HRD Report: Assessing Training Needs and Development for Sun Court

This report provides a comprehensive analysis of Human Resource Development (HRD) practices at Sun Court Residential Homes. It begins by exploring different learning styles, including Kolb's and Honey and Mumford's models, and discusses the role of learning curves and transfer learning. The report then examines training needs at organizational, occupational, and individual levels, comparing different training methods and outlining a systematic approach to training and development. It also covers the design and evaluation of training events, including the use of evaluation forms and reviews of training success. Finally, the report assesses the role of government in training, development, and lifelong learning, evaluating the impact of competency development and reviewing various training initiatives introduced by the UK government. The report aims to provide insights into effective HRD strategies within the context of Sun Court Residential Homes, addressing how to develop a skilled and motivated workforce.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Different styles of learning....................................................................................................3
1.2 Role of learning curve and significance of transfer learning................................................5
1.3 Contribution of learning styles when designing an event ....................................................6
TASK 2............................................................................................................................................6
2.1 Compare training needs for staff at various levels of organisation.......................................6
2.2 Advantages and disadvantages of different training methods ..............................................7
2.3 Systematic approach of planning towards training and development..................................9
TASK 3..........................................................................................................................................10
3.1 Using suitable techniques design an evaluation for training event ....................................10
Training Evaluation Form:........................................................................................................12
3.2 Evaluation of training event................................................................................................12
3.3 Review the success of training event .................................................................................13
TASK 4..........................................................................................................................................14
4.1 Role of government in training, development and lifelong learning..................................14
4.2 Assess how development of competency movement has affect both public and private
sector.........................................................................................................................................15
4.3 Various training initiatives introduced by UK Government...............................................16
CONCLUSION .............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human Resource Development (HRD) refers to the framework that mainly deals in
providing training and development to employees. It assists in enhancing personal and
organisational knowledge, skills and abilities of personnel(Pieper, Mkandawire and Van der
Hoeven, 2016). The main focus of all aspects of HRD is on developing and designing the most
superior workforce that aims at achieving the organisational goal in an effective manner.
According to Leonard Nadler, “It is a series of organised activities that help employees in
continuous and planned way so that they can accomplish their specific task in cost-effective and
timely manner. It makes people more knowledgeable and competent. With the help of
appropriate HRD technique, workers become more committed towards their job and it also leads
to improve their both professional and personal skills. The given report is based on Sun Court
Residential Homes Limited that provide accommodation to Old Age people. This report mainly
talks about designing of various training and development needs & techniques, different styles of
learning, importance of transfer learning, role of government towards lifelong learning and
lastly, training initiatives taken by UK Government.
TASK 1
1.1 Different styles of learning
Learning refers to the act of gaining knowledge so as to improve existing skills and mental level.
It is an on-going process that has been designed by individual to acquire something in order to
improve their knowledge regarding any particular filed or subject. It brings change in individual
performance and raise the potential of the same. There are various theories given by different
authors that discusses about learning style of the employee relation. Two of them are discussed
below with similarities and differences:
Kolb's Theory: It was published by David Kolb in 1984. He states that learning can be acquire
from experience depending upon the individual how they perceive it. Kolb's identifies four
different types of learning styles which are discussed below:
1. Diverging: People under this style of learning believes in gaining knowledge through
watching and feeling. Such kind of persons are imaginative in nature and therefore,
resolve issues by idea generation process (Brewster, Mayrhofer and Morley, 2016).

2. Assimilating: This is thinking and watching approach, Under this, individual observe the
scenario and then think logically about it so as to figure out best possible solution for the
same.
3. Converging: People under this approach practically discover the solution for the problem
or issue. Along with thinking in logical manner, they also believe in applying the factors
and other essential elements in practical way as per their learning experiences (Baum,
2016).
4. Accommodating: This level believes in doing thing as per person's intuition. Individual
under this handle the things according to their intuition instead of doing it logically.
Honey and Mumford Model
This model also talks into account various styles of learning which are discussed below:
1. Activists: Under this, people prefer to learn by doing things. They put themselves into
real experience and action regarding what they are trying to learn. Such type of
individuals are open-mind. They don't involve themselves into biases situation. They like
to brainstorm and they are very much active in problem solving session and group
discussion.
2. Theorists: Under this employees of Sun Court seek learning by trying to understand the
theory behind the objectives and topics. They gain their learning through reading models,
stories, quotes and moreover they like to appreciate the background information which
they found interesting.
3. Pragmatists: They are the one who learn through applying their practices in real or
practical situation. They don't prefer to learn via games or theories. They are the one who
keeps on doing experiment with learning theories and techniques and enhance learning by
doing actual work.
4. Reflector: They are the one who believes in learning through observing and watching
others.
Similarities and Differences between learning styles
 Assimilating and conversing approach are similar to each other because in both
approaches a person is observe the situation and thinking logically and find out the
solution.

 Diverging and assimilating approaches are differ from each other because in diverging
people are increase their knowledge by watching other where as in assimilating person
are observe the situation and find solution by self assessment.
 Activists and theorists approaches are also differ from each other because in activists
people are learn by doing something whereas in theorists employees are learn by reading
stories and models.
1.2 Role of learning curve and significance of transfer learning
The concept of learning curve was first explained by Hermann Ebbinghaus. It is the
graphical representation of individual's learning performance. It taken into consideration two
essential factor one is review the learning of person and other is to review the productivity of
personnel by repeatedly performing same task (Albrecht and et. al., 2015) . For example: If an
employee works as a typist in Sun Court and gets training for the same, then it leads to increase
its typist speed which ultimately help organisation in yielding higher profits and revenues.
Role of learning curve: Learning curve refers to the representation of individual's performance
at their workplace. It help the person as well as evaluator to figure out the employee position in
context of learning process. Transfer of knowledge is not sufficient so as to develop the skills of
personnel, the process of learning need to monitored as well by drafting learning at
organisational level.
Importance of transfer learning:
1. Adds value to the organisation: The primary motive of learning process is to maximise
organisational value as well as employees values. This will promote positive working
culture in the organisation.
2. Optimum utilisation of resources: Each and every activity occurs in the company
requires resources this can be in the form of finance, physical resources or human
resources etc. Learning assist in using and optimizing them to the fullest and tries to
eliminate the wastage and enhance overall efficiency and effectiveness.
3. Overcoming challenges: Through different methods and styles of learning, managers of
Sun Court are able to overcome the issues for which they don't have any prior
knowledge. In such type of situation, transfer learning is considered as the most effective
tool.

1.3 Contribution of learning styles when designing an event
Learning theories and styles provide different ways to the company by which they can
transfer or share their knowledge with other employees and also provide the ways through which
that knowledge can be attained. Learning style of each personnel is vary from one another as it
depend upon how they adopt they knowledge that been provided to them. Therefore, it is
primarily important for the company to select relevant learning style through which employees
can effectively improve their knowledge or learning. However one single learning style cannot
be suitable for the company. Organizations are required to choose multiple combination of
learning style for transferring the knowledge to the workers. Selection of appropriate learning
style determines the type of learning event. Event can only be conducted successfully once the
company is done with selecting suitable one or more than one learning style. Learning style are
required in order to measure how the person can absorb the knowledge. In context of
organisation, trainer first needs to determine trainee learning style by observing their behaviour
and then according to that they decide the learning event. In Sun Court, managers first needs to
analyse the performance of employees and then measure outcome accordingly. This help the
worker in gaining maximum benefit from the administered learning.
Various learning theories and styles play a big role in design a learning event. There are different
types of learning theories that are used for the purpose of human resource development.
Auditory, kinaesthetic and auditory are the three major styles of learning. Every
individual prefer to learn in a different way. For an example, one individual like to learn by
seeing graphs, pictures etc. while other individual prefer to learn by listening. There are also
some individuals who prefer to learn by physically participate in a program.
Different theories that contribute in design and plan learning event are given as follows: Reinforcement theory: This theory explores that individuals can be motivated based on
the behaviour and this affect the behaviour of individual by focus on the environmental
elements. Goal setting theory: This theory defines that individual would like to learn new things in
order to achieve set goals. These type of individuals are encouraged to attain their goals. Expectancy theory: As per this theory, behaviour of individuals is defining by the
expectation of workers. In this case, training event require to be structure as per the
expectations of employees.

 Social learning theory: There are some individuals who are interested to follow the
renowned individuals and want to learn form them and this theory allows people to
enhance skills and knowledge by experience another’s job.
From the above discussion is has been clear that learning style is contribute in designing
an event because it helps to motivate people and improve their behaviour to focusing on different
environmental components. It also helps to prepare employees by which they are encourage to
achieve goals and objectives. Different people have different style of learning some people are
learn from others and some are from self observation. These all are contribute in designing an
event.
TASK 2
2.1 Compare training needs for staff at various levels of organisation
Organisational Level: At this level, training need is concerned with
providing training to employees in such a
manner that leads to affect the overall function
and performance of an organisation. Trained
personnel generates higher profits and
revenues for the firm. Earlier referred firm was
getting most of its funding from local authority
, but now they have reduced their contribution
by 20%. which adversely affected its overall
functioning. Therefore, company needs to
provide training to its employee that lead to
enhance their communication and analytical
skills which enable them to effectively pitch
investors or MNC's.
Occupational Level: At this level, training is given to personnel as
per their work-related field. For example: HR
and finance department of Sun Court requires
training. It's HR department require training so
as to improve their recruitment and selection

skills. With the help of adequate training, they
are able to select most suitable and talented
candidate in cost-effective and timely manner.
On the other hand, employees of finance
department needs training in regards of
pitching investors in an effectual manner.
Individual Level: At this level, personal needs of employees are
identified. Training leads to enhance the skills
and ability of employees which is beneficial
for its personal and professional career. For
example: Training given to workers in context
of improving its communication skill will help
them personally as well.
2.2 Advantages and disadvantages of different training methods
Training Methods Advantages Disadvantages
Seminar:  Workers gets the
opportunity to meet
and interact with
employees of different
department who have
similar concern or
interest.
 This help in improving
the knowledge of
employee related with
particular subject.
 Expensive Process
 Speaker may share
incorrect or false
information with
employees.
E-learning:  This training technique
is time, energy and cost
 Difficulty in
monitoring the

effective.
 Training is given to
workers at their
workplace only.
performance of
employee.
 Lack of flexibility.
Mentoring:  Mentee accomplish
great sense of
recognition and
achievement from the
feedback and review
of mentors.
 Promotes higher self-
confidence and
motivation.
 High chances of
mismatched pair.
 When mentee is not
performing well,
mentor gets frustrated.
Classroom method:  This method is
effective when
company aims at
providing training to
large number of
employees.
 This method promotes
group-interaction
through which
personnel can increase
their knowledge by
obtaining information
from others as well.
 Time-consuming
method
 No scope for practical
demonstration.
Job Rotation:  This technique promote
high employee morale.
By performing multiple
roles in an
 There might be chances
that employee does not
possess skills as per the
requirement of job.

organisation, greater
sense of value and
pride rise among them.
 Reduce physical strain.
 Constantly switching of
roles may increase the
chances of accidents.
There are different methods of training with benefits and limitations. Seminars give
opportunity to make interaction between employer and employees. E-learning technique is save
time and cost. In mentoring a person is guide about doing performance and provide training to
employees. All these methods of training g helps to increase knowledge of a person. But there
are also some disadvantage of these techniques which can demotivate a person. From the above
mentioned techniques E-learning method can be suitable for person because it reduce time and
cost and improve knowledge of a person.
2.3 Systematic approach of planning towards training and development
In order to conduct better training program in an organisation, it is important to have
systematic approach towards them. It consist of several stages that needs to be taken into
consideration while formulating training session for personnel. It is a rational approach that
begin with identifying the aim of the company and after certain level it ends up with
implementing various training program for the employees which lead to improve their efficiency
and productivity (Ahmed and et. al., 2016) . For instance: Sun Court is planning to arrange
training session for its workforce. For making it successful, they are required to adapt systematic
approach towards training which are discussed below:
Stage1) Setting Organisational Aim: At this stage, Sun Court sets appropriate aim of training. Fr
instance: The aim of arranging training session for the employees of finance and HR department
which leads to enhance their skills and abilities so that they can pitch investors in more effective
manner. Along with this, it also aid in improving their analytical and communication skill so to
attain higher competitiveness level in the market.
Stage2) Setting up Training Need: At this stage, referred firm identifies the need of training in
HR and Finance department. With the help of different training programs, they can achieve
defined task in cost-effective and timely manner.
Stage3) Designing Training Strategy: At this level, Sun Court needs to design effective training
strategy for the employer and employee of both Finance and HR department keeping in mind the

need for improving their communication and analytical skills. For example: They have designed
to create specialism care home in order to attain high competitive advantage in the marketplace.
They are providing training through classroom lectures, job rotation etc.
Stage4) Implementing Training Program:At this stage, implementation of training session
comes as per the decided date, place and time.
TASK 3
3.1 Using suitable techniques design an evaluation for training event
There are various techniques that helps in evaluating training event such as FIVE TIERED
APPROACH, CIRO MODEL etc. Sun Court limited has implemented both CIRO and five tiered
approach to measure the actual performance of training with expected one and to find out the
variance as well. This approach cover five key parameters which are discussed below:
1. Need Assessment: This deals with finding out what is the actual problem. The solution
discover that whether there is actual need for arranging training program or not. If it is
require, HR manager of Sun Court will further think about choosing appropriate training
technique and if it is not the entire resource of an organisation is wasted.
2. Monitoring and Accountability: This level figures out who are the participants and
what services company will going to deliver (Charles Jr, Schmidheiny and Watts, 2017) .
At the time of training program, various individuals have been selected by the company
who will monitor entire training program. Once the training session is completed, then
they are further accessed to find out whether it proves out to be effective for firm or not.
3. Program Clarification: It depicts the need of training at different organizational level so
as to figure out how the event could be more effective and what tools and techniques is
used to make it more effective and efficient.
4. Progress: This stage determines the progress of trainee after attending the training event.
This can be done by evaluating its work performance, questionnaire are distributed
among employees based on training topic so as to find out what they have learned or
gained something from training or not.
5. Program Impact: It is a kind of experimental approach that measures long term impact
of various training programs on the performance of employee (Baum, 2015) . At this

level, workers used or applied their learning in work practices so to accomplish task
systematically.
CIRO Model: The model was developed by Bird, Warr and Rackham in 1970. The model is
mainly used by organization is order to evaluate the effectiveness of training conducted by them.
CIRO stands for Context, Input, Reaction and Outcome.
 Context Level: At this stage, trainer analyse trainee's performance needs and desired
outcome from different training programs. Basically they determine what are the current
knowledge, skill and potential of trainees.
 Input Level: At this stage, trainee identify the requirement of resources so as to execute
successful training event. It is mainly related with planning, designing and managing
overall training session.
 Reaction Level: At this stage, trainer tries to observe the reaction of trainee's after
attending training session. Basically at this stage, trainer wants to figure out what whether
employees have learned something from training session or not.
 Outcome Level: This is the last stage where trainer measure the performance of trainee
after gaining training. They also measure whether define objective has been achieved or
not. If it is achieved then it means trainee have definitely learn something from training
which ultimately improves their overall productivity and efficiency.