Human Resource Management Report: Training and Development Analysis

This report on Human Resource Management delves into various aspects of employee development, starting with an introduction to HRD and its significance. It analyzes different learning styles and their application, emphasizing the role of the learning curve and the importance of transferring learning in the workplace. The report then examines training needs at different organizational levels, comparing training approaches for operational, managerial, and client-facing staff at Sun Court Ltd. It assesses the advantages and disadvantages of various training methods, such as role-playing, discussions, performance appraisals, and workshops, and outlines a systematic approach to planning a training and development workshop. The report includes a training evaluation form and reviews the effectiveness of the evaluation methods used. Furthermore, it explores the government's role in training and development, the impact of the competency movement, and the influence of contemporary training initiatives on HR development, offering a comprehensive overview of HRM practices.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different learning styles........................................................................................................1
1.2 Role of learning curve and importance of transferring learning at workplace......................3
1.3 Contribution of learning styles in planning and designing learning event............................3
TASK 2............................................................................................................................................4
2.1 Comparing the training needs for staff at different levels in the organisation......................4
2.2 Assessment of the advantages and disadvantages of training methods that will be used for
the workshop................................................................................................................................5
2.3 Use a systematic approach to plan a training and development workshop for your team on
the needs identified for your department.....................................................................................6
TASK 3............................................................................................................................................8
3.1 Preparing an evaluation using a suitable technique.........................................................8
3.2 The evaluation of the workshop by with the use of the document created..........................10
3.3 Review of the success of the evaluation methods used.......................................................11
TASK 4..........................................................................................................................................12
4.1 The Role of Government in Development, Training and Lifelong Learning......................12
4.2 The Influence of Competency Movement on Private and Public Sectors of the Economy 13
4.3 The Influence of Contemporary Training Initiatives Introduced By the UK on Human
Resources Development............................................................................................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

LIST OF FIGURES
Figure 1: Logo of Morrisons............................................................................................................1
Figure 2: Training Plan and Development Workshop.....................................................................5

LIST OF TABLE
Table 1: Learning styles...................................................................................................................1
Table 2: Comparison between training at different levels at Sun Court ltd...................................4
Table 3: Advantages and disadvantages of the methods of training...............................................5
Table 4: Training Evaluation Form.................................................................................................9

INTRODUCTION
Human Resource Development (HRD) can be defined as the framework that assists the
employees in development of their personal talents, knowledge, abilities, and organisational
skills. The below report focuses on Human Resource Development. The below report analyses
the needs of training of staff at different levels of management along with the advantages and
disadvantages of the training methods used in the workshop. The report has also focussed on a
systematic approach to plan a training programme for the candidates appointed at Sun Court Ltd.
with respect to the needs of the organisation.
The report has also prepared an evaluation of the training programme with the use of a
questionnaire; it has also evaluated the workshop on the basis of the questionnaire. The report
has also reviewed the output of the training programme. Furthermore an essay has been written
that states the role of English government in training and development with the help of lifelong
training. The essay has also involved the ways in which the competence movement has
influenced the public and private sector organisations of UK. And also an analysis of the ways in
which the contemporary training activities that were introduced by the English government have
participated in HRD for Sun Court Ltd.
TASK 1
1.1 Different learning styles
The top management of Sun Court ltd. can use the following learning styles that will help
to maintain the flow training and learning for personal and professional context:
Table 1: Learning styles
Learning styles Description Merits Limitations
Pragmatist Learners under this
style have different
views and mind-set
that do not have any
presence in the real
 They keen to
observe the
things.
 Fixed
 Easily reject
the things.
 Not easily
involved in
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life. methods.
 Not easily
accept the
change (Kolb,
2014).
theory or
general things.
Reflectors This kind of learns pay
special attention to the
new ideas and gain
knowledge from
various sources.
 Good
listeners.
 Punctual
 Always listen
and then draw
the
conclusion.
 Protective.
 Conclusion
drawing
process is to
slow.
 Always follow
the safe side.
Theorist This method always
followed by the
innovative person in
the Sun Court ltd.
 Good to raise
the question.
 Very deep
thinkers.
 Disciplined.
 Rarely bear
the high risk.
 Always bound
in the
innovative
thinking.
Activists They always focus on
completing the task
and they are inclined
towards the discovery
of new ideas (Grant,
2016).
 Keen to learn
new things.
 Flexible and
free minded.
 Highly
qualified.
 Sometimes
decisions are
wrong due to
fast actions.
 Take
unnecessary
risk.
1.2 Role of learning curve and importance of transferring learning at workplace
The learning curve is being used for analysing the performance of individual staff
member to provide proper guideline and direct for better outcome. By using the graphical
presentation through the curve the management of Sun Court Ltd. There are various types of
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curves have been used for showing the performance of the employees that helps them to evaluate
their performance. Learning curve will show the improvement and lacking of an individual while
working at organization and support to make adjustment to meet the objectives of organization
according to their culture. The top and HR management of Sun Court can justify the performance
during the working and suggest the staff members to make improvement in leading and
managing the work (Ford, 2014). The importance of transferring learning is analysed through the
efficiency of staff members as the cost of training and development can be reduces. For that Sun
Court management needs to identify the employees who can offer the training and learning to the
subordinates and help them to overcome the issues in the perfuming the task to achieve the
benchmarking standard of organization.
1.3 Contribution of learning styles in planning and designing learning event
The learning styles and theories plays vital role in planning and designing the learning
events for staff members. For Sun Court the learning can be useful in anticipating the needs and
offering the training and direction accordingly. The major role of learning style is to offer the
comfortable training program that would be helpful to managing the learning. It has been
identified that learning styles for the development and training of the styles can be useful
employees in the organization must be well planned. Learning styles and theories will help
organization to improve the quality and effectiveness of learning event as well focus on the areas
of lacking more effective manners (Barkley.et.al. 2014). By having proper consideration of
theories will help Sun Court to take relevant decision and activities that can influence the
performance. Learning styles will help to engage the staff member by evaluating their mental
level that will comfortable to meet the learning. All the employees give their best in order to
complete the task in the organization. But lack of training among the employees is just the failure
of the plan in the organization
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TASK 2
2.1 Comparing the training needs for staff at different levels in the organisation
At Sun Court Ltd., employees at different levels are trained differently as per the
requirement of their job (Phillips, and Phillips, 2016). Following is the comparison of training at
different levels in the organisation:
Table 2: Comparison between training at different levels at Sun Court ltd.
Operational Managerial Client
The operational level
employees have to be given a
different training than other
employees as they operate at the
lowest level of hierarchy and
they have to be taught taking
orders from their superiors and
follow them efficiently.
Operational level
training has to involve skills that
are enough for managing the
lowest level of employees at
operational level management is
the lowest level management.
The training of operational level
managers have to involve:
 The employees under
training should be
given an expert
supervision and
guidance so as to
ensure that there is
continuous
improvement and
development in the
The managerial level
employees of Sun Court Ltd.
have trained to manage and
supervise employees in the lower
level of hierarchy (Dhar, 2015).
They have to be taught to take
initiatives and be the leaders in
the organisation.
Employees at the
managerial level have to be
trained in a way that their
leadership and decision making
skills are enhanced as they have
to be team leaders and managers
at Sun Court Ltd. The training of
Managerial level training
involves:
 The candidates being
trained for managerial
level require
continuous supervision
and review so as to
ensure regular
improvement in their
The client level of
employees have to cater to the
needs of the customers and they
have to be taught behave politely
in all situations. They also have
to provide the customers with
what they need in order to
maximise customer satisfaction.
These candidates have to
be trained to develop proper
behaviour so as to treat the
employees politely in all the
situations. The client level
employee training involves:
 Workshops can be
conducted to train the
candidates to manage
the queues of the client
and also to teach a
polite way to approach
the clients.
 The candidates have to
be trained to handle the
queries as well as
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skills of an employee.
 The correction of
employee performance
so as to enhance the
efficiency of an
employee and adding
to the results of
employee
performance.
performance and skills.
 The training method of
role playing will be
suitable so as to offer
the candidate practical
understanding of the
work.
 Practical training
should be encouraged
for developing skills
like leadership and
also for enhancing
their confidence in
decision making.
complaints of the
client efficiently
without misbehaving.
2.2 Assessment of the advantages and disadvantages of training methods that will be used for the
workshop
Following are the advantages and disadvantages of the present training methods that are
being used for the workshops (Ford, 2014):
Table 3: Advantages and disadvantages of the methods of training
Method of Training Disadvantage Advantage
1. Role Playing  Reluctance in fulfilling
wider responsibilities
and changing roles in
the organisation.
 It enables the candidate in
having a better
understanding of
responsibilities and job
perspective.
 Enhancement in
leadership skills and
ability to adjust.
2. Discussion  If the information and  The candidates get a better
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opinions are not
properly shared there
can be wrong
conveyance and
interpretation of
organisational objectives
as well as career goals.
 There are issues in
adaptation if this method
is followed.
understanding of
objectives of Sun Court
Ltd.
 The candidates will get
clear about their personal
goals in the organisation.
3. Performance
Appraisal
 There is a trouble in
matching the standards
of performance with the
results of performance
appraisal.
 Identification of
improvement in
performance to develop
skills of the candidate.
 Increased efficiency of the
candidate.
4. Workshops  If there is less
participation of
candidates the
organisation may face a
loss in benefits and the
employees will be de-
motivated.
 Workshops involve
practical experiences that
help the candidates in
enhancing their standard
skills.
2.3 Use a systematic approach to plan a training and development workshop for your team on the
needs identified for your department
All the newly appointed candidates as well as the existing candidates have to be provided
with training so as to ensure increased efficiency and productivity. The plan of training has to
involve programmes that focus on the enhancement of the efficiency of the trainees. A basic
structure of training plan has to be made so as to provide efficient training to the employees. The
below training plan is based on a thought process that focuses on identification of problems in
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business operations (Øvad, and Larsen, 2014). The problems have to be first identified and then
solved by the managers and employees at Sun Court Ltd. The managers of organization have to
continuously monitor performance of business operations so as to make regular corrections. A
group discussion has to be carried out after every correction made in the business operations.
This is a continuous process that has to be carried out at Sun Court Ltd. This process
enables the trainees in enhancing their skills of facing challenges and solving problems. Whereas
the management has to monitor the skills of problem solving and facing challenges of the
employees and compare them to the expected skills. The candidates that are being trained have to
perform group discussions regarding the problems among themselves (Hopkins, 2015). Practical
problem scenarios have to be created by the candidates. These scenarios have to be presented in
front of the managers of the organisation and the managers will provide solutions to the problem.
The managers will then have to observe how the candidates follow their instructions to solve the
problems and guide the candidates in accordance with the observations made. Then again a
group discussion session has to be conducted to discuss the problem, the solution and the
challenges faced while solving the problems. This whole process is based on the idea of facing
challenges and solving problems at the workplace and this helps the trainees in day-to-day
activities of the job.
Figure 1: Training Plan and Development Workshop
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Selection
of a
Practical
Problem
Solution
given by
managers
Observation
of
performance
and
correction
Come up
again after the
problem is
solved
Group
discussion
among the
candidates
Presentation
of problems,
solutions and
challenges
faced