance the growth of
economy, reduce poverty and help country to attain a stable condition. Further, government has
initiated verbal training under which workers are trained by provide verbal guide in order to
enhance their capabilities so they can execute business operations in an effective way. Various
enterprises use these training methods so they can survive in this competitive business
environment and at the same time can achieve its end objectives and targets (Bolman and Deal,
2017). Manager of Sun Court can use these methods in order to increase the effectiveness of
various business operations and to offer quality products to its customers. One of the main aim
behind provide training to workers is to make the business operations more profitable and at the
same time to find better solution of business problems.
Basically number of training initiatives has taken by the government of United Kingdom
to provide support to enterprises and to improve the performance of employees by offer them
training. Main programs initiated by government are national vocational qualifications, national
training awards, investors in people standard, train to gain and apprenticeships. All these
programs by government help enterprises in to train its employees so they can perform well and
contribute in national economy. One of the main aim of all these is to provide minimum working
standard to every worker in United Kingdom.

TASK 2
2.1 Training needs for staff working at various level in an organization
Every individual working in enterprise require some kind of training but needs of training
of workers differs at every level (Kraaijenbrink, Spender and Groen, 2010). It is one of the most
important responsibility of manager to determine the needs of employees at every level and
provide them the same. Basically training needs is known as the difference or gap between
current skills and future skills of employees require to perform a specific job.
At management level:
Senior managerial needs: As every enterprise go through various type of changes so this require
make strategic planning about various functions of company. Training should be offer to senior
managers so they can formulate better strategic plans for enterprise.
Low level managerial needs: It is very essential that training musts be offer to employees
working at lower level of enterprise in order to develop their skills and abilities.
At operational level:
Senior management needs: As every enterprise recruit new managers with specific kind of skill
and ability (Boxall and Purcell, 2011). It is very essential that induction training musts be
offered to new managers in order to make them familiar about the culture and vision of
enterprise.
Employees need: It is very essential that some technical training should be offered to employees
so they can learn how to operate with new machines and equipments.
2.2 Advantages and disadvantages of various training methods used in an organization
Training method refers to those tools and techniques which used by manager to provide
training to workers. Various number of training methods are there which can be used by
managers to provide training to employees working at various level of enterprise (Knowles,
Holton III and Swanson, 2014). Every training method has its own advantage and disadvantages
and basically divided into two category known as on the job and off the job training method.
Main methods of training and its advantages and disadvantages can be understood by the table
given below:
Method Advantages Disadvantages
Simulation and role play One of the main feature and
advantage of this method is that
Disadvantage of this method is
that it is very costly and time

it provide the imitation of real
life situation to trainees which
ensure better learning of trainees
with practical approach.
consuming.
Coaching This method of training is use by
managers to develop and
improve skills of employees.
Biasness from coach’s side
hamper the effectiveness of final
results.
Mentoring Under this method of training
mentor meet with trainee and
give him direction and guide him
to develop a special attitude and
skill.
Workers may not listen the
mentor in a proper manner which
affect the outcome of training.
Job instructional technique This is the technique which is
used by managers to train
workers about the procedure of
job. In this, trainer provide
knowledge to trainee about every
step of job as it is very essential
for an employee to have in depth
information about the job and
role he perform in enterprise.
If any employee missed any step
then this require whole process to
be repeat form the first step.
2.3 Systematic approach to plan training and development for a training event
Planning of training and development: Plan for a training and development require that a
systematic process to be follow by enterprise which involve a training design cycle (Kinicki and
Kreitner, 2012). It is very essential to follow that cyclic process to offer training to employees.
 Training need analysis: It is very essential to first do the analysis in order to identify the
area which required training. These areas can be identified by manager by observing the
performance of employees working in company. Evaluation of organizational
performance helps managers in identify the need of training.
 Design: This step involves create an action plan which include various decisions such as
date, time of event, learning style, training style etc.
 Development: This involve practical implementation of training process according to the
plan.
 Delivery: This is one of the most important step of training as under this actual training is
given to employees.
 Evaluation: This is the last step which help manager in find out the effectiveness of
training. Various techniques are there which can be used for do the same.
Training and development plan new employees
Introduction of new workers with management team.

Lectures by various head of different departments to convey the message about the main
goal and target of firm.
Explanation of roles and responsibilities to new employees.
Explanation of various policies implemented in enterprise.
Introduction of managers with the trainers.
Various methods such as simulation and role playing are there which can be used by the
managers.
Evaluation of performance of workers.
3.1 Evaluation by a suitable technique
For successful evaluation of training, it is necessary for the management to followed the
objective based evaluation. The main aim of this system is to monitoring the impacts after the
training sessions, its impact can be on the performance level of staff members and it can provide
the advantage to the business firm (Brewster and Hegewisch, 2017). It is very essential for the
Sun court firm for applying ion the training. It is like a feedback which is concerned to gathering
all the data or information related to the training process and its results. It is essential for firm to
know:
 Regarding evaluation.
 Which person should determine the training?
 What should be determined?
It is necessary for firm to know about all the techniques which are concerned to gathering
the data or information after the implementation of the training sessions. Behind determining the
requirements of training, there are various kinds of reasons (Jiang and et. al., 2012). Like for an
instance, the basic reason behind the it that firm does not understand about the evaluation and
also its benefits. Evaluation is helpful in analyzing the effectiveness of training. It is helpful in
analyzing the training program in order to achieve the organizational aims and objectives in an
affective or proper manner. An evaluation is helpful for Sun court firm to permit all its necessary
stakeholder in the training process. Evaluation helps in providing the information regarding the
management skills and Human Resource Planning competencies. Evaluation is helpful in know
about the strengths and also perceptions of consumers related to the services and goods of firm.
3.2 Evaluation of a training event
Evaluation of induction training event: Evaluation of training program refers to the effectiveness
of training program conduct by enterprise to improve and develop the skills of worker. Basically
there are four levels for evaluate a training program which includes the following:

 Reaction: Under this, reaction of participants of training program is observed in order to
study the level of their satisfaction. New workers feel interested to know more about the
organization and show their interest in training and listen carefully about the practicing
the training course.
 Learning: This is the second point that help in determine the progress of learning of
individual (Hall, J.K., Daneke, G.A. and Lenox, M.J., 2010). Feedback must be collected
from employees in order find the issues and to remove the same in order to get and
achieve more positive and effective results.
 Behavior: Behavior of employees is the one which affect the training program. It is very
essential for new employees to absorb more about policies and culture of company as
this contribute more in success of enterprise.
 Results: Results are the last outcomes that help in determine the effectiveness of training
program. Results consists knowledge of individuals.
Evaluation of training event is very essential as this help in identify the main issues and
eliminate the same to make the training program more effective. Further, it guide manager
and tell him about the main tools and techniques of training.
3.3 Success of evaluation methods
Review of success of evaluation methods: Various approaches are there which can be used by
manager to determine the need of training event. Five tier approach of training has been used for
this. In this approach, many questions are need to be answered in order to identify the need of
training (Daley, 2012). Basically this method is used to evaluate the implication of training
events in real life. This approach determines that induction program is important for enterprises
as this help in educate workers and new employees about vision, mission, structure and policy of
firm.
Various methods such as comparison, observation and feedback can be used by managers to
evaluate the performance of workers (Flamholtz, 2012). Observation helps in determine what is
the right style of learning. A feedback form can be given to employees in order to collect their
views.
Method which was used for training was effective as this helps in develop various skills
and abilities in employees.
CONCLUSION
From the above information, it can be concluded that concept of human resource
development should be use by every enterprise as this help in develop various skills and abilities
of employees. One of the main benefit of this concept is that this increase effectiveness of
various business activities and at the same time increase profits of organization. Government of
country plays a significant role in training and development of workers. It is very essential for

organizations to use right and effective method of training. Individuals adopt various learning
styles according to their own purpose and objective. Learning event of individual is based on the
style of learning. It is very essential that training program of an individual should be planned in
an effective way in order to get best outcomes. It is very essential that the training method which
enterprises use should be evaluate with help of feedback and observation. Government of UK
play a important role in take initiatives for training and development of workers and all this help
organizations in implement training methods and motivate workers.

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