Human Resource Development Report: Sun Court Ltd Case Study

This report delves into the realm of Human Resource Development (HRD), specifically examining learning styles, training methods, and their application within the context of a small business organization, with a focus on Sun Court Ltd. The report explores various learning styles (converger, diverger, assimilator, accommodator), the learning curve, and the significance of learning theories when planning and designing training events. It also analyzes the role of government in training and development, competency movements, and the impact of training on both public and private companies. Furthermore, the report assesses the training needs of staff at different levels within Sun Court Ltd, evaluates various training methods (on-the-job, vestibule), and outlines a systematic approach to planning and evaluating training events. The report concludes with an analysis of the effectiveness of evaluation methods used to assess the success of training initiatives, providing a comprehensive overview of HRD principles and practices.

Human Resource Development

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
1.1 Different Learning styles.......................................................................................................4
1.2 Learning Curve......................................................................................................................5
1.3 Contribution of learning styles and theories when planning and designing a learning event
.....................................................................................................................................................6
4.1 Role of government in tanning and development and life long learning..............................7
4.2 Development of competency movement and its impact on the public and private company
.....................................................................................................................................................7
4.3 UK Government contributing to human resources development in Sun Court Ltd..............8
TASK 2............................................................................................................................................9
2.1 Training needed for staff at different levels in Sun Court Ltd..............................................9
2.2 Advantages and disadvantages of training methods ..........................................................10
2.3. Systematic approach to plan training and development for training event........................11
3.1. Prepare an evaluation plan of training event .....................................................................12
3.2. Carry out an evaluation of a training event........................................................................12
3.3 Review the success of the evaluation methods used ..........................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
The topic is introduced with the human resources development which is related to the
small business organisation and which explain a consultancy firm called as “people R us” that is
working with the issues of the small and medium sizes enterprise (Katou and Budhwar, 2010).
The topic consist of the various learning style and theories of the human resource and their aims
and objectives related with the learning curve and required training and development program
for the transformation of the learning techniques at the workplace. The project also explain about
the sun court company of the that how the UK government contributing toward it. The impact of
the human resource competency on the public and the private company. It also consist of the on
the job and off the job training method used by the company. And the initiatives taken by the
government to control the effect of the human resource development on the people . The project
is the perfect demonstration of the working of the human resource management in the
development of the business and the people of the organisation. The report is made with the
strategy that to achieve the objectives of the organisation with the help of HRD(Human resource
development).
TASK 1
1.1 Different Learning styles.
Human resource development : It refers as the human resource management which is
designed to increase the performance of the employees with the service of strategic objectives. It
is designed with the objectives of the organisation by focusing the policy and the management
system. The basic role of the human resource is to look after the recruitment , selection and
training and development of the employees by providing appraisal and the reward.
Learning style: It is the process of the human resource development which includes the efficient
methods of processing, acquiring, keeping the records and manipulating the idea and thought that
individual differentiate to take the work in the best way with the information. In the classroom
there are variety of the techniques used to establish the students learning style so that they can
make the maximum from the studies (Jhong and et. al., 2012).
There are various models of the learning style which are used in the human resource
development because many people have their own way of comparing the learning ability of the

other individuals. It is important of the trainers to must know the various style of the learning
before using the skills and knowledge of the person.
1. Converge : they are based on the concepts and the active experiments. This is to make
practical application of the thought and reasoning for the small classroom participation. It
involve less risk .
2. Diverger : these are good and experienced which are reflect through the observation. it is
based on the traditional classroom delivery which include activities, brainstorming and
the theoretical question.
3. Assimilator : they are said to be the private learners .they are good enough at inductive
reasoning.
4. Accommodator : the are known for the actually known for the doing the things. Like
experiments.
1.2 Learning Curve
A learning is a concept of graphically representation between cost and productivity in
defined particular time (Moeinifar, Kokabi and Hosseini, 2011). Other words normally to show
the repetitive work for workers. learning curve provide the measurement on experience curve,
cost curve, efficiency curve, productivity curve. Sun court ltd. company use learning curve to get
the results of company and make change for future circumstances.
Role of learning curve
Increase the efficiency of employee: learning curve help to company to manage the learnings I
organisation and increase the efficiency of employee. Company always care about the
productivity.
Decrease cost of output: Learning curve decrease the cost of output per unit in a particular time
with the improve in experience of work power. Learning cure increase the efficiency of product
and the worker and increase the productivity of company. Sun court ltd. Doing work for old age
person and provide them cheap accommodation.
Production planning: Company start its production with planning. Company make a analysis of
market and start planning of production. Company need raw material to make a new product.
Company take idea from learning curve and how is it effective to company production and
company product value. Sun court company and other companies are always doing analysis
about learning curve.

Cost Forecasting: Learning curve also prefer the cost forecasting and cost management for
product and save the cost of product.
Importance of transferring learning to the workplace
Select the right candidate: Company always prefer to right candidate on
right place so company select the employee and give them training and
learnings. Company provide induction part to employee to make him
understand about company.
Clearly find out learning goals and outcomes: Company give trainings
and learnings to their employee. It is helpful to make employee understand
about goal and outcomes.
1.3 Contribution of learning styles and theories when planning and designing a learning event
Learning theories basically use as conceptual structure to improve employee skill.
Company Apply the learning theories according to their need and specification. Learning styles
also refer learning capability of employee and also helpful to improve the efficiency of
employee. Learning style also prefer the context and requirements of the worker and organisation
(Snape and Redman, 2010). Company start analysis on acquisition style and oriented according
to employee willingness. After that company start the selecting and conducting learning style
events. Sun court company should analysis about employee and according top their willingness
company have to provide trainings to employee.
Relationship between Learning Style, Theory, Event
Learning style is very necessary to improve the skills of employee and make them
understand what work have to do and how to do. Learning theories help to find out relevance of
company term and work power of company. Learning event is designed by the company
according to their need, goal, mission. Company make learning strategy to implement the
learning event and learning style. Company decide the activities of learning event it may be
practical and theoretical.
Contribution of Learning Theories and Style to Make Event Design
Learning theory and style help to make event design. Company select the target to
achieve target and improve the efficiency of employees. Company find the problem in
organisation and try to solve that problem so company have to make new strategy, design and

theories also to create an learning event and make it better. Employee should aware about the
trait making knowledge and company can be provide knowledge or trait making. Learning
theories and style is very necessary to complete an event or project. Sun Court Ltd. Company can
start their learning trainings according to event. Sun Court Ltd. Company have the best
opportunity to improve the skills of their employees.
4.1 Role of government in tanning and development and life long learning
Training is very important work for the performance of Sun Count. Because time to the
changes come in a company then they have to accept it for surviving into the market. So they
have best training. So they can get the effective result from them. There are type of person home
company have to give the training. These are employees, and new joins in the company. For that
company need the trainee to train that (Iles, Chuai and Preece, 2010). This company well get
some help from the government also for giving the training. In this the government role are as
follows:-
Financial help: Some time the government provide some from financial help to the students or it
may give to institute so that they well give training in less fee. This help in gating attracted the
people to come and join and the training. This well work more and also develop the country.
Provide trainee: For the training government have to see that the best trainee well proved the
training to them. So that they can get effective knowledge and skill. Because the training which
provide the knowledge to any one it well work for the life time for them.
Provide opportunity: Government should have to provide the opportunity like jobs in public or
the private. It well reduce the illiteracy from the country. If the opportunity is there for the work
then every one well come to the training.
If any government provide these facility then the companies well get develop and finally
the country well develop. Every company well be taking help from the government then they
well work on training (Abreu and et. al., 2012). The company well get the performance through
that training. And employment well give the excellent review and result about that work. The
man motive is to motivate the employees to take the training.
4.2 Development of competency movement and its impact on the public and private company
The competency means that knowledge and skills of the employee . The training has
given for the development of the competency because the performance come by the competency
only. So it is vert important. It gives impact on both the public and private.

Impact on the public company:
Motivate: This development competency movement well motivate the employees to come and
join the training. If one well come then out of 10 there approx 5 well come from them only. If
they get training thin company well improve the efficiency.
Improve coordination's: It well improve the coordination of them in company. The basic and
main problem is that there is less coordination in between employees comparing the private.
Reduce negativity: It help in reduce the negativity in the company so that there environment
well not get spoil them (Moeinifar, Kokabi and Hosseini, 2010). It well help the effective
environment.
Punctuality: In the public company there is very less punctuality in the working time and in
completing any work.
Impact on the private sector company:
Interest building : Be this movement the private company employee get interested in there work
. They well give there best efforts and provide the efficiency to the performance.
Improve productivity: The basic reason is to improve the productivity. If the employee get
motivated to there they well improve there productivity. And that is the basic goal of the
company.
Moral improvement: Training is given to show the benefits of there work and how they have to
perfume that work. By seeing that benefits every one well get motivated and bust there moral
through there work.
Reduce wastage: If the training prove the excellent efficiency to the employees then they well
reduce the wastage. And when it well get done it the productivity well increase.
4.3 UK Government contributing to human resources development in Sun Court Ltd
TECHNIQUES OF TANNING
On the job training: The training that have to be giving on the fled the performance and he have
to perfume the his performance that training is known as the on the job training. In this the
training has been included in the period of time. Basically this is given to the new joining s
Vestibule training: In this training is given in such area where the situation and the climate has
been sat as the real one to use and get training (Abreu and et. al., 2011). It is done under the
trainee.

Apprenticeship: In this the training is given for the technical, craft and for trade skill . It don at
the orally method and it is oldest mated uses. It like the IIT type of training given to the trainees.
Classroom teaching: Every one knows about it because from class one to till end of study we
always get teaches by the classroom teaching. In this one well teach group of people. The
teaching is provided by the audio and video methods.
Internship: It is what company select the person for the there project and person learn the every
thing about the performance in organisation. It is always given to the students of university.
There is a mentor or we can the trainee how have to give the training. In this mentor shoes there
work to them and give knowledge about there performance. After that he have to combine the
theories to there knowledge and skills.
In the sun court LTD the company get some of the benefits by the government of UK.
The government gives the 50% subsidy ton them to gave the training. But this company get huge
losses because the government have reduced there subsidiary 50% to 20%. this is more then the
half of the subsidy which the government has been given before time. The sun court LTD have to
spend there 30% for giving the training to there employees (Brushett and et. al., 2010). If the
company give the training there employee then there finance department well get affected and if
they not give training then the hole company well be gating loss. Because for starveling in the
market they have to accept the changes for accepting that they have to give training.
TASK 2
2.1 Training needed for staff at different levels in Sun Court Ltd
On job trainings: Company provide the on job training to their new employee and make them
understand about the training part and organisation work part. Sun Court Ltd. Can start a
program related to on job training make understand about work of company to new hired
employee.
Job instruction training: Company can provide a job description and job specification to their
new hired employees. Employee can get all the information about company and learn theories
and style of working. Sun Court company can make a program to tech employee about the job
features and description about the job.

Couching: This is little similar with JIT. Superior or manager start the couching related to work
and make understand to employee about the job work. Company managers and superiors take the
the couching classes of working employee of company.
Off the job training: Off the training can be provide to superiors and managers to improve their
skills and their work efficiency. Off job training is very easy and managers and superiors can
develop them selves. Company prefer trainings to their higher level employees and lower level
of employee. Off job training is necessary to improve the work efficiency of organisation. Sun
Court company give on job trainings and off job trainings to their employees.
Conferences: Company establish the conferences in other company and send their employee to
attend that conference. Company want to make better to their employees. Company can increase
their employees efficiency via conferences in other companies. Superiors can get the knowledge
from online conference and learn also working style of other which necessary to all company.
Sun Court Ltd. Company establish the events and conference to their employee and make them
understand how can company can achieve the growth and mission.
2.2 Advantages and disadvantages of training methods
Training method is a way to make understand new employees about project and how can
be do that project. Trainings methods is the part of practical knowledge. Company provide the
benefits of training to their employees. Sun Court Ltd (Katou and Budhwar, 2010). Company
give on job trainings and off job trainings to their employees. Company provide On job training
for the new employees and off job training for the old employees or superiors to develop the
work efficiency or productivity of company.
Sun court Ltd. Company use many training method for their employee.
Advantages
 Sun court Ltd company give the simple method of learning to their employees. It is easy
to understand.
 Company provide the learning to their employee in economical way.
 Sun Court company use immediate productivity methodology of training to get
immediate productivity.
 Company provide a systematic learning methodology to their employee.
 Sun court use the effective training method to get the immediate result.

 Sun court company provide quick and easy learning to their employee and also provide
the practical field to do work.
Disadvantage
 Company should have the skilled teacher to teach new employee and solve the problem
of new employee. If a company does not have better teacher so company unable to give
any training part to their employee.
 Many times training take advance time to make understand employee about work. So
company get the low productivity that training period time.
 Company pay money of training period time to employee. So it increase the cost and
waste more time.
 Training is time consuming process. It can be done in one day or take more time
according to training purpose.
2.3. Systematic approach to plan training and development for training event
Systematic approach make training better and useful to employees. Systematic approach
training give the first priority to company mission, vision, objective, and goal. A systematic
approach training is the formal training design which start with the training and end with the
organisation desires.
Analysis: Analysis is the first phase of training plan and its include the analysis of employee
nature and employee efficiency to complete organisation mission or objective (Jhong and et. al.,
2012). Many times it create problem to identify training requirements and other issue who create
the problem. Analysis is a necessary part to make better training strategy plan.
Design:Design take place after the ending phase of analysis. Company find out about the
training necessary thing and arrange all the thing in a place where training will take place. It is a
layout of training part. Sun Court Ltd. Company have all the training resources and have the
better facility to employee training.
Development: The development phase start after the design of training. Company make
understand to their employee about product development. Company also care about the
employee efficiency development. Development also prefer the that things which will use in
future training.
Implementation: The implementation phase refer the moment of strategic approach to training.
It is subtractive stage of above all the stages which is done firstly. Training part is conducting for

the company staff (Moeinifar, Kokabi and Hosseini, 2011). It is a research analysis phase and
employee start research in their training part.
Evaluation: Evaluation is the measurement of training part. Company can analysis about the
training evaluation. Evaluation is a techniques which completed after the testing of knowledge
and skills of employee after the complete of training. Manages or superiors measure the
efficiency and skill of their employee. Sun Court Company start many evaluation program to
measure about their employees.
3.1. Prepare an evaluation plan of training event
Evaluation is a very necessary part of training program. A post training assignment tell
about the strength and weakness of training program. Evaluation provide the important feedback
about training to superiors and faculty. Company start all the champagne to achieve success.
Evaluation tell about the result of training.
On the basis of employee performance
Company can identify that the training program is successful or not by the help of
training evaluation. After the training employee efficiency and the work power of employee and
the productivity of employee show the performance of employee (Snape and Redman, 2010).
Superiors can measure the employee performance according to performance promote and demote
employee.
On the basis of feedback form: On the basis feedback form company can identified about the
effectiveness of champagne. Company employees give their reviews to manager and manager
get the result of training. Company always care about the evaluation of champagne.
On the basis of knowledge: Company can evaluate the employee performance on the basis of
employee knowledge. Employee show its efficiency to make product. After the completion of
training part company take all the feedback from the employees. Company want to measure the
and take a idea about the effectiveness of training. Company also get the idea about future
training part. How to implement training part in future. Employee show the reliability of training
part.
Productivity: Productivity is a thing which show the skills of employee and productivity power
of employee. Managers promote the employee on the basis of productivity. When a training part
take place company start to increase the employee productivity (Iles, Chuai and Preece, 2010).

According to company a employee have to give more productivity comparison of before training.
Company can spent more money and time to increase employee productivity.
3.2. Carry out an evaluation of a training event
Testing: Company take the test of employees to measure the performance of employee and
analyse about the efficiency and skills of worker. Company have to follow a procedure to
complete the training champagne and get the answers or result beside the employee. It is very
essential and necessary part to company and give the feedback.
Measurement of employee: Company follow the training procedure. After the completion of
training manager or superior start focus on the employee and take a measurement of employee
skills (Abreu and et. al., 2012). Manager also observe that employee get benefit by training
program or not. Manager have to make a report on the observation of employee.
Observation: Managers and superiors make a team to observe the activity of employee and
analyse the skills, development, productivity, efficiency, knowledge, manner, life style and other
thing. On the basis of this report manager take the decision about employee. It is also a method
of evaluation management.
Overview: Company make a overview on the basis of employee report, on the basis of
productivity, on the basis of project, on the basis of training, on the basis of presentation and on
the basis of knowledge of employee after that give own reviews.
Questionnaires: Company make many questionnaire to get the result and reviews. Company
create report on the behalf of questionnaire. Company ask many question to employees related to
their work, related to job satisfaction, about job description, related to training part, related to
any query of company and related to any need of employee. Employee fill all the answer in
questionnaire. Managers use that questionnaire to make report and give their feed back.
Questionnaire is a format of feed back. Company always use it to take reviews about employees,
customer and about product related.
3.3 Review the success of the evaluation methods used
There are many ways of evaluating training methods. Every methods provides different
way of evaluating people. Sun Court Ltd has used proper testing, questionnaires , Observation
method. These methods provided real time information about the change in employee
performance (Moeinifar, Kokabi and Hosseini, 2010). These methods were useful as they
included both verbal and non-verbal as well as on the job and off the job methods. The Human

Resource department will collect all the data by using these methods and interpret them to get the
final result. Company use all the methods to make or create reports related to training part of
employees. Final reports will include any change in performance of employee before and after
getting training. If their performance improves, it will mean that training was successful, if it
decreases or remains near to zero, then it will mean training had negative or zero impact on
employee. In the negative scenario, company will need to focus on the area of the which is
causing negative performance change. Employee as well as manager has to communicate about
the possible outcome of failure and have to find the reason decrease in performance of employee.
In these cases managers try to formulate new type of training for employee as to improve the
performance of employee. Sometimes its the resistant of employee which causes the training
failure. Manager have power and authority to take any actions against employee in the case of
resistance (Abreu and et. al., 2011). Manager can still make new programs if the employee also
agree for the training. Manager can again start the training of employee to improve skills and
productivity. Employee have to understand the responsibility and make better performance to to
company. Company can establish many programs to improve employees skills and achieve
organisation goal and objectives.
CONCLUSION
The above concluded report has been concluded that the company follow the learning curve and
use all the methods of learning curve. Company follow the rules and regulation of learning
curve. Company provide the training to their employee. Company prefer the on the job training
method and off the job training method. Sun court Ltd company use all the above methods to
train superiors employee and lower level employee. Company follow also a evaluation phase
which help to tell about the result and feedback about training part in company. Company can
prepare a format to evaluation of training and make it beneficial to organisation. The main thing
is company can have opportunity to manage training part and increase the productivity of
organisation.

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