HRD Report: Learning Styles, Training, and Government's Role Analysis

This report delves into the realm of Human Resource Development (HRD), focusing on various learning styles, the significance of the learning curve, and effective training methods within organizations. The study examines the application of Kolb's and Honey and Mumford's learning styles, providing insights into how these styles impact employee skill development and knowledge acquisition. It also explores the role of the learning curve in enhancing performance and the importance of transferring learning within the workplace. Furthermore, the report analyzes the contributions of different learning theories when designing training events. The report also investigates the role of the government in promoting lifelong learning and its influence on both private and public sectors, including an overview of contemporary training initiatives in the UK. The report also includes comparisons of training needs across different employee levels and the advantages and disadvantages of various training methods, along with a systematic approach to planning development and training events. The report also includes evaluation methods and the success factors of training initiatives.

Human Resource
Development

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparing various types of learning styles..........................................................................1
1.2 Role of learning curve and its significance of transferring learning at workplace...............3
1.3 Contribution of learning theories and styles when designing and planning a learning event
.....................................................................................................................................................4
4.1 Role of government in development, training and lifelong learning...................................5
4.2 Development of competency movement has effected on private and public section..........6
4.3 Contemporary training initiatives introduce by UK government........................................7
TASK 2............................................................................................................................................8
2.1 Comparison between training needs for employees at various level....................................8
2.2 Disadvantages and advantages of training methods..............................................................8
2.3 Systematic approach to plan development and training for a event......................................9
3.1 Evaluation using suitable techniques..................................................................................10
3.2 Evaluation of a training event.............................................................................................10
3.3 Success of evaluation methods............................................................................................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13
.......................................................................................................................................................14

INTRODUCTION
Human resource development is identify as an effective framework for assisting workers
in order to develop their individual and organisational knowledge, skills and ability. HRD
includes different opportunities to their employees such as career development, training,
coaching, performance management, succession planning, tuition assistance, key employee
identification and organisational development (Anderson, 2013). All these are important because
these are creating the great superior manpower. So in this an individual worker and enterprise
can execute their work score in service to clients.
This report is based on Sun Court ltd”, it is a generalist provider company in
worldwide. This assignment will discuss about different types of learning styles and role of
learning curve. Proper training is require by the staff members at various level which is also
shown in this study. Learning styles and theories helps the business entity in order to plan and
design effective event of learning to employees are determined in this project. Different kind of
training approaches and its advantages & disadvantages also determined in this project. Role of
government in lifelong learning and development which imp-acted on private and public sectors
are described in this assignment.
TASK 1
1.1 Comparing various types of learning styles
Sun Court ltd use different kinds of learning style which assist employees to increase
their skills and knowledge. So in this they can easily achieve long term and desire objectives of
company in limited time period. But business manager apply only two types of styles which are
determine under this:
Kolb's learning styles: This type of style is framed by David Kolb's which is important for the
individuals to develop their experience. It covers only four points which are mainly depend on
combined learning cycle. All these are identified as:
Diverging learning style: In an enterprise, those person adopt this style in order to
observe and acquire some things from various perspectives (Aswathappa, 2013). In this, manager
of the company mainly concrete solutions for issue from various point of view such as
brainstorming and idea generation.
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Assimilating learning style: In this model, person takes a large number of information or
data and put it into logical and concise form. In this, an individual mainly focuses on concepts
and abstract ideas which are essential for the achievement of business targets.
Illustration 1: Self-managed learning style
§
(Source: Saul Mcleod, 2017)
Converging learning style: In an organisation, manager of Sun Court ltd mainly
emphasises on practical application of though (Bamberger Biron and Meshoulam, 2014). They
prefer in order to dealing with technical issues rather than interpersonal or social problem.
Accommodating learning style: This kind of style can be states as process in which
intuition is more utilised rather than logic part. They prefer to take an experiential and practical
approach in an effective manner.
Honey and Mumford's style: It is a part of learning style which is important for the organisation
and person in order to acquire their skills and knowledges in an effective manner (Bray and et.
al., 2012). This style covers four points which are determine under this:
Activist: This kind of style is selected by those people who are interested and want to take
better experience of innovative things. They are capable to work at different activities and not
chose any specific field of competencies.
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Reflectors learning style: In the company, this kind of person are cautious and interested
in acquiring secondary & primary information from the available resource.
Illustration 2: Honey and Mumford's learning style
(Source: Learning Styles and why they matter, 2011)
Theorist: These types of persons are interested in creating innovative things with the
support of their experiments and observation.
Pragmatics learning style: It is an important and essential style which is beneficial for
company and person to increase their basic knowledge on particular subject (Brewster and
Hegewisch, 2017). They like to adopt innovative opportunities and challenges effectively.
1.2 Role of learning curve and its significance of transferring learning at workplace
Learning curve: It is mainly identifies with the assist of graph and figures. It display the
period of time which is important for the growth and success of company. This curve represents
the all track record of learners performance. It has more impacts on the Sun Court ltd and its
learning process because it identify only information about employees performance.
Role of learning Curve: In the organisation, main role and responsibility of this curve is
to identify performance of employees and achievement level of company (Chelladurai and
Kerwin, 2017). Each and every learning style has its own objective and purpose which can
attained by conveyancing it at working atmospheres. If the members of an enterprise is requires
to evaluate some efficiency for doing smilier activity or tasks. Due to this, it is highly needed in
order to achieve long term growth and development of company. It supports in improving the
skills, effectiveness, knowledge and other essential values (Cummings and Worley, 2014). In
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this, Sun Court ltd manager prepares innovative plans and strategies through which workers
can easily deal with difficult situations in a systematic manner.
Importance of transferring learning in company: Business entity organises an effective
program to provide training and learning to their employees. In this succession, Line manager of
the organisation is to share and discuss about their issue, plans with its team. Sun court is a
generalist provider company that need to transfer knowledges and idea with the support of job
training approach such as conference, seminars, workshops etc. There are various significance of
learning curve which are determine under this:
Add value: One of the main aim of learning curve is to add few values or aspects of an
organisation. So in this acquiring is does not exchanged in the company effectively.
Correct utilisation of fund: In order to provide better learning and training session
business entity requires funding. Sun Court ltd have enough fund to develop large number of
the employees in the firm.
Overcome and face challengers: In this workers may lay on practical hindrance in doing
his allotted duties. Sometimes workers may face different issues regarding which he or she do
not exchange any superior knowledges (Daley, 2012). So if, learning is important which support
the workforce to come up with effective atmospheres and overcome all challengers in an
efficient manner.
1.3 Contribution of learning theories and styles when designing and planning a learning event
Learning theory: It is very important and beneficial for the employees because it help
them in order to develop their competencies and skills in effective manner. One of the main
motive of this aspects is to increasing employees ability and maximising working performance
systematically. So, it is very essential for doing the learning and training program for employees
and employer. In this they should analysis the learning styles and theories as per the business
expectation. There are several kind of learning theories which are identified under this:
Behavioural Approach: In this concept, changes in the behaviours is takes better place
related to effective relationship. Application of this theory is verbal reinforcement and continual
practices.
Cognitive Approach: It is one of the main and essential theory which help in designing
better event to the individual. Application of this kind of model such as discussion, real world
and problem solving.
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Constructivism Approach: In this style, employer of the company make its own
perspectives which is highly based on its experience or knowledge at different level (Gatewood,
Feild and Barrick, 2015). This theory define learning is an continues activity in which workers
develop innovative plan, improve their ability, knowledge and skill in limited time. In this they
can followed research project, case study and brainstorming.
Relationship between learning events, stylers and theories: In order to selecting specific
style of learning is very difficult for the company. So in this combination of different styles are
very much efficient and effective in organising learning programs. It is essential for Sun Court to
create betterment in the variolar capabilities, skills and knowledge such as communication
ability, working effectiveness, team working and decision making ability etc.
Contribution of learning theory and event: This kind of style is mainly used by the Sun
Court which is beneficial for them to achieve better outcomes by providing learning programs to
their workers. It is necessary and essential to design an effective plan for staff members. In this
large number of the employees are involve with aim of attaining long term goals and objectives
of the company in limited time period.
4.1 Role of government in development, training and lifelong learning
One of the essential function of human resource management is training and development
which help the employees to get basic knowledge and skills on particular matter. It also support
to give accurate information or data to workers in the company about their work process. With
the assist of learning and training, all workers are understand how to perform business tasks and
activities in an effective manner (Grossman and Salas, 2011). So in this they attend this
succession and achieve more skills and experience which help them to improve profitability and
productivity of company. Due to this, an organisation conduct different kind of activities and
give motivation tools to their employees. So motivated employees are happily work and function
on time to time.
Role of government in training and development is very much high. So in this they had to
regulated several type of employment legislation in a legal way. Each rules and regulation is
followed by the all organisation effectively which help in providing training and learning
programmes to their employee lawfully. In sun Court, there are different kind of legislation
which is followed in the company such as anti-discrimination, equality, employment and
protection act. All these type of acts assist the manager in order to decrees illegal activities from
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organisation. So all are remove effectively, business entity can maintain healthy and long term
relationship between managers and workers (Guest, 2011). So they can perform their own
operation and attain targets essentially in limited time period. Apart from this, legal authorities of
country played vital role or responsibility in development & training program because they
emphasis on to promote workers and give few possibility to them. Due to this, they can increase
their skills and improve working ability effectively. There are also important roles of government
such as:
 Creating a Public Norm
 Formulate a Human resource policy for all staffs
 Allocate Funds to company
 Promote and encourage Human resource development study
 Generating a favourable and effective working environment
4.2 Development of competency movement has effected on private and public section
In UK, both kind of firm such as private and public are launched to share skills and
creating competencies in order deal with higher level of competition and productivity of
business. Running in the competitive marketplace, company spend very much in enhancing the
manufacturing activity, performance level and improving quality of products and services.
Changes in competence growth has been influenced on the private and public organisation.
Employees of Sun Court execute all activities and function of business effectively. So it is a best
ways to the employees by using their abilities and skills in higher way (Hobfoll, 2011).
Enterprise manger gives positive working atmospheres and effective services to their workers.
An organisation provides better qualitative produces and services to their clients in order to fulfil
their basic requirement. They always try to conduct training and development programmes to
their workers so in this they increase their knowledge and experience on particular matter. In an
enterprise, role of manager is to maintain positive and friendly environment to encourage their
workers.
In development of human resource management, public sector provides their more
contribution in the company. So in this HR mainly emphasis on greater level of business
performance and effective outcomes. The development and growth of organisation is depend of
the employees performance.
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Changes in competence is made by other organisation to concern about the gap in
business performance. To increasing competencies, private sector spend maximum amount of
fund to acquiring the competitive advantages (Kakuma and et. al., 2011). On the development
and training of workers, this kind of organisation also invest more money in success of personal
growth.
4.3 Contemporary training initiatives introduce by UK government
Business activity which is mainly connected with contemporary training and learning was
taken by the legal authority of UK. It is provided to medium and small size of organisation which
is essential for the company to improve their system. Contemporary training system is
implemented quick ability and success in HRD of public and private enterprise in UK. In this
government take several activities in the area of HRD. There are some number of government
insinuation which are as follows:
1. Department of industry and Trade
2. Division of Pension and Work
3. Skill and education department
4. Health department
All this department are provides unique and effective services to private sector. Training
Initiative was followed by the government in regards to encourage the development and training
in medium and small sector which brings success and stability. It will gives an effective
opportunities to person who have minimum knowledge and ability to acquire a better level where
they can establish their skills and competencies in accurate manner. This make flexible working
situation which motivates and encourage the individual to work with more hardly (Kehoe and
Wright, 2013). This type of learning and training also support the workers to select modification
that takes better places in the company or marketplace on regular basis. Company also makes
faster adaptability to know future contingencies and maximise the workers involvement.
TASK 2
2.1 Comparison between training needs for employees at various level
Every enterprise require different type of training at different levels, which differ from
organisation to organisation. Various type of employees have work profile different from each
other and that's why raining needs differ. For example, if an employees is working is sales
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department then he will require the training related with how to sell a product and on the other
hand, if an employee is working in finance department then he will require the training related
with various type of laws (McKenzie and et. al., 2012). Sun court also functions at various levels
so training need can be understood by following points: Accounting and finance department:Training needs differ from department and
department and from subordinate to manager. Major role of a finance manager is to keep
the record and check cost and revenue, it is very essential that there must be minimum
variances in budgets, clear all payments, write checks and many more. All this must bee
consider by manager of Sun court while prepare training programmes. Operations department: This is known as one of the most important department of every
enterprise. The major role of of operational staff at Sun court is to manage all rooms in
care homes. For achieve the same training must be offer to them as this will ensure
systematic allocation of rooms and this is less time consuming. Further, this will ensure
effective management of queue and will save the time. In addition to this, expert
guidance must be provide to employees in campus to enhance the customer satisfaction.
 Marketing department: Workers in marketing department play a effective role ion
enterprise and needs different type of training such as handle customer's complaints,
management of public relations (Meredith Belbin, 2011). Along with this, training related
with various aspects such as digital marketing and all must be provided to them. All this
must be consider before formulating training programmes for employees.
2.2 Disadvantages and advantages of training methods
Different type of training methods are there which can be used by Sun court homes to
train staff members. But before choose a final method, it is very essential for manager to analyse
all advantages and disadvantages of every method of training. All this can be understood by the
points given below: Performance appraisal: This is one of the most popular method of provide training to
employees. Main advantage of this method is that is that it helps the managers in know
about the areas of improvements and help in make the training programme more
effective. Disadvantage of this is that shortcoming of staff members is discussed in front
of all employees which decrease the morale of and employee and also demotivate him.
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 Lecture method: Major advantage of this method of training is that large number of
workers can be addresses at one time which helps in save both time and cost. Further, this
training method does not require major resources (Payne and Isaacs, 2017).
Disadvantages of this method is that it can be use for theoretical work which is not very
much effective. Practical method of training: This training method of training is just opposite of lecture
method and the major disadvantage of this is that it is very time consuming. Further, this
require dedicated personnel to carry out this and this is very costly also. But one of the
main advantage of this method is that it gives practical knowledge to employees about
real life situations which helps workers in handle critical situations.
 Mixed training method: Main benefit of this type of training is that is that it combines
various type of training and contribute in development of employees. Disadvantage of
this is that it is very time consuming and require lot of efforts to combine the different
requirement of every department of company.
2.3 Systematic approach to plan development and training for a event
A systematic method of training is includes several phase which are important for the
organisation in order to achieve long term goals and objectives in an effective manner. It is best
approach for the company in identifying their aims and targets. All those steps are identify as
follows:
Organisation's Aim: Main motive of Sun Court is to increase their sales and revenue in
short term period. Objective of this organisation is to maximising the success and development
of business entity for raising the knowledge and skills of workers (Ployhart and Moliterno,
2011). The aim and purpose of company is to dominate market with the assist of innovation and
effective marketing.
Setting up the training requirements: In this process, business needs to determine the
broker of marketing. In this stage, manager of the company known that the marketing agent and
production worker should be very much effective. Otherwise the enterprise is doest not going to
attain its objectives.
Designing training strategies: In this process, needs of company is to plan an effective
scheme related to development and training for employees and distance for members of
production and marketing department. So in this, they can enhance their production quality by
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decreasing cost. Company provides training and learning section with the assist of lecture
approach.
3.1 Evaluation using suitable techniques
Evaluation is very essential and important of company, when it follows the training
programs. It covers the last activity in the method of training and development (Romney and
Steinbart, 2012). Assessment refer to the comment which is connected to gathering necessary
information towards training process. It is very essential for the organisation to understand about
the evaluation such as what, when and who should analysis the training.
Sun Court also understand the tool related to gathering essential data after analysing the
training program. There are various cause behind measurement of training requirement. For
example; Sun Court can known the evaluation meaning and provides different advantages in the
activity of judgement making.
With the support of evaluation, company can evaluate the performance and effectiveness
connected to effective training. It can identify as a preprogram approach of training in order to
meet with desire goals and objectives of company. It can be identified through the learning
outcomes, satisfaction level of stakeholders, impact on business performance and other criteria.
With the assist of assessment, business entity can make improvement and development in its
profitability, performance and success level of enterprise. It is also very essential or supportive in
planning the effective structure of training or learning doer its employees.
3.2 Evaluation of a training event
The training programmes will be effective and successful when all workers will
participate in an proper manner (Scullion and Collings, 2011). For the way of funding, company
can understand regarding the frailer, success and performance of training program. For the aim
of assessment, group of HR takes several practical phase. In this human resource manager of Sun
Court considers several comments which are as follows:
Participants reaction: It is identify as immediate evaluation of trainer. In this he see the direct
reaction of their trainees as well as try to know whether the learning or training secession was
impressive or not.
Knowledge Acquisition: It is another part of the feedback for the human resource team. In this
business team evaluate the level of knowledge and experience by direct answering and question
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activity. So the human resource team of Sun Court thinks about the knowledge getting rate is
very good.
Behavioural Application: In this process, trainees behaviours are chanced in an effective manner
and creation was eye-catching. Business entity is more content in order to view this improvement
effectively.
Measurable company improvement: Human resource team of business entity is seen two weeks
from the transmission of training program and evaluate company improvement effectively
(Unger and et. al., 2011). In this production cost is decreased at a reasonable rate related to learn
of the workforce of the production division.
Evaluating with a Benchmark: It is identify as a last phase which compare the output acquire
from the learning and training events with the formerly determined standard.
3.3 Success of evaluation methods
In order to do the assessment, Sun Court gather necessary information from different
approach. It is very supportive in evaluating the performance of training program. Company uses
different approaches for identifying the training programs. Before assessment of training,
manger discuss with its group members. Human resource manager of the company can transfer
its staff team to accept judgement with the use of different approach. Administrator known them
regarding the advantages of all approach (Werner and DeSimone, 2011). There are several
benefits which are identify under this:
 Attitudes and reaction of trainees and its fulfilment is identify as a psychological activity
which explains the internal thinking and feelings of trainees which is connected to
training events.
 Training support in creating abilities, knowledge and skills of workers. It also assists in
giving motivation level to the employees in an effective manner.
 It is identify as an effective approach to known the betterment in a personal. With the
help of evaluation employees of the company can easily do their all work in accurate
manner.
 Main aim of this is to enhancing the better results of an organisation. Due to this, HRM
of company collect previous information as well as compare with their innovative data
which is acquire finished. It is effective and essential technique in order to measuring
training program.
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All this are beneficial for the business success and development. From review of effective
methods of training, all approach are supportive (Werner and DeSimone, 2011). It is useful and
supports to acquire the full picture of learning and training program that positively effects on the
business entity. In this company go with taking comment from their candidates itself. So in this
better coordination can seen their all division then business can come to understand that initiation
succession was success.
CONCLUSION
As per the above mentioned report, it can be concluded that HRD is very useful part of
the business success and growth. There are different types of tools and styles which are used by
the company such as Kolb's Learning styles, Honey and Mumford's style. These are important
for the individual and organisational to acquire better knowledge. Learning curve is also very
essential for the organisation to get effective skills. Different types of training methods and its
advantages and disadvantage help the company to improve their sales and revenues. Roles of
government in lifelong learning, development and training support the individual to increase
their basic skills.
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