Human Resource Development Report: Sun Court Ltd HR Practices

This report delves into the realm of Human Resource Development (HRD), focusing on the practical application of training and development strategies within Sun Court Ltd. The report begins by examining diverse learning styles, including Kolb's theory, and their implications for effective training program design. It then explores the role of the learning curve and the importance of transferring learning to the workplace, emphasizing performance evaluation, accurate planning, and decision-making. The report further analyzes the training needs of staff at different levels within the organization, comparing on-the-job and off-the-job training methods, and evaluating the advantages and disadvantages of each approach. It outlines a systematic approach to planning training events, including evaluation techniques and reviews of their success. Finally, the report examines the role of government in HRD, the impact of the competency movement, and contemporary training initiatives, providing a comprehensive overview of HRD practices and their impact on organizational effectiveness.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Compare different learning styles.........................................................................................3
1.2 Role of the learning curve and the importance of transferring learning to the workplace....5
1.3 Contribution of learning styles and theories while planning and designing a learning event
.....................................................................................................................................................6
TASK 2............................................................................................................................................7
2.1 Compare the training needed for staff at different levels......................................................7
2.2 Advantages and disadvantages of training methods.............................................................8
2.3 A systematic approach to plan training & development for training event..........................9
TASK 3..........................................................................................................................................10
3.1 Preparing the techniques for evaluation of a training event................................................10
3.2 An evaluation of a training event........................................................................................11
3.3 Review of the success of the evaluation methods...............................................................11
TASK 4..........................................................................................................................................12
4.1 Role of government in training, development and lifelong learning..................................12
4.2 Impact of development of competency movement.............................................................13
4.3 Result of contemporary training initiatives introduced by UK government in HRD.........13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Health care should be affordable for everyone. This facility is provided by Sun Court Ltd
in UK. Sun Court Ltd is a health care centre which provides facilities to the people who need. So
to provide these facilities in a best way the employees of this nursing home has to be trained. To
provide the best training and development facilities to the employees Sun Court Ltd is signing a
contract with People R Us to train and develop its employees. Training is essential for everyone
whether it is an individual or a group. Training leads to learning learning leads to development
and development leads to growth. Sun Court Ltd is planning to have best employees in its
premises so it is aiming to provide training to the employees. In this report it is being stated how
Sun Court Ltd took help of People R Us in getting assistance and to initiate the event of training
and development in the organisation. All the elements related to training and development are
stated in this project.
TASK 1
LO 1Understand learning theories and learning styles
1.1 Compare different learning styles
Live as if you were to die tomorrow, learn as if you were to live forever. Every person
have their own way to learn and they style of learning which a person considers is also different.
A person might learn from books, another might learn from experiences, some might learn from
the tact and so on (Brushett, 2010). So this states how learning styles are different. In relation to
this let us consider the Kolb's theory of different styles of learning. This theory works on four
stages of learning and four styles of learning.

In this theory a person progresses in learning when it goes through a cycle of four stages.
First taking a concrete experience, second observation and than it is followed by reflection, then
third is formation of a concept which is abstract and last is testing the hypothesis to get future
results and new experiences.
DIVERGING ASSIMILATING CONVERGING ACCOMMODATING
These people are
sensitive and have
different perspective to
look at things.
These people are
logical and for them
concepts are more
important (Zhang,
2010).
These people are
problem solver and
they tend to use their
learning to find
solution to practical
issues.
These are the people
who believe in
intuition rather than
logic. They take a
practical and
experimental analysis

to analyse other
people's analysis.
These people tends to
be imaginative,
emotional and are
strong in arts.
They tend to learn by
getting everything
clear. They don't rely
on people.
They are more
inclined to the
technical tasks and
problems than
interpersonal issues.
These people rely on
others for information.
They do not carry out
their own analysis.
Its aims at feeling and
watching.
It aims at watching
and thinking.
It aims at doing and
thinking.
It aims at doing and
feeling.
These people prefer to
work in groups to listen
with an open mind and
aims at receiving
personal feedback.
These people prefer
reading, lectures and
to have time to think
through. These people
can develop their
career in science.
These people have a
keen interest in
experimenting with
new ideas and
practical applications.
These people prefer
relying on the analysis
of others and is
prevalent within the
general population.
1.2 Role of the learning curve and the importance of transferring learning to the workplace
Learning curve is the graphical representation of the which states the relationship
between the learning and experience. It is a good way to analyse the performance. Learning
curve aims at recording the actual performance of the employee which states how much the
employee have learnt according to the performance (Glover, 2011). This helps in comparing the
performance with standard and to have a best possible solution for the problems which are
occurring. It helps in learning in various ways and plays an important role at workplace which as
follows:
 Performance is evaluated: The performance of the employees is evaluated with
the help of learning curve . Which can be a major tool to make changes wherever
required.
 Accurate planning for learning event: The learning curve helps to organise the
event for learning according to the knowledge of the different employees.

 Right decision-making: The right and accurate decision for employees
performance is made with the help of learning curve.
 Decreases the cost of production: Learning increases the efficiency of the
employees because they become aware about what they needs to do so this
increases the efficiency of the company.
Importance of transferring learning at the workplace: More efficiency: An employee will perform more efficiently if it applies its learning at
workplace (Iles, 2010). This enhances efficiency of the employee because the
performance of the employee tends to increase when they are learned. Increase in productivity: The learned employees tends to work more efficiently which
will automatically increase in productivity of the organisation. This will in return give the
company more profit as the productivity of the company increases.
 Effectiveness in achievement of objectives:The achievement of objectives is more
effective when learning is applied bot individual as well as organisational. Hence the
goals and objectives will be achieved more effectively.
1.3 Contribution of learning styles and theories while planning and designing a learning event
Before building any way first the concepts, pros and cons, how to complete it is defined.
And the preparation of this requires some concepts, framework, styles and theories. Likewise
designing and planning a learning event requires to consider the learning styles and theories of
learning. There are several theories of learning like- Honey and Mumford theory, Kolb theory,
Myers Briggs theory etc. Every theory have its own speciality which can be used to understand
the state of mind of any individual (Jhong, 2012). These stories further have styles of learning
which states the learning capabilities of any individual.
So these theories helps in framing a basis to develop a plan for learning event. By these
theories the nature of learning of an individual id identified. According to that the individual is
given the teaching. In any organisation when an employee's learning style is identified and
according to that it is provided the training than the transfer of learning would be very effective.
All these factors of these concepts and theories contributes to learning event planning and
designing. A learning event is planned and designed after identifying the requirement and the
ways to provide learning. So these theories helps to build a base for the event planning and
designing.

If a firm or any organisation wants to plan and design a learning event than they have to
develop it by studying and researching about all the matters associated with it. For the
effectiveness of this study this has to be done by keeping the knowledge of this field which will
be given by these theories by identifying various styles of learning and evaluating the results
according to that (Katou, 2010.). This evaluation will form a perfect plan and help to design the
event for learning for a field where it is required in any organisation. For example- an employee
learns with the help of books than it belongs to category of theorist so the learning should be
provided accordingly to get the best results.
TASK 2
2.1 Compare the training needed for staff at different levels
It doesn't mean if an employee is at higher place in any organisation than it would not
require training. Sun Court Ltd also have different levels of management where the requirements
of training varies. All the employees can't be given same level of training as the work varies at
each level and each department. There are various levels in Sun Court Ltd where they can be
provided with different types of training. Training consists of two types- on the job training and
off the job training (Obiwuru, 2011). On the job training is a process of training the employees
while they are working. Off the job training is the process of giving training on artificial
grounds other that the actual working place. So accordingly the employees at different level at
Sun Court Ltd should be provided. The training needs at different levels are compared as
follows:
MANAGEMENT LEVEL SERVICING LEVEL OPERATIONAL LEVEL
This level of Sun Court Ltd is
responsible to manage all the
activities which are happening
in any organisation.
This department is responsible
in the nursing home to give
services to the customers.
They are the employees in Sun
Court Ltd who are directly
operating the functions of the
organisation.
The techniques to manage
things more efficiently and
effectively should be taught.
Better techniques to generate
and develop the hospitality of
the company should be taught.
The process management and
actions management how to
perform the work should be

taught at this level.
They are more responsible
person stress management
training should also be given
to them.
They are providing the
services so they should be
given the training to maintain
patience.
They should be given training
to do work more effectively
and efficiently to increase the
production.
On the job training sessions
should be provided to them.
Like- instructions, on the job
lectures etc.
Off the job training like
personality development and
temper level management
relevant exercise to have
patience should be taught.
On the job and off the job
training to use the different
equipment should be provided
to this level of the employees.
This will develop the skills of
making strategies.
This will help in providing
best services to the customers.
This will increase the
productivity of the employees.
2.2 Advantages and disadvantages of training methods
Every coin have two sides one is heads and another is tail. So as the activities have
advantages and disadvantages (Ployhart, 2011). Training is necessary but it also involves many
unnecessary elements attached to it while providing it in the organisation. The methods of
training which are used in Sun Court Ltd are on the job methods as well as off the job methods
the advantages and disadvantages are stated below:
On The Job Training:
The training which is provided to an employee at the place where it works. Like- induction,
coaching, job rotation, projects and assignments.
Advantages:
 It is a very cost effective method.
 The employees tends to be more productive.
 It is an opportunity to the employees to learn and improve. A new employee gets an opportunity to learn with the existing employees.
Disadvantages:
 The training provided might not be appropriate as the trainer do not have
sufficient knowledge.

 The existing employees may pass the bad habits while training.
 The production of the company can face a problem as the new employees and
training interrupts the process.
 Huge cost is to be invested.
Off The Job Training:
The training which is provided at a place other than the actual working area it might be an
artificially created platform same as the actual place (Werner, 2011). Like- education, sandwich
courses, distance learning and self study.
Advantages:
 The skills and knowledge can be improved at a wider scale.
 The knowledge can be acquired from the experts or specialists. This training brings confidence among the employee at the time of starting a job.
Disadvantages:
 Expenses are more as the money is to be spent on transport, experts would charge a lot
etc.
 The employees whom training has been given may leave the job because of better
opportunity after training.
 The employees who are new still be requiring an induction of the organisation.
2.3 A systematic approach to plan training & development for training event
An event consists of many activities which are to be performed. One may get confused
about these activities while forming an event. So a proper planning of the event has to be done.
Planning means ascertaining in advance what has to be done in the coming future. So before
doing so many things has be taken into consideration which will help the planner to form the
most effective and efficient plan. An event is planned on the basis of what and whys like- why it
is to be organised, what are the goals and objectives, what would be provided in the event, how
will it be functioning, who all will be attending it, what will be the results of it, are the results
accurate or not and many more (C.H. and MacKenzie, 2011). Out of all these questions there
comes an idea to find out their solution. This gives a objective to study all the parameters related
to that topic and coming out with the best solution. Likewise in planning a training and
development event the following systematic approach is to be used:

 Identifying the goals and objectives of the event: First and foremost the goals and
objectives which are to be achieved by the event has to be identified. This will help the
whole process to move in a direction which is required to be followed. Framing the needs of training: After setting the goals and objectives the need where the
training is required and why it is required has to be ascertained. This will frame the need
for training in the organisation. Developing the Strategy: The strategy according to the goals and objectives of the event
has to be set. Like- on what basis the training is to be provided, what methods would be
used which would be most efficient etc. Executing the whole idea: The implementation of the whole plan has to be done. This is
the step of bringing action to the plan which is being planned.
 Reviewing the whole event: After the training event is executed a review has to be taken
which will state the effectiveness of the event (Yusof, 2010). The success of the event
will be ascertained by this which will help in coping up with the problems to make it
more effective.
TASK 3
3.1 Preparing the techniques for evaluation of a training event
There are various method by which an event can be evaluated by Sun Court Ltd. These
techniques are helpful in knowing the exact impact of the training on the ones who have attended
the event. Evaluation consists of revising the whole impact of something. So this can be done by
various methods. These methods can be used by Sun Court Ltd by the following way: After Event Interviews: The people who have attended the training event can be asked
personally that what they have learnt from the event was it useful or not etc. this would
help to draw a conclusion about the event's effectiveness. Feedback Forms: The evaluator can give the feedback forms about the event to the
people who have attended it that would give out the best results that can be considered. Personal Observation: The evaluator can personally evaluate the program that if it is
performing well or not. This is the best way to identify the whole program.

 Monitoring The Event: The event which is organised can be monitored by the evaluator
that what all should be there. Ways to execute the event can be illustrated by the
evaluator. Checking The Progress Of The Event: The events progress can be checked by the
reaction of the people who have attended it this will give the result of effectiveness of the
event.
 Preparing The Results: The results according all the above evaluation should be
prepared so as to have best possible solution for the rectifications which might be needed
in the event.
3.2 An evaluation of a training event
Sun Court Ltd carried out evaluation of the training event by taking interviews of the
employees and observing the performance of the employees who are on the job. These both
helped the company to know if the event of training organised by People R Us is effective and
useful for the company or not (Shaharoun, 2010). The following are the measures which are used
by the company: Measurement of the performance: After the training program Sun Court Ltd. Measured
the performance of the employees with the help of the learning curve by which a clear
result has been interpreted that the employees are working in a more better way after the
training program. Recording the reactions and satisfaction: The reaction and the satisfaction of the
employees has been recorded by the Sun Count Ltd. The results were outstanding all the
employees were very much satisfied and have learned a lot from the training event. Acquisition of knowledge: The knowledge which is acquired by the employees helped
Sun Count Ltd to know the effectiveness of the event. This helps the company to
evaluate.
 The change in the behaviour: the change in behaviour of the working of the employees
stated to the company that the employees have been trained properly.
All of the above evaluation helped Sun Court Ltd to evaluate the training event which
was organised by People R Us in the organisation to provide training and development to work
in the nursing home so that the goals and objectives could be achieved.

3.3 Review of the success of the evaluation methods
It is being evaluated by the Sun Court Ltd that the training event by People R Us has been
very useful and helped the employees to gain information. All these results have been obtained
by the company through various evaluation methods. The performance evaluation have helped
the company to obtained the perfect result to know the effectiveness of the event (Van Iddekinge,
2011). As the learning curve clearly states the performance of the employees which helped the
company to know the exactly the impact of the event.
The company has taken various conclusion after the evaluation methods usage which has
helped the company to know the effectiveness of the program. Hence the evaluation methods
were useful for the Sun Court Ltd to know the effectiveness of the People R Us work.
TASK 4
4.1 Role of government in training, development and lifelong learning
The country is demonstrated by its people so the people of the country should be very
well trained and development according to the culture. The training and development at a large
scale is regulated by the government of the government so as to have the best human resource in
the country. It is the duty of the government to serve its people in the best way possible. So the
best investment of the government would be in its people and they are the people who are living
in the country (J.M. and DeSimone, 2011). There are various roles which are being played by the
government in training and development of the people and they are as follows: Regulations of the public norm: The government of the country can reach out to the
public on a large scale in one go so the government makes some norms for the companies
of the country to train and develop the employees and regulates it in the country. These
norms are to be followed by each and everyone in the country. Promoting the HRM Studies: The government promotes the HRM studies by making it a
compulsion to follow the principles of HRM. This will lead companies to appoint the
experts in HRM studies who can give advice. Hence the need to study HRM will develop
which emphasises on training and development. Making various camps and campaign: Government combine with the various companies
organises camps and campaigns for the development and training of the country's people
in various attractive ways. So it plays a role in providing training and development.