1. Human Resource Development of Sun Court Ltd.

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Executive Summary
Human resource development (HRD) can provide the sustainable advantages to the
organisations. Human resource department helps to develop the human resource to gain the
strategic as well as the competitive advantages to sustain in the competitive world. The report is
all about the human resource development of the Sun Court Ld. There are many learning theories
and styles to understand the human resource development. Develop the human resource of the
organisation is not wastage of time and resource. It highly relates to training and encourages the
staffs so that they can commit to achieving the organisational goals. To develop the skills of the
staffs, it is needed to design an effective training program. An effective training program can
benefit the organisation to develop the staff’s skills abilities which will surely benefit the
organisation. The purpose of the report is to find out the effective training program and evaluate
the advantages and the rules and regulations imposed by the government. The success and effects
of the training program to Sun Court Ltd will also be discussed in the report.

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Table of Contents
Executive Summary........................................................................................................................ 1
Introduction..................................................................................................................................... 3
Task 1:..................................................................................................................................... 4
AC 1.1: Comparison of different learning styles. ................................................................... 4
AC 1.2: Explanation of the role of learning curve and the importance of transferring
learning to the workplace........................................................................................................ 7
AC 1.3: Assessment of the contribution of learning styles and theories when planning and
designing a learning event....................................................................................................... 9
AC 4.1: Explanation of the role of government in training, development and lifelong
learning.................................................................................................................................. 10
AC 4.2: Explanation of how the development of competency movement has impacted on
public and private section. .................................................................................................... 11
AC 4.3: Assessment of how contemporary training initiatives introduced by UK
government contribute to human resource development for Sun Court Ltd. ....................... 12
Task 2:................................................................................................................................... 13
AC 2.1: Comparison of the training needs for staff levels in Sun Court Ltd. ...................... 13
AC 2.2: Assessment of the advantages and disadvantages of training methods used in Sun
Court Ltd............................................................................................................................... 14
AC 2.3: A systematic approach to plan training and development for training event. ......... 15
AC 3.1: Preparing an evaluation of a training event............................................................. 16
AC 3.2: Carrying out an evaluation of a training event. ....................................................... 17
AC 3.3: Reviewing of the success of the evaluation methods used...................................... 18
Recommendation .......................................................................................................................... 19
Conclusion .................................................................................................................................... 20
References..................................................................................................................................... 21

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Introduction
Human resource development is the training process and evaluations of the skills development to
improve the knowledge of the staffs to improve the organisational mission and goals. It is the
key strategy to develop and engage the skilled staffs to the organisation to gain the goals and
future mission of the organisation. Here, the Sun Court Ltd is a residential homes service
provider was not aware of the human resource development. It thought that the development
process might be wastage of resources. But facing the necessity, the CEO decided to re-train the
staffs. The training process needs to be effective. Without the effectiveness, the goals of training
process remain meaningless. It is better to arrange and evaluate the effectiveness of the training
process first. The training process has many structure and theories to follow. These theories and
structure should be understood deeply to success the training process. These process and
theories, as well as the proposed training program, will also evaluate through the report for the
Sun Court Ltd.

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Task 1:
AC 1.1: Comparison of different learning styles.
Learning is the process of developing the knowledge, concepts, skills and perception of the
individual things by modifying and evaluating the things. The learning process is related to three
major works. These are called 3-Ws. They are: what, how and why. It is not a temporary thing. It
is needed consistency to know something in the learning process (Bratton & Gold, 2000).
Many specialists have many concept and views regarding the learning process. Here we will see
some common and special styles of learning. Among these styles David Kolb and Peter Honey
and Alan Mumford have described some famous styles. These are discussed below:
Kolb’s Learning Styles:
According to David Kolb, people follow four steps in learning the process. People learn through
the steps in a cyclic way.

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Figure 01: Kolb’s Learning Styles (Source- weebly.com)
Diverging learning style: In the process, people learn from observing. It is work more than
learn physically. These types of learners are good at observing and have good quality at artistic
works. Here the brainwork mainly helps to know the matter.
Assimilating learning style: People follow more logic and research to know a topic. They focus
more on logic and concept to learn. They may not focus individuals to know but follow the
scientific ways.
Converging learning style: This style is practical oriented. People do more practice to learn the
things. They may not use the concept or observe, but they do focus on the practice. Practical
knowledge may help to learn the things perfectly.
Accommodating learning style: Accommodating learning style is different from the others
style. People may follow the people to find out the findings. They do less research but observe
the findings become perfect. People may not follow the logic but others findings.

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Honey and Mumford’s Learning Style:
Honey and Mumford researched on the learning styles. They suggest that learning style doesn't
follow any cycle but have some different types. These types are given below:
Figure 02: Honey and Mumford’s Learning Style(Source-wordpress.com)
Activist learning style: Activist learners are very curious to know new things. They may not
bother with new things but eagerly do so to know it.
Reflectors learning style: reflectors are ready to know the new things but after doing research
on it. They collect information from internal and external sources to learn it.
Theorist learning style: In the style, people do research using theories to invent new
experimental theories. They become logical to solve and experiment.
Pragmatics learning style: When people do work on the totally new concept that was not
introduced before they follow the style. They are ready to do challenging works to overcome it.
To learn new things, everyone follows their way. These styles may help to learn fast according to
his choice of learning style.

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AC 1.2: Explanation of the role of learning curve and the importance of transferring
learning to the workplace.
Learning curve has great effectiveness and impact to measure the performance of the staffs. The
learning process becomes a success when the learning transferred to the workplace. The role of
learning curve and the importance of transferring learning to the workplace are discussed below:
Figure 03: Learning Curve (Source- qualitydigest.com)
The role of Learning Curve: Learning curve is a graphical representation of the performance of
the staffs. The main purpose is to measure the performance of staffs according to the learning
contrasting the experience of the staffs. It is also needed to identify the core elements to find the
strategy to improve or develop the process of learning. To recruit experienced and skilled human
resource learning curve helps to plan and recruit (Werner &DeSimone, 2009).

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Importance of transferring learning to workplace:
Almost every organisation arrange training program to develop the staff's skill and experience.
To develop the skill and increase efficiency it is needed to transfer the learning. The importance
of transferring learning in workplace is:
Improve value: The main purpose of transferring learning is to increase the organisation’s
value. To improve the quality of the organisation it is needed to share the learning.
Utilise the training fund: There is too much cost in a training session. Transferring the learning
help to improve the quality of training and make it effective. Thus it helps to utilise the training
fund properly.
Face and stunned the challenges: While working, staffs may face some problems. They can
remove the problems by sharing the learning that may be they learnt from the training. They can
solve the problems they face by sharing experience easily (Walton, 1999).

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AC 1.3: Assessment of the contribution of learning styles and theories when planning and
designing a learning event.
Learning styles and theories help to improve the conceptual skills of the staffs. But the style or
theories may depend on the person whom to train for the arising condition. Organization may
take a little time to train him or who may deserve. The style and theories depend so much on the
organisational needs and expectation (DeCenzo& Robbins, 1996).
It is difficult to select a style from the Styles to become effective in the training process. The
skills of the staffs may not be same alike. Someone may need decisional skills; someone may
have leadership. So it is not easy to determine a style for all to run the training program. Before
selecting the style the characteristics and the needs of the staffs may evaluate properly. Learning
style and theories need to focus on the effective learning process while designing a learning
program. The style may select by focusing on the learning options of the staffs. It is needed to
combine the needs and different learning patterns to select the better style using the theories to
make the learning process success.

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AC 4.1: Explanation of the role of government in training, development and lifelong
learning.
The role of government in developing, training and learning has a great supporting role. These
roles are vital for developing the workforce. The roles are describing below:
Establish HR standards: Government establishes the standards of HR for all. These standards
are followed by everyone develop the competency of the workforce.
Maintain the municipal norm: Government can access to all activities through introducing the
common culture to them. The culture may help to generate them more easily to develop the
training and learning process.
Fund: Government can fund the public sectors as well as private sectors. Enough funding is
needed for the training and learning program. The government may make it easy by funding
properly.
Support the HRD: Government can promote the human resource development by including the
extension syllabus of HRD on the national learning.
Create favourable workplace: Observing the workplace, the government can ensure the
favourable workplace for the staffs. It may help greatly to improve the learning process eagerly.
The government can impose rules or law to maintain the standards of the workplace(Martin,
2009).
The roles of government in developing, training and learning process can be considered as heroic
steps to develop the HR.

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AC 4.2: Explanation of how the development of competency movement has impacted on the
public and private section.
The skill or efficiency to do an individual job may refer as competency. It has characteristics like
as an experience, knowledge, practice and so on. Competency is very much needed for the
development of the workplace and the skills of the staffs. The impact of the competency on
public and private sector are describing below:
Not only the public but also the private sector depend so much the competency for the
effectiveness of work. The experts argue so much on the importance and necessity of the
competency of the workforce. In the competitive world, private sectors are seen to maintain high
competency standards to develop the workforce and gain the competitive advantages. Especially
during the recession this concept is applied to sack the staffs having low competency. But the
concern is to maintain and establish the standards of the public sectors. Public sectors may
indifferent to maintain the standards. But they should maintain the standards to develop the
workforce by arranging different intense learning programs. These initiatives may help to
develop the competency to have the more competent and success in doing the jobs (Mathis
&Jackson, 2003).
Maintaining the standards of workforce and competency is needed for gaining competitive
advantages. So it is needed to all organisations to establish a standard for competency.

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AC 4.3: Assessment of how contemporary training initiatives introduced by UK
government contribute to human resource development for Sun Court Ltd.
The government of UK has some initiatives to the contribution of the human resource
development for Sun Court Ltd. The government has some own organisations to develop the
human resource. Like as:
 Trade and Industry Department,
 Work and Pension department,
 Education and skill department,
 Health department.
These organisations serve with the different important task. They do performance to develop
human resource development which may contribute the development of the Sun Court Ltd like
as:
 These organisations may provide support to do council regarding learning and skill
development,
 Supporting by developing the business plan from counselling,
 Provide help to develop the skills and establish effective workforce,
 Planning and investing in the human resource development,
 Maintaining the standards of the workforce through the national programs,
 Forcing or creating a standard for the investors to maintain the workforce standards
(Mondy, Noe&Gowan, 2005)
The government has so many initiatives to promote the learning and development systems. These
are some view of the initiatives to develop the organisations like Sun Court Ltd.

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Task 2:
AC 2.1: Comparison of the training needs for staff levels in Sun Court Ltd.
The needs of the training may not be same to all staffs. Staffs may vary in skill and knowledge.
Besides these, the departmental segment of the company has different skilled employees to work.
The skilled one may help fast to achieve the goals of the organisation (Garrick, 2002).
Sun Court Ltd has three major departments. They are marketing department, finance and
accounting department and Production Department. Each department may not need same training
or the same level of training. The comparison of the training is given below:
As a present condition, the marketing department needs training first to face the challenge and
gain the competitive advantages. Marketing department needs to train first to provide the
company decisions in an effective way. The marketing department may work more effectively to
provide more right decisions to the management.
Finance is the heart of an organisation. The finance and accounting department need to train then
to provide the effective decisions related to the finance which is major concerns of the company.
Finally, the production departments also need to train to make the production managers more
effective and innovative. The managers may train about the formal code of conduct so that the
production may become efficient and the workers remain pleased at works.
The needs of training for the staffs are not same. The needs vary from staffs to staffs and
departments to departments. So People RE Us may bear in mind the topic while designing the
training plan for the Sun Court Ltd.

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AC 2.2: Assessment of the advantages and disadvantages of training methods used in Sun
Court Ltd.
Organisation like Sun Court Ltd use different types of training methods. These methods have
both advantages and disadvantages. These are thoroughly describing below:
Training Methods used by Sun
Court Ltd
Advantage Disadvantage
The lecture method: The
training is taking place in a room
to provide lectures to the
participants.
It can conduct to the huge staffs at
the same time to train.
It cannot be applied in the
production work and laboratory
works.
The practical method: This
method is practical oriented to
observe for learning.
It is effective for the production
department and encourages the
staffs.
It cannot be applied to decisional
and management level of works.
The case study method: This
method is the method here the
situations are given to solve and
learn the task.
It is cost effective and helps to
improve the managerial capacity
of the managers.
It is not suitable for the workers
and has no effects to the
subordinates.
The mixed method: The
mixed method is the combined of
the methods to train the staffs of
the different departments.
It is suitable for the different
departments of an organisation
like Sun Court Ltd.
It is costly and time oriented. It
may also can unnecessary
engagement of the employees
(Gilmore & Williams, 2009).

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AC 2.3: A systematic approach to plan training and development for a training event.
The systematic approach is the process of doing the task one after another. The planning and the
development may have some steps to implement. The systematic approach is to do the work in a
sequent way. To plan and develop a training event for the Sun Court Ltd, People R Us may apply
the approaches to make it success:
The aim of the event: The aim of Sun Court Ltd may fix first to carry out the event. The
company will decide the aim to the People R Us for making the event. The aim of the event may
improve the cost of the service which is paid by the customers by providing quality of services.
Set the training need: The Sun Court Ltd may find the weakness of its marketing department. It
may improve to increase the service rate and demand. So the training need may improve the
skills of the staffs of the marketing department.
Design the strategy: To become a success the training strategy has to set first. It is needed to be
effective. The training strategy for the employees may design in such way that they can perform
in an effective way. The training lecture and the plans may show in an effective way that
everyone may clear of the facts. The budget and the efficiency also need to design for the events.
Implement the event: Doing all the works properly by the People R Us Company, the Sun
Court Ltd can implement it to the training event (Index to Human Resource Development
Review, 2006).

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AC 3.1: Preparing an evaluation of a training event.
Measuring the success of the training program is the evaluation of the training. Many evaluation
systems are used to evaluate the training program. The main purpose of evaluating a training
program is to find out the training program was effective or not to develop the skills of the staffs.
Evaluating the training program, Sun Court Ltd can decide that whether it was necessary or not
(Torrington, Hall & Torrington, 1998).
Sun Court Ltd needs to evaluate the training program that took place in the organisation. After
the training session, the Sun Court Ltd want to evaluate the sessions. The People R Us Company
will evaluate the sessions. The company observed the sessions fully. It also collects all the
information needed to evaluate the sessions. In the same time, the company will observe the
staffs for sometimes to ensure the improvement of the work. It also collects the feedback from
the employees supplying the questioner to the staffs. Thus the evaluation program may take
place by the People R Us Company for the Sun Court Ltd.

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AC 3.2: Carrying out an evaluation of a training event.
Carrying out an evaluation of the training program is a practical step taken by the People R Us
Company. Carrying out the evaluation the following steps need to follow:
Participant’s feedback: The feedback of the staffs or the participants needs to assess. The
satisfaction level or the reactions may vary from staffs to staffs depends on the training system.
The People R Us Company will find out the feedback and the positive sites of the sessions.
Information attainment: Another important matter is to find out the acquisition rate of the
staffs by the People R Us Company. The report where the staffs of the Sun Court Ltd answer the
questions may evaluate the actual acquisition rate of the training program. The most common
mistake made by the staffs may evaluate for further improvement.
Behavioural claim: The behavioural applications are the behaviour that may change by the
training process or by the improvement. The People R Us Company is very much eager to
measure the change.
Improvement of the Business: The People R Us Company measures the improvements of the
business of the Sun Court Ltd. By observing the activities and the improvement done by the
training process is need to measure for evaluating the process.
Compare the Benchmark: The collected or evaluating information of the Sun Court Ltd will be
compared with the actual one to find the legal improvement of the process. The company surely
deserves the improvement of the workforce by the training process (Joy-Matthews & others,
2004).
Thus the evaluation process is finished. The performance and the change are measured easily by
the lengthy but the needed process of training.

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AC 3.3: Reviewing of the success of the evaluation methods used.
The People R Us Company used many different styles to evaluate the sessions of the Sun Court
Ltd. The HR team has discussed the success and the methods of the evaluating to each other to
become effective. There were some benefits to using the styles. The success of the evaluation
greatly depended on the methods. The review of the success evaluation methods is describing
below:
The feedback of the staffs is a psychological matter of the participants. It is totally the personal
perspective. So the matter only depends on the behaviour or the nature of the staffs.
The main purpose is to develop the skills of the staffs. It is related to the acquiring knowledge of
the employees. It is needed to measure to ensure the evaluation of the training and its effects.
The methods are helping to understand the improvement of the staffs. The improvements or
progress of the works is evaluated by it.
The mission of the evaluation is to find out the improvements of the business. In the process, the
People R Us Company compared the info with the actual one. So it may consider as an important
tool of evaluation (Knowles, Holton & Swanson, 2005).
The methods of the People R Us Company were effective and useful to evaluate the progress of
the Sun Court Ltd. It greatly helps to know the evaluation of the sessions.

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Recommendation
The development of the skills and knowledge of the staffs is so much important to increase the
efficiency and survive in the competitive market. The Sun Court Ltd may be more aware of the
facts to select an effective training program for it and implement it successfully. The training
method and the proper evaluation are needed to become more effective at work. So Sun Court
Ltd need to more careful with the facts as well as to the government's roles and helps to develop
the skill of the staffs.

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Conclusion
Understanding the importance and the strategies of the training program is not so easy. It needs
to research deeply to understand it and make it a success. But there is no doubt that the training
program for the staffs of the Sun Court Ltd is very much needed. The leadership process and the
structure of the training program need to fix accurately to make it effective. It will be effective
and beneficial for the Sun Court Ltd when it will be clearer to the staffs and measurable the
performance of the staffs.

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