Human Resource Management Report: Learning & Training at Sun Court Ltd

This report analyzes human resource management practices at Sun Court Ltd, a healthcare firm. It explores various learning styles, including visual, verbal, and Honey and Mumford's styles, and their impact on employee capabilities. The report emphasizes the role of the learning curve in assessing employee development and the importance of transferring learning to the workplace. It also assesses the contribution of learning styles and theories when planning and designing learning events. Furthermore, the report identifies training needs for different staff levels at Sun Court Ltd, such as customer service, healthcare professionals, and nurses. It compares the advantages and disadvantages of on-the-job and off-the-job training methods, offering insights into effective staff development strategies. The report also discusses the development of competency movement on public and private sector.

HUMAN RESOURCE DEVELOPMENT

INTRODUCTION
Human Resource management is regarded as the most important aspect of the
organisation as that aids in managing all the business aspects in appropriate manner. With
the help of human resource management, all the organizations conduct their business
activities and similarly it also enhances the opportunities of growth and success aspects
(Nickson, 2013). The present research study has been made on Sun Court Ltd which is a
health care firm and which delivers appropriate services to people so that they can
manage their health aspects. This can also aid in increasing the health standards of the
nation.
Thus, in this respect discussion has been included regarding different learning
styles and along with the same, researcher has also discussed the role of learning curve
and its importance in the workplace. Furthermore, researcher has also discussed the role
of government in training, development and lifelong learning. At the same time,
researcher has also mentioned the need of training for different staff members at Sun
Court Ltd. Along with this; researcher has also discussed advantages disadvantages of
different training methods that are being used in Sun Court Ltd. Moreover, discussion has
been included regarding the development of competency movement on public and private
sector.
TASK 1
1.1 Compare different learning styles
Learning styles are useful for the employees as that aids them to enhance their
capability level and at the same time, this aids them to get more opportunities for better
work and success aspects. There are several learning styles that can be implemented at
Sun Court Ltd so that this can maximize employee’s capabilities and performance aspects
(Pierre, 2016). Most often employees prefer to learn through visual and verbal learning
techniques; hence this could also be applied at Sun Court Ltd for the purpose of
enhancing their learning aspects. Thus, to train the employees in appropriate manner, it is
crucial for Sun Court Ltd to conduct diverse training sessions in which employee

efficiency could be enhanced through adopting verbal learning style (Knowles, Holton
and Swanson, 2014).
Furthermore, the employees of Sun Court Ltd could also learn from visual
learning style in which they can acquire knowledge from visual techniques. At the same
time, employees can also adopt verbal learning style wherein learning could be
encouraged through listening to others. At the same time, learning can also be enhanced
through adopting Honey and Mumford style which has four different criteria such as
Activist, Pragmatist, Theorists and Reflector (Gatewood, Field and Barrick, 2015).
Hence, accordingly, employees can also learn from theorists which are those learners
who like to understand the theory behind the actions. They need models, concepts and
facts in order to engage in the learning process. Thus, as per the technique, open ended
approach to learning is required to be adopted so that employees can learn whatever is
best for them. This enhances the learning experience of employees.
1.2 Explain the role of learning curve and its importance of transferring learning to the
workplace
Learning curve is essential for the employees of Sun Court Ltd as that depicts the
learning ability and on the basis they are provided different training and coaching.
Learning curve helps learners to identify the level of learning and the areas where
improvements are required. Learning curve plays crucial role in ascertaining knowledge
and understanding level of individual and hence on that basis, improvements can be
stated. Employees are essential to focus upon learning curve as through that, they can
analyze their own capabilities and competencies (Hakansson, 2015). This is also crucial
for the purpose of enhancing organizational capability and performance level of Sun
Court Ltd. Learning curve also depicts how the employees are improving their
performance level; hence according to that, rewards and recognition can be provided to
them on appropriate manner.
Apart from this, transferring learning at the workplace is vital since through that
competency facets of the business entity could be amended. There are several methods
through which employee’s learning level could be enhanced (Budhwar and Debrah,
2013). Relating it to organizational context, it can be said that Sun Court Ltd needs to

arrange the sessions for employees so that they can find the ways to transform learning at
the workplace. Carrying out the same thing will assist Sun Court Ltd in many ways such
as it can give the opportunity to the employees to enhance the level of employee
interaction. Employee interaction is essential as that aids in minimizing all the
complexities that prevails in organizational work practices. Transferring learning at
workplace is vital as that raise the standard and success of the work aspects and
organization as well.
1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event
At the time of planning and designing a learning event, it is essential for Sun
Court Ltd to select specific learning style so that capability and efficacy of the workforce
could be developed. Learning style contributes a lot in developing organizational aspects
and this also aids the employees to amend the productivity aspects. For instance – before
planning for a training session, it is vital for Sun Court Ltd to ascertain which method
could be used to train and educate the employees (Brewster, Mayrhofer and Morley,
2016). This is also mandatory for the purpose of showcasing concern of the organization
towards employee welfare and development. As per the type of session, learning style
should be determined and this is also essential for persuading the workforce towards
training and learning sessions. Thus, training manager of Sun Court Ltd is required to
emphasize on all such dimensions.
Therefore, it can be said that trainers should always encourage the employees to
attend learning event as this is beneficial from development point of view. At the same
time, it can also be said that learning theories and styles should be determined suitably so
that it can maximize organizational development and at the same time, employees will be
able to get recognition as per the work done by them (Alfes, Shantz, Truss and Soane,
2013). There must be proper scheduling of all the activities so that learners can
emphasize on continuous learning and this can also aid in reaching towards
organizational aim and objective. At the same time, it can be said that personal and
professional goals of the employees could be attained through emphasizing on continuous
and lifelong learning.

TASK 2
2.1 Compare the training needed for staff at different levels in Sun Court Ltd
Training is the most essential concept for an organization through which
employee capability and performance aspects could be increased (Armstrong and Taylor,
2017). Since Sun Court Ltd is a healthcare organization; therefore it is crucial for the staff
members to get training in different areas so that better health care services could be
delivered to people of UK. Thus, according to the type of training, Sun Court Ltd can
emphasize on the specific one so that employee productivity and competency could be
enhanced. The levels where training is required at Sun Court Ltd are discussed as
follows:
 Customer service department: Customer service department of Sun Court Ltd
needs to get training in the area of communicating timely and properly with the
patient. It has been identified that currently patients are having problems due to
waiting line; therefore in this respect, the other staff members should be trained so
that they can deliver prominent services to the patients. At the same time, training
related to communication could also be imparted.
 Training for health care professionals: Since, Sun Court Ltd has been
establishing itself as a dementia care home; thus the healthcare entity should train
all the professionals in adequate manner so that they can meet all the changing
requirements of patients (BA, 2016). Further, in this respect, health care
professionals would be able to deal with changing scenario of health care sector.
 Training to nurses: Nurses should get training in all the areas so that they can
deliver the most prominent services to the clients. Since, Sun Court Ltd is a
residential care home; therefore it is essential for the nurses to be fully trained in
all domains. This could have a direct impact on service capability (Bamberger,
Biron and Meshoulam, 2014).
However on the other hand, Katz skill model can also be used for defining
training needs of staff members of Sun Court Ltd. The model emphasizes on three major
skills for an employee such as technical skills, human skills and conceptual skills.

 Health care person must have technical skill so that complex problems and cases
can be solved. At the same time, it can also aid in managing regular work process.
 A human skill is one that enables to work with people; thus health care
professionals and nurses of Sun Court Ltd are required to emphasize on human
skills (Brewster, Mayrhofer and Morley, 2016).
 Conceptual skill is also essential for employees of Sun Court Ltd as that enables
people to undertake better decisions at workplace.
2.2 Assess the advantages and disadvantage of training methods used in Sun Court Ltd
Training is an important source of boosting employee performance in the
organization since it aids in learning numerous ways for managing efficiency
development in the employees. After analyzing the training needs of staff members, Sun
Court Ltd needs to focus on selection of training methods and through this, learning and
development aspects of employees could be encouraged. Thus, on the job and off the job
both the methods can be utilized to impart training to the staff members of Sun Court Ltd.
On the Job Training
Advantages Disadvantages
It is a simple method of learning and with
the help of supervisor’s support; employees
can easily grab knowledge on different
courses.
However, it is not necessary that every
member of the staff get the exact
information which is delivered to them.
Thus, due to lack of teaching skills,
problems may occur at Sun Court Ltd
(Budhwar and Debrah, 2013).
Sun Court Ltd could implement the method
as this is an economical way of learning.
This would not hamper the budget of the
health care entity and accordingly all the
practices will be managed effectively
(Cummings and Worley, 2014).
It is a time consuming process; hence it
may impact work processes of other
department. As a consequence, standards of
health services could be reduced.
It shows the result in the form of This could also disturb the existing work

immediate productivity. Thus, afterwards
providing training to the employees, Sun
Court Ltd could delegate the duties
appropriately among the team members to
get productive results.
processes of staff members of Sun Court
Ltd as they have to manage various things
at a time.
Off the Job Training
Advantages Disadvantages
It includes use of different learning styles;
hence this is more innovative way of
teaching employees. Most often it includes
Audio visual way which is a quite effective
technique and which also enhances the
capability and learning aspects of
employees (Ford, 2014).
It may become non-effective in the actual
context due to the issues related to
employee absenteeism (Fee, 2014).
As a huge number of employees are trained
during a single phase, the method is
economically viable to Sun Court Ltd in
the long run. Thus, this can also amend the
value of the business in managing
employee development needs.
Un availability of motivational aspects
could affect the interest of trainers and
trainees both which posses a negative
impact on training session (Delahaye,
2015).
During the period of training, huge amount
of information is required to be processed;
therefore Sun Court Ltd shall consider all
such in a single time (Gatewood, Field and
Barrick, 2015).
Presence of employees for off the job
training could affect then actual work
processes of the organization; hence
service delivery provision of Sun Court Ltd
could get affected.
2.3 Use a systematic approach to plan training and development for training event
In order to plan for a training and development event, it is crucial for Sun Court
Ltd to emphasize on the availability of trainers and trainees as they are the core requisites

for a training event (Ghai and Vivian, 2014). Thus, the trainer of Sun Court Ltd is
required to consider the budgetary aspects so that the value of training event could be
enhanced. In this respect, Sun Court Ltd could emphasize on Systematic Approach to
Training (SAT) which is a methodology for managing training programs. It is also a
logical process which determines what people must know in order to perform a specific
job role. This will be beneficial for Sun Court Ltd and this will also ensure that
employees are prepared for their work by having necessary knowledge, skills and
attitudes to perform their job roles.
 Planning (According to SAT) (Hakansson, 2015)
 Analysis
 Design
 Development
 Implementation
 Evaluation
Henceforth, according to the above stages, Sun Court Ltd needs to ensure that
proper methods are being used in the training session so that it could work in training the
employees (Knowles, Holton and Swanson, 2014). Sun Court Ltd is also required to
identify the work needs of employees and according to that training should be imparted to
the employees of Sun Court Ltd.
TASK 3
3.1 Prepare an evaluation of a training event
Training event could be evaluated through emphasizing on the number of
employees who are regularly attending the training session. There are several other
criteria as well that can be used for the purpose of evaluating the training session such as
contribution of training in company’s profitability and employee interest towards the
training event (MacArthur and et.al., 2014). Thus, these are the basic dimensions that
could be utilized for the purpose of ascertaining the value of training event. Furthermore,
on the basis of training schedule, capability and efficiency of employees will be
measured. This is one of the basic criteria that can be used for the purpose of showcasing
the effectiveness of training event.

Thus, Sun Court Ltd will be using one of these dimensions to evaluate the
contribution of training event (Nickson, 2013). Moreover, apart from these techniques,
employee feedback can also be collected regarding the training event and accordingly
changes could be made to further schedules. This is also essential for the purpose of
getting employee recognition and appreciation about the training event. Henceforth, it
can be said that suitable evaluation method for training should be used at Sun Court Ltd.
3.2 Carry out an evaluation of a training event
The managers of Sun Court Ltd are required to emphasize on suitable method to
evaluate the training event as the level of service provision is dependent on the same
aspect. This is also crucial for the purpose of changing roles and responsibilities of
employees in the residential care entity (Noe, Wilk Mullen and Wanek, 2014). Therefore,
Sun Court Ltd will be getting feedback and opinion from the patients as well regarding
the changes they have observed while getting services from the residential care home.
This could be performed in the way of conducting survey where in different questions
will be asked to the patients about service facet.
Training assessment is also vital because that shows the exact domain where
training is required. Sun Court Ltd can also emphasize on Bloom’s taxonomy learning
domains which focuses on developing a system of categories of learning behavior to
assist in the design and assessment of educational learning (Pierre, 2016). However, on
the basis of practical aspects, Sun Court Ltd needs to collect feedback and opinion from
the employees. In this way, further areas of development can be identified and according
to the necessity, other training could be given to the workforce of Sun Court Ltd.
3.3 Review the success of the evaluation method
The mentioned method seems to be advantageous for Sun Court Ltd as through
that effectiveness of the training event is being analyzed. Thus, in terms of review, it can
be said that the method matched the actual output for the purpose of finding the problem
area of the program (Purce, 2014). The quantitative changes in cost- profit ratio were
assessed to ensure that program will run in future and also to show the expectancy of
employees regarding their development needs. Patients have also contended that they are

highly satisfied with the services and this helps them to promote the services to other
people as well.
The service level of the residential care home (Sun Court Ltd) is also enhanced
afterwards then training session and this has also increased the number of patients as
compared to the previous one (Renwick, Redman and Maguire, 2013). The issues and
challenges appearing in the organization seems to be resolved which is quite effective for
the success and profitability aspects. After observing the service aspect, it is also
ascertained that staff members of Sun Court Ltd are now reaching towards the quality
standards which encourages organization’s customer base.
TASK 4
4.1 Explain the role of government in training, development and lifelong learning
In contemporary times, UK government has been playing active role in
developing human resources in both public and private sector. They arrange training
programs and they also arrange experts to impart training to the employees. However,
recently it is observed that central government has cut the deficit; hence local authority
has reduced the amount they paid to Sun Court by 20% (Renz, 2016). From case analysis,
it is identified that UK Government is the central online resource that gives links to
government services and information and according to that, business entity find out the
opportunities fro training- related funding.
Thus, government has been playing crucial role in managing funding aspects for
organizations who are more concerned about employee training and development.
Meanwhile, government has also made several provisions through which expertise and
trainers can be called from different learning centers to enhance the learning aspects of
employees. Apart from funding, government has also sponsored several courses which
are free of cost and which can be attended by anyone (Sparrow, Brewster and Chung,
2016). Thus, the assistance is adequate for the business entities to encourage the
employees to amend their efficiency and skills. Hence, this can assist Sun Court Ltd as
well to grow and prosper more in competitive environment.

4.2 Explain how the development of competency movement has impacted on public and
private sector
Performance improvement has been considered as an important and relevant area
for organizations and this is also useful for enhancing profitability aspects. Competency
movement seems to be a criterion on the basis of which performance capability of
organizations could be identified and this also aids in facilitating long term improvements
and developments. The core competence of Sun Court Ltd has been improved which has
helped the employees to build their skills and capabilities (Steffen and et.al., 2015).
Along with this, job competency is also improving and as a result, Sun Court Ltd is able
to deliver prominent services to the end users. The residential care home is also focusing
on competency based evaluation wherein its finds the competent of business as compared
to other rivalries. This also helps in changing the roles of employees and as a result it
underpins the performance aspects.
4.3 Assess how contemporary training initiatives introduced by UK government
contribute to human resource development for Sun Court Ltd
Contemporary training initiative (which is being introduced by UK Government)
contributes in developing human resources of Sun Court Ltd in many ways. Most
important contribution can be observed in the area of team development which helps Sun
Court Ltd to perform all their duties in appropriate manner. Productivity and performance
aspects of the care entity seem to be improving after deriving assistance from
competency training initiatives (Stenberg and et.al., 2014) The objectives of Sun Court
Ltd are clear and concise and that also aids the employees to perform all their duties and
responsibilities in proper manner. Moreover, team members of Sun Court Ltd are also
focusing on increased motivational aspects which is yet another dimension that aids
employees to contribute more in organizational development. At the same time,
employees have become capable in performing all their tasks in appropriate manner.
CONCLUSION
Articulating the entire research work, it can be said that Sun Court Ltd needs to
emphasize on lifelong and continuous learning so that workforce of the entity could get

the opportunities to deliver better services. The study helped in analyzing how employees
can manage their learning while working in the organization. Thus, on the job and off the
job both the methods could be used at a time. Government also plays crucial role in this
aspect in which they have to change the financial aspects so that all the training needs of
employees could be met. In this respect, systematic approach of training could be applied
so that employee efficiency can be managed in the best possible way.

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