Human Resource Development Report: Training and Evaluation

This report provides a comprehensive overview of Human Resource Development (HRD) within an organizational context. It begins by exploring different learning styles, including auditory, visual, tactile, and solitary, and their impact on employee performance. The report then delves into the learning curve and its significance in measuring employee skill development, along with the importance of transferring learned skills to the workplace. Furthermore, it examines how learning styles and theories contribute to the planning and design of effective learning events. The report also compares training needs at various staff levels, analyzes the advantages and disadvantages of different training methods (on-the-job and off-the-job), and outlines a systematic approach to training and development. It discusses suitable techniques for evaluating training events, reviews the success of these evaluation methods, and explores the role of governments and organizations like 'Investors in People' in supporting employee development, along with the benefits gained by companies from such initiatives. Finally, the report highlights how training initiatives contribute to overall HR development within an organization.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
HUMAN RESOURCE DEVELOPMENT......................................................................................1
P1.1 Types of different learning style....................................................................................4
P1.2 The learning curve & the importance of transferring learning to the workplace...........5
P 1.3 Contribution of learning styles and theories when planning and designing a learning
event.......................................................................................................................................6
TASK 2............................................................................................................................................6
2.1 Compare training needs for staff at different level..........................................................6
2.2 Advantages and disadvantages of the training methods...................................................7
2.3 Systematic approach to plan training and development...................................................8
TASK 3............................................................................................................................................9
3.1 Suitable techniques for evaluation ..................................................................................9
3.2 Evaluation of training event ..........................................................................................10
3.3 Review the success of the evaluation
methods used.......................................................................................................................11
TASK 4 .........................................................................................................................................12
4.1 The role and support provided by governments or ‘Investors in People’ for the
development of employees...................................................................................................12
4.2 Benefits for public / private companies gained from such government agencies..........13
43. Training initiatives contribute to HR development........................................................14

CONCLUSION.............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource development is the over all development of the available human
resource in an business organisation. It is the frame work of helping employees organisational
and personal skills, ability, knowledge. In the following report we will comparing the different
learning styles in organisational level (Albrech, 2011). The contribution of learning styles and
theories are beneficial for the company. The learning curve is also helpful in measuring the
actual performance of the employee as per the given training. The contemporary training
initiatives are also introduced. The competency movement having the effective impact on human
resource development.
TASK 1
P1.1 Types of different learning style
Business organisation use different learning style. Learning style play a vital role in
performance of human resource of the organisation. These are the methods which an employee
can learn at work place. Every person have their own skills and ability to perform any task. They
are different from each other so the employees can be divided as per their ability. Every business
organisation conduct some training program for development of employees skills and ability.
Learning styles makes the training session easy for the employees. Some learning styles are
described as below:
 Auditory learning style: This learning style is conducted for those who are good in
listening or hearing information and data related to the organisation. Some people more
sharp in listing then the reading. In this style the firm provide audio visual learning
patterns for the employees (Avey, at.el., 2011). These type of learner are talkative in
nature and it is easy for them to remember information which are in the form of audio.
 Visual learning : This is the most important style for learning. This is the common
category for learners. Some people are good in seeing then the listening. This type of
learners are good in reading and they can easily visualise the things while reading. If the
employees are not having proper material for reading than there might be problem in
learning for this type of workers. They need to have education material like charts,
picture, map etc.

 solitary learning style: Some employees are not talkative in the organisation. They are
shy in nature and they do not interact with more people at the work place. This style is
not consider by business because this style is not beneficial for the improvement of
learners.
 Tactile learning : This type of learners are learn through touch, body movement, physical
activities. The another name of this style is kinaesthetic learning style. This is very
effective learning style.
P1.2 The learning curve & the importance of transferring learning to the workplace
Learning curves : Every employee learn something new and they develop their skills day
by day. Learning curve is the graphical representation of the skills and ability increase by the
employee (Bakker and Leiter, 2010). This curve provide the information about the employee
performance. This curve is also describe the changes and improvement of the worker in a Sun
Court limited. This curve is useful for the human resource development manager of Sun Court
limited. By this curve the manager evaluate the performance of the employee. As per the
performance scale manager can improve the performance of the employee in the future. Learning
curve show the relationship between cost and output on the basis of time. This curve is measure
the ability of the employee and try to develop them for future purpose. Learning curve is helpful
in accomplishing the task and achieve the goals for Sun Court limited. The performance is
evaluated on the basis of trials attempt by the employee for a task. The rate of learning is less at
the beginning but with the attempts experience is gained and the performance is improved.
Importance of transferring learning : Transferring of learning is the method of transfer their old
learning skills into new task. It is the way of putting old skills and methods into new and current
activities. The Sun court limited putting the ability of the employees they have learned from the
past session to their task and job then the manager can evaluate the effect of learning. The
performance can be positive or negative for the organisation. The curve is helpful in improving
the employees efficiency. Transferring of learning play a vital role in problem solving and
technical addition process. Sun Court limited appoint experienced and well skilled people for
their organisation because the are performing the tasks in an effective manner (Bamberger,
Biron and Meshoulam, 2014). Transferring of skills are relevant for the current task or job
profile of the human resources. Some non relevant skills are are not useful for the organisation.

The people can learn more from the schools, college, and educational institutes. In offices
employees can learn from their superior and leaders.
P 1.3 Contribution of learning styles and theories when planning and designing a learning event
Stylers are the important tool for the business organisation. Sun Court limited use various
learning styles for planning and designing learning event. It providing framework for the
accomplishing the objectives and goals of the business organisation. The learning style is depend
on the how a employee can learn form the working environment and how much he or she can
learn. The learning theories are depend on the adaptability of new changes of an employees in
the firm. Second and important factor is how an employee use the most suitable theory and style
for the learning (Bratton and Gold, 2012). For this the Sun Court limited conduct a learning
event for the employees. They create a learning environment for the workers by this they can
easily develop their skills and ability. Manager of Sun Court limited should analyse the the
performance and identify the positive and negative result of the performance.
There is a impact able relationship between theories, style and learning in the industry. These
theories are motivate the employees to make more affords for accomplishing the targeted goals
of the organisation. The reinforcement theory helps the workers to inherent new skills,
knowledge. The manager or instructor of Sun Court limited note the activity of the employee.
The noted result consider as a positive or negative by the employees. Human resource
developers use combination of different learning style instead of using a single or ineffective
learning style. The effective learning styles are helpful in getting maximum benefit for the best
service.
Sun Court limited conduct learning event for development of employees skills and
ability. The human resource manager give their best to improving the skills and capabilities of
the employee for better and effective performance (Cascio and Boudreau, 2010). The event of
learning conduct in the form of workshop, conferences, coaching, e-learning.
TASK 2
2.1 Compare training needs for staff at different level
The training is the most important need of the company. It is required at every level in
the company. In the Sun court Ltd. Company, there is the structure which helps in determine the

training needs of the employees. It is very necessary to provide the training to the every
employee of the company to increase the knowledge and the skills of the employees. If the skills
and the knowledge of the employees will be increased then it will helps in increasing the sales
and the productivity of the company. And also helps in enhances the profit and the goodwill of
the company. With the management the role of this company to have the many training needs
but that do not apply on both the levels (Daley, 2012). And these levels are the individual level
and the departmental level.
The training need should be relevant to the every person in the company. Every person
want the different type of training in the company. The training type is depend only on the job.
The training should be relevant. The training is depend on the job role of the employee,. In the
company the promotional training is the common training which is for the everyone in the
company. In the Sun court Ltd, the training is provided on the different departmental level wise.
Like in the company, there are the two departments first one is the marketing department and
other one is the Human Resource department. In the marketing department, the training is related
to the sales, advertisement, customer service and communication, learn how to deal with the
customers and in what manner deal interact with the customers and how to sell the products and
provide the services. And the training given to the human resource department is related to the
recruitment, salary, team work, motivate the employees, the training related to improve the
communication and the interpersonal skills (Fee, 2014). If the sun court company provides the
training to the departments in an effective way, ten it is easy to complete the task in an effective
and the efficient way.
2.2 Advantages and disadvantages of the training methods
The Sun court Ltd. Uses the one the job and off the job training methods in the company.
In the on the job method the training is given to the employees at the work place and in the off
the job the training is given outside the work place. By providing or by giving the training, the
performance level of the employees will be increased and the employees will be motivated. But
there are some advantages and some disadvantages of the training.
The advantages of the on the job training are:
 Helps in improving the skills and the performance level.
 It is less expensive training.
 In this every employee know the each other.

 In the on the job training the training is given inside the company.
 This training method provides favourable environment for the rapidly learning.
 In the on the job training the trainees are involves in the quick learning, immediate
productivity and also the work process.
Advantages of off the job training methods,
 from the off the job training method there is also the high productivity maintained
(Flamholtz, 2012).
 If the training is given to the large group, then this method is very economical.
 In this training, is is easy to the trainee to handle or to train the large number of
the employees.
 In this training method, the large number of the information covered in the short
span of the time and the training needs the less time.
There are some disadvantages of the on the job training and off the job training. The
disadvantages of the on the job training are:
 In the on the job training method, the quality of the training is not much high.
 In this training there is the less time to follow up.
 In this training, the trainer can be partial and bias with the employees.
 The disturbance arise during the process of the work process as the trainees. The
existing trainees can feel disturbed.
 The main disadvantage of the on the job training is that the learners directly
involves in the process of the production and have no knowledge and the skill of
the working with the given materials.
Disadvantages of off the job training:
 This training may not be based on the experience.
 It is costly training method (Gatewood, Feild and Barrick, 2015).
 This training is artificial in nature.
2.3 Systematic approach to plan training and development
The Sun Court Ltd., use the most effective and the systematic approach to plan the
training and the development. In this approach, all the employees are given a realistic problem.
After given each problem in training event , employees are asked to analyse the problem. During
the analysis, they use their own skills to identify the nature of the problem and try to make an

effective solution to the given problem (Harzing and Pinnington, 2010.). The systematic
approach must be implemented in that way to motivate the employees and helps in improvement
the job satisfaction to the employees. As it is a continue process in which workers can have a
chance to create a problem scenario in the workplace with relation to effective management,
customer service and employee relation.
After providing the training and the development then all the employees, the performance
level of the employees will be increases and from that the productivity of the companies are also
increases.
TASK 3
3.1 Suitable techniques for evaluation
The human resource manager of Sun Court limited uses different and effective methods
for evaluating the results of the training. The evaluation determines the efficiency and
effectiveness of a employees performance as per the training activity. The major work of tom
level management is to investigate the task and activity which are use for evaluating the
performance of the employee. They can participate in analysing elements, benefits, and cost of
decision. Five tiered approach is the most suitable technique for the evaluation. This technique is
widely used by the many business organisation. This approach having five major stages on
performance activity. This approach differentiate between real out come of training and desired
out come of training activity. Followings are the important steps in this technique:
 Need assessment: This is the basic and important stage of the five tiered
approach. In this stage the answers of the given question in human resource which
are related to the actual problem (Guest, 2011). This answers explains the need of
the training program and the positive and negative impact of the training session
of the business organisation.
 Monitoring and accountability : This is the second and also important stage of this
approach. In this the manager can monitor the training session. This provide
information about the participants in training program. The information of
delivering of service is also provide by this stage.
 Program clarification and quality review: Third stage of the five tiered approach.
In this stage the human resource development manger give clarification about the

problems. In this assessment is discovered which are dependent on need of the
training programmes. It can be determined the potential of the employee.
 Achieving outcome : This is the fourth and most important stage of five tiered
approach in which the performance of result are attained. The attained result are
helpful in analyse and evaluate the progress of the employee in their work and
skills.
Establishing impact : This is the final stage of this approach in which the training program is
evaluated (IHuselid and Becker, 2011). It is an experimental and practical approach which is
used by the business like Sun Court limited for long term.
3.2 Evaluation of training event
Evaluation will help you to choose an evaluation design which fits to achieve goals and
objectives of evaluation. It will also help to identify and choose among many quantitative and
qualitative methods which are available.
There are so many ways of evaluation such as surveys, questionnaires, interviews and
journals, feedbacks etc. The sources of collecting data in these methods are training participants
means trainees, co-workers, supervisors, and other contacts (Jackson, Schuler and Werner,
2011). In these data can be collected by these following ways:
 Self reports of trainees behaviour
 Reports of outcomes
 Reports of providers behaviour
 Self reports of behaviour
In feedback data can be collected by group feedback of focused group,notes,checklist
which includes trainees, co-workers,supervisors,patients,stakeholders,trained observers etc. in
feedback data can be collected by following ways:
 Perceptions regarding programs
 Perceptions regarding needs
 Perception regarding outcomes
 Perception Regarding changes
 Observation of trainees behaviour in the classroom or a simulated work settings
 Observation of trainees performance on the job (Jiang, at.el., 2012).

3.3 Review the success of the evaluation
methods used
In the organisation require to properly analysis and elevation the performance of
employees and their working involvement. Evaluation process is play and vital role that help to
define actual performance of the company than company fir easy to compare standard
performance of the company. If their having any issues and problems so they can easy to resolve
them by using some effective methods and techniques according to the problems and issues. For
the successful business have to do proper evaluation and analysis process that give the real result
and its help to take better and effective decision regrading any critical situation and problems. In
the organisation should properly identify the performance of employees and properly
observation to all them so company will take better and effective decision regarding any issues
and problems if their having any lack of point so they can provide training effectively and
efficiently that help to develop business in the systematic manner. Evaluation process is the
important process that help to properly define and identify the actual performance of the
company that impacting on company image in the market also in the customers mind. That's
why it is require to develop working performance of all employees in the company so they work
in the systematic manner. In the other hand, evaluation process through analysis the actual
working performance of the company as well as employees performance after that easy top
compare with standard performance, if there having any issues and problems so they can easy
use methods and strategies so that help to resolve them and develop effective decision regarding
problems of the company.

TASK 4
4.1 The role and support provided by governments or ‘Investors in People’ for the development
of employees
The government of a country a works for the development of the country. A country
develops when its people develops and the people develops when we invest in them. There are a
lot of elements by which the government of a country provide support to the organisations for
training and development of their employees. Some countries are blessed with some Investors in
People who keenly work to invest in people (Jhong, 2012). This can be broadly illustrated as the
ones who aims to invest in development of people so that they can be use to develop the business
as well as the country. An investment in the business and finances gives return to the
organisation but investment in the people will definitely gives extraordinary return in the
business. An organisation is made out of its people and a country is also made out of its people.
The government and the investors in people provide support by the following:
 Access to the people: The government have an access to reach out large number
of people in one go which is used by government to create awareness among
people to develop and train the workforce for better result (Katou, 2010).
Government also advertise various schemes and policies to do this.
 Funding the training and development: Various investors are there who invest
their money on people and the government of the country also do so because they
are the risk takers and government aims at supporting the companies by which the
efficient workforce is created in the organisation.
 Support by the government: The government provides supports in kinds and cash
like- sometimes it provides subsidies to the companies to train and develop and
sometimes it appoints various experts to give training to people.
 Various camps and campaigns: Camps and campaigns are organised by the
government in the country to develop and train the people in some institution and
organisations. The government also sets some institutions which provides study
of human resource development to support training and development in an
organisation.

4.2 Benefits for public / private companies gained from such government agencies
There are a lot of benefits which can be gained by the companies in various sectors to
have training and development. As one said opportunity is grabbed it do not comes to you by
itself. So as in case of this the opportunity of these agencies which provides the support to the
training and development should be gained by public and private sector companies by the
following:
 By appointing agencies for training and development: The public and private
sector companies can appoint these agencies to provide training and development
to employees. Likewise it can provide in Sun Count Ltd by appointing and
contacting these agencies to give training to their employees in relative fields
(Moeinifar, 2010).
 Signing a contract with these agencies: The companies of both the sector can
sign a contract for the organisation of training and development event in its
premises for a period of time so as to give proper assistant to its employees.
 Bringing experts from these agency to provide training: These agencies have
experts who provide training and development session the companies can invite
these experts to provide the training and development session in there companies
which will give a lot of knowledge by experienced people who are very expert in
their field.
 Acquiring of knowledge as much as possible: The company can also acquire
knowledge from these agencies to know about training and development of the
companies employees. Knowledge about what, how and when it is to be provided
and to whom it is to be provided.
As we know there are a lot of advantages available but the one who moves first gets the
benefits so as these agencies are there in the country so full advantage of them should be taken
by the companies in private and public sector (Snape, 2010). As the private sector companies are
more keen to train people they can take all the above benefits from these agencies.
43. Training initiatives contribute to HR development
Training and development means learning to improve the performance in any given task
and work. So it is obvious by the statement that a person can develop a lot by it. Training aims at
guiding in a specific task and development contributes to overall development of a personnel the

task is not specified in this. The initiative that Sun Court Ltd is taking to train and develop its
employee which will lead to the development of its operation. Employee development and
training directly contributes to the HR section of the company. So it contributes to the human
resource management in a best and efficient way. Sun Count Ltd will be directly contributing to
the company's HR development by the following ways:
 Human resource management: The training and development is a part of human
resource management and HRM is a part of human resource development.
Directly a major contribution is provided by these activities to it.
 Train and develop employees: The main objective of these initiatives is to train
and develop employees (E. and Redman, 2010). The employees are the one who
are directly contributing to the operation of a company so its is a development of
HR of the company as well.
 More effective workforce: The more trained and developed workforce results in
effective completion of work because the employees have less confusion about
the work and trained employees can serve the company in a better way. This will
also lead to effectiveness in work progress.
CONCLUSION
It is being concluded by the project that training and development is a very important part
of a organisation to excel in its field. This can help the organisation to achieve its goals
effectively and efficiently. Even the country's government provides support and measures to
provide training. Every organisation public or private can take the advantage of the agencies
available in country to provide training and development. Sun Count Ltd also wants to initiate
this in the organisation which can be very useful for the company. Working performance of the
company or company's employees require to evaluate properly time to time that help to provide
actual working performance of employees so company will easy to resolve them on the time and
if there is needed any training programmes so have to provide them to develop their performance
of employees. Evaluation process help to achieve goals and objectives of the company and help
to develop employees performance in the effective and systematic manner. Evaluation process is
play an vital role to develop business and analysing the actual working performance of the
employees.

REFERENCES
Books & Journal
Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice.Human Resource Management International Digest.19(7).
Avey, J.B., at.el., 2011. Meta‐analysis of the impact of positive psychological capital on
employee attitudes, behaviors, and performance.Human resource development
quarterly.22(2). pp.127-152.
Bakker, A.B. and Leiter, M.P. eds., 2010.Work engagement: A handbook of essential theory and
research. Psychology Press.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014.Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave
Macmillan.
Cascio, W. and Boudreau, J., 2010.Investing in people: Financial impact of human resource
initiatives. Ft Press.
Daley, D.M., 2012. Strategic human resource management.Public Personnel Management,
pp.120-125.
Fee, M.C., 2014. Human resources management.
Flamholtz, E.G., 2012.Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Gatewood, R., Feild, H.S. and Barrick, M., 2015.Human resource selection. Nelson Education.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers.Human resource management journal.21(1). pp.3-13.
Harzing, A.W. and Pinnington, A. eds., 2010.International human resource management. Sage.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jackson, S., Schuler, R. and Werner, S., 2011.Managing human resources. Cengage Learning.
Jhong, H.R.M., and et. al., 2012. Combining structural and electrochemical analysis of electrodes
using micro-computed tomography and a microfluidic fuel cell. Journal of the
Electrochemical Society. 159(3). pp.B292-B298.
Jiang, K., at.el., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms.Academy of
management Journal.55(6). pp.1264-1294.
Katou, A.A. and Budhwar, P.S., 2010. Causal relationship between HRM policies and
organisational performance: Evidence from the Greek manufacturing sector. European
management journal. 28(1). pp.25-39.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors.Journal of management.39(2). pp.366-391.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014.The adult learner: The definitive
classic in adult education and human resource development. Routledge.Armstrong, M.
and Taylor, S., 2014.Armstrong's handbook of human resource management practice.
Kogan Page Publishers.

Kusluvan, S., Kusluvan, Z., Ilhan, I. and Buyruk, L., 2010. The human dimension: A review of
human resources management issues in the tourism and hospitality industry.Cornell
Hospitality Quarterly.51(2). pp.171-214.
Luthans, F., at.el., 2010. The development and resulting performance impact of positive
psychological capital.Human resource development quarterly.21(1). pp.41-67.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail.Human Resource
Management International Digest.19(3).
Moeinifar, S., Kokabi, A.H. and Hosseini, H.M., 2010. Influence of peak temperature during
simulation and real thermal cycles on microstructure and fracture properties of the
reheated zones. Materials & design. 31(6). pp.2948-2955.
Moeinifar, S., Kokabi, A.H. and Hosseini, H.R.M., 2011. Effect of tandem submerged arc
welding process and parameters of Gleeble simulator thermal cycles on properties of the
intercritically reheated heat affected zone.Materials & design. 32(2). pp.869-876.
Scullion, H. and Collings, D., 2011.Global talent management. Routledge.
Snape, E. and Redman, T., 2010. HRM practices, organizational citizenship behaviour, and
performance: A multi‐level analysis.Journal of Management Studies. 47(7). pp.1219-
1247.
Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management.
Routledge.
Vörösmarty, C.J., at.el., 2010. Global threats to human water security and river
biodiversity.Nature.467(7315). pp.555-561.
Werner, J.M. and DeSimone, R.L., 2011.Human resource development. Cengage Learning.
Zavyalova, E., Kosheleva, S. and Ardichvili, A., 2011. Human resource management and
development practices in indigenous Russian companies and foreign MNCs: a
comparative analysis.International Journal of Human Resources Development and
Management.11(2-4). pp.179-193.
ONLINE
What Is Human Resource Development (HRD)?,2013. [Online].Available through:
<https://www.thebalance.com/g00/what-is-human-resource-development-hrd-1918142?
i10c.referrer=>. [Accessed on 24th may 2017].
List of Training Methods,2017. [Online].Available through:
<https://www.hr.com/en/communities/training_and_development/list-of-training-
methods_eacwezdm.html>. [Accessed on 24th may 2017].