Human Resource Development Assignment for HND Business Students

This report delves into the core concepts of Human Resource Development (HRD), examining various learning theories and styles, including those proposed by Kolb and Honey & Mumford, and their impact on training design. It explores the role of learning curves and the importance of transferring learning to the workplace, emphasizing the value of applying theoretical knowledge in practical settings. The report also analyzes training needs at different organizational levels and evaluates various training methods, offering a systematic approach to planning and designing effective training programs. Furthermore, it covers the evaluation of training events, including methods and their effectiveness, and examines government-led skills development initiatives and their impact on HRD. The report concludes by summarizing key insights and providing a comprehensive understanding of HRD principles and practices.

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Human Resource Development
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HUMAN RESOURCE DEVELOPMENT
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Contents
Introduction................................................................................................................................3
Task 1:........................................................................................................................................4
LO1: Understand learning theories and learning styles.............................................................4
1.1 Compare different learning styles....................................................................................4
1.2 Explain the role of learning curve & the importance of transferring learning to the
workplace...............................................................................................................................8
1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event.......................................................................................................................11
Task 2:......................................................................................................................................13
LO2: Be able to plan and design training and development....................................................13
2.1 Compare the training needed for staff at different levels in Sun Court Ltd...................13
2.2 Assess the advantages and disadvantages of training methods used in at Sun Court Ltd
..............................................................................................................................................14
2.3 Use a systematic approach to planning training & development for training event......16
Task 3:......................................................................................................................................18
LO3: Be able to evaluate a training event................................................................................18
3.1 Prepare an evaluation of a training event.......................................................................18
3.2 Carry out an evaluation of a training event....................................................................18
3.3 Review the success of the evaluation methods used......................................................19
Task 4:......................................................................................................................................21
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LO4: Understand government-led skills development initiatives............................................21
4.1 Explain the role of government in training, development and lifelong learning............21
4.2 Explain how the development of competency movement has impacted on public &
private section.......................................................................................................................22
4.3 Assess how contemporary training initiatives introduced by UK government contribute
to human resources development for Sun Court Ltd............................................................23
Conclusion................................................................................................................................24
References................................................................................................................................25
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Introduction
Task 1:
Introduction
Human Resource Development (HRD) which is the practices and reviews has been made just
to construct the procedure for a man. It makes him efficient for the given trade. It is an
incalculable subject matter and consumes different helpful and associated divulgences and
information. Change and prepare is a touch of the all over HRD and it has
aseriousconsequence in the working quality of the workers. In this compressed undertaking,
we will display various learn hypotheses and learning style, the bit of longing to study and
modify and the vastness of exchanging the idea of how the working environment will be. We
will be in the similarway which demonstrates the necessities to make in various standards of
an organization, the sorts of preparing suggestions and systems andsufficiency of the
arranging procedures. Then, we will describe the most ideal outlook to manage can instigator
anexamination handle and change program. Ultimatelyit will finish up by conveying the
organization's portion in changing and arranging and the mostlythe UK government took the
means. In this case, we can explain the splendid contemplations and moreover its application
in this recent situations. They questioned from headway for criteria will be attached in due
area.
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LO1: Understand learning theories and learning styles
1.1 Compare different learning styles
Instruction is interlinked with the thought of capacities, direct, data, slants and qualities.
Learning can be drawn as obtaining or changing these things or fortifying the previous
acquisition of this matter. Towards the ending a methodology deals with the 3-Ws; how, what
and why. True blue of learning is not an unexpected occasion rather it is a late after effect of
the predictable and expected process. The individual has a general point of learning, and it
can be subjective in like way. The prior and minddata or the previous information wait for an
imperative portion in learning.
The technique a man searches of new information, conduct,capacities,slant or qualities
through various styles and ways. The subject matter which deals with the methods of learning
is demonstrated as the learning theories. There are variousoutlooks about learning. Some new
experts tell that learning is anproduct of dynamic engagement, other scholars say that
learning is not only a subjective matter but also it is a human surprise and individuals lift
upfrom a social beginning. In a normal sense, Learning theories are calculative frameworks
which describe how another capacities ordata are obtained.
Different authorities had shared their viewpoints of the perspective about learning. Among
the researchers of learning approach, David Kolb is a campaigner ofparticular sort of learning
technique and Alan Mumford and Peter Honey supported other types of learning style.
Learning Styles of Kolb:
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Kolb explained that every human being learns through this cyclicalprocess and their learning
can be completed with this style:
1. Diverging learning style:
The total community who take care this learning techniqueis perfect to watch and the
community watch at first instead of undertaking immediately. This type of people is in
high position at excellent jobs and the activity which needs brainwork that isopposite to
physical attempt. It is a people-focused learning technique.
2. Assimilating learning style:
The overall crowd takes after this learning processand tends to take after the intelligent
dataand unadulterated ascertained. They aimed on the idea without all the inclusive
society. These groups of people are inconceivable at pertinent manifestations and
research.
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3. Converging learning style:
This technique of learning technique is extremely amazing than the previous two methods. As
the previous techniques opposed to focus on people or amazing thought, this
methodconcentrates on reasonable works. The general people who take after this method are
implausible at realistic essential considering.
4. Accommodating learning style:
Satisfying learning process is an exciting learning style which is depicted by David Kolb.
People take this style to adjust take after their inner feelings than the thoughtful suspecting.
They don't prepare a get worked up on any speedy clarification but they take after intellect.
They don't do any examination or investigation. They prepared finding of other people and
effort on that topic.
Honey and Mumford:
Mumford and Honey advocates totally four unique styles on learning. They didn't
recommend any learning arrangement as Kolb had done. The learning cycle of Mumford and
Honey are:
1. Activists learning style:
This kind of learning strategy is followed by the general population who kick out the
opportunity to experience most recent things. They don't misrepresent the outcome and kick
out the extension to deal with new issues in the valuable fields.
2. Reflectors learning style:
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The reflectors are exceptionally mindful people, and as an outcome of their consideration,
they stop the opportunity to assemble optional and crucial data from every conceivable asset
and later to take a gander at them they achieve any closure. They get a toss out of the degree
to tune into other's considerations before chatting their choice.
3. Theorist learning style:
The all totalpublic who take after this type of learning procedure get a throw out of the scope
to create a sense of recent theories of their latest recognitions and examination. This type of
individualscontemplates that clever declaration is a continuous way to transaction with deal
with problems.
3. Pragmatics learning style:
Pragmatics loves to test current theories and musings which were never in any
originalaccomplishments. They contemplates the inconveniences and issues as recent
problems which shouldbe stood up to and been win.
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In the prepared word, unique people take after various learning procedures. All learning
techniques possess its legitimization, and this has been shown that it can be related in its
provided sectors and achieve incredible outcomes.
1.2 Explain the role of learning curve & the importance of transferring learning to the
workplace
Desire to assimilate data influences the general learning process since it addresses the
notoriety of the execution of the learners. On the other hand learning doesn't have any impact
if they are not traded to certifiable, i.e. the workplace. Each learning style has its specific
target, and it must be expert in case it is exchanged to the work environment.
The piece of desire to retain data and the importance of exchanging making sense of how to
the work environment are communicated cry:
The role of a learning curve:
Like whatever different curves a desire to retain data is similarly a graphical depiction. It
addresses the extension or decrease of getting the hang of with respect to association. It's a
mind boggling instrument for looking over the impact of any learning or planning program as
it shows the notoriety.
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The desire to learn and adjust is used to perceive the key segments of learners' progress and
characterize preparing procedure. It similarly shows the fundamental segments of convincing
learning.
Desire to learn and adjust is extensively used as a piece of benefit essential orchestrating and
setting up propelling power rate arranges.
The importance of transferring learning to the workplace:
All kind of affiliations arranges get ready and learning sessions for the agents. They use time,
store and essentially to make the workforce to have some preferred standpoint in the engaged
business focus. So it is exceedingly expected that the learners should trade their figuring out
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how to function put. The centrality of exchanging making sense of how to the workplace can
be communicated as taking after:
1. Add Value: The prime objective of the learning session is to expand the estimation of
the affiliation. So if the learning is not traded to the workplace, no regard will be added to the
enrollment.
2. Proper utilization of Fund: Each readiness and learning session requires financing.
Affiliations have spent an extraordinary arrangement to develop its specialists. So if the
learning is not traded to work put then this consumed through money won't be utilized
honestly.
3. Face and Overcome Challenges: Representatives may stand up to sensible
obstructions in doing his designated obligation. Every so often, he may confront a test about
which he doesn't have any earlier learning. Training sessions contain such relevant
investigations. So if the information is traded to the workplace, it will help the agents to think
about the new condition and stand up to and overcome challenges.
1.3Theinfluence of learning theories and styles when designing and planning a learning
event
The handy data about the unequivocal learning hypotheses and system are particularly
fundamental to any learning occasion that is laying out in the light of undeniable reality and it
is all the more a mental occupation. This material is evident in the continuing with case:
Case:
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