HRD Report: Evaluating Training and Development in Organizations

This report delves into the realm of Human Resource Development (HRD), examining various learning styles, the significance of the learning curve, and the transfer of learning within the workplace. It assesses the contribution of learning styles and theories in planning and designing effective training events. The report further compares training needs across different organizational levels, evaluates the advantages and disadvantages of diverse training methods, and outlines a systematic approach to training and development. Additionally, it covers evaluation techniques, analyzing the success of training programs, and explores the role of government in HRD, including the impact of the competency movement and contemporary training initiatives. The report uses the case of Sun Court Limited to illustrate key concepts, providing a comprehensive overview of HRD practices and strategies.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
LO 1.................................................................................................................................................3
1.1 Compare different learning styles.........................................................................................3
1.2 Explain the role of learning curve & the importance of transferring learning to the
workplace....................................................................................................................................4
1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event..............................................................................................................................6
LO 2.................................................................................................................................................7
2.1 compare the training needs for staff at different levels in an organisation...........................7
2.2 assess the advantages and disadvantages of training methods used in an organisation........8
2.3 use a systematic approach to plan training and development for a training event................9
LO 3...............................................................................................................................................10
3.1 prepare an evaluation using suitable techniques.................................................................10
3.2 carry out an evaluation of a training event..........................................................................11
3.3 review the success of the evaluation methods used............................................................11
LO 4...............................................................................................................................................12
4.1 explain the role of government in training, development and lifelong learning.................12
4.2 explain how the development of the competency movement has impacted on the public
and private sectors.....................................................................................................................13
4.3 assess how contemporary training initiatives introduced by the UK government contribute
to human resources development for an organisation...............................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource development (HRD) is like a model that will help the employees in their
development and for improving their skills and knowledge. Human resource means people of the
organisation that are talented and energetic and help business by contributing their skills and
abilities to achieve set objectives and goals. They help in attaining the mission and vision of
organisation. Development means their learning which they earn by their experience and that
will help them to guide in their work. HRD is related with the long term work which helps in
learning of employees (Daley, 2012). It is like a systematic approach and continuous process.
The purpose of this report is to explore learning style in organisation and determine the training
needs for employees. It is also necessary to evaluate the training program. Training always help
employees in development and growth of their skills and knowledge. If employees of the
organisation perform well then it will support them in the performance appraisal. If employer or
manager provides their employees learning through job rotation then it will also be helpful for
them in their development.
LO 1
1.1 Comparing different learning styles
Every person in the Sun court limited has his/her own skills and knowledge as well as
they also learn in various styles. Every employee in the Sun court limited can learn from
different learning style. Some people also prefer only one style comparison to other styles and
which can differ according to the given conditions also (Guest, 2011). If people use different
styles of learning that will help them in their development and growth because they earn various
intelligence.
Traditionally, employer only uses the teaching method for learning of their employees
but now a days, there are various types of learning styles which can be used by the employer or
manager of organisation. Learning styles can make impact negative or positive also. Learning
styles help to improve the employee’s knowledge and quality of their work. There are various
types of learning styles which can be adopted by an organisation. These are described as below:
Learning style Description
Visual (Spatial): In this style people learn with the help of pictures or images.

Aural (auditory-musical): Employees who learn quickly with the help of sound and music,
this learning style attracts them (McKenzie and et. al., 2012).
Verbal (linguistic): For the employees who learn quickly and effectively with the
help of speech and writing, employer teaches them by using this
style of learning.
Physical (kinaesthetic): This style is effective for an employee because with the help of
this style they can learn the work by practice.
Logical (mathematical): Employees who learn with the help of reasoning and logical
method use this style of learning.
Social (interpersonal): Some employees are social and they can learn with the help of
groups and teams or from other people.
Solitary (intra-personal): Some people in the organisation are introvert and capable. They
do not want to take help from other people in learning.
1.2 Explain the role of learning curve along with the importance of transferring learning at the
workplace
Learning curve of an organisation can affect its process because it helps to show the
performance of learners in Sun court limited (Jiang and et. al., 2012). Learning can be easily
transferred to other people in the Sun court limited. There are various types of learning and each
learning style has its own objectives that can be achieved at the workplace. The role of learning
curve and the importance of transferring learning to the workplace are described as below:
Role of Learning Curve: It can be shown as a graphical representation and if there is
any increase or decrease in the learning experience of employees then it will also be shown in
this learning curve. It can also be useful to check the effectiveness of learning program.

It also helps to determine the progress of learning and it is necessary that it must be
always planned so that positive outcomes can be achieved. It will also help in deciding the rate of
incentive in Sun court limited (Kakuma and et. al., 2011).
Illustration 1: Learning curve

Importance of transferring learning at the workplace:
Every type of organisation always need training for the development of their employees
so that they can take that benefit from them to achieve their desired goals and objectives. It will
also help organisation to compete in the competitive market. There is some importance of
transferring learning to the workplace which is described as below:
Add value: This is the most important objective for any organisation because learning
will help to add value but if there is no transfer of learning in the Sun court limited then no
addition can be possible regarding value.
Proper utilization of fund: If employer or manager of the organisation provides proper
training to their employees then it will help in proper utilization of resources. It helps to reduce
the cost as well as it will improve the quality. But if there is no learning regarding this purpose
then there will be no proper utilization of resources (Avey and et. al., 2011).
1.3 Assessing the contribution of learning styles and theories while planning and designing a
learning event
If employer or manager of the organisation provides practical knowledge of learning
styles then it will be more effective and efficient as well as the employees can learn quickly. But
if knowledge is provided in theoretical then it cannot be much effective in fact it will create
boredom. This can be easily understood by the following example:
Case:
W = Teacher
X = Doctor
Y = Policeman
Z = Banker
There is Mr. D who is appointee as a designer of the learning event so he always think
about the reality. It is necessary to determine the need of learning according to the work of
organisation so that they can be helpful for the future also.
It is also necessary to find out the behaviour of employees in organisation as well as their
capacity of learning, their knowledge or any type of information that they already have. It will
help to determine the type of learning style that will help in their development. Then Mr. D set
the material of learning which is necessary for them and necessary activities also which will help
employees in learning.

So, according to the case which is mentioned above, W, X, Y and Z have different
backgrounds and they need different types of learning to improve their knowledge and skills. So
when Mr. D decide the learning style for them, it is necessary to find the background of these
people. It will help in determining the style of learning and theories easily that will be effective
for them.
LO 2
2.1 Comparing the training needs for staff at different levels in an organisation
Every department of an organisation always need different types of training for them
because roles and responsibilities of employees always defer according to their department and
level. They play different roles according to their level to achieve the desired goals and
objectives. To understand it in a better way, following needs to be considered:
There is an organisation Sun court limited which is related to the manufacturing and 3
departments namely:
 Finance
 Marketing
 Production
Sun court limited is planning training for an organisation for their employees so that they
can easily achieve their goals and objectives (Steffen and et. al., 2015). So, it is necessary to
determine the training need for each and every department in organisation.
Finance department: This department of organisation needs training to achieve their
goals and objectives. It is necessary that they understand the standards of accounting that they
would follow while recording the entries in books of accounts. It is also essential that they use
the finance properly so that there will be no shortage of money in an organisation. To manage the
finance properly, it is mandatory to make the budget because it will also help to have control
over unnecessary expenses.
Marketing department: Training must be provided to them so that they can do their
work more effectively and efficiently. It will also help to take decision regarding the type of
marketing methods that will be suitable to be used for organisation.

Production department: Manager of organisation provides training to this department
so that they can easily take decisions regarding production. Proper training also helps them to
work in a more creative and innovative manner. It is also necessary to maintain the quality of
their products (Wright and McMahan, 2011).
So, it can be concluded that every type of department of Sun court limited needs different
types of training because every person has his/her responsibilities according to their department
and work.
2.2 Assessing the advantages and disadvantages of training methods used in organisation
Every type of department needs training in the organisation so that they can do their work
more effectively and efficiently.Sun court limited also choose training method according to the
need of their department. So, there are various types of advantages and disadvantages of training
methods for the organisation which are described as below:
Method Advantages Disadvantages
Classroom or lecture method: - It helps to provide safe and
clean environment at the
workplace.
- The group of training can be
small or large.
- It will take more time to
provide training to the
employees.
- There is no training on the
machine or equipment so it
may be less effective.
Practical training method: - It helps to create interest and
also, motivates the employees
to learn something more
effectively.
- This method of learning is
useful for the production
department (Kehoe and
Wright, 2013).
- In this method of learning,
people are less sincere towards
their work.
- It is an expensive method of
training.
Case study method: - This method is based on real - This method is not suitable

life situations that will help the
employees to understand in a
better and effective way.
- It also helps to improve the
communication skills and for
the development of their
views.
for every type of department in
an organisation.
- It cannot help in the effective
decision making.
Mixed training method: - This method is flexible and
efficient.
- It also provides more value to
the firm.
- This type of training method
is highly expensive and time
consuming.
- It also provides
dissatisfaction to the
employees of organisation.
2.3 Using a systematic approach to plan training and development for a training event
If an organisation wants to plan training and development program for their employees
then they need to done it in a systematic way. If training program is conducted in systematic
steps then it will be more effective and efficient (Bray and et. al., 2012). For this purpose, it is
necessary to determine the aim for training, make plan for this purpose and then implement it
into the organisation. There are various stages of the systematic plan for training and
development which are described as below:
Organisation's aim: This is the first stage to plan training in a systematic way that will
help to determine the needs and wants of training program. Every organisation's aim is to do its
work in an innovative and creative manner so that they will achieve the desired goals and
objectives effectually. They also want to minimize their cost of production and increase sales and
profits. So, main aim of organisation is to provide products and services to their customers which
are cost effective.
Setting up training need: Then it is essential to determine the need of training and then
set the training program accordingly. It is necessary to identify that all employees take this
training program seriously so that they can do their work effectively and efficiently. Every
department needs different types of training for them (Hobfoll, 2011).

Design training strategy: After setting up the need of training in this stage, it is
necessary to design the training strategies for employees of every department. For production
department, strategies are made for them so that they can produce the products which are cost
effective. For marketing department, organisation can use the lecture method for organisation so
that they can do marketing effectively. It is also necessary that strategies are made under the
given budget.
Implementing the training program: When each and every thing is finalized then
organisation has to implement the training program.
LO 3
3.1 Preparing an evaluation of training event using suitable techniques
When training program is implemented in the organisation then it is necessary to evaluate
it properly to find out the effectiveness of training program. Evaluation of training program is
done by the manager or leader and can be done in several ways.
Main aim to evaluate the training program is to find out that whether training is worth for
employees or not. With the help of evaluation, it can be easily determined if there is an
improvement in the employees or not. After that, it can be easily assessed that whether need of
training is there or not (Bloom and Van Reenen, 2011).
In the Sun court limited there are two sessions conducted regarding training program so it
is necessary to evaluate both the sessions. For evaluation manager of the Sun court limited also
make plan for this purpose. Firstly, manager needs to observe the complete program of training
and then he or she will collect data related to the training program. The manager also mentions
the date to evaluate performance of employees in a better way. Manager make plan that he will
observe all emplyees of the Sun court limited for 15 days to see that there is any improvement in
their work. Manager of the Sun court limited can also collect the feedback from every employee
who is the part of training program. Manager can collect feedback in various methods such as:
 Questionnaire
 Personal meeting or an interview
Manager can do this either by himself or can also create a team which can help to
evaluate the training program of organisation.

3.2 Carrying out an evaluation of a training event
Sun court limited will carry evaluation of the training program to see the effectiveness of the
work of employees. For this purpose, manager can follow some steps which are as follow:
Satisfaction and participant’s reaction: This is an effective tool to evaluate the training
program. By this method, trainer of the training program can see reaction of trainees immediately
(Ployhart and Moliterno, 2011). Trainer can observe trainee at the time he gives training to
employees. It also helps to understand that whether training program is effective or not.
Knowledge acquisition: This is also the method to evaluate training program. The
manager of Sun court limited measures it by providing the process of question answer because it
is an interactive method. Many employees can take part in this type of session easily and the
feedback is also very good. Knowledge acquisition of the Sun court limited is very good.
Behavioural approach: It can be understood by the behaviour of trainees under training
program. It will help to change the behaviour of the trainee so that they can see that there is any
improvement in their work or not andnd by the training program employees of the ABC
organisation behaviour change positively towards their work.
Measurable business improvement: Manager of the Sun court limited see their
employees for 15 days to see their improvement. It is noted if cost of their products is reduced
and sales has been increased or not (MacArthur and et. al., 2014).
Measuring with a benchmark: It is also necessary to measure the performance of
employees before and after training. It helps to evaluate the development and growth of
employees.
3.3 Reviewing the success of evaluation methods used
It is essential to eveluate the training program so that development can be measured.
Manager of the Sun court limited measured the training program by using various methods of
evaluation. When manager start evaluation program then they need to discuss about this with
their team members. He convinced all members regarding the evaluation of training program.
Manager told his team members that there are various benefits of the evaluation of training
program of every method which are described as follows:
 Satisfaction and participant reaction is generally related with the psychology of
employees or trainees. It helps to determine the feeling of trainees which is related to the

training program. Feeling and reaction of the trainees of Sun court limited was positive
and also, it provided improvement in their skills and development (Gruman and Saks,
2011).
 Training program helps in the development of each and every employee or trainee. It also
helps to increase the knowledge of employees which is related with their work. So, the
training program provided success and development to every employee of Sun court
limited.
 By using training program, employee’s development and improvement in their skills is
also possible. So’ they can do their work more effectively and efficiently. They also use
the available resources properly.
 If performance of employees increases then they will provide better outcomes to
company. It also helps to improve productivity and profits of company. They can also
compare the previous data with obtained information and so, if there is any difference, it
can be easily identified. It also helps to improve the effectiveness of work of company
(Jabbour and et. al., 2013).
So, it is concluded that evaluation of training program is necessary to identify the success
of company. It can help in the development and growth of firm in the long run.
LO 4
4.1 Explaining the role of government in training, development and lifelong learning
Government plays an important role in the training and development of company.
Government contributes in the development and growth of company. There are various roles
which government play in training, development and lifelong learning as described below:
Generating a public norm: It is beneficial for the government that they can easily reach
to the people. So, government can easily start the process which is related to culture of people
and also, common for all. It will also help in the training and development of trainees.
Formulate HR policies for all: Government make policies for the human resource
people. It will help people in various ways like they can easily improve their capabilities which
will help them in their development (Unger and et. al., 2011).