Human Resource Development Analysis and Training at Sun Court Ltd.

This report provides a comprehensive analysis of Human Resource Development (HRD) practices within Sun Court Ltd., a UK-based residential services provider. The report begins by comparing different learning styles, including Kolb's and Honey and Mumford's models, and discusses the role of the learning curve and the importance of transferring learning to the workplace. It then examines the contribution of learning theories and styles in planning and designing effective training events. The report further investigates the training needs of staff at different levels within Sun Court Ltd., comparing these needs across management, customer service, and operational levels, and evaluates the advantages and disadvantages of various training methods. It outlines a systematic approach to planning training and development, including evaluation techniques and a review of the success of evaluation methods. Finally, the report explores the role of the government in training, development, and lifelong learning, the impact of the competency movement, and contemporary training initiatives relevant to Sun Court Ltd., culminating in a conclusion that summarizes the key findings and recommendations for improving HRD practices within the organization. The report draws upon various sources to support its analysis and recommendations.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparison of different learning styles................................................................................1
1.2 Role of learning curve & significance of transferring learning to the workplace.................3
1.3 Contribution of learning theories and styles when planning and designing a learning event
.....................................................................................................................................................4
TASK 2............................................................................................................................................5
2.1 Comparing training needs for staff at different levels in Sun court Ltd...............................5
2.2 Advantages and disadvantages of training methods used in Sun Court................................6
2.3 Systematic approach to plan training and development for a training event........................8
TASK 3............................................................................................................................................8
3.1 Prepare an evaluation using suitable techniques...................................................................8
3.2 Carry out an evaluation of a training event...........................................................................9
3.3 Review success of an evaluation methods used..................................................................10
TASK 4..........................................................................................................................................11
4.1 Role of government in training, development and lifelong learning..................................11
4.2 Development of competency movement has impacted on public and private sectors........12
4.3 Contemporary training initiatives introduced by UK Government contribute to HRD for
Sun Court Ltd............................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15
.......................................................................................................................................................16

INTRODUCTION
Human resources are considered as an asset of company and performance of employees
directly affect the performance of an organisation. Therefore it is essentially required for
company to adopt strategies and policies in order to develop skills and knowledge of employees
which help them to contribute more to achieve the desired goals and objectives. Human resource
development is the process which helps in developing the overall performance of employees. For
this, company needs to adopt various methods such as training, learning and development
programs which motivate employees to work as a team (Bamberger, Biron and Meshoulam,
2014). Project also covers different approaches and learning styles in order to enhance The
confidence and motivation level of employees. Company named “Sun Court Ltd.” is an
organisation of UK which deals in providing residential services is chosen in the report with
reference to which all concepts related to HRM are discussed.
TASK 1
1.1 Comparison of different learning styles
Sun Court Ltd. is a company of UK which deals in offering residential services to its
clients. There are large number of employees who are contributing their efforts in achieving the
organisational goals and objectives. Thus it is the responsibility of HR manager to adopt various
learning styles in order to improve the overall performance of employees. This will also help in
achieving the desired objectives. It is essentially required for the HR manager to first identify
needs and demands of employees and accordingly apply different styles of learning as per their
specifications(Barney Ketchenand Wright, 2011). A lot of research is needed to be made in
order to understand human mind and the way they follow to operate and collect information.
There are different learning styles which help in developing and improving the skills and
knowledge of employees. Such learning styles are as follows:
Kolb's learning styles: In this style of learning, the employees need to follow four styles which
are based on the combined learning cycle. Four stages are given as below:
Diverging learning style: In this style, people need to first learn and observe and
accordingly implement actions. These types of persons are good at brain and in artistic work.
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Assimilating learning style: This involves those person who consider to work in a logical
way. Its main focus is to make research and scientific inventions in order to work in a conceptual
manner (Bolman and Deal, 2017).
Converging learning style: These types of people mostly focus on performing work
practically and they are good in practical problem solving.
Accommodating learning style: These types of persons believe in understanding the
internal feelings and accordingly perform. They generally do not believe in making research and
finding as well as focus on performing work according to the direction given by their internal
thoughts and feelings.
Honey and Mumford's style: In given picture four main learning styles are shown:
Illustration1.. Honey and Mumford's style, 2011
Activists: People who want to gain new experience of something within limited period of
time need to follow this style of learning. They prefer to perform various activities but not
comfortable in adopting any specific area of competencies.
Reflectors learning style: These types of persons are showing their interest in collecting
information and data through primary and secondary sources which help them in attaining the
desired objectives (Boxall and Purcell, 2011). These type of people prefer to listen new thoughts
and opinions of other people.
Theorist: In this, people show their interest in improving new theories through
conducting experiments and observations. According to them, they can resolve problems with
the help of logical deviations.
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Pragmatics learning styles: In this, the people believe in making new experiments of
new theories and thoughts which can never be implemented before. They are always ready to
face challenges and adopting new opportunities. Sun Court Ltd. needs to improve the skills and
knowledge of its employees through adopting such learning styles which help them to adjust in
any complex situation.
1.2 Role of learning curve & significance of transferring learning to the workplace
Learning curve bring major affect on the learning process of Sun court as it present the
performance record of staff members through which manager able to know the problems faced
by its workers. The times and cost incurred in following learning theories is clearly shown
through learning curve (Bray and et. al., 2012). There are different aim and target which need to
be achieved by company and to achieve this, the manager need to focus on selecting appropriate
styles which brings positive result for business organisation. If the performance of staff members
of Sun court need to improved then it is essentially required to use learning curve which also
considered as more significant. It helps in improving skills and capabilities of employees while
performing their roles and responsibilities and help them in bringing efficiency level in their
work. It is required for manager of Sun court to formulate new and effective strategy and plan
which help their employees to face risk and challenges in an effective and efficient manner.
Significance of transferring learning at workplace: It is important for manager of different
departments to conduct training sessions and learning programs to improve the skills and
efficiency of their staff members (Brewster and Hegewisch, 2017). Discussion made among
different managers of different department is required which enable them to get information and
problems occur in working environment and accordingly conducting training programs. The
importance of learning curve are given as below:
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Illustration2: Learning curve, 2013
Add value: Its main objective is to add value to business enterprise which help them in
gaining competitive advantage and profitability of company.
Face and overcome challenges: It is important for company to first identify the issue and
problems faced by its workers in working environment and accordingly implement training and
learning programs in order to resolve such issues in an effective manner. This will also help in
maintain healthy environment at workplace (Daley, 2012). Improving capabilities of employees
to face challenges and issues will directly help company in achieving desired objectiveness and
goals within specified period of time.
Proper utilization of finance: Learning programs providing direction and guidance to
staff members of an organisation to utilize available resources in an optimum manner. If the
resources are not utilize in proper manner then it will make negative impact on the company's
performance as well as its growth and stability. Finance resources plays an important role in
growth and existence of business and if the financial resources are miss-utilized then the
existence of company may comes in danger.
1.3 Contribution of learning theories and styles when planning and designing a learning event
Learning theories play an important role in developing the skills and capabilities of staff
members which make them competent. The main objective behind conducting training programs
is to improve the performance and abilities of employees working in an business organisation. It
provides conceptual and theoretical knowledge. The company always focus on development of
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employees which help enable them to work in the environment that changes rapidly. Therefore it
is necessarily required for manager to analyse learning styles and theories which is more helpful
in meeting customer's expectations (Flamholtz, 2012). The attitudes and behaviour of each
individual may differ.
Relationship between learning theories, styles and events: As there are various styles
out of which selecting one particular style becomes difficult for manager therefore adopting the
combination of various styles of learning in conducting the events and training sessions are more
effective and efficient. It is essentially required for manager of Sun court to implement various
development programs in order to improve the skills and capabilities which help them in making
effective decision and promote team work. The learning theory clearly explains the types of
learning, its styles whose main objective is to enhance the performance of employees.
Contribution of learning event and theory: The main focus of adopting learning styles
and theories is to evaluate the results that attain during learning sessions. Therefore it is
necessarily required for manager of Sun court to formulate plan for their employees which will
be helpful for employees (Hall, Daneke and Lenox, 2010).
TASK 2
2.1 Comparing training needs for staff at different levels in Sun court Ltd.
It is essential for any organisation to adopt training and development programs at various
levels of business organisation. As the roles and responsibilities of employees working in
different departments are different with each other therefore training should be provided to each
of them with the help which they can perform their roles and responsibilities in an effective and
efficient manner. Human resource are considered to be an important part of an organisation and
it is the responsibility of HR manager to implement various programs with a motive of
improving the skills and knowledge of their employees. There are different levels in Sun court
Ltd. such as top, middle and lower level and each level department perform its different roles and
responsibilities. Improving performance of employees directly makes a positive impact on the
performance of business organisation through which they can attain a large market share in
competitive market world (Jiang and et. al., 2012). The requirement of providing training and
development programs at different levels of Sun court Ltd. are given as below:
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At management level: As the management of an organisation carry important roles and
responsibilities which need to be performed such as delegation of task to employees on the basis
of their skills and knowledge, evaluation of employee's performance etc. which required
specialised skills and knowledge. Therefore it is necessarily required for company to conduct
training and development programs for them with the help of which they can perform
effectively. Company needs to provide off the job training method such as conferences, case
studies etc. which help them to gain knowledge about certain subject and contribute more in
achieving the organisational objectives.
Customer service level: At this level, proper training is needed to be provided to staff
members which help them to maintain healthy customer relationships. Fulfilling customer's
needs and requirements is the main objective of company and it can only be possible when the
employees of an organisation communicate with the targeted customers in an effective and
efficient manner (Kinicki and Kreitner, 2012). Training and development programs direct the
staff members to increase level of satisfaction of their customers by collecting feedbacks and
resolving all queries and problems relating to their products.
Operational level: At this level, company needs to provide training in order to develop
skills and abilities of occupational level of employees with the help which they can contribute
more in achieving desired targets. This will also help in providing opportunities to build their
careers and improve the efficiency in work.
2.2 Advantages and disadvantages of training methods used in Sun Court
There are various methods which the company need to be adopted in order to improve the
performance of company. As Sun court offers learning counselling facilities which help in
improving logical and conceptual knowledge of their team members. Therefore the company
focuses on adopting different methods or techniques with a motive of increasing performance
level of workers. Sun court offers off the job training methods to its staff members and also
includes discussion, role playing, workshops, conferences etc. This will help their employees in
getting new ideas and provide a platform where they get opportunity to lean something new
(Knowles, Holton III and Swanson, 2014). With the help of training methods the performance of
company improves but adopting training methods has some disadvantages as well which are as
follows:
Training methods Advantages Disadvantages
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Performance appraisal It helps employees in getting
know about their strengths and
weaknesses which enable them
to perform specific task in
effective and efficient manner.
Manager need to set an
example in front of their
members of an organisation
which motivate them to
perform better but if the
manager fails then it will bring
demotivation among them.
Role playing It communicate their staff
members that how they have to
perform their roles and
responsibilities to achieve
desired objectives.
Sometimes the members are
not satisfies with the roles and
responsibilities they are
assigned for due to which the
actual result may differ with
desired result.
Induction It is conducted for new
employees in order to inform
them about their roles and
responsibilities which need to
perform to achieve desired
targets.
The structure implemented by
Sun court may be different
from the actual structure which
will create a negative impact
on new employees.
Workshops It is conducted with a motive
of providing learning materials
to employees through which
they can able to generate new
ideas in order to compete with
rival.
It involves huge cost and it is
depend on the understanding
of employees that in which
way they perceive message.
Discussion It help in getting new ideas
and suggestion which directly
helps in formulating effective
plan and strategies
As if the manager only give
order their employees and
showing no interest in getting
ideas and suggestions will
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create negative impact on the
employees.
2.3 Systematic approach to plan training and development for a training event
It is important for the HR manager of Sun court to conduct training and development
programs for their staff members in order to improve their skills and capabilities which help
them to contribute more in achieving desired goals and objectives (Kraaijenbrink, Spender and
Groen, 2010). It is important for manager to prepare systematic approach in designing and
executing training programs in such an effective way that will bring positive outcomes at the
end. Training and development programs involves various methods and techniques in order to
maximise the performance of employees. There are various ways the company use systematic
approach which are as follows:
Analysis: In this step the manager need to first identify the needs and requirements of
their staff members along with the problems which restrict them to perform better accordingly
implement actions.
Design: This step is related with designing and executing the training programs which
help in improving the skills of employees that will help them in contributing more to achieve
desired targets.
Development: In this step the manager need to develop training programs in such a
manner that will encourage employees to get involved in training programmes and enhance their
skills and knowledge.
Implementation: This process is the implementation stage where the manager focuses on
implementing or adopting training programs in actual which help their staff members to use
learning tools to develop their skills.
Evaluation: This is the last step in which the HR manager evaluate the skills and
knowledge of staff members after conducting training programmes (Lin, 2011). This will help
them in getting the effectiveness of conducting training programs through collecting feedbacks
and examine the knowledge of employees.
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TASK 3
3.1 Prepare an evaluation using suitable techniques
Evaluation is last and final stage of training programs by which the manager get to know that
conducting training programs brings positive result or not. Evaluation is done through collecting
information and feedback from the staff members relating to the process of training programs
(Learning Styles and why they matter, 2011). Therefore it is important for a company to
understand:
 About effectiveness of training programs
 What need to be evaluated?
 When the evaluation need to made?
 Who is the responsible to measure the training?
It is also important for company to understand the techniques which is used in collecting
feedbacks and information after conducting training programs (Luthans and et. al., 2010). The
manager need to know about the importance of evaluation in process of decision making and
planning.
Through evaluating, the business firm can able to measure the efficiency level of training
programs conducted in Sun court. The HR manager came to know through evaluation that the
performance of employees are improves or not after conducting training sessions and in order to
know the accurate result the manager need to evaluate the skills and knowledge of their staff
members (Kelly Veterans, 2016). If the result of conducting training programs is positive then it
will directly help in improving the overall performance and profitability of company. The other
benefit the company get in conducting training programs is to have knowledge of strengths and
weaknesses of their staff members and accordingly provided learning programs to them through
which they can achieve desired targets. The HR manager can able to assign roles and
responsibilities to its workers on the basis of their specialised skills and knowledge which help
them in getting better possible outcome. Evaluation is also important in providing the
information of management skills and competencies relating to Human Resource planning in Sun
court (Mays, 2010). With the help of evaluation the manager able to guide and direct its staff
members to establish healthy relationship with their loyal customers which directly help in
improving company's image and goodwill.
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3.2 Carry out an evaluation of a training event
It is important for the employees to show their interest in participating in training
programs which make such program more successful. The Sun Court can able to know the
efficiency and effectiveness of training programs on the basis of findings. Therefore HR manager
need to implement some practical step in order to determine whether the conducting programs
brings positive outcomes or not (McKenzie and et. al., 2012). For this manager need to collect
feedback and information which are given as follows:
Participants and satisfaction reaction: The manager need to collect feedbacks from the
trainer relating to interest and behaviours of employees during participating in training programs.
If the reactions and attitude of employees towards training programs will be good then it will
directly benefit for them otherwise it is costly for the company.
Knowledge acquisition: In this, the human resource team is decided to collect feedback
from employees. For this HR team of Sun court ask some questions to their employees in order
to determine their knowledge and collecting answer from employees will help HR team to know
the result of conducting training sessions (McMichael, 2011). They also organise an interaction
programs in which the trainer and employees both required to attend and accordingly acquired
accurate result.
Behavioural application: In this the behaviours of employees are analysed by trainer and
if the attitude and behaviour of employees are found good then the aim of conducting training
sessions is achieved and vice-versa.
Measure improvement in business: In this, The HR team focus on improving important
areas which help company in achieving organisational objectives. Provide training to employees
enable them to use available resource at an optimum manner. Through this the production team
able to minimise cost of production and produce quality and effective products. Training also
improve the communications and interpersonal skills of sales team which helps in increasing
sales of company.
Determining with Benchmark: In this HR team set desired result that will be achieved in
future and accordingly perform business activities (Mitchell, 2013). The HR manager is held
responsible to analyse and compare the actual result with the standard performance of employees
after conducting training sessions which help them to get knowledge about effectiveness and
efficiency of training.
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3.3 Review success of an evaluation methods used
Sun count need to gather information and feedback from many methods and techniques
after which they need to make evaluation which help them to know the effectiveness of training
sessions. The manager of Sun court organisation need to consult with its team members before
evaluating the training and accordingly implement effective decisions with the help of using
various evaluation methods (Pfeffer, 2010). It is essentially required for employer to understand
the advantages of every methods. Some of the advantages are:
 It helps in getting attitude and behaviour of trainees and their satisfaction level through
which they get to know about the internal feeling and thinking of trainees related to
training sessions.
 It helps in enhancing the skills and capabilities of employees which directly affect the
performance level of staff members in positive manner.
 It motivates and directs the staff members to perform their roles and responsibilities in an
effective and efficient manner.
Conducting training programs by company with a motive of improving the profitability
of business firm. After conducting training sessions, the manager has to compare the actual
performance with the desired performance of employees and analyse it carefully which help
them to know that conducting training sessions play an effective role in improving performance
of staff members or not (Ployhart and Moliterno, 2011).
For taking review successfully the manager need to discuss with the trainers and trainees and
focus on improving problems and challenges faced by employees in different areas of
department.
TASK 4
4.1 Role of government in training, development and lifelong learning
The government also play an important role in improving the overall performance of
company through implementing rules and regulations regarding conducting training and
development programs. It is essentially required for company to comply with such rules and
guidelines implemented by government. The manager is liable to conduct training and
development programmes as per the guidelines given by the government (Unger and et. al.,
2011). Through training sessions and development programs employees gets an opportunity to
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enhance their skills and knowledge so that they can able to contribute more to achieve desired
goals and objectives of an organisation (Heathfield, 2016.). As human resource is considered as
an asset of company and therefore it is the responsibility of company to adopt various
development programs and techniques for the benefits of employees. If the performance of
employees improves then it will directly make a positive impact on the performance and
profitability of company. Therefore for the benefit of company the government in UK imposed
some employment legislations and standards which need to be compulsorily followed by every
business firm. Government's legislations and Act such as equality Act, 2010, protection act, anti-
discrimination Act etc. helps company to manage and eliminate all illegal and biased activities
happened in working environment (UniProt Consortium, 2011). This also help in establishing
healthy relationship among employers and employees due to which they can perform business
operations in effective and efficient manner. Through adopting government rules and legislations
the training and development programs are compulsorily need to be conducted by which the
employees feels motivated and secure about their employability.
4.2 Development of competency movement has impacted on public and private sectors
The competency movement forces both public and private sector organisation to improve
their overall performance. As there is huge competitions in competitive market world through
which private company are feel pressure in order to compete with them in an effective and
efficient manner. For this private company such as Sun court need to invest huge amount in
important areas that will help them in gaining competitive advantage. It is important for
company to have skilled and knowledgeable employees in order to achieve desired goals and
objectives. For this the manager of company need to conduct training and development
programmes for their employees with the help of which the employers are able to produce good
and healthy products to their targeted customers (Vörösmarty, and et. al., 2010). Whereas the
public sector organisation need to focus on attaining market share through improving employee's
performance and providing good quality products at reasonable price which help them in getting
huge customers strength.
4.3 Contemporary training initiatives introduced by UK Government contribute to HRD for Sun
Court Ltd.
UK Government need to introduce contemporary training for every organisation
irrespective of the size of company whether small or large which help them to achieve growth
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and sustainability of company. Government mostly target the youths and professionals having
specialised skills and knowledge through conducting vocational training programs. As the
economic conditions of country is much influence by the performance of an organisation so the
government need to put their maximum efforts in designing learning programs in order to
achieve growth and profitability (Werner and DeSimone, 2011). Government's training and
leaning programs enables employees to work in changing environment in effective and efficient
manner. Through training programs the employees can able to fulfil customer's expectations
which attract large number of customers and attains brand image and goodwill in competitive
market world.
CONCLUSION
It can be concluded for the above given report that Human Resource Development play a
crucial role in developing the overall performance of employees as well as company. As Sun
Court company is large in size which requires skilled and knowledgable employees in order to
achieve desired goals. Two different learning styles such as Kolb's learning styles, Honey and
Mumford's style are discussed in this report. Advantages and disadvantages of adopting job
training method used by Sun court is also covered in this report. The business firm also must use
a systematic approach to execute training sessions in an organised manner.
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REFERENCES
Books and Journals
Online
Heathfield, S., 2016. What Is Human Resource Development (HRD)?. [Online]. Available
through: <https://www.thebalance.com/what-is-human-resource-development-hrd-
1918142>. [Accessed on 23rd September, 2017].
Kelly Veterans, M., 2016. Learning Curve. [Online].Available through:
<https://community.plm.automation.siemens.com/t5/Siemens-PLM-Corporate-Blog/
Simulating-learning-curve-with-Tecnomatix-Plant-Simulation/ba-p/335172> .
[Accessed on 23rd September, 2017].
Learning Styles and why they matter, 2011. [Online]. Available through:
<https://www.questscotland.co.uk/news.php/20/Learning-Styles-and-why-they-matter>.
[Accessed on 23rd September, 2017].
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