Human Resource Development Report: Training, Learning, and Evaluation

This report provides a comprehensive overview of Human Resource Development (HRD) within the context of Sun Court Ltd., a property management company. The report begins by defining HRD and its importance, then delves into various learning styles (VARK, auditory, read/write, kinesthetic, behaviorist, cognitive, Honey and Mumford, and Kolb's learning model) and learning theories, highlighting their advantages and disadvantages. The role of the learning curve and the significance of transfer learning in the workplace are discussed, emphasizing how these elements contribute to employee performance and organizational success. The report also examines training needs analysis at different management levels, various training approaches, and systematic methods for planning training events. Furthermore, the application of evaluation techniques, including examining responses to evaluation forms, is analyzed. Finally, the report addresses the role and responsibility of government in HRD, the impact of the competence movement, and contemporary training initiatives in the United Kingdom, offering a holistic view of HRD practices.

Human Resource
Development

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Learning Styles.................................................................................................................1
1.2 Role of learning curve and significance of transfer learning at workplace......................4
1.3 Contribution of learning theories and styles.....................................................................5
TASK 2............................................................................................................................................6
2.1 Training needs Analysis for workers at different level ...................................................6
2.2 Various kinds of training approaches and its advantages and disadvantage....................7
2.3 Systematic method to plan training and development for an event .................................9
TASK 3..........................................................................................................................................10
3.1 Application of relevant evaluation techniques ..............................................................10
3.2 Evaluation by examining the responses to the evaluation form.....................................12
3.3 Success of evaluation form.............................................................................................13
TASK 4..........................................................................................................................................14
4.1 Role and responsibility of government...........................................................................14
4.2 Development of the competence movement has effected private and public organisation 15
4.3 Contemporary training initiatives introduce by the government of United Kingdom. .16
CONCLUSION ............................................................................................................................17
REFERENCES..............................................................................................................................18
.......................................................................................................................................................19

INTRODUCTION
Human Resource Development is an important aspect for every organisation. It refers to
an activity that assists in developing skills and abilities of individuals. It includes various
opportunities for manpower such as training, career development, coaching, succession planning,
performance management, etc. All these are important for developing superior workforce. HRD
is concerned with administering training and learning to employees that provide benefits in their
career growth. In the present report, chosen organisation is Sun Court Ltd. which deals in
management of properties (Anderson, 2013). The assignment covers various styles of learning
and its contribution in planning and designing training event. Importance of knowledge transfer
and learning needs of manpower at different levels of management are also defined. Apart from
this, utilization of systematic approach in designing training event and role that government
plays in providing development and lifelong learning to employees are described. In addition to
this, influence of competency movement in public and in private sectors as well as role of
contemporary training initiatives in personnel development are defined in the project.
TASK 1
1.1 Learning Styles
VARK Learning style:
Visual learning style: In this style, learners learn by seeing things. This learning is
provided by labelled diagrams, flow charts, graphs, symbols etc. This assists in creating visual
reminders and increase creativity of learners.
Advantages Disadvantage
It is very essential and important for employees
to learn basic skills and knowledges about
particular subject.
It is completely based on graphs which is main
disadvantage of this theory.
Auditory learning style: Information is provided to individuals by lectures, discussions,
email, radio etc. Learners gain learning by hearing and speaking. By this style, learners
sometimes can not gain proper information.
Advantages Disadvantage
It is very important for the company because it In is difficult for the learner to get essential
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gives entire information related to business
operations.
information and data.
Read/ write learning: In this, learners learn by reading and writing things. They gain
learning by displayed information. This style assists the learner in understanding things in better
manner.
Advantages Disadvantage
This types of learning style help the learner in
order to learn by writing things.
It is not good for the learner to learn accurate
information regarding business profitability.
Kinaesthetic learning style: This style includes practical learning. Individuals learn by
doing practical tasks. It assists the learner in doing their work in better manner.
Advantages Disadvantage
It is very essential and foremost style in order
to encourage practical learning of employees.
It is difficult in order to identify their better
skills and knowledge.
Behaviourist learning theory: According to this theory, learning is nothing. It is the
acquisition of behaviour on the basis of environmental situations.
Advantages Disadvantage
It emphasize on environment design to
optimize learning.
Feedbacks are used to alter the behaviour of an
individual in the required direction.
Cognitive learning theory: This theory includes second language learning as a reasoned
and conscious thinking process, involving deliberate use of strategies.
Advantages Disadvantage
This approach assumes that responses are the
result of intentional patterning and insight.
It emphasize on mental activities of learner.
Honey and Mumford learning style:
The model is given by Peter Honey and Alan Mumford in year 1986. They build
questionnaire instead of directly asking people about their learning. It probes general behaviour
tendencies of individual. As per this model, learner should know about their own learning styles.
It helps them in making smarter decisions. Four preferences are given in this model:
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Activist: These are the people who learn by doing. They want to take good experience
from innovative things. Individuals with this type of learning preference are willing to do various
activities and are able to work in high pressure situations.
Reflectors: These are the individuals who learn only by observing things. They don't like
to jump into actions and taking snap decisions (Aswathappa, 2013). Rather than involving into
discussions, reflectors sit back, listen properly, look things from various perspectives and take
time before coming to any conclusion.
Theorists: These individuals are able to think logically and carefully about situations and
prefer to work in the given system. Their conclusions are not influence by their emotions and are
not making any assumptions without going through analysis or research. Theorists prefer to work
in practical and logical terms on the basis of their learning.
Pragmatists: These individuals prefer to apply theories and knowledge in literal and
practical sense (Bamberger, Biron and Meshoulam, 2014). They learn by experimenting and
testing ideas as well as by solving problems. They do not prefer to take participation into
discussions but, they put things directly into action.
Advantages:
 This model assists the manager of Sun Court Ltd. in planning and organising work in a
proper manner. It helps in resolving the conflicts and making decisions in an effective manner.
Disadvantages:
 Reflectors are not able to act spontaneously.
 Theorists Individuals need a lot of information before initiating work.
Kolb's learning model:
The model is developed by David Kolb in 1984. The model is represented by four
learning styles. These are-
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Illustration 1: Kolb's Learning Styles
(Source: Saul Mcleod, 2017)
Diverging: These individuals are able to see things with different perspectives. They observe
first and then use their imagination in order to solve problems. Managers with this learning style
concrete solutions from different viewpoints.
Assimilating: Learning preference of individual includes logical and concise approach. In
organisation, managers with this style clear explanation instead of practical opportunity (Bray,
and et. al., 2012). They emphasize more on abstract concepts and ideas rather than people.
Converging: These individuals use their learning in order to find out the solutions of
practical problems. Converging learners are more attracted towards technical tasks rather than
interpersonal issues. They like to work with the practical applications.
Accommodating: These people depend on intuition instead of logic. They use analysis of
other individuals and prefer to take experimental and practical approach.
Advantages:
 In Sun Court Ltd., this model is used by the manager to create more learning
opportunities for employees. It assists in improving the performance of firm as well as of individuals.
Disadvantages:
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 This model is not applicable in every situation.
 It does not explain institutional, psychodynamic and social aspects of learning.
Kolb’s learning style and honey Mumford are almost highly difference from each other
but somehow similar with each other in various aspects. In fact it is analysed that both the
scholars are expressing various ways of acquiring knowledge which is different from each other.
For example; few individuals learn things by observing new or innovative ideas in order to
improve knowledge whereas some of them attend classes in order to enhance learning. For
instance; Activist, Pragmatist and so on.
Working/learning strategies are affected by natural components and conduct which
recognizes a person from another. Individuals frequently control their conduct in spite of the fact
that this can change once it impacts their work. For example, the enlistment program in an
organization can utilize this learning procedure when controls and standards, infection and
occasions courses of action and strategies for human asset are being instructed so the new
representatives can comprehend them better and consider them important. Visual learning -
includes seeing new information utilizing visual gadgets. For example, the enlistment program
may utilize utilization of this sort of realizing with the goal that the newcomers can comprehend
and recollect what is expected of them effectively. In any case, material learning requires a more
reasonable approach, i.e. "do it without anyone else's help" approach that gives the student a
chance to lead an assignment so as to comprehend the strategy being educated. This will be
useful in taking in the strategies of wellbeing and wellbeing on the grounds that the workers
should be more down to earth while applying the techniques.
1.2 Role of learning curve and significance of transfer learning at workplace
Learning curve: It refers to a graphical representation the represents output and cost
relationship in specified time period (Brewster and Hegewisch, 2017). Learning curve assists in
measuring the performance of individuals in organisation. It helps in identifying the ability of
workforce to complete assigned tasks successfully.
Role of learning curve: In Sun Court Ltd., this curve helps the manager in evaluating
performance of manpower and their ability to achieve tasks. This assists the administrators in
formulating appropriate training programme by identifying learning behaviour of employees.
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Learning curve can be utilized by the learners to plod provided information coverage at specific
time. The curve can either be upward or downward based on employee's performance in
perceiving information or skills that they gained by training programme. It helps in tracking the
performance of personnel at workplace. This tool is applied by the manager in order to ensure
that available resources are properly utilized.
Significance of transfer learning:
Transfer of learning is a vital aspect due to its practical feature that is needed to be
developed at workplace. By the use of learning curve in specific task, learned information can be
transferred. It works on the ability of individual to use methods or techniques in an effective
manner on specific job requisite. Effective transfer of learning makes problem solving easy. It is
necessary for Sun Court Ltd. in order to constantly grow and sustain in competitive market place
(Chelladurai and Kerwin, 2017). Transferring learning helps in improving the skills and
knowledge of employees. It assists the manager in preparing strategic plans and strategies so that
it will become easy for workforce to deal with challenging situations.
Add value: It adds value to the firm if learning will be effectively transferred. It assists in
increasing the productivity and profitability of Sun Court Ltd.
Optimum utilization of funds: Organisation invests huge amount of fund in providing
training to its personnel. If employees transfer their learning at workplace then the amount
invested will be properly utilized.
Overcome challenges: Effective learning transfer will help company to handle issues in a
proper manner and overcome all the challenges in an efficient way.
1.3 Contribution of learning theories and styles
Learning Theory: It is chiefly deals in enhancing the knowledge and skills on a worker
which offers to be advantageous for its professional and personal development (Learning Styles
and why they matter, 2011). It is important for all enterprise as to enhance entire performance of
them (Cummings and Worley, 2014). It is also beneficial in increasing basic knowledge and
skills on particular matter in an effective and efficient manner. There are different kind of
learning theories but Sun Court apply Reinforcement learning theory which is determined as
below:
Reinforcement learning theory: It is very essential and important theory, it is used by
the management to prunish and rewards to the workers lay on the learning growth of the
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workforce. It is also beneficial when designing and planning a learning event in an effective and
accurate way.
Gagne's Nine Events of Instruction: It is developed by the Robert Gagne which cover nine
phase process is known as instruction events. This model assist educators, trainers, and education
designers framework their training program.
1. Gaining Attention: Being the acquisition program by acquiring the better attention of the
scholar. In this they are motivate their employees towards its work and performance
(Daley, 2012). It can achieved by showing with the activity that occupy the person.
2. Informing person of the objective and goal: After increasing their whole attention, alter
the persons of the acquisition objectives to support them know what they learn during the
program.
3. Stimulating Recall of prior learning: It support the person make sense of fresh
information and data by concertinaing is to something which already something and
know they have already talented.
4. Presenting the Stimulus: It is present the fresh data to the person in order to increase
their basic skills and knowledge on specific matter.
5. Giving learning direction and guidelines: In this manager provide batter guidelines and
direction to work hard and achieve long term goals and objectives of company in limited
time period.
6. Eliciting performance: In this learners mainly acquired knowledge, skills and
behaviours. It give practices activities to actuate the learning procedures.
7. Providing feedback or command: In this person attempts to show their skills, give
immediate command of employees performance to facilitates and assess learning (Guest,
2011).
8. Assessing performance: In order to analysis the effectiveness and efficiency of the
instruction programs, managers test the worker to analysis if the due learning results have
been attained.
9. Raise retention : In this manger provide some resources in order to increase and transfer
of skills or knowledge. So in this they are capable in order to internalise the effective
knowledge and maximise her or his expertise.
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The target of preparing in a work environment causes representatives to contemplate with
a specific end goal to outstand in their work environments. The acceptance program isn't a
tremendous thought as long as specific conditions are in play to encourage learning. Such
conditions incorporate allowing specialists to get and hone input, giving appropriate topic amid
preparing, pinpointing the necessities of labourers which will help in effectively achieving a
movement and allowing the specialists to face and involvement all together to facilitate the
learning procedure. To encourage taking in, the teacher directing the enlistment program must
note the errand to be learnt, i.e. knowing the learning comes about. The outcomes should be
significant to the activity under talk. Thus it has been analysed that various scholars are
representing number of theories which plays a major role in enhancing knowledge of employees.
As a result it aids in improving their overall personality which automatically overcome their
business problems.
The enlistment program design is urgent to the assistance of learning. This includes
concocting a program plan, giving a physically happy with preparing condition and seat game
plans in the zone of preparing that empower the labourers convey effectively.
TASK 2
2.1 Training needs Analysis for workers at different level
Training is identify as an effective process which help an individual and organisation to
improve their performances. It is mainly concentrated with qualities, new features, tools and
also polishing & enhancing the existing skills or techniques. It is very important and beneficial
for the workers in order to maximising skills and knowledge of them for doing particular jobs,
and improvement involves the success or workforce in entire aspects. It is organised by the the
respective firm for maximising the technical and practical power or ability of the employees. In
simple word, it gives the staff members with facility to acquire such kind of knowledge and to
gain new acquisition to do particular jobs (Hobfoll, 2011).
Training is requires by whole workers at every stage of the enterprise. Training need assessment
model is very essential which are determined as below:
Organisational assessment: This model analysis the performance level of organisation.
This will identify what abilities, knowledge and skills an agency requirement. This aspects is
important which analysis what is needed to alleviate the weakness and issue of the company as
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well as improve competencies and strengths. In this state practical learning is very essential in
order to learn something new and different. It is required to create the new power, confidence,
quality, ability, and assistance for decision or judgement making. In this level, performance
reviews of the employees is check by the business management in an effective and systematic
manner. It is essential and beneficial because it determine the diversity of all work. Role and
duty of employees is to attain practical understanding and achieve long term goals and objectives
of business entity.
Occupational level: It is important and essential part of the Model which analysis the
abilities, skills and knowledges needed for effected occupational groups. It identifies which and
how occupational divergence and gaps subsist, potentially innovate by the perfect direction of an
organisation. It is refers to foremost and essential level of business and individual success, in this
they highly needed better and accurate training (Kakuma and et. al., 2011). In this expert
techniques and opinion by the talented or experienced professional to enhance the performance
level of workers in an accurate way. So it is significant and valuable for the organisation to
provide effective training and development to their all workers. For this, they work properly with
the aim of attaining desired and long term objectives of business entity in limited time period.
Individual level: This aspect examine how well a person workers is doing an effective
job and identifies the individual's ability to do different or new work. Demonstration and
training is to keep proper queue which is beneficial for the person to improve their performance
level in an accurate way. In this ground, employees highly needed better and effective training in
order to communicate with clients and solve their all issues in a systematic way. With the help of
good training they are capable to give appropriate solution to their all complaints and issues
effectively.
Training needs assignment model is very important for the individual and organisational
at different level. With the use of this kind of model they easily increase their performance and
capability in certain time period (McKenzie and et. al., 2012). In Sun Court Ltd, this
technique highly help them in achieving long term and desire benefits.
2.2 Various kinds of training approaches and its advantages and disadvantage
Training approach: It is identify as a systematic activity planned to meet with learning
goals and objectives concentrated to trainees' future or actual jobs. These kind of process can be
classified into certain phase such as development, need analysis, evaluation, implementation and
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design. In order to provide better and accurate training to employees Sun Court Ltd apply
on-the-job and off-the-job training method. These are determined as below:
On-the-job: These kind of technique is very essential and foremost
tool for the employees. Main motive of this aspects is to centre the job in a
special way. Success and growth of this method is lay on the immediate
superior who can easily provide better training to the employees. If an
organization is providing training to their employees at workplace by
assigning job under experience person in order to acquire more or more
knowledge is known as on the job training.
Off-the-job: It is also very essential and important method which is
apply by respective form in order to give accurate training to workers for
doing their all work time to time (Meredith Belbin, 2011). Main use of this
approach is to solve case study and conference methods. If employees are
acquiring knowledge by attending classes, lectures, seminars, conferences
by various experience person but outside from enterprise is known as off
the job.
Advantages and disadvantage of off-the-job and on-the-job
training methods: There are different aspects which are includes in both
approaches and its pro and cons are determined as below:
Training method Advantages Disadvantage
Coaching and mentoring It control over selection
procedures or activities and
follow up of mentor event.
In this mentors unable to
provide due time of period to
the event due to competition
priorities.
Apprenticeship One of the main benefits of
this approach is help the
business entity in order to
attract talented workers.
High cost of development is
biggest disadvantage of this
method for the employees or
organisation.
Job rotation This method fill the all
vacancies in an appropriate
In this productivity is
decreased by moving a
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