Continuing Professional Development (CPD) Importance and Impact

This assignment provides an overview of the importance and impact of Continuing Professional Development (CPD). It includes a literature review on the benefits of CPD for employees and organizations, including increased productivity, improved job satisfaction, and better performance. The assignment also explores the role of human resource management in employee motivation and discusses the significance of investing in CPD for IT staff. Additionally, it highlights the importance of CPD for personal and professional growth, and provides best practices for implementing effective CPD programs.

CAPSTONE PROJECT
(DISS/CONS PROJECT/WORK
BASED LEARNING)

EXECUTIVE SUMMARY
The present report is based on Continuous development learning and professional
development that aids to build effective and efficient business working environment. This plays
crucial role in terms to develop the morale of the employees and to perform the activities
effectively. Therefore, the present report will cover aims and objectives in terms to understand
the role of continuous professional learning and development program in driving employee
motivation, productivity, job satisfaction, retention and performance.
In this report, data analysis will be conducted in order to have depth and reliable
information about to evaluate the relevance of continuous professional learning and development
program in maintaining organisational competitiveness.

Table of Contents
CHAPTER 1: INTRODUCTION....................................................................................................1
Background to Research.........................................................................................................1
Research Aim.........................................................................................................................2
Research Objectives...............................................................................................................2
Research Rationale and Personal Rational.............................................................................2
Research Question..................................................................................................................3
Research hypothesis- .............................................................................................................3
Introduction............................................................................................................................3
CHAPTER 3: RESEARCH METHODOLOGY ..........................................................................10
CHAPTER 4 .................................................................................................................................12
DATA ANALYSIS .............................................................................................................12
CHAPTER 5 CONCLUSION........................................................................................................41
RECOMMENDATION ................................................................................................................41
REFERENCES..............................................................................................................................43
APPENDIX....................................................................................................................................45
Gantt Chart...........................................................................................................................45
.............................................................................................................................................45

CHAPTER 1: INTRODUCTION
Background to Research
The business environment is constantly changing, and research shows that human
resource management (HRM) function plays an important role in developing the workforce and
maintaining a competitive advantage. According to Davies and Preston (2002), companies that
provide continuous professional development (CPD) programmes for employees can impact their
employees positively and strengthen their interest to work in the company (Gibson, et al., 2010).
CPD is the term used to describe the learning activities that professionals engage in as part of
their organisational roles. Organisations develop CPD programmes in order to enhance the skills
and expertise of the employees. Rossi (2015), in a study on IT staff, describes CPD as a good
investment for organisations. The motivational level of the employees is increased when they get
involved in such programmes as they develop a perception in their minds that this development
will serve them in the future. With the help of CPD, they can easily apply for the higher jobs
within the company as well as in other companies in the industry (Shaw & Green, 1999).
The role of HR is to develop and support business strategy in the organisation to achieve
the business goals and to gain a competitive advantage. Also, human resources management
constitutes a vital role in strategic management, formulating the decision-making process,
recognising the problem, coaching, and development plus employee’s incentives (Rasim, 2008).
Therefore, it is imperative for an organisation to have a solid human resources
management team which will embark on the employee's development and training. The quality
of an organisation’s CPD offerings can enhance the positivity of the staff, and this will result in
the improvement of employee's productivity and growth in the workforce (Ichniowski, et al.,
1995). Analysed the business environment as developing companies that encourage the
employee to adjust and grow continually with the organisation will give a competitive edge to
staff retention (Lengnick-Hall, et al., 2009).
The organisation focus remains on the learning, training and making people fit for the
organisation and its profile. The major aim of the learning organisation is to make people fully
adaptive to the company and its changing nature and environment. The focus in organisational
learning should be on the individual skills and capacities rather than existing company image
and its policy (Aguinis & Kraiger, 2009).
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It is evident that the learning organisation aims for the continuous learning of its
adaptation and mainly change. For the small business, the creation of culture and its learning in
continuous training develops the change that system organisation adapts throughout its system.
Viewing the learning organisation as root for the change leads to the change in the organisation
(Opfer & Pedder, 2010).
Research Aim
This research will evaluate the relevance of continuous professional learning and
development program in maintaining organisational competitiveness.
Research Objectives
 To understand the concept of continuous professional learning and development.
 To determine learning and development in term to enahnce organisation
competitiveness.
 To investigate the various types of continuous professional learning and development
program implemented in organisation.
 To understand the role of continuous professional learning and development program in
driving employee motivation, productivity, job satisfaction, retention and performance.
 To evaluate relationship between continuous professional learning and development
program and competitiveness of association in industry.
Research Rationale and Personal Rational
Reason behind conducting research on this topic is to understand importance of
continuous professional learning and development program in current market. These days
changes are taking place in external environment, so trend for continuous professional learning
and development is improving. Apart from this there is personal reason as well to conduct
research on this topic. i.e. researcher belongs to HR field, so he wants to enhance knowledge
about factors which motivates and make workforce retain in organisation.
Continuous professional learning is the process of tracking and documenting the skills,
knowledge and experience that an individual can gain both formally and informally while
working, beyond any initial training. It's a record of what a person has experienced, learn and
2

then applied in their practical life. The world of continuing professional development (CPD) is
changing, driven by digital enables and the changing demands of employers and workers alike.
Demand is now generated in part by careerist professionals who see CPD as an extra way to gain
advantage in a competitive jobs market, while other trends are turning CPD into a means of
validating citizens’ expectations of public sector practitioner standards.
Research Question
Does continuous professional learning and development increase an organization’s competitive
advantage?
Research hypothesis-
H1- There is significant relationship between continuous professional development and
organisational competitive.
H0- There is no significant relationship between continuous professional development and
organisational competitiveness.
CHAPTER 2: LITERATURE REVIEW
Introduction
Secondary data is best utilized through the development of literature that analyses,
recounts and critiques the researches and information noted by other researchers on the topic.
The concept of continuous professional learning and development
According to Filipe (2014) continuous professional development is the process of
tracking and recording the skills of employees and developing a program which can assist them
to perform their business duties with higher capabilities and expertise. According to research
conducted by Sexton (2017), the individual who works in IT industry is required to keep up to
date concerning the latest technologies. There are a diverse range of products and services
which are provided to the customers of the company, and if the IT department of the company
does not update their skills and expertise, then the company fail badly to satisfy the needs and
demands of the customers. To remain effective in their role they have to play special
consideration to information technology by knowing the trends and changes in the technology
(Olakulehin, 2007). The IT professional when keeping them updated when they become able to
fulfil all the needs and demands of customers of the company. Moreover, their performance of
the duty is also improved which enables them to grow in the company as well as in industry in
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the future (Anvari, 2007). As per the view of Aguinis & Kraiger, (2009) stated that CPD
termed out as planned, continuos and lifelong process that aidas to develop their personal and
profressional qualities and also aids to improve the knowledge, skills and practice that leads to
empower teh working of the individuals. In contrary to Anvari, (2007) stated that this can be
defined as ongoing process that aids to develoing, maintaining and documenting the
profressional skill to conduct the work practices effectively. Hence, Creswell and Plano Clark,
(2007) stated that continuing development can be termed out as the both potential expensive
and essential process. The main purpose of profressional development is to improvise the
knowledge and skills in order to faciliates the individual and also supports to continually
enhance the requirements. In contrary to Gibson, Dollarhide & Moss, (2010) stated that
continual profressional development is crucial process that aids to maintain and enhance
knowledge of the worker of the enterprise. According to the view of Ichniowski & Prennushi,
(1995) stated that continuing profression development is effective process that aids to enhance
the skills and abilities of employees. It si one of the widely recognised process. It is process that
is very effective in terms to developing an understanding of the practical application application
of the innovative knowledge and skills. As per the view ofKhan, Khan & Khan, (2011
) stated that this is very crucial terms as it supports to tracking and documenting the skills,
knowledge and experiencing. Therefore, this is term that defined as lifelong process hat aids to
improve and broaden the knowledge and skills of an individual within the enterprise.
The various types of continuous professional learning and development program
implemented in organisation
According to Burton (2017) the companies which make the investment in CPD enhances the
expertise of employees which in return decreases the expenses and costs of the companies. The
more competent and capable employees of the company work with higher efficiency and
productivity and do not find difficulty in dealing with the pertaining problems. In the special
issues, the companies also do not have to hire the external specialist to deal with the issues or to
perform the specific task. In this way, the cost of hiring experts is also reduced. As the
productivity and efficiency of the employees are increased, they tend to work more in the
limited time which transforms the goals of the company into reality and assists the company to
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achieve the corporate objective. The highly productive companies save cost and become more
profitable as compared to competitors. The cost-saving leads towards achieving a competitive
advantage in the long run (Steadfast, 2017).
The companies make the HR strategy which deals with the management of the employees of the
company. The effective strategy of the company assists the management of the company in
satisfying their employees and provoking them to work with high devotion and motivation. As
per research conducted by researcher the highly motivated employees of the company work
harder and leads towards the development and growth of the company. The higher satisfaction
develops, the higher the motivation to work in the company in the long run. The continuous
professional development also increases the level of motivation in the employees. The
employees of the company who get involved in the CPD programs initiated by management are
satisfied to a greater extent as they perceive that they will grow easily in future due to developed
skills and expertise (Nereida, 2013).
The role of continuous professional learning and development program in driving
employee motivation, productivity, job satisfaction, retention and performance
The human resource strategy of the company is developed to manage the employees of the
company. As per Priya & Eshwar, 2014 The employees of the company want the HR strategy in
their favour concerning pay scales, promotion plans, reward schemes, development of skills and
expertise as well as other non-monetary rewards. The companies which develop human
resources policies and strategy to motivate the employees and retain them for a longer period
give special consideration to all these factors of motivation (Marinucci, et al., 2013). The highly
motivated employees’ works in the best interest of the company and perform their duties with
full devotion and productivity.
According to Sexton, 2017 the training and development are an important and
appreciable approach which can be used by the company to motivate their employees. The
training and development are incorporated within the organisation with the help of a continuous
professional development program (Khan and et al., 2011). As the skills are increased when
they find a way to deal with the issues of the work. In some situations, the employees get stuck
specifically at the time when the new technology or new approaches to work are introduced
within an entity. The training and development resolve these issues.
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Relationship between continuous professional learning and development program and
competitiveness of association in industry
The companies which align their HR strategy with CPD motivates their employees
highly as their satisfaction level towards the job is increased. The companies can motivate their
employees by increasing the pay and finding out the method to motivate the employees. The
continuous professional development also finds out the way to know the issues with which the
employees suffer and train them. The HR strategy is also developed in this regard which aligns
with CPD and both leads towards the betterment of the company. In the HR strategies, the
issues are also identified which are faced by the employees of the company and these issues are
resolved with the help of continuous professional development. The issues faced in doing the
daily activities of a business can be easily resolved by CPD which is beneficial for the
employees of the company as well as for the entity.
In an ever-increasing globalized and competitive society, the importance of Continuing
Professional Development cannot be overstated. The world’s industries are forever evolving,
which creates exciting opportunities but which also comes with challenges. CPD enables an
individual to regularly apply attention to important areas of development and takes appropriate
action to diminish any shortfalls in knowledge. Equally, an individual must see continuing
professional development as a way to remain competitive with their rivalries and as an
opportunity to differentiate themselves at moments where this may be required, such as in job
interviews or in tenders for new work and business acquisition. According to Luke, H., 2016 as
more people become professionally qualified with similar qualifications, CPD becomes more
important as a means of separating yourself from the pack.
In the words of Rossi, B., 2015 Providing CPD recognized learning benefits to the
organization through recognition and increased brand perception. Internal use of continuing
professional development aspires and promotes a healthy learning culture for organization,
leading to a more fulfilled workforce and retaining valuable staff.
Many organizations have staff with CPD obligations as members of professional bodies.
In circumstances where internal CPD training resources are low, organizations use outsourced
CPD training providers to meet staff requirements. Ethical values are the set of established
principles governing righteous behavior. This also assures that the company maintains a good
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business reputation. As per Rossi, B., 2015 Majority of the managers are concerned about
developing public relation which will encourage and promote a set of appropriate ethical values
for staff within the company which to be undertaken by the company while doing business with
the customers.
As CIPD, the expert body for HR and individual’s advancement, advises in its paper
about the advantages of CPD, being given preparing and improvement openings empowers
representatives to create on existing aptitudes and learn new ones, helping them accomplish
their vocation objectives. As CIPD composes, CPD enables representatives, "To adapt
emphatically to change by always refreshing your aptitudes set." By creating and adapting new
aptitudes, being presented to proceed with advancement in the work environment will enable
people to enhance their execution at work, which means they are in a superior position for
advancement, all the more difficult duties and conceivably a compensation rise. As per Nereida,
2013 Knowing they are being resourced through preparing and seeing the self-improvement
increases of such preparing, including winning a more noteworthy range of abilities and
enhancing execution, will unavoidably make more noteworthy occupation fulfilment.
As CIPD, the master body for HR and people progression prompts in its paper about the
benefits of CPD, being given planning and change openings engage agents in making on
existing aptitudes and learning new ones, helping them achieve their livelihood goals. As CIPD
makes, CPD empowers delegates, "To adjust determinedly to change by continually reviving
your aptitudes set." (Luke, 2016). Knowing they are being placed assets into through planning
and seeing the self-change increments of such getting ready, including winning an essential
scope of capacities and improving execution, will unavoidably make more important occupation
fulfilment. According to Sexton, A., 2017 high levels of staff turnover can be devastating for a
business. It is inside each organisation's enthusiasm to hold tight to their most esteemed
individuals from staff. According to Burton, L., 2017 Offering CPD can be a viable method to
support confidence in the working environment and in this way guarantee prized people are
more averse to search for work somewhere else, in this manner enhancing degrees of
consistency.
Determining learning and development in term to enhance organisation competitiveness.
The learning and development is a procedure is focused on the performance development of the
employees. Training and development is a process of improving the skills of the employees,
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change in attitude of employee and develop new concepts in their mind to improve their overall
performance in the organization. The better training and development can develop or furnish the
skills of employees. The skills and knowledge of employee have directly impact on the
performance of organization. This good performance of the employee can help organization to
compete with competitor in market. According to Larsen, (2017), the performance of the
employee can be improved by providing them better training and development. This can help
the employee to learn the processes and methods used by the company. If the employees are
aware the company procedures and working methods, they can perform given task in better
way. This good performance of the employees improves the overall performance and
productivity of the company. This will help the organisation to perform better in the market
competition. The training and development can help the HRM to improve the team working and
performance of the individual with in the organization.
As per the view of Cohen, (2017) the training and development can help the
organization to perform in the competitive market and keep generating good revenue as
compare to the competitors. To improve the competitive performance of the company the HRM
can target different areas of employee development. For the better communication with in the
organization the HRM can focus on interpersonal skills of individual employee. By developing
good communication skills in the employees to communicate better in teams and with each
other. Better communication process can improve the information transfer with in organisation
that can help the employee to perform tasks and operations allocated to them in good manner.
Training related to the communication can also improve relation between employees and this
can improve the behaviour of organisation. This good performance of the employees can
improve overall performance of company in market. The better the employee will perform for
organization, organization will grow in the market.
According to Seidle, Fernandez, and Perry (2016), training and development help the
organization to retain employee for longer and this can improve the trust between company and
employees. By the training and development process individual persons skills can be improved.
This process also helps the employees to grow professionally in organization. This professional
behaviour of the employee helps company to develop creativity in the production and operation.
This creativity of individual employee help the company to introduce innovation in products
and methods used by organisation. The innovative methods and product can help to improve the
8

market status of company. The performance of organization in the market only can be
improved by introducing product with better quality. This can be done by improvise skills of the
employees in organisation.
As per Clarke and Higgs (2016), the performance of organization is based on working
and performance of employees working in it. By developing the decision making skills in
employees can help to improve decisions related to product development and process
development. This will be helpful for the organization to perform with the employees who are
good at decision making. This can improve the overall performance of company. In the market
competition the company with good performance have advantage to perform better in sales and
other perspective. The performance of the company in the market can be improve by polishing
the skills of employee time to time. This continuous process of particular training can help
individual person to become perfect in particular operation or task. This improves the
productivity of individual person. In the perceptive of whole organization the productivity of
individual person have huge contribution. Multiple contribution of different employees can
improve the overall productivity of the company that can improve the performance of company
to compete better to the competitors.
According to Frost, (2016), the leadership skills of the company managers and leader
drives the performance of company in global market. The better leadership of organization can
give the direction to the company employees to perform. Good leadership skills can help the
individual person to show their personal and professional skills. If all the member of the teams
are performing with the hundred percent of efforts to complete the company goal, the overall
productivity of organization will be improved. This can lead to better performance of company
in the market and develop the positive competition. This is how the development of good
leadership skills can help the employees and company to grow and improve productivity.
Conclusion
According to literature, the human resource policies, HR strategies as well as other
training program are considered essential for the companies. The companies which align the
continuous professional development with the HR strategies motivate the employees to a greater
extent, and their satisfaction level is also increased. The training and development and
continuous development for the employees also enhance the productivity of employees at
workplaces. The cost and other expenses of the company are with the help of continuous
9

professional development as the productivity and efficiency of employees are increased
significantly. The HR strategies for motivation are used by the management of the company in
which the pay scale and promotional objectives are provided to employees. The companies
which initiate such programs within their entities also get assurance to achieve a competitive
advantage in the industry.
CHAPTER 3: RESEARCH METHODOLOGY
This section explains the research strategy and system of the study for this thesis.
Particularly, this section highlights the exploration logic, methodology, system and information
accumulation systems. Research philosophy is a situated of an organized set of rules or
exercises to support in producing substantial and solid exploration results (Mingers, 2001,
p.242). The exploration process has adaptability taking after the recommendation of Saunders et
al. (2003) which is an onion model (figure 1).
Figure 1 - The research process ‘onion’ (Saunders et al., 2003)
This research will adopt a systematic review of the literature on continuous professional
development in order to understand its role in improving competitive advantage. The stages of
this systematic review will begin with the defining of the research questions.
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Research Questions
 Do you understand the concept of continuous professional learning and development?
 What are the various types of continuous professional learning and development program
implemented in organisation?
 What is the role of continuous professional learning and development program in driving
employee motivation, productivity, job satisfaction, retention and performance?
 What type of relationship occur between continuous professional learning and
development program and competitiveness of association in industry?
In order to address these research questions, a search for relevant data will be carried out
using the online library resource, Athens. The results for the different searches will be refined to
focus on the variables in the research objectives. The literature will be analysed into categories
and themes in order to establish common patterns or results for CPD in organisations.
Research approach: Research approach is the way through which information which is
important and relevant according to research topic is collected. There are two types of research
approach: deductive and inductive. In this research, deductive approach is used because this
covers relevant aspects which affects research topic.
Sampling: Sampling is the process in which some number of respondents are selected to
collect and evaluated view, opinion about research topic. It is not possible to collect information
from whole crowd, so some candidates are selected. There are two types of research sampling:
random and non random sampling. Random sampling is best because in this there is equal and
possible chances of being selected. Hence, with this method, there are less possibilities of getting
bias data.
Pilot Study- Pilot study refers to small scale study which is conducted in order to
evaluate feasibility, cost and time to conduct research activities. This helps to conduct full
project in more reliable and better manner.
Data collection- Data collection is the process to collect information from different
sources to give correct and authentic recommendation, and conclusion. There are two sources of
collecting data i.e. primary and secondary source. Primary source is the way in which
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information is collected by research from respondents. While in secondary source information is
collected from online source, books, journals, etc. Both the sources are good because in primary
source information is collected on one to one basis. While in secondary source large number of
data is collected or overview of specific opinion is known. Hence, secondary information is
collected from authentic and reliable source.
Data analysis- Data analysis is the way through which collected information is
interpreted. This is important because this is base for providing conclusion and recommendations
for future benefits. Thematic approach is used because in this research questions are converted
into themes in discussion part.
Research Ethics- Research is the study to gain in- depth knowledge about specific topic.
Information is collected from authentic sources, data is stored and transferred with confidential
sources.
Time horizon: Research is the study to in- depth investigate about some specific research
topic. There are many activities such as introduction, setting aims and objectives, literature
review, etc. which helps to conduct research in better and effective manner. Hence, Gantt Chart
is the technique which is used to analyse time required to conduct research activities. In Gantt
Chart activities are pictorial shown with their respective time. In order to conduct this research,
there is requirement of around 12 weeks.
CHAPTER 4
DATA ANALYSIS
1. Do you think continuous professional development enhance productivity and adherence to
quality standards?
 Yes
 No
 May be
2. Is entity must focus over continual learning and job trainings.
 Yes
 No
 May be
3. Does training and development leads to creating the better corporate image.
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 Yes
 No
 May be
4. Is active learning approach of employees aids to gain competitive advantage.
 Yes
 No
 May be
5. Does continuous professional and development provides opportunity to employees to learn
and grow?
 Yes
 No
 May be
6. Is continuous professional development help employees in terms to shape the development of
future leaders?
 Yes
 No
 May be
7. Is continual professional development leads to enhance greater productivity and efficiency to
enterprise?
 Yes
 No
 May be
8. What are the goals of continuous training and development within enterprise.
 Improvement in team morale
 Reduction in monitoring needs
 Improvise organisation viability, scalability and flexibility
 Improvised human relations.
9. What are the advantages of continue training and development programme in entity?
 Addressing weakness
 Improving performance
 reduction in turnover
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 Fostering growth
10. Is continuous development programme aids to gain efficiency, standardization and
flexibility?
 Yes
 No
 May be
11. Do continuous development programmes aids to enhance employee retention rates?
 Yes
 No
 May be
12. Does continual development programmes reenergize the staff?
 Yes
 No
 May be
13. Is continuous development programmes aids to developing decision making skills of
employees within enterprise?
 Yes
 No
 May be
14. Does continuous learning within enterprise builds positive workplace environment?
 Yes
 No
 May be
15. Is continuous development programme aids to enhance workplace productivity?
 Yes
 No
 May be
16. Does training and development programmed aids to meet current and future business
demands?
 Yes
 No
14

 May be
17. Do you believe that it is assistive in terms to addressing employees weakness within
enterprise?
 Yes
 No
 May be
18. Do you think by promoting better development programme aids to have improvement in
quality of service?
 Yes
 No
 May be
19. Is training to employees creates the supportive workplace environment?
 Yes
 No
 May be
20. Do you think continually training and development opportunities takes time and money?
 Yes
 No
 May be
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Theme 1: Continuous professional development enhance productivity and quality standards.
1. Do you think continuous
professional development
enhance productivity and
adherence to quality standards?
Frequency %
Yes 16 80.00%
No 3 15.00%
May be 1 5.00%
Total 20 100.00%
Interpretation- Continuous professional development is one of the best activity or practices of
business that helps to enhance the productivity of staff members more than now. Some people
feel that via CPD program employees continually improve their skills and knowledge and also
develop the new ones which helps to achieve professional and personal goals. 80 percent
people's think that it is one of the better way to improve or enhance performance rather than the
16
Yes No May be
0
2
4
6
8
10
12
14
16
18
16
3
1
Frequency

another company workers. They feel that continuing professional development is essential in
business because it assures employees to continue to be competent in their profession. They
think that with the help of CPD staff get better opportunities in their career and grow it more and
more. It permits staff members to build confidence in work which they do in workplace. With the
help of getting training and good development plan employees serve good quality services
because after training they will be able to work effectively and perform more confidently. But
on the other side some people feel that continuous professional development is not as much
effective program because it consumes a lot of time and management less focuses on creating
plan or strategies of success.
Theme 2: Entity is focusing over continual learning and job training.
2. Do entity should focus over
continual learning and job
training. Frequency %
Yes 18 90.00%
No 1 5.00%
May be 1 5.00%
Total 20 100.00%
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Interpretation- 90 percent people share their thoughts which reflects that entity should
focuses on overall continual learning and job training because it helps to develop new skills
among individual and improve the areas which need to be improved. With the help of job
training each person can be able to perform effectively and give better services to customers
more than now. Entities must focuses on it because job training and continual learning is
beneficial for both customer and enterprise. By conducting interview, researcher identify that
most of the people prefer continue learning because it is the best things which maximize
individual skills and knowledge of work. With the help of learn something new or different
person successfully gain positive outcomes and bring new ways towards success. On the other
side researcher also identify that 5 percent people do not like to be a part of continuous learning
program and job training session because they think that it consume a lot of time and enterprise
management do not focus on other essential activities. In job training and Continual learning
management need to concentrated on each person which is one of the most difficult things which
they have to do. After getting training some of staff members still not be able to work effectively
that directly impact on business profit and productivity.
Theme 3: Training and development supports to create better corporate image.
18
Yes
No
May be
0 2 4 6 8 10 12 14 16 18 20
18
1
1
Frequency

3. Does training and
development leads to creating
the better corporate image. Frequency %
Yes 17 85.00%
No 2 10.00%
May be 1 5.00%
Total 20 100.00%
Interpretation- With the help of interview researcher identify that 85% people think firm
build their positive image in marketplace as compare to others. Most of the companies invest
money in continuous professional development plan which helps to enhance skills of workers
that in return minimize costs and expenses of organizations. Via training and development
session company improve current as well as new employee's skills and increase their knowledge
of work, via this process each individual will be able to perform effectively and accomplish
given tasks on time, by this activity business will grow and succeed in market place and create
19
17
2
1
Yes
No
May be

good image rather than the another. Group of talented workers is a part of successful business
because they work hard, confidence for achieving organizational goals and business objectives.
But few people feel training as not as much valuable because it is a long term process which
might be successful or not. Thus, for implementing new technologies in business firm need to
trained their workers and invest a lot of money in training and development program which
directly impact on corporate financial budgets and market share.
Theme 4: Active learning approach helps to gain competitive advantage.
4. Does active learning
approach of employees
aids to gain competitive
advantage.
Frequency %
Yes 15 75.00%
No 3 15.00%
May be 2 10.00%
Total 20 100.00%
20
Yes
No
May be
0 2 4 6 8 10 12 14 16
15
3
2
Frequency

Interpretation- Active learning is one of the best learning approach used by leaders or
managers in firm for improving and developing the knowledge of staff more than now. It is a
type of learning in which instruction seek to involve workers in learning procedure more directly
than in other methods. 75 % people prefer active learning approach because employees raise
their skills level at higher stage in which they will be able to work tremendous than now. With
the help of continuous learning staff learn something new daily and used in day to day activities
that contribute to gain competitive advantages. Active learning approach give many
opportunities to employees to grow their career and to raise confidence at high level. On the
other hand with the help of conducted interview researcher identify 15% of people feel that
active learning approach does not work effectively and do not enhance workers productivity and
performance. Learning process is longer term program and required a lot of time of staff which
decrease their interest of work. By taking in this procedure few people do not make any
improvement or improve their skills which directly affect firm profit margin.
Theme 5: Continuous professional development provides opportunity to learn and grow.
5. Does continuous professional
and development provides
opportunity to employees to
learn and grow? Frequency %
Yes 17 85.00%
No 2 10.00%
May be 1 5.00%
Total 20 100.00%
21

Interpretation- Continuous professional and development helps employees and
employers. It helps workers to keep their skills and knowledge up to date. It assures staff that
professional standard of their registration and qualification is maintained. With the help of taking
interview researcher identify 85% people think that continuous development and professional
provide many opportunities to workers to grow in their career and learn something new which
supports to make their career at high level. Good skills and great knowledge increase via training
and professional development plan that is conducted by HRM of firm. On the other side 10%
people believe that continuous profession development takes a lot of time and need more
investment which is not as much beneficial for company or business.
Theme 6: Continuous professional development supports to shape the development of future
leaders.
22
Yes No May be
0
2
4
6
8
10
12
14
16
18 17
2
1
Frequency

6. Is continuous professional
development help employees in
terms to shape the development
of future leaders? Frequency %
Yes 18 90.00%
No 1 5.00%
May be 1 5.00%
Total 20 100.00%
23

Interpretation- According to the above tabular presentation it can be interpreted that CDP is one
of the effective tool that aids to shape the development of future leaders. It is process that is very
helpful in order to enhance efficiency, standardization and flexibility. Thus, there are total
number of 20 respondents. Under this, 18 said yes, 1 said no and 1 is not sure of it. Therefore, it
can be stated that it is very effective term that aids to shape the working enterprise.
Theme 7: Yes, continuous professional development leads to have enhancement in
productivity and efficiency to entity.
7. Is continual professional
development leads to enhance
greater productivity and
efficiency to enterprise? Frequency %
Yes 16 80.00%
No 3 15.00%
May be 1 5.00%
Total 20 100.00%
24
Yes
No
May be
0 2 4 6 8 10 12 14 16 18 20
18
1
1
Frequency

Interpretation- As per the above tabular presentation it can be stated that continuous development
programme is very helpful in terms to enhance greater productivity and efficiency within
enterprise. Thus, there are total number of 20 respondents. In this, 16 said yes, 3 said no and 1 is
not sure of it. However, majority of respondents stated that continual professional development
programme leads to enhance the efficiency within the enterprise.
Theme 8: Reduction in monitoring of needs aids to have continuous training and
development.
8. What are the goals of
continuous training and
development within enterprise. Frequency %
Improvement in team morale 5 25.00%
25
16
3
1
Yes
No
May be

Reduction in monitoring needs 5 25.00%
Improvise organisation
viability, scalability and
flexibility 5 25.00%
Improvised human relations. 5 25.00%
Total 20 100.00%
Interpretation- As per the above tabular presentation it can be stated that continuous development
is very effective process as it aids to bring wide aspect of growth within the enterprise. Thus,
there are total number of 20 respondents. In this, 5 employees said that it aids to improvise the
human relations, 5 stated that is vert effective to have improvement in the enterprise viability,
scalability and flexibility, 5 said it is helpful in terms to have reduction in monitoring needs and
5 stated it is effective process with terms to have improvement in team morale.
26
Improvement in team morale
Reduction in monitoring needs
Improvise organisation viability, scalability and flexibility
Improvised human relations.
0 1 2 3 4 5 6
5
5
5
5
Frequency

Theme 9: The beneficial advantages of this as addressing weakness and reduction in turnover.
9. What are the advantages of
continue training and
development programme in
entity? Frequency %
Addressing weakness 6 30.00%
Improving performance 4 20.00%
reduction in turnover 6 30.00%
Fostering growth 4 20.00%
Total 20 100.00%
27
6
4
6
4
Addressing weakness
Improving performance
reduction in turnover
Fostering growth

Theme 10: Continuous development needs to gain efficiency, flexibility and standardization.
10. Is continuous development
programme aids to gain
efficiency, standardization and
flexibility? Frequency %
Yes 14 70.00%
No 5 25.00%
May be 1 5.00%
Total 20 100.00%
28

Interpretation- As per the above tabular presentation it can be stated that continuous
professional development is one of the effective process that aids to bring improvement in
performance and self fulfilment of employees. Thus, there are total number of 20 respondents.
Under this, 14 participants said yes, 5 said no and 1 is not sure about it. Therefore, it has been
stated that continual learning and high skilled worked force are crucial aspect that aids to
perform working of the enterprise effectively. However, training and development program aids
to offer potential advantages and also supports to create pools of qualified employees.
Theme 11: Continuous development enhance employee retention rates.
11. Do continuous development
programmes aids to enhance
employee retention rates? Frequency %
Yes 13 65.00%
No 5 25.00%
May be 2 10.00%
Total 20 100.00%
29
Yes
No
May be
0 2 4 6 8 10 12 14 16
14
5
1
Frequency

Interpretation- According to the above stated tabular presentation, it has been interpreted that
effective training and development programs supports to increased efficiency ad improved
employee morale. Therefore, employee can be retained within the enterprise with help of
focussing over company customers, competitors, strength and weakness. It is one of the effective
process that aids to define the training program and supports to enhance morale of employees.
With help of this process employees within the enterprise can be retained for longer period.
Thus, there are total number of 20 respondents. Under this, 13 said yes, 5 said no and 2 are not
sure of it.
Theme 12: This aids to reenergize the staff within enterprise.
12. Does continual development
programmes reenergize the
staff? Frequency %
Yes 16 80.00%
30
Yes
No
May be
0 2 4 6 8 10 12 14
13
5
2
Frequency

No 3 15.00%
May be 1 5.00%
Total 20 100.00%
Interpretation- Based on the above tabular presentation it can be interpreted that continuous
development programme is one of the greater tool that provides ultimate training to future
leaders. Hence, providing better professional development aids to enhance the skills of the staff.
Thus, there are total number of 20 respondents. Under this, 16 said yes, 3 said no and 1 is not
sure of it. Hence, majority of candidates said that continual development programme for
employees leads to have enhancement in skills of employees. Hence, it can be said that training
and development aids to re-engerize the workforce of the enterprise.
Theme 13: This is helpful in terms to develop decision making skills of employees within
enterprise.
31
16
3
1
Yes
No
May be

13. Is continuous development
programmes aids to developing
decision making skills of
employees within enterprise? Frequency %
Yes 15 75.00%
No 4 20.00%
May be 1 5.00%
Total 20 100.00%
32
Yes
No
May be
0 2 4 6 8 10 12 14 16
15
4
1
Frequency

Interpretation- As per the above tabular presentation it can be stated that continuous
development programme is very helpful in terms to improvise its products and services. By
promoting better training employees to the enterprise are able to take one suitable decision and
enhance their skill towards it. Thus, the total number of respondent are 20. In this, 15 said yes, 4
said no and 1 is not sure of it. However, majority of respondent said that continuous development
programmes aids to developing decision making skills
Theme 14: It supports to build positive workplace environment.
14. Does continuous learning
within enterprise builds positive
workplace environment? Frequency sheenu.k%
Yes 17 85.00%
No 2 10.00%
May be 1 5.00%
Total 20 100.00%
33

Interpretation- As per the above tabular presentation it can be stated that continuous
professional development is process of tracking and documenting the skill, knowledge and
experience to conduct the effective performance. Therefore, continual professional development
is a lifelong process that improve the knowledge, skills and practices. Thus, there are total
number of 20 respondents. Under it, 17 said yes, 2 said no and 1 is not sure of it. It is very crucial
to build work environment that helps to employees and also enhance profits of the enterprise.
Thus, with help of framing the positive work environment within an enterprise, employees can
feel motivated in themselves.
Theme 15: This is helpful process in terms to enhance the workplace productivity.
15. Is continuous development
programme aids to enhance
workplace productivity? Frequency %
Yes 18 90.00%
No 1 5.00%
34
Yes
No
May be
0 2 4 6 8 10 12 14 16 18
17
2
1
Frequency

May be 1 5.00%
Total 20 100.00%
Interpretation- As per the above tabular presentation stated that continual professional
development aids to enhance the workplace productivity by directing worker to perform their
role in better and effective manner. However, it is crucial to come up with process as to reduce
he staff turnover, improve productivity and efficiency and also supports to retain customers at
high rate.
Thus, the total number of respondents are 20. Under it, 18 said yes, 1 said no and 1 is not
sure of it. However, it can be stated by continual development of employees with the enterprise
the workforce can able to perform business functions effectively and efficiently.
Theme 16: Training and development programme helps to meet current and future business
demands.
35
Yes
No
May be
0 2 4 6 8 10 12 14 16 18 20
18
1
1
Frequency

16. Does training and
development programmed aids
to meet current and future
business demands? Frequency %
Yes 14 70.00%
No 4 20.00%
May be 2 10.00%
Total 20 100.00%
Interpretation- As per the above stated tabular presentation it can be stated that training and
development program in enterprise helps to meet current and future demands of the workers.
Hence, it can be said that training and development helps to meet the current and business future
demand. Thus, there are total number of the 20 respondents. In this, 14 said yes, 4 said no and 2
36
Yes
No
May be
0 2 4 6 8 10 12 14 16
14
4
2
Frequency

are not sure of it. However, development program aids to bring all employees at the higher level
with the similar skills and knowledge.
Theme 17: It is helpful in addressing employees weakness within enterprise.
17. Do you believe that CDP
assistive in addressing
employees weakness within
enterprise? Frequency %
Yes 17 85.00%
No 2 10.00%
May be 1 5.00%
Total 20 100.00%
37

Interpretation- With the help of above stated tabular presentation it can be stated the main aim
of continuous professional development is to analyse the weakness and to take steps to full fill
them. Training program aids to strengthen the skills that employees needs to improvise them.
However, there are total number of 20 respondents. Under this, 17 said yes, 2 said no and 1 is not
sure of it. Training helps the entire enterprise to perform the all activities in better and effective
manner.
Theme 18: Yes, promoting better developmental programme aids to improvise quality services.
18. Do you think by promoting
better development programme
aids to have improvement in
quality of service? Frequency %
Yes 15 75.00%
No 3 15.00%
May be 2 10.00%
Total 20 100.00%
38
Yes
No
May be
0 2 4 6 8 10 12 14 16 18
17
2
1
Frequency

Interpretation- As per the above tabular presentation it can be stated that better development
program aids to build the strategies that helps to improve the quality and develop effective
framework. Training is the term that helps to entire organisation to perform the each things in
proficient mode.
Thus, there are total number of the 20 respondents. In this, 15 stated yes, 3 participants
said no and 1 is not sure of it. So, it can be said that better developmental programme will be
helpful to improvise the quality services.
Theme 19: It is helpful process in order to creates supportive workplace environment.
39
15
3
2
Yes
No
May be

19. Is training to employees
creates the supportive
workplace environment? Frequency %
Yes 14 70.00%
No 5 25.00%
May be 1 5.00%
Total 20 100.00%
Interpretation- Based on the above stated tabular presentation it can be stated that training to
employees aids to create the supportive workplace environment and it also supports to enhance
employee well being. It is one of the effective term that aids to ensure policies and procedures
that bring systematic working enterprise. Thus, there are total number of the 20 respondents. In
this, 14 participants stated yes, 5 said no and 1 is not sure of it. However, it can be said that good
communication skills and training opportunities supports to bring overall development within the
working enterprise.
40
Yes
No
May be
0 2 4 6 8 10 12 14 16
14
5
1
Frequency

Theme 20: Yes, it is time and money involving process.
20. Do you think continually
training and development
opportunities takes time and
money? Frequency %
Yes 16 80.00%
No 3 15.00%
May be 1 5.00%
Total 20 100.00%
41

Interpretation- As per the above stated graph it can be stated continual professional development
of employees time and money involving process. Therefore, it aids to conduct the enterprise
activities effectively. It is process that aids to expand the opportunities and also leads to perform
the business activities in effective and proficient manner. Thus, the total number of respondents
are 20. In this, 16 said yes, 2 said no and 1 is not sure of it. However, trainings and development
can be taken as time and cost involving process.
42
Yes
No
May be
0 2 4 6 8 10 12 14 16
16
3
1
Frequency

CHAPTER 5 CONCLUSION
It can be concluded that the research work will enable the companies to know how
continuous professional development can help the companies to achieve competitive advantage
in the long run. The research conducted can also be used by different researchers to conduct
further research work. The research work was done using secondary research and a case study,
and it will be assured that the research work did comply with all the ethics of research work. This
research is aimed at ensuring that developing organizations must develop a culture of
competitiveness and continuous growth and improvement through developing their staff
continuous training and development. Learning organizations have been demonstrated to
facilitate adaptability and to enhance further understanding of shareholder in the business
environments. In the next chapter of my research, the literature collected through secondary and
primary data collection tools and classified as literature review is analysed along with different
models and theories that will be used to aid the analysis.
RECOMMENDATION
The performance of the individual employee is important for the company. By focusing the
individual employee to perform the training and development can help the HRM to get better
results. Performance of the employees is based on their personal and professional skills. If the
HRM put more effort in the personal development of employee, the company environment can
be improved. This better environment can help the employees to perform better and grow better
within the organization. For the training and development by considering individual perspective
can help individual person to develop their personal skills and that can be done by using the new
technologies to monitor the activity of the employee.
The RFID and AI can be used to monitor the individual employee which will provide
more functionality to the HRM of company to be more creative. The use of technology can
improve the training and development process so the human resource management can use
technology to improve the implementation of training and development session. By focusing on
the different attributes of employee the overall development of employees is possible. By
providing the training of the latest technology can help the employee to stay aware of the current
trend of the technology in the market. By considering the ethics in the training the employee
relation also can be improved. If the training sessions are done frequently, this can help the
43

employees to learn better and implement this training in the regular work to complete given task.
By using different attractive and communicative training session can made more effective.
44