Human Resource Development Report - Analysis for Sun Court Ltd

This report analyzes the human resource development practices at Sun Court Ltd. It begins by comparing different learning styles, including those of Kolb, VAK, and Honey Mumford, and explains the role of the learning curve in tracking employee progress and the importance of transferring learning to the workplace. The report then assesses how learning styles and theories contribute to the planning and design of learning events. Furthermore, it examines the government's role in training, development, and lifelong learning, and assesses the impact of the competency movement and contemporary training initiatives on Sun Court Ltd. The report also compares training needs for staff at different levels, evaluates the advantages and disadvantages of various training methods, and utilizes a systematic approach to plan training and development events. Finally, the report prepares and carries out evaluations of training events, reviewing the success of the evaluation methods used, concluding with a summary of the findings and recommendations for future HR development strategies.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
1.1 Compare different learning styles....................................................................................4
1.2 Explain the role of the learning curve and the importance of transferring learning to the
workplace...............................................................................................................................5
1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event.........................................................................................................................7
4.1 Explain the role of government in training, development and lifelong learning..............8
4.2 Explain how the development of competency movement has impacted on public& private
section.....................................................................................................................................9
4.3 Assess how contemporary training initiatives introduced by UK government contribute to
human resources development for SUN COURT LTD.......................................................10
TASK 2 .........................................................................................................................................11
2.1 Compare the training needed for staff at different levels in Sun Court Ltd...................11
2.2 Assess the advantages and disadvantages of training methods used in Sun Court Ltd..12
2.3 Use a systematic approach to plan training & development for training event..............13
3.1 Prepare an evaluation for a training event using suitable techniques.............................14
3.2 Carry out an evaluation of a training event....................................................................16
3.3 Review the success of the evaluation methods used......................................................17
CONCLUSION..............................................................................................................................18
REFERENCES .............................................................................................................................19

INTRODUCTION
Human resource is a very crucial department of any business organisation. Workforce of
any organisation is the building block of its operations. It is a part of Human Resource
Management (HRM) for the organisation (Alarcon, 2011). The main function of any human
resource team is to ensure proper training and development of the workforce within the
organisation. Sun court residential homes also take care of proper management of its human
resource team by following an efficient procedure of all round development of its employees.
Company is affected by reduction in expenditure by the government; therefore the company has
faced serious pressure in demand which has seen a decline of more than 20% in past few years.
If there is proper training and development of human resource team of the organisation, it will
provide a learning opportunity for the company; however, this should be done at the minimum
possible cost to the company.
TASK 1
1.1 Compare different learning styles
There is a stiff competition in the business world and for a company to remain
competitive and relevant in this; it has to provide various learning opportunities to them in order
to enhance their career growth. Basically, learning is concerned with the kind of knowledge,
behaviour of individual, his values, preferences, skills etc. There are various theories evolved by
different researchers which are regarded as learning styles which is applied on workforce and it
ensures proper adaptability. David Kolb has described 4 learning styles; it describes 4 stages of
learning cycle, these are discussed below:- Diverging: These are peoples in the organisation who take things in a different
perspective. Their preference is to sit back and watch rather than do, they use
imagination as a tool to solve problems (Bakker, Albrecht and Leiter, 2011). These
people are being called 'diverging' because of the fact that they are good at situations that
requires idea generation like brain storming. Assimilating: The assimilating is a short approach. These types of people believe that
there should be a clear concept and ideas. These types of people are less focused on
people and are more concerned with theoretical ideas and concept. People with this kind
of learning style is prefers reading, lectures, etc (Bhamra,Dani,and Burnard, 2011).

 Converging: These people rely on their experiences to solve various problems that they
face. They find solutions of practical issues. These types of people are best at finding
practical uses for theoretical ideas and concepts. These are more attracted to technical
tasks ( Bishop and Pagiola 2012). Accommodating: This learning style relies on intuition than logic. These types of people
learn from life experiences of other peoples and prefer a practical, experimental
approach. They act on gut instinct instead of relying on logical analysis( Bondarouk
andRuël 2013). VAK Theory: This model was given by psychologists in 1920 to analyse people's way
of learning which is mostly done in 3 ways visual , auditory and kinesthetic. Visual: In this style, information or message is transmitted in form of pictures, charts,
diagrams etc.
Auditory: This style is learnt by listening carefully to certain experienced people like trainers,
lecturers etc.
 Kinesthetic: This style focusses on practical approach like a physical learning from
physical movements or personality of a person.
 Honey Mumford learning style: This style of learning was proposed by Peter
Honey and Alan Mumford. Under this, their stress is upon identifying a person's natural
learning skills nad capacities. This theory identifies people into 4 different categories
Activist
Theorist
Reflector
Pragmatist
These are 3 different learning styles which applies on workforce of various organisations and
further enables them in developing their knowledge and skills. Kolb theory studies stages of
learning cycle whereas VAK theory mentions different modes used in learning and Honey
Mumford theory is an extension of Kolb theory which categorises people into 4 categories.

1.2 Explain the role of the learning curve and the importance of transferring learning to the
workplace
Learning curve has an impact on whole learning procedures because it represents track
records of business performance of learners. Apart from this, learning does not directly impact if
they are transfer to the real world. Every learning style has their major objectives and it can not
only achieved if it is transferred to the workplace. Learning curve is used by company to track
record of various workers who have gone through any training session in a particular period
(Bhamra, Dani and Burnard, 2011). The management aims at fixing the gap between learning of
the employee and and desired standard.
The role of learning curve can be described as follows: Raising efficiency of the employees: It aims that employees have been able to attain a
higher level of efficiency as compared to the targets set for them. Reduction in cost of production: Because of an increase in the performance of the
workers there is a reduction in overall cost of production. This helps in gaining a
competitive edge to the company. Plans for production: Learning curve helps management in deciding various abilities of
employees with various functions which is required to be performed management is able
to match talent with work effectively. Forecasting of Cost: The cost that might be incurred in the future can also be estimated
through learning curve. This will allow managers in proper management of organisational
resources.
Role of learning curve:
The learning curve is a graphical representation. It presents in increasing and decreasing
of learning in regard to experience. This is great method which assess the impact on any learning
or training program which shows the track record. The learning curve is used to find out major
key elements of learners progress and develop education policy. This will shows the common
components of effective learning.
Learning at workplace – Proper learning within organisation bring efficiency in the
organisation and there is an effective utilization of funds. Managers will use funds in an optimum
way. A continuous learning programme will bring efficiency and effectiveness along with

improvement in quality and more value to services of the organisation. The importance of
transferring learning to the workplace which are described as under:
Add value – The main objective of learning session is to add value within an enterprises.
If the learning is not properly transferred so that no value will be added in the organisation.
Proper usage of funds – Every training and learning sessions are required funding.
There are various organisation who are spend a lot for developing its employees. Then if the
learning is not transferring to the workplace then this spent money that will not utilised in
appropriate way.
Face and overcome with challenges – Most of the employees are facing different
practical issues while assigning their responsibility. Sometime, they may face a challenge which
does not prior to the knowledge. So if the learning is transferred in the working place then it will
assist employees to come up with the new environment and face major challenges.
Learning curve is an effective tool that helps in understanding how a person’s learning is
increasing with an increase in experience of an individual. It performs an important role as using
same it can be identified that at what rate development of an individual’s skills is taking place.
It is important that a person must has the capacity to transfer the skills he has learn at work
place as only than the investment made in the training programs can be
beneficial(Chang, ,Chiang, and Han, 2012). If it is found that the skills are used at work place it
further raises the capacity of an organisation to produce(Fulton, 2011).

1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event
Learning model plays effective role in each small as well as large business enterprises as
to developing skills and knowledge of people at work place (Bishop and Pagiola, 2012).
Learning theories are based on different concepts and structures that consist in developing
working ability of employees within a specified working area. In this modern era each business
organisation is concern on adopting the most suitable learning style so as to enhance knowledge
of people because it creates value in organisational growth and success.
The Kolb learning style theory is most effective theory which is widely applied by
organisations and its managers as to analysing the requirement of individual who are
contributing their significant efforts in growth of firm. It also helps in providing ways that can be
applied by firms as to teaching new skills and ability to targeted employees at work place. With
the help of Kolb learning evidence is used in order to reflect on same. A deep study is done so
that proper reflection can be made. It is studied that what concepts can be applied in order to
reach at the final ideas which can bring better results at work place.
Learning theories are helpful in developing learning ability of an individual with an
organisation. It is the major duty of manager is to analyse various learning styles and ensure their
employees about providing best learning method for increasing skills and knowledge.
Through effective selection of learning theory managers are able to providing proper
assistance to their employees in order to moving forward towards right direction. After selection
of a method, manager performs an effective role in implementing the tool within firm as to
providing better learning to employees and workers. The practical knowledge about various
learning styles and theories which are very critical to any type of learning event designing
because it is more of the psychological job.
There are various types of learning theories:
 Behaviourist approach – In this theory, a little difference in the learning procedures of
human and other animals. This will help in analysing the actual behaviour of an
individual in better manner. Thus, similar type of research can be carried out on animal
and humans.
 Cognitive concept – This concept will assume that human mind is an information
processing system such as computer and how a person depend upon their mental

processes that includes perception, pattern recognition, problem solving and mental
imagination.
Kolb's learning style can be used by Suncourt homes to develop learning skills of its employees
and labourforce as it deals with various stages of learning cycle and it is a step wise process and
focusses on overall skill growth and development of employees.
4.1 Explain the role of government in training, development and lifelong learning
Training and development plays an important role to enhance skills and development of
employee working in Sun Court Limited. Organisation conducts different types of training
session for employee which helps to improve their working efficiency.
These training and development programme enhance the productivity and quality of work
at workplace. Government and its agencies try to enhance the skills and knowledge of employee
by implementation of new and innovative methods of training and development (Flatten and
et.al., 2011). Government implement concept of lifelong learning which help employees to focus
their own career development. The role of government for development of human resource is
given below: Generating public norms: It is responsibility of government to implement different
types of policy to give training to people. Before implementing various tools and
techniques government and its agencies should take views of people to know their desire
and thinking( Costea, Amiridis and Crump, 2012). Formulating a consistent HR policy: While organising various training session
government should have consistence HR policy for country. It helps to enhance the
working standard of employee of Sun court Ltd. Promoting HRD study: Government put its effort in order to promote human resource
development study in country.
 Creating favourable work environment: Government took various initiatives to create
favourable environment while giving various training session. It help to solve various
issues arises at workplace.
4.2 Explain how the development of competency movement has impacted on public& private
section
Development of skills and knowledge of employee leads to increase competency between
employees working in organisation. Competency is concerned about proper execution of various

activities which perform by employee (Fowler, 2013). Manager of organisation should determine
the various tasks in order to determine performance of employee. There are various impact
competency level on private and public sector:
Enhance motivation of employee: When large amount of funds is provided by management of
Sun Court Ltd, it helps in implementation of new and innovative programmes which help to
motivate employee working in organisation. Improve coordination: competency helps to determine the capability of employee and
also help them establish good coordination among them. Reduce negativity: It assists to reduce the negative thinking of employee about the
working procedure of organisation. This helps to develop mental thinking of employee.
 Punctuality: As public sector known for late work and decision making. Competency
level can help to make it quicker.
Impact of Private Sector Company:
 Interest building: Competency help employee of private organisation to perform
different task in effective manner (Human Resources Development, 2016).
 Improve productivity: It helps in enhancing quality of product which results in
attaining goals and objectives of organisation.
 Moral improvement: Competency level enhance effectiveness in performing tasks of
employee working in organisation.
 Reduce wastage: Competitive level help employee to reduce the consumption of
resources.
Competency environment help to create effective environment for both public and private sector
organisation.
4.3 Assess how contemporary training initiatives introduced by UK government contribute to
human resources development for SUN COURT LTD
The government of UK focus on development of existing work power in the whole
country. Government took various initiatives in order to complete different task in stipulate time
frame without any obstacle (Gable and Wolf, 2012). Management of Sun court took various
initiatives in order to develop skills and knowledge of employee. There various agencies which
are working under the government and their main objectives are to develop human resource: Trade and company division

 health division Education and skill development division
This division plays a significance role for implementations of various plans which helps to
improve effectiveness of working process within country. Organisation focuses on to maintain
level of standard in order to face challenges future. This training session of Sun court to develop
working effectiveness of employee which helps to serve society in a systematic manner.
The management of company determine the condition of market activity, manager of
organisation consider that different activities and different changes accordingly. This function
helps to improve effectiveness in workforce.
The government UK determine that various divisions are not working in proper manner.
So government took various initiative steps for implementation of new and innovative plan
which aids the different division to perform their different function in effective manner. Sun
court implement different training methods like on the job and off the job methods which aids
improve managerial skills of organisation(Fowler,2013 ).
Different methods like on the job and off the job training programs are used in order to
grow and develop skills in particular areas. During on the job training learner is provided with
resources and practical experience which can help in raising the long term knowledge of user. On
the other hand, in off the job training programme after working hours’ arrangements are made
for different learners like meetings, demonstrations etc. it is adopted in case if the learning
involve usage of risky resources.
The UK government has various initiatives in the field of human resource development.
The government institutions are looking forward in this matter that are as follows:
 Department of trade and industry
 Department of work and pension
 Department of education and skill
 Department of health
The services rendered by authorities to the privately own government that includes
providing business such as eager and needy ones, funding and planning education for the over
16s by the learning and skills council, ensuring good practice of work by investors in people
standards and so more. There are some initiatives which are taken by united kingdom

government and it will assist company in acquiring skilled people to their jobs. This will make
sure that commitment of government is help to the private sector.
TASK 2
2.1 Compare the training needed for staff at different levels in Sun Court Ltd
In business, organisation training is an essential element which plays a vast role in
assisting employees towards right direction in order to gaining desired goals and objectives of
firm (Hakansson, 2015). In the recent scenario competition is so high at market place as each
business organisation is concern on attaining higher position at market place through enhancing
skills and ability of employees at working area. Sun Court Ltd has various departments in which
employees are having different needs of training as per the requirement of their work. Each
activity of firm is divided among various levels, people 'R' needs to speculate the program of
development that reflect different level in appropriate direction. The need of training in various
departments is associated as under:1. Top level Management: This can be considered as the most effective part of Sun Court
Ltd, in this section higher authority, CEO and managing directors are involves and
perform various responsibilities in creating policies and procedure in order to
implementing all business operations in well planned manner. In this sector training is
needed for effective understanding of firm’s environment because managers and higher
authorities are answerable for each and every activity of firm( Durão, 2012).2. Middle Level Management: This is another important department of firm as in this
managers and supervisors are involved and they are widely focused on implementing the
policies into proper manner. In this section training is essential as to providing proper
direction to the managers for assisting employees towards significant manner(Jackson,
and Tarique, 2011).3. Lower level management: In this lower level staff member, employees and workers are
included. In this department training is required as to increasing the working ability of
workers in respect to developing production function of firm(Shuck, and Wollard,)
Comparison between various levels of management:4. Top level
5. Middle level
6. Lower level
7. It consists of highest 9. It includes middle level 11. It mainly consists of

authority.
8. Creation of various
policies and procedures
happens at this place.
managers who are
junior to top level.
10. This level executes all
policies and
procedures.
blue collar workforce
such as labourers,
workers etc.
12. This level follows all
policies and procedures
and works under those
guidelines.
13.
2.2 Assess the advantages and disadvantages of training methods used in Sun Court Ltd
The fundamental objective of each business organisation is to appoint new skilled and
educated people at work place in respect to sustaining a higher position at market place
(Harrison, 2012). Training is considered to be an essential element which is widely applied by
each business organisation such as Sun Court Ltd as to developing the working quality and
ability of employees at work place. It is the responsibility of manager to identifying the most
suitable method of training as to ensure employees about enhancement of knowledge and skills.
Training methods has some advantages and disadvantage in which some are described as below:
Training
methods
Advantages Disadvantages
Mixed training
method
This is the most effective method
which is widely applied by Sun Court
Ltd as it is appropriate in dealing with
different department of firm.
It is the time and cost consuming
method this consist to be a major
disadvantage of this method.
Learner may find it difficult to
comprehend what is being taught to
him due to complex process used.
On the job This most appropriate method of
providing training to the lower level
department of firm. It is less cost
consuming method. It gives a better
understanding to user as when he is
This is time consuming method as it
is not easy for employer to analyse
the performance of employees on the
basis of training ratio. There are few
areas in business in which heavy

made to work on a new platform
himself it gives a better impact.
A good connection is developed
between the trainer and the trainee.
Helps in clearing concepts in more
detail.
Makes learner friendlier with the new
equipment’s.
equipment’s are used and it is
unfavourable to make them work on
same without training.
Practical
method
The main advantage of this technique
is that it is very suitable for the
production division of Sun court Ltd.
Therefore, it can be motivating and
enjoyable for their staff members.
The disadvantage of this method is
that it can not be implemented where
decision making is based on practical
reality is required at management
level.
Sun court Ltd applied different methods as to providing significant idea and knowledge to
their employees about the working environment of firm. Organisation is preparing for plans and
events, in this situation people 'R' Us has to determine all the factors has direct influence of
working of Sun Court Ltd. Mixed training method is used by Sun court ltd.to provide training to
its higher level management whereas on the job training can be used for providing training to
blue collar working class.
2.3 Use a systematic approach to plan training & development for training event
The manager of Sun court ensure about various training methods which are implemented
as per the requirement (Hollifield, Martin and Orrenius, 2014). It aids to organise different event
in a systematic manner. The main objective behind organising various training programs is to
enhance capabilities of employee which confirm accomplishment of task in systematic manner.
It is essential to to design an effective training session.
Analyses This is starting phase in which manager of determine schedule of training by
determine various factor which are concerned with completion of task. It is a
first step in systematic approach for training as at this step it is determined by
the management that wheatear training is actually required at the work place

and if it is needed than why. Roles and responsibilities of a job are identified
and comparison of same is made with the actual performance.( Glendon,Clarke,
and McKenna, 2016).
Design This is second phasing in which manger determines that all the steps of training
methods are schedule as per requirement. HR should concern with all members
to develop training programme. It is generally called as the decision phrase as
the management take all the decision regarding the training programme. It is
decided in advance that what will be the process of training to ensure
development of work force( CHUANG, and Liao, 2010).
Development When any issues arises during training program HR manager implement
effective steps in order to resolve these issues. Availability of resources are
made after understanding the need of a particular training programme. Material
is assembled which may help trainer to give the required level of
training(Shuck, B. and Wollard, K., 2010).
Implementation This is captious phase in which require two approaches like strategic and
critical approach. HR department should appoint a person who has experience
of running training session . Trainer explains and learner learns what is being
taught(Leigh and Blakely, 2016).
Evaluation Evaluation is usually listed last. However, evaluation is done throughout the
SAT process. Evaluation is asking: "How are we doing?" .This is final phase of
training session manager determine different function in order to implement
new and innovative methods of training which improve performance of
employee( Daley, 2012).
3.1 Prepare an evaluation for a training event using suitable techniques
There are various methods of training to train individuals at workplace for efficient
performance of workforce in the organisation (Kagitcibasi, 2013). A complete check should be
maintained on the kind of techniques that are being used for training and development of
individuals at the workplace.

The training that has to be given should not be a resource consuming or costly activity and
managers have to keep an eye on how to cost effectively train individuals for better performance.
There are different methods used by sun court to measure the outcome of training provided. To
judge the impact of training on individuals within the company, management uses various tools
questionnaire is one of such tools:
Questionnaire
Q1. Was the training event useful for your skill development?
YES
NO
Q2. What was the impact of it on your working?
improved performance
increased confidence
Q3. How much you will rate the training event?
Great
Average
Not usefulness
Q4. Whether the techniques used was effective or not?
YES
NO
These type of questions will help management in getting feedback from employees and
it will help in efficiently designing training and development programme.
Evaluation can be done using the below given techniques: Observation – By going through the results of different employees it can be identified
that how they have performed in the last few months.
 Feedbacks - Taking feedback from the side of trainee or trainer can give the basic idea
about success or failure of the programme.
The evaluation of training program means measurement of effective training
programmes. There are various ways which has been evaluating training sessions. The main
objective of evaluation is assessing whether training was worth to do and whether the employees
improved or not. After determining the results, an organisation has to decide whether training
necessary or not. For Sun court Ltd, it is essential to evaluate two training session are conducted.

For this reason, the human resource manager of company easily designing the plan which
measure the training. After that they are observed the entire training program and collect the data
of personnel past performance and historical data. After that, the HR manage his team of
evaluation and brief them the plan.
3.2 Carry out an evaluation of a training event
Evaluation is a method to determine effectiveness of different activities which are
executed during different training session. It helps to determine the performance of employee
who has taken part in training session. The Kirkpatrick evaluation model plays a significant role
in determining potency of training within firms (Pearce, Barbier and Markandya, 2013). This
model contains four phases which are used for evaluation:1. Reaction: This is first phase of this model which is concerned with the effect of training
session on employee. It helps determine work efficiency of employees during training
session.2. Learning: This is second phase which help to achieve effective result. It helps to
determine the desire outcomes of training and development that is achieve or not.3. Behaviour: Learning aids to bring permanent modification of behaviour of employee
working in organisation. There various reflection which aids to determine the usefulness
of training and development.4. Result: This is final phase of this model which is related to gain result based on
activities of post training in organisation. It shows increment in performance of employee
which help in determining growth and precipitation of training and development program
of Sun Court Ltd.
Apart from the above discussed techniques management can take help of Erikson’s
Psychosocial Development Theory to evaluate the training programme efficiency.
Evaluation is done keeping psychological traits as base.
Enhancement of individual skills is done using the training needs identified.
Kirkpatrick’s Learning and Training Evaluation Theory is another tool of identifying the
results of training programme. Under this process feedbacks are gathered to collect the
response from different learners that how they found the whole training programme.

3.3 Review the success of the evaluation methods used
Nowadays, every organisation is competing with each other from neck to neck. For this
the company is focusing on training and development of its employees and enhancing the skills
of its employees so that they can perform better which will increase efficiency and productivity
of the company (Reid, 2013). Just providing training is not enough, evaluation of the outcome of
training and room for improvement should also be considered. Sun court Ltd. Gather information
from various sources in order to evaluate outcome of its training methods these sources include
trainers, customers and employees. The assessment is also done through evaluation model of
Kirkpatrick. The model states:
 Training develops performance of employees at work.
 It provides a direction to gain extraordinary success and growth in their career going
forward.
 The impact of training can be seen in the overall performance of company both in terms
of quantity and quality.
It is found that the training programme selected is efficient enough and has the capacity
to raise the present state of skills for employees. By implementing the different trainings
programs according to the requirement of different individual’s standards of output were raised.
This shows that same can used in future and hence desired goals can be achieved.
The human resource manager told the other participants of the HR team that any one
method help in carry out certain feedback and not the entire and comprehensive response. There
are some benefits of each method which are described as follows:
 Participation reaction an response is psychological phenomenon and it will describe the
internal feeling of the trainees regarding program in which they participated.
 It is the method which understand an individual improvement. So it was involved in the
evaluation process that is work in better manner.
 The main goal is to make improvement in business results. The HR manager gather all
past data and compared with new data which is obtained by observation. This is useful
tool which has been evaluating with effectiveness.
CONCLUSION
As per the above discussion, it has been determined that it is required for each business
organisation to provide training session for developing skills and ability of employees at

workplace. Trained employees are valuable for performing various tedious tasks in an effective
and efficient manner as it creates value in attaining growth and success of firm. Human Resource
Development can consist of the most essential purpose of firm as it helps in implementing right
tool at right place to achieve desired goals in an appropriate manner. In a business organisation,
manager performs various activities at workplace and responsible for enhancing employee’s
working efficiency.

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Online:

Human Resources Development, 2016. [Online]. Available Through:
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