Human Resources Development Report: Training and Development

This report provides a detailed analysis of Human Resources Development (HRD), focusing on various learning styles, the role of the learning curve, and the importance of transferring learning to the workplace. It examines different learning styles such as visual, aural, verbal, physical, logical, social, and solitary learning, and their effectiveness. The report also explores training needs for different staff levels within Sun Court Ltd, including financial, marketing, and production departments, and discusses the advantages and disadvantages of training methods. Furthermore, it outlines the systematic approach to planning training events, preparing for and evaluating training events, and reviewing the success of evaluation methods. The report also delves into the role of government in training and development, the impact of competency development, and contemporary influences introduced by the government, concluding with an overview of the key findings and recommendations for effective HRD practices. The report utilizes various sources such as Werner, and DeSimone, Knowles, Holton and Swanson, Armstrong, and Taylor, Bratton, and Gold, Boxall, and Purcell, Meredith Belbin, Guest, Harzing, and Pinnington, Huselid, and Becker, and Albrech to support its findings.

HUMAN RESOURCES
DEVELOPMENT

Table of Contents
HUMAN RESOURCES DEVELOPMENT....................................................................................1
INTRODUCTION.......................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Comparing different learning style ......................................................................................3
1.2 Explaining the role of learning curve and importance of transferring learning to work
place............................................................................................................................................4
1.3 Assessing the contribution of learning style and theories while planing and design the
learning event..............................................................................................................................5
TASK 2............................................................................................................................................6
2.1 Training need for the different level of staff of Sun Court Ltd ............................................6
2.2 Advantage and disadvantage of training use in Sun Court Ltd.............................................6
2.3 Using the systematic approach for planing training event....................................................7
3.1 preparing and evaluating the training event..........................................................................8
3.2 Carry out the evaluation of training event.............................................................................9
3.3 Reviewing the success of evaluation of method use..........................................................10
TASK 1..........................................................................................................................................10
4.1 Role of government in training and development lifelong learning...................................10
4.2 How the development of competency make the impact in the public and private..............11
4.3 Explaining the contemporary tinges inattentive introduce by the government...................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
In the every company there is basic requirement that is human resource. Because the
human mind is need to start the business and human mind is need to perform the task as per the
organisation need. There are two type of human resources how works in the organisation. These
are employees and worker of the organisation. Employee work with the mind and do the less
physical work but the worker have to do more physical work and less mind work (Werner, and
DeSimone, 2011). These human resources have to be managed by the organisation management.
These human resources need the skills and knowledge to perform the task. Their skills and
knowledge have to be development by the management. So their manager have to provide the
appropriate training to develop the skill and knowledge. This will help in developing the
organisation performance. When the performance will be effective then it will make the
organisation productivity. This will make help in generating the organisation growth. The
manager motive and objective to is to make the growth of the organisation. The manager in the
company have to provide the effective skills of management in the organisation that they can
manage the human resource of the organisation (Knowles, Holton and Swanson, 2014).
TASK 1
1.1 Comparing different learning style
In the organisation the manager have to analysis the human resource. Then according to
the need the performance have to be develop by the manager. There is several learning style by
that the learning can be provided to the human resources. These learning style are as follows:
Visual learning: in the organisation there are are some learning which will be provided to the
employees in the pictures and images. This is not so much effective in providing the learning to
the employees in the organisation.
 Aural learning: In this learning have been provided by the music and sound. This
learning is less effective for employees in the organisation.
 Verbal learning: In this learning the words have been used. The learning have been
provided by the speech to the employees (Armstrong, and Taylor, 2014). They get
motivated but this will give less effective then the physical learning.

 Physical learning: In this action has been done by body this will used to provide the
learning. This will provide the less motivation but it is effective way to give the training
to the employee.
 Logical learning: In this mind has been check and the mantel learning have been given
by the mathematical problems (Armstrong, and Taylor, 2014). This will give the
knowledge and skills to the employees effective.
 Social learning: This type of learning have been given by the group. In the group there is
so many person they are getting learning.
 Solitary learning: The person have to perform alone in this task than he will be knowing
their task and get the learning by his own.
This will help in making the performance development in the organisation. This will help
in making the effective manage (Bratton, and Gold, 2012). If their learning have been given by
the organisation this will help in develop in the growth and the productivity.
1.2 Explaining the role of learning curve and importance of transferring learning to work place
In the organisation it is very important to mange the performance of the employees. Some
time it needed for developing. So the manager have to provide learning to the employees. This
will help in develop in the performance. This performance will help in the making the growth of
the organisation. In the organisation the management have to set the standard which have been
achieve in the performance of the employees. According to that standard the performance has to
be evaluated if it is less than the standard then there is need of the learning. Then manager will
give the learning to the employee so that the performance of them will go higher than the
standard. This will help in developing the human resources (Boxall, and Purcell, 2011). The role
of the learning curve is
 It is a graphical representation which will show the learning and experience
 It is use when the some task is repeated as per the sires and trial
 It is helpful to knowing the knowledge of the employees
 There are several resource that have to be evaluate by this
Importance of the learning at work place
 Add value: The learning have been provided to develop the skill and knowledge of the
human resources in the organisation that will make the development in the performance

of the employee. This will increase the value of the employee and the performance that
he is giving to the organisation.
 Proper utilization of resource: In the learning there are several resources have to be use
by the manager for providing the learning to employees. The resource that the employees
are wasting while performing the task (Meredith Belbin, 2011). These are the found of
the organisation that have to be use effective management and utilize of that.
 Face and overcoming challenges: Every day there are some challenging that have been
faced by the organisation. To facing that challenge the manager have to give the learning
to the employees of the organisation. So they can develop them and face the challenges.
1.3 Analysing contribution of learning style and theories in planing and design of learning event
In the organisation there are different teams and department. That team have been divided
according to the task. Every team have different skills and knowledge. The teams and their
employees have to perform different as per their task. So they are difference in their
performance. So manager have to evaluate the performance of the every one in the organisation.
According to that performance the learning style has been selected in the organisation.
In manager have plan the event of the learning that have been given to the employees of
the organisation. So they have to evaluate every department and their need in the performance.

The manager have to full file the need of the employees performance. So manager have to see
the need then according to that learning have been decided. That which learning will be effective
to develop the employees performance. Their is several learning style that have been shown in
the upside in this report (Boxall, and Purcell, 2011). In the planing of the event the manager have
to select the learning style. Then the implementation of that planing in event have to be done.
This will give some result that have to be evaluate.
If manager have not selected the effective learning style in the organisation the he will be
wasting founds and resources that is used in the learning event. For the development of employee
the selection of learning style and theories have to be effective so that will give the desired result.
In making the planing of the learning style is the important thing. The important thing is the
selection of the learning style.
Theories of learning :
 Behaviour : learning under this theory is defined by the outward expression if new
behaviour. This theory also focuses on learning by observance of the behaviour.
 Cognitivism : under this theory of learning the process of learning is handled through the
used of symbols which make meaning.
 Social learning theory : learning is achieved through observation and sensorial
experience. This theory is the also provides knowledge through models and believes in
retaining memory.
TASK 2
2.1 Training need for the different level of staff of Sun Court Ltd
In the organisation there are different type of the department or staff. They have also their
different task that have to be performed in the organisation so their performance also having
some different. These performance are also need the training that have to been given according
to the performance of the staff in the Sun Court Ltd. So while giving the training to the
employees the performance have to be evaluated and analysis (Guest, 2011). This will make the
effective training event in the organisation the different type staff of the organisation are as
follows:
Financial department: In the organisation there are so may function that have to be happen. All
the function have the financial need. So there is a staff that have to manage the financial
resources of the company. So they have to make the management of the financial resources

according to that they have to be skill to manage the financial resources in the organisation. So if
the training have to be given to them then that have to be on the topic of financial management
of the organisation.
Marketing department: There is a staff have to sale the products and mange the marketing of the
services. These person group are known as marketing staff. They have the skill and knowledge
about the marketing. So if the training has been provided to them then their topic should be the
marking of the services. According to this Sun Court Ltd will make the training event.
Production department : In the organisation the finished goods have been produced. There is a
department that convert the row marital in the finished goods(Harzing, and Pinnington, 2010).
This have the skill of operating the machine or manufacturing the product. So when the training
has to be provided then it should be related to their work.
There is training that have been provided according to the need of the staffs. But the
motivation can bee same for the all staff of the Sun Court Ltd. The motivation have to be given
for developing the performance of the employees.
Need for training at different levels of organisation
 strategic level : At this level the top management is given training. The training helps the
top level employees to think more strategically and this provides swiftness in the decision
making process.
 Tactical level : The middle level managers need training session for improving their
skills, this will help the employees to take day to day management decision which will
enhance the working of company.
 Operational level : training at this level of the organisation is given to employees of level,
the training session help them to achieve targets and manage the work in time.
2.2 Advantage and disadvantage of training use in Sun Court Ltd
The training can be provided in two methods. These are on the job training method and
off the job training method. On the job training method refer that the training have been given at
the place of the performance or the office and same timing (Huselid, and Becker, 2011). And off
the job training method is refers that training have been given at outside the place of the
performance this like the holiday from the job. In the Sun Court Ltd the training have been
provided by off the job method (Albrech, 2011). There are several method of off the job training
these are as follows:

 Class room lecture method: In this the teacher will teach the subject and provide the
knowledge about the subject. The lectures are been given by the teacher on the subject
that can be by the presentation. In this training have been provided are the large number
of employee at same time and it have cost effective. The practical skill are not given to
the employees.
 Practical training method: In this training have been given as like the same environment.
In this training the knowledge have been provided but the effective techniques have been
provided to them. It is most suitable for the Sun Court Ltd production department. This
more enjoyable training method. This will not impact on practical department. By this the
organisation will get effectiveness. This will help in making the productivity.
 Mixed training method: In this training the combination of all the methods have been
given to the training event (Bakker, and Leiter, 2010). In the department their are
different level. Then this will be effective to give the training to them. It will take
unnecessary engagement of the employee. It will take to much time and it take also so
much cost.
2.3 Using the systematic approach for planing training event
Every training have to be manage properly for getting the goal completed. For the
effective result of the training and development even of Sun Court Ltd. For this the effective
planing have to be done. There are some process according to that the company have to made the
planing of the training and development. If this will happen then the organisation will get the
effective result of this event (Cascio, and Boudreau, 2010). The the systematic approach of
planing of training event are as follows:
 Analysing the need: In the organisation there are so many types of performance that have
to be analysis by the manager. Then that have to bee evaluate that they are according to
the standard that have been set by the set by the manager. If there are some are some
lankness then that have to be manage by giving the training.
 Selecting the training method: According to the need the company manager will select
that which type of training have been effective to implement in the organisation. Like the
on the job training or off the job training (Cascio, and Boudreau, 2010). Then selecting
the one of the best method is the off the job training.

 Planing and coordinating the event: Then making the plan for the training. Where the
training have to be given. And find out the resources that are been need to for that event.
The coordinating with the employees about the training event and motivate them for the
training.
 Implantation the event: Implicating the training in the organisation on the employees that
will make the effective perform. That time the manager have to manage the event of the
training. So their will be no issue that will disturb the training.
 Evaluate the training event: At last the training event has completed then manager have to
evaluate the training event. That how much he has develop the performance. This will
show the leakage in the planing. According to this manager will make the training
effectively.
3.1 preparing and evaluating the training event
Evaluating the training even will show the effectiveness of the training in the
organisation. The training have been given for the development of the organisation productivity
and the development of the employee performance. The training have to be given for
development of the employees and training is given to the employees not to the organisation. The
employees affect the organisation but when the organisation get development then the
organisation will also get the development.
The preparation have to be done effective so that the training even will provide the
effective result in the organisation. So the manager have to see the need of the training and
analysis the whom the training have to be provided in the organisation. The according to the
need the manager have to select the appropriate method for the training which have to be given
to the employees (Bakker, and Leiter, 2010). Then analysis the need of the training like the
resources and founds that are needed in the organisation. The training exercises have to selected
very precisely to make sure that the employees are given technical training which will improve
their skills and help them to achieve their targets. Also, the training is a critical event as this
helps the employees to understand their role, so that is why the training must focus on the roles
of employees. Then implementation the training event and managing the training event in the
organisation. At last evaluating the training event.
Evaluating the training event which will make the help in making the next training event.
The evaluation have been done by analysis the goals and objectives that have to be archived by

the training event. Than analysing that the goals and objective have been achieved or by the
training event if not (Scullion, and Collings, 2011). Then making the evaluation what was the
problem in the event. This will make the help in not repeating the mistake in next training event.
This is important to do for meaning the next training event effective in the organisation. The
evaluation have done every time by the manager. So analysis the mistake in the training event.
This will make the organisation growth because the training have been provided to the by the
effective manner.
The training exercise may miss some point which may be variably important for some
employees, this will create loop hole in the training event. Also technical training may be hard
for some employees to understand which may create unsatisfactory feeling.
3.2 Carry out the evaluation of training event
At the end of the event the manager have to evaluate the event in the organisation. This
will help in making the new training planing. So the evaluation is important to find out the
mistake (Kehoe, and Wright, 2013). The manager have to evaluate the training which have been
prepare by him. So their are so may ways to evaluate the training event in the Sun Court Ltd.
 Satisfaction and participation reaction: in the organisation when the training have been
provided then the manager have to analysis that satisfaction level of the employees and
reactions of the participant. This will help in giving the result of the training event.
 Knowledge acquisition: after the competing of the training the manager have to evaluate
the training. The manager will make evaluation of the knowledge of the participant of the
training event. This will help in showing the result of the employees knowledge.
 Behavioural approaches: In the evaluation behaver of the participant have to been
evaluated. This have to be analysis according to the goal that have been made before the
training event. This will be done by analysing the behaver of the participant in the
company.
 Measurable business improvement: In the organisation the business having the
productivity. This productivity will also get effected by the employees training. The
business have to be evaluate the this will give some result for the manager (Bamberger,
Biron, and Meshoulam, 2014).
 Measuring bench marking: There are some standard that have to be set by the manager.
According to the manager the last performance of the employees and current performance

of the employees have to be compare according to the standers this will show some result
to the manager about the training event.
3.3 Reviewing the success of evaluation of method use
In the Sun Court Ltd have the effective training even and at last he have to be develop the
next training and development event in the market (Ghai, and Vivian, 2014). Their are several
benefits from the success of the evaluation these are as follows:
 The organisation manager get the mistake that will help in making the effective training
in the next time
 The training will give the effective learning to the employees in the organisation. This
will make the development in the in the employee skills and knowledge.
 This will give the improvement of the organisation personality. It will help in make the
development of the individual person.
 It will give the impact on the on the outcome of the business. This will make the
development in productivity of the organisation because the performance of the
employees affect the organisation development. Then employees have to be need of
performance development then organisation will be getting the growth of them.
These are some impact of success full training event. This will make by the will made the
organisation growth (Cummings, and Worley, 2014). There are major things that have to bee will
get the development. These are so many factors. which will give profit to the organisation.
The training event is organised for the development of the employees of the organization. The
evaluation of the training event is important as it provides the company with a report of the
event. It gives the strengths and weakness of the event and the extent up to which it helped the
employees to develop themselves. Also, its provides the ways in which the training could have
been made better.
TASK 1
4.1 Role of government in training and development lifelong learning
The training and development is such a program that will help in developing the country
also. So government of the UK are also healing the in the event of training and development.
This will make the development of the nation also. So some of the role of the government in
training and development are as following:

Generating public norms: in this country the government are making the norms for the training
and development event (Kraaijenbrink, Spender, and Groen, 2010). This will help in gathering
more and more people in the organisation. This will reduce the illiteracy from the country.
Formulating HR policy of all: The government are making the policy for the HR that he have to
give the effective training to their employees in the organisation. This will make the benefits for
company and country.
Found: Now days the government are providing some present of found to give the effective
training toe the employees in the organisation (Gruman, and Saks, 2011). This will hale in
making the training effective in every organisation.
Promoting the HRD study: In the company the government are providing the promotion activity
for the study of the HRD. This will make the development in the HR in the country. This will
affect the company.
Creating the favourable work environment: the government are providing the favourable work
environment to the organisation so they can give the effective training to the employees in the
company. This will make the effective result in the country and company also.
These are some roles that have been followed by the government. That will make the
development in both side (Romney, and Steinbart, 2012). These are some the function and role
that have to be done for the development of the company.
4.2 How the development of competency make the impact in the public and private
In the country there are two type of the sectors. These are public and private sector. In
both of them are employees they have to be working. They are performing for the company so
the manager have to manage the performance of the employees so that they will get the effective
results in the company.
In the pubic sector employees work for the government. The development of public
sector is important whichi is made possible by the working of human resources. These all the
performance have to done for the government. For that compensation have been give by the
government in this sector. There are so many the human binges them have to be manage in the
sector by the humans resources manger and their performance also be mange in the sector. But
the sector have to give training to their employees in the job place of the employees. Their
should be some motivation is needed in the performance of the employees.