Human Resource Department Report: Training and Development Analysis

This report delves into the realm of human resource development, examining learning theories, styles, and their application within an organizational context. It explores the roles of government in training, development, and lifelong learning, analyzing the impact of competency movements on both public and private sectors. The report further assesses contemporary training initiatives introduced by the UK government, specifically in relation to Sun Court Ltd, evaluating the training needs of staff at different levels and comparing various training methods. It also involves planning and designing training and development programs, along with a thorough evaluation of training events, including an assessment of the evaluation methods employed. The report covers topics like learning curves, behaviorist and cognitive approaches, social learning theory, and training needs analysis at different levels within an organization. The report's objective is to analyze the different aspects of HR and provide recommendations for the improvement of the training and development process.

University
Human Resource Department
By
Date
Name
Lecturer’s Name

Human Resource Department
Contents
Introduction.................................................................................................................................................3
Task 1..........................................................................................................................................................4
LO 1 Understand learning theories and learning styles............................................................................4
Compare different learning styles........................................................................................................4
Explain the role of the learning curve and the importance of transferring learning to the workplace. .5
Assess the contribution of learning styles and theories when planning and designing a learning event
.............................................................................................................................................................6
LO 4 Understand government-led skills development initiatives............................................................8
Explain the role of government in training, development and lifelong learning..................................8
Explain how the development of competency movement has impacted on public & private
section.................................................................................................................................................8
Assess how contemporary training initiatives introduced by UK government contribute to human
resources development for Sun Court Ltd...........................................................................................9
Task 2........................................................................................................................................................10
LO 3:2 Be able to plan and design training and development................................................................10
2.1 Compare the training needed for staff at different levels in Sun Court Ltd..................................10
2.2 Assess the advantages and disadvantages of training methods used in at Sun Court Ltd.............12
2.3 Use a systematic approach to planning training & development for the training event........16
LO 3 Be able to evaluate a training event..............................................................................................19
3.1 Prepare an evaluation of a training event.....................................................................................19
3.2 Carry out an evaluation of a training event..................................................................................23
3.3 Review the success of the evaluation methods used....................................................................26
References.................................................................................................................................................27
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Introduction
The accompanying task depends on the human asset advancement that focuses on the
comprehension of the styles of learning that would help the staffs of the association to give
quality work in the association. Human asset improvement task additionally concentrates on the
training and advancement of the representatives in the start that would further build the extent of
a superior work being performed by the general population working in the job segment. It is to
be watched that the improvement of the human asset in any association is an essential thing to
do. It is on account of it is the human asset on which the whole working in the association relies
on upon. The working of the human asset in the association connotes the measure of crisp work
that is being finished. The work improves the notoriety and the status of the association. The task
likewise focuses on the arranging of the training forms and the abilities that would help the
association to perform in a correct way. It further put accentuation on the administration drove
abilities improvement that would construct the representatives in the association to deliver
productive work in the association. Therefore, it could be unmistakably expressed that the better
the human asset in an association the more beneficial work could be performed by the
association to fabricate a decent notoriety in the market.
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Task 1
LO 1 Understand learning theories and learning styles
Compare different learning styles
David Kolb said about two approaches which are related to each other. These two approaches
help to gather some experiences.
Abstract Conceptualization and Concrete Experience.
These two approaches are also very important to transform some experiences.
Active experimentation and Reflective Observation
All four of those approaches are very crucial. These are very effective for the order of
learning also (Hean, Craddock and O’Halloran, 2009).
These also work individually. These four approaches are helping to developing the strength in
one experience-transforming approach and one experience-grasping approach.
All of these four approaches are performed individually which is the combination of learning
style.
The learning styles are,
 Assimilator
 Diverger
 Accommodator
 Converger
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Assimilator: Assimilator is the combination of reflective observation and abstract
conceptualization. Theoretical models can create by them. They are able to do this (Hean,
Craddock and O’Halloran, 2009).
Diverger: Diverger focused on the reflective observation and concrete experience. Their
thoughts are different. Infect their views are separate from others. They ideas which are they give
are very good and also imaginative.
Accommodators: Active experimentation and concrete experience include with this. They
depend on practicality and worldly things instead of reading about the process and studying them
(Hean, Craddock and O’Halloran, 2009).
Converger: converger is the combination of active experimentation and abstract
conceptualization. They can give great practical ideas which are very important. Infect they also
can solve problems by reducing the reason of the problem.
Four stages of learning
Conscious incompetence: The deficit is understood by them individually, and they can give the
value of the new skills.
Unconscious incompetence: They cannot understand the deficit. Infect they cannot recognize
anything about the deficit. They also don't know how to do something.
Explain the role of the learning curve and the importance of transferring learning to the
workplace
Learning curve
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One of the most important graphical characters for any learner, while they are working on a
given task, is learning curve. This graph shows the improvement of a learner and also creates a
platform where suggestions of improvements will be delivered. Learning curve also represents
the difficulties of learners where they can justify their issues. According to the graph, the
concerned person will develop their mindset for the future improvement (HOLLAND, 2008).
The above graph shows the improvements of a learner and the progress where the employee can
improve their activities according to the graph’s progress (HOLLAND, 2008).
Assess the contribution of learning styles and theories when planning and designing a learning
event
Different Learning Theories
Behaviorist Approaches:
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According to behaviorism, the human mind is a blackboard from the beginning of birth. Our
mentality depends on our environment (HOLLAND, 2008). Punishments, negative
reinforcement, and positive reinforcement are important for a person's mentality. The specific
approach consists of positive and negative reinforcement. Positive reinforcement is concerned
with adding strategy whereas negative reinforcement is concerned with the removal strategy.
Based on this theory there is a little difference in the learning procedure of other animal and
humans. Consequently, same research can be carried out on both humans and animals.
Cognitive Concept:
Everyone has their view. According to the cognitive concept, the mind of a human being is like a
computer. The development of mentality depends on the person's atmosphere, so their views
depend on perception, imagery, problem-solving and pattern recognition (Steffens, 2015).
Social Learning Theory:
Everyone learns from each other. Social Learning theory says that a person learns from another
person. They learn from each other's imitation, modeling and observation.
The process of modeling have some steps. These are,
1. Attention- If anyone wants to learn alone than they have to concentrate on the topic or
features.
2. Retention- A person needs to be able to keep in mind what he or she learn in order of
behavior.
3. Reproduction- in this behavior a person should organize his or her answers regarding the
modern behavior. The particular ability can improve the practice of a person.
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4. Motivation: in this step, the individuals are motivated by the leaders. Even if all the
above factors are present the person will not involve himself or herself in the behavior
without this specific step (Steffens, 2015).
LO 4 Understand government-led skills development initiatives
Explain the role of government in training, development and lifelong learning
U.K government create some rules for training. The organizations accept the rules and
regulations. The organizations accept it for employee’s development. The duty of trainer is to
concentrate on the employees that each day they can develop their level in their work and reach s
standard level. The government started a lifelong policy for the employees, and the companies
also agree with this because they think that it can help the employees and also can improve their
work (Language Skills Development: Developing Speaking Skills at Undergraduate Level using
a Smart Phone, 2015).
Explain how the development of competency movement has impacted on public & private
section
U.K government make a new policy which name is Competency movement. Every organization
agree with this and accept it. In a company, many employees have some problems such as poor
performance, lack of skills quality, low motivation. The new policy helps the company to
understand the problems, and they can solve it. The companies which are attached with U.K
government, it is very good for them. But the private companies faces many problems because
not every company is continuing this with the right process. They are facing some problems. But
Sun Court Ltd has implemented the process within their organization to develop the employees
for their future improvements. With the help of competency process, the company has evaluated
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the employees and their skills to improve their step by step problems (Language Skills
Development: Developing Speaking Skills at Undergraduate Level using a Smart Phone, 2015).
Assess how contemporary training initiatives introduced by UK government contribute to human
resources development for Sun Court Ltd
Contemporary training initiative: contemporary training programs has been taken by the UK
government to provide quick training guide to the small and medium enterprises which can
develop a great workforce to the companies. Depending on that, the companies can undertake a
great advantage of the UK governments by accessing the training modules for the employee
training and developments. The government has processed much qualitative training process for
the learning development of organizations. The government is focused on providing best training
for the learning of the organizations in the future (Language Skills Development: Developing
Speaking Skills at Undergraduate Level using a Smart Phone, 2015).
The role of contemporary learning in Sun Court Ltd: the learning initiatives are very much
important for the Sun Court Ltd to develop their training and development process for their
employees. According to the training processes, the organization can improve the employee's
skills and also they can improve the workability of the employees. However, the company have
implemented the process for the organizational developments and also to bring changes within
the organization (Rowe, Silverman and Mullan, 2013).
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Task 2
LO 3:2 Be able to plan and design training and development
2.1 Compare the training needed for staff at different levels in Sun Court Ltd
One can describe training need examination as an effective methodology to appreciate the
prerequisites of training which dominatingly is dealt with in three stages i.e. at the legitimate
level, individual and the work. The outcomes are amassed once the examinations are over for
setting the objectives of training venture. According to David Mankin, training needs
examination is a précised and precise strategy to dismember the agents learning and headway
needs.
For empowering the agents to get satisfaction in their occupation parts, Sun Court Ltd necessities
to layout agreeable laborer training like the way they grasp and give specialist success and
security. Thomson wishes to develop their laborers like this, offers true blue attempts in
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perceiving their training needs (Rowe, Silverman and Mullan, 2013). With a particular ultimate
objective to recognize every specialist's need Thomson eagerly screens their present attitudes
levels and at the same time chooses employability capacities the business necessities for beating
the market contention like this, expanding high ground. When it is done, the organization driving
forces training events for meeting the agents' attitudes hole.
Levels in Sun Court Ltd Training Needs
Management level
Workers at this level need training for enhancing their basic
leadership capacities, critical thinking and initiative
abilities, cooperation, representative administration and
motivational perspectives. For updating the information and
abilities of administration level representatives, Thomson
needs to give Off-the-job training sessions and every now
and again orchestrate workshops and classes to make the
mindful of new administration ideas and so on.
Customer level
The most widely recognized training need of workers at
this level is line and time administration to go to the clients
proficiently and offering them with the greatest fulfillment.
The training master gives the constant thoughts by they
way they can help the clients in satisfying their need
without chafing them. These representatives need to
enhance their efficiencies in client managing, interpersonal
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aptitudes, applying snappy answers for correcting client
issues and questions and so on.
Operational level
Representatives working at the operational levels are in the
greatest need of training on the most proficient method to
deal with misery clients and hold them. It is similarly
imperative that these workers are great in estimations and
projections subsequently, the possible concentration of their
training needs is on giving learning about item
administration, fundamental PC information and so forth.
2.2 Assess the advantages and disadvantages of training methods used in at Sun Court Ltd
Training Method Advantages
Disadvantages
Role Play
By permitting the workers in role-
playing, one can without much of a
stretch advance the comprehension of
the undertaking in genuine. Since this
strategy is both social and shared, the
members have a tendency to cooperate
inside the give situations thereby,
promising them in holding hands in
Role-playing won't be agreeable for
everybody further hampering his or
her work exhibitions. A few
representatives may get frightened
even by considering it, in the long
run, hindering their fearlessness and
commitments. Albeit a couple of
representatives are satisfied with
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