Importance of Professional Development

This assignment delves into the significance of professional development for educators. It examines various types of professional development, their impact on teacher effectiveness, and strategies for fostering continuous learning in educational settings. The text provides insights from research studies and real-world examples to illustrate the benefits of ongoing professional growth for both teachers and students.

DEVELOPING
INDIVIDUAL, TEAMS AND
ORGANISATIONS
THIS ASSIGNMENT
HAVE NOTHING TO DO
WITH TESCO COMPANY?
YOU DONT NEED TO
APPLY TO TESCO

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
SECTION 1......................................................................................................................................3
P1 (A). Knowledge and skills needed by HR professionals.......................................................4
P2 (B). Personal skill audit of an employee :..............................................................................5
P2C CREATE A PROFFESIONAL DEVELOPMENT PLAN FOR JANE CAMBRIDGE IN
HER HR OFFICER ROLE.........................................................................................................6
.........................................................................................................................................................9
P3D Difference between organisational and individual learning...............................................9
P4E Requirement of continuous learning and professional development................................10
SECTION 2 ...................................................................................................................................11
P5I Contribution of high performance working towards competitive advantage and employee
engagement ..............................................................................................................................11
P6IIVarious approaches of performance management.............................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16
TABLE OF CONTENTS SHOULD BE SPECIFIC EXAMPLE?
P1A .......................................................................
P2B......................................................................
P2C..........................................................................
P6II.............................................................................

INTRODUCTION
Professionals who work in human resource department is increasing as they are
responsible to hire the best suitable candidates for organisation who lead business to attain higher
success. Growth of an individual is significant for a company because their employees are
responsible for execution of plans which is made by top level management. Most of the
enterprises provide various types of trainings to their employees so that they can do their work
with more effectiveness (RaoSavsani and Vakharia, 2012). Continuous learning is essential for
career growth of an individual. This assignment will discuss about knowledge and behaviour that
is needed by HR professionals who are working in a organization. Personal skill audit and
professional development plan will become important part of this report. The role of high
performance working (HPW) will be studied here as well and project will explain about various
approaches of performance management.
SECTION 1
4

P1 (A). Knowledge and skills needed by HR professionals
DEFFINE KNOWLEDGE, SKILLS AND BEHAVIOUR USING REFERENCES?
Human resource department plays a crucial role in the success of enterprise. People
working in this division perform different types of tasks like recruitment, salary negotiation, etc.
The talent needed for executing these activities may differ but there are some general skills that
must be present in the HR professionals. Below are some behaviours and knowledge that are
required in the employees of human resource department:
Speaking ability – Making good connection with different department of an organisation
is necessary for attaining long term goals. HR professional should work on developing their
communication skills so they can understand the problems and suggestions of staff members of
various divisions. Besides verbal methods of communicating, they must also focus non-verbal
methods like determining the needs of personal by reading their gestures. Confidence is key for
successfully developing speaking ability (Little, 2012). If HR professional learn the way of
presenting a thought then it will also be beneficial for their own their personality. This will assist
them at the time of finding training needs of staff members.
Multitasking – Big corporation have a policy where they do internal transfer of their
employees so they can acquire more knowledge about a business. Staff members of HR wing
have to perform different kind of duties like complying government formalities regarding
employee contract, finding potential candidates on social media etc. HR professionals should
work on their behaviour and develop skills the pressure handling. The use technology is
enhancing in this era so they must try to learn new soft-wares which can help them in increasing
their efficiency.
Negotiation – An employee contain the talent of negotiating can attaining good career
growth in short period of time. This quality can be used at the time of deciding salary of new
worker at the time of interview or promoting an existing staff members. This skills is not related
to benefiting one side, both parties get satisfied in this process. Sometime employees demand
different kind of facilities at workplace, but organisation cannot complete all of them. The talent
of negotiation play an important role in this time. This quality is essential for resolving conflicts
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in an enterprise. HR professional are responsible for solving different issues that can arise among
employees or between employer and worker. There are more than one way of negotiation and
staff members of human resource wing should learn all of them so that they can use the
appropriate one at the time of resolving a problem.
Understanding behaviour of personnel – This is a rare but most skills that an HR
professional can develop in his/her personality. At the time of selecting a candidate, HR manager
try to compare the needs of organisation and the talent which participants contain in their
personality. This require reading on their behaviour because interviewee may not speak truth all
the time. Sometime even they do not have any idea about their capability. If professionals of
Human resource department develop this skills in their personality then they can earn a
successful rate on employee retention. This will also help them in analysing the demand of
workers who are working in other divisions of the company.
From Appendix A the SKB needed can be summarised below?
HR professionals are responsible for promoting equality in the organisation, they play crucial
role in increasing diversity at the work place. It is their responsibility to review the salary of
employee on continuous basis (RaoSavsani and Vakharia, 2012). (Refer appendix A)
Knowledge - Knowledge is the skill that is gained through either education or experience. Both
practical as well as theoretical areas of a subject is covered in it (Little, 2012).
Skills – It is the ability to accomplish a work in an effective way (Kolb, 2014).
Behaviour – It is the way of reacting towards others, it is the manner of acting (McGrath, 2014).
HR OFFICER RESPONSIBILITIES OVERWIEW REFFERING TO APPENDIX A SEE
ATTACHEMENT
P2 (B). Personal skill audit of an employee :
P2BDEFINE PERSONAL SKILL AUDIT USING REFERENCES?
SEE ATTACHEMENT AND REFER TO APENDIX B?
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Jane Cambridge is an HR professional. She had some skills which helped her in getting a
spot in human resource wing of the organisation. But there are still many qualities which she
need to develop in her personality. Growth of employee is directly connected toP the success of
an enterprise. Below personal skill audit of Jane Cambridge:
Strengths – There are many areas in which Jane has done remarkable work in last couple
of years. She has sound knowledge about the government policies which saves company from
committing any legal mistake. There are many HR professional who are not aware about
organisational culture so at the time of orientation session they fail to make communicate rules
that is present in the enterprise. She has fine communication skills, this can be considered as the
prime reason that most of the employees of different divisions contract her in case they have any
issue.
Weaknesses – HR professionals must possess good negotiation skills, Jane is below
average in this field. This lacuna can become a big hurdle in her career growth and she may have
face various types of difficulties if big corporation transfer them to recruitment wing. Her
knowledge regarding latest technology is below par, this may cost her lots of opportunities in
upcoming time.
Jane can use internet in effective manner but do cannot work of practicals data and her
knowledge about HR soft-wares is weak (Little, 2012). She has fine writing skills but her she can
improve some skills like how to take interview and advising on HR issues etc. She can do good
negotiation but it should be written manner. (Refer appendix B)
P2C CREATE A PROFFESIONAL DEVELOPMENT PLAN FOR JANE CAMBRIDGE IN
HER HR OFFICER ROLE
DEFINE DEVELOPMENT PLAN USING REFERENCES?
WHAT IS THE TABLE BELOW?
PDP is the procedure of creating a plan for increasing values and awareness in a person. Some
goals are set for an individual so he/she can attain them and assure self improvement.
Personal development plan
SR. No LEARNIN
G
OBJECTIV
CURRENT
PROFICE
NCY
TARGET
PROFICE
NCY
DEVELOP
MENT
OPPORTU
CRIRERIA
FOR
JUDGING
TIME
SCALE
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ES NITIES SUCESS
1 To enhance
her
negotiation
skills.
Soft skills
of Jane is
above
average but
she does not
have the
talent of
negotiation.
She fail to
play a zero
sum game at
the time of
fixing salary
of new
employees.
Develop the
talent of
negotiating
and hire
new
candidates
on a
profitable
margin.
This flaw
can be
resolve by
providing an
on the job
training to
her. She
should be
appointed
under a HR
manager
who is good
in terms of
negotiation.
By checking
the number
of conflicts
she solve by
using
various
methods of
negotiation.
The salary
package
which she
gave to new
workers.
50 weeks
2 Communica
tion
She has
good
speaking
ability and
she
understand
the issues
which is
raised by
staff
members.
She does
not use
latest
technology
at the time
of
presenting
her thoughts
or
conveying a
message
like video
presentation
This
problem can
be resolved
by teaching
her new
technology
like
communicat
ing with
employee of
a chatting
app.
By asking
employees
of various
department
about the
quality of
conversatio
n which
they had
with Jane
10 weeks
8

, chatting
soft-wares
etc.
3 Multitaskin
g
She has
knowledge
about
various
government
laws
relating to
employment
which help
organisation
in coping up
with huge
number of
formalities.
She also
have good
understandi
ng about
organisation
al policies.
Develop the
talent of
determining
the skills
possessed
by
interviewees
.
She have to
read
different
types of
books which
can help her
in getting
the
knowledge
about 'how
to
understand
human
nature'. On
the job
training is
another
option that
organisation
can choose
for making
her
multitasking
.
If the
candidates
hired by
Jane remain
in company
for more
than one
year then it
will
considered
success of
the training
program and
Jane's
efforts.
1.5 years
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P3D Difference between organisational and individual learning
DEFINE ORGANISATIONAL LEARNING AND INDIVIDUAL LEARNING AND
SHOW HOW THEY ARE LINKED TOGETHER, USE REFERENCES FOR
DEFINITION
DEFINE TRAINING AND DEVELOPMENT AND SHOW HOW THEY ARE LINKED
TOGETHER, USE REFERENCES FOR DEFINITION
YOU CAN USE A TABLE FOR SHOWING THAT?
The needs of improving skills of employees is continuously increasing because big firm
understand that success of their organisation depend upon the performance of their workers.
Individual learning is basically related to finding the flaws in the personality of a person and then
remove them by providing required training. On the other hand, organisational learning focuses
on overall changes that company need to do for performing better in the market (DuFour and
DuFour, 2013). The needs of an enterprise and its employees are different. They are connected to
either other but one cannot remove the flaws of an individual by using general training
programme of the organisation. Below are some key differences between both of them:
(Source: Continuous Learning: Driving Employee Development & Organizational Performance,
2017)
Required development – The training needs of an employee is limited. They possess
some qualities and try to work on the new skills in order to improve their performance. But
organisation learning is a more complicated process, there are many department in a company
and thousands of people work in these divisions. This result in continuous and time consuming
process.
Vision - Providing training to some workers is not very expensive but retaining and
creating knowledge in an organisation is an expensive work. Sometime personnel do not ask
company for developing talent in their personality, they use their own sources for this task.
Employees understand that acquiring new skills is also beneficial for their career growth. This
the key difference between individual and organisational learning. Later one focus on their vision
and earlier one is relating to attaining their personal goals.
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Methods of learning – Employees uses internet, attend seminars and conferences for
developing skills (Kolb, 2014). In their training programme, they for on acquiring some special
talent so they can perform new tasks in an effective way. Organisational learning is completely
different from the individual (Continuous Learning: Driving Employee Development &
Organizational Performance, 2017). Transferring knowledge and gaining experience are main
method which an enterprise use for achieving their targets.
P4E Requirement of continuous learning and professional development
DEFINE AND EXPLAIN CONTINUOUS LEARNING USE REFERENCES?
DEFINE AND EXPLAIN PROFESIONAL DEVELOPMENT USE REFERENCES?
An organisation try to find the mistakes which make negative impact on their growth,
they work on their flaws in order to attain their mission. Continuous learning is essential for both
company as well as its employees (Macdonald and Poniatowska, 2011). Staff members are key
resources that is present in an enterprise. Their ideas and efforts are main reason behind success
of a Big corporation.
Continuous learning is the practice of increasing the knowledge in an individual by putting daily
efforts (Macdonald and Poniatowska, 2011).
An organisation can solve one issue which is pulling them back from expanding but, in
this business environment, new troubles will arise on next day. Continuous learning can help an
organisation in effectively dealing with various challenges which they are facing in present
scenario. It may also help them in forthcoming time, if mentioned company will have necessary
skills that is required to cope up with forthcoming challenges then they face future challenges in
an effective manner. The strategies and methods of business which they were using before four
decades are now considered outdated. Continuous learning played significant role adopting the
new technologies and ideas (Van, Driel and Berry, 2012). It helped them for making necessary
adjustment in this rapidly changing business environment.
(Source: 15 Professional Development Skills, 2017)
Employees are essential resources of an organisation. Professional development is
necessary for making a quality workforce. Workers of an enterprise provide them some extra
over their competitors. Tesco can hold the top spot in their industry if they focus on continuous
learning of individual as well as organisation. One time success cannot make big organisation
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like Tesco, they have to set aggressive objectives and try to attain them by using available
resources. Continuous learning help in enhancing loyalty from the side of employee (15
Professional Development Skills, 2017). It increases productivity of workers which is benefit for
company and to an individual also. Happier employees is another advantage of professional
development, this result in higher retention rate. Companies who focus on learning can easily
earn required amount of profit (Darling-Hammond and McLaughlin, 2011). Professional
development in learning of various subjects which can help in earning and attaining career
growth (Darling-Hammond and McLaughlin, 2011).
Below are some sources for professional development in order to maintain sustainable
business performance:
Conferences and seminar – There are many events organised by various entities like
industry experts, media etc. mentioned company should send some of their talented workers in
these programme because it will help company is getting up to date knowledge about the things
that is happening in retail sector. This will enhance capability of workers and their learning can
be used in the organisation.
Coaching – Besides practical knowledge, it is important to teach theoretical concepts to
the staff members in order to make strong base (Buchem, Attwell and Torres, 2011). This is
essential for developing various kind of skills in their personality which they can use in attaining
short and middle term targets. Mentioned firm has many experienced workers, they can arrange a
coaching session where new employees can take class and learn necessary knowledge about a
topic.
SECTION 2
P5I Contribution of high performance working towards competitive advantage and
employee engagement
DEFINE HPW USE REFERENCES?
IDENTIFY THE FEATURES OF HPW?
DISCUSS CONDITION THAT LEAD TO HPW?
SUMMARISE THE OUTCOMES OF HPW IN ORGANISATION?
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HPW is a process which help employees of an organisation in improving their
performance. This programme develop a confidence in the workers and they feel their
importance in the company. An impressive reward system motivate the staff members to perform
better. Human resource is a prime asset for any firm, management of mentioned entity cannot
treat them in like machines. If they take timely reviews and involve them in decision making
process then it will be beneficial for both sides (Zepeda, 2012). HPW framework can develop a
high performance culture. Giving more autonomy to the employees can help in improving rate of
retention. It will also reduce the working load of senior manager and people working at ground
level will get a sense of confidence when management allow them to work according to their
style.
HPW culture ask sound commitment form the sides of staff members, when mentioned
firm will share significant information with workers and they use it for making short term ,but
effective plan, then it will help them in earning some competitive advantage over other players of
the retail sector. Learning and developing is important part of HPW process. Organisation
understand that if their employees will learn new skills then it will be beneficial for the company,
this is the key reason which high workers involvement. Flexible working hours is a crucial part
of HPW practice, mentioned enterprise permit their staff members to choose shifts according to
their feasibility (McGrath, 2014). There are many companies who are working in retail industry,
they do not provide this type of facility to the workers. This factor give extra edge to the
mentioned firm over their competitors. People focus culture is essentials for keeping employees
happy. Tesco can start a reward system to the personnel who perform better than the expectation
of the company. Hard working staff members should be promoted and they must fall under
impressive incentive scheme.
Regular communication help in better involvement with the personnel, they face various
problems at their work station so timely conversation with them can reduce the number of
conflicts that can arise between management can employees. Satisfied employees are an
additional benefit to the mentioned firm. Innovation program and taking suggestion from
workers are some perfect examples of HPW practice. There are many companies who take ideas
from staff members, this result in better planning and sound connections with personnel.
HPW – It is related to developing an environment of trust and open communication in the
organisation so employee can get necessary motivation. They can be engaged in various
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organisational activity, this will assure enhancement in happiness level of the workers. When
employee do not care about company and top level management fail to get their support then the
condition and necessity of HPW arises. HPW increase employee retention and assure high level
of job sanctification in the employees.
P6IIVarious approaches of performance management
DEFINE PERFORMANCE MANAGEMENT USE REFERENCES?
IDENTIFIED ACTIVITIES INVOLVED IN PERFORMANCE MANAGEMENT?
COMPARE THE MAJOR METHODS USED OF PERFORMANCE MANAGEMENT:
COMPARATIVE, BEHAVIORAL, ATRIBUTE, RESULTS, QUALITIES?
A procedure which help managers and workers in setting, monitoring and reviewing a
plan relating to work objective of an employee. There are different approaches and comparative
is one of them. In this method, company like Tesco compare the performance of two employees.
This help them in ascertaining lowest and the highest level of quality in the service that staff
members can produce at their workstation. This approach play significant role in supporting a
high performance commitment from the personnel who are failing to execute their talent.
Attribute is the other methods where contribution of workers are analysed in order to judge their
work. Innovative ideas from people working in mentioned firm become part of this approach
(Flint, Zisook and Fishe, 2011). It assist in developing a high performance culture, the
imagination of self service centre run by Tesco is the example of this point. It was the idea of a
senior manager which is now motivating other employees to raise their limits.
Behaviour approach is the oldest theory which mainly focuses on the behaviour of staff
members towards their work. Performance of workers is determined by analysing their attitude
towards the tasks given to them. Collaborative learning is the most important approach which
basically focuses on making a groups of employees who solve various problems (Pan and
Franklin, 2011). This supports a company in maintaining a high performance culture, Tesco give
significant amount of autonomy to their personnel and try to make strong connection among the
staff members. When workers work in a group, they learn more things. It also help them in
removing the flaws which is present in their personality (Employee Performance Management: A
Positive Approach Pays Off, 2017). This assist them in rapid career growth. Keeping right people
in the organisation is important for big firms like Tesco. They seek sound commitments against
the autonomy and other facilities which they provide to employees. Tesco took continuous
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feedback from the workers and it helped them in finding their demands. They asked management
to give more discount on some items at the time of Christmas. Instead of monetary benefit, they
seek less priced goods. High performance culture helped them in analysing this need of the
employees (Esposito, Berlin and Lal, 2012). This organisation took advice from staff members
regarding packaging and branding. Personnel who work at ground level feel their importance
when management ask them for their advice.
Performance management – This approach focuses in improving the performance of every
employee which is present in a team so company can achieve their goals in effective way.
CONCLUSION
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From the above assignment, it can be concluded that following a culture of continuous
learning has various advantages to both company and its employees. People who work in human
resource department must possess some basic skills like analysing the behaviour of interviewee
and existing workers. They should have knowledge about organisational policies and the
regulation made by government authority relating to employment. A PDP plan can find the
shortcomings of staff members as well as suggest the approaches that can be used for attaining
goals relating to skill development. By providing essential training, an organisation can improve
behaviour of their employees and help them in developing new talent in the workers. Further, it
has been assessed that HPW is directly connected to employee engagement and provides
competitive advantage to the enterprise.
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REFERENCES
Books and Journals
Buchem, I., Attwell, G. and Torres, R., 2011. Understanding personal learning environments:
Literature review and synthesis through the activity theory lens.
Darling-Hammond, L. and McLaughlin, M.W., 2011. Policies that support professional
development in an era of reform.. Phi delta kappan. 92(6). pp.81-92.
DuFour, R. and DuFour, R., 2013. Learning by doing: A handbook for professional learning
communities at work TM. Solution Tree Press.
Esposito, M.C., Berlin, D.H. and Lal, S., 2012. Special Education Professional Development
Schools: Why Do Candidates Choose to Participate?. Journal of the National Association
for Alternative Certification. 2(1). pp.4-17.
Flint, A.S., Zisook, K. and Fisher, T.R., 2011. Not a one-shot deal: Generative professional
development among experienced teachers. Teaching and teacher education. 27(8).
pp.1163-1169.
Kolb, D.A., 2014. Experiential learning: Experience as the source of learning and development.
FT press.
Little, J.W., 2012. Professional community and professional development in the learning-
centered school. Teacher learning that matters: International perspectives. pp.22-46.
Macdonald, J. and Poniatowska, B., 2011. Designing the professional development of staff for
teaching online: an OU (UK) case study. Distance Education. 32(1). pp.119-134.
McGrath, M., 2014. Personal development plan. Leading the Way. 11(1). p.21.
Pan, S.C. and Franklin, T., 2011. In-Service Teachers' Self-Efficacy, Professional Development,
and Web 2.0 Tools for Integration. New Horizons in Education. 59(3). pp.28-40.
Rao, R.V., Savsani, V.J. and Vakharia, D.P., 2012. Teaching–learning-based optimization: an
optimization method for continuous non-linear large scale problems. Information
Sciences. 183(1). pp.1-15.
Van Driel, J.H. and Berry, A., 2012. Teacher professional development focusing on pedagogical
content knowledge. Educational Researcher. 41(1). pp.26-28.
Zepeda, S.J., 2012. Professional development: What works. Eye on education.
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Online
15 Professional Development Skills. 2017. [Online]. Available through:
<http://www.teachhub.com/15-professional-development-skills-modern-teachers>.
[Accessed on 14th October 2017].
Employee Performance Management: A Positive Approach Pays Off. 2017. [Online]. Available
through: <http://jakoba.com/employee-performance-management-a-positive-approach-
pays-off/>. [Accessed on 14th October 2017].
Continuous Learning: Driving Employee Development & Organizational Performance. 2017.
[Online]. Available through: <http://www.employwise.com/continuous-learning-
driving-employee-development-organizational-performance>. [Accessed on 14th
October 2017].
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