Impact of Technology on Education

This assignment delves into the influence of technology on educational practices. It examines learning analytics as a tool to understand student performance and tailor instructional strategies. The text discusses various diffusion adaptation strategies used in distributed optimization and learning over networks, highlighting their relevance to education. Additionally, it explores the role of professional development in integrating technology effectively and fostering teacher leadership for innovation in educational settings.

Developing Individual, Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 knowledge, skills and behaviour that are required by HR professional............................1
P2 analysis of a personal skills audit to identify appropriate knowledge, skills and behaviour
and develop a professional.....................................................................................................2
TASK 2............................................................................................................................................5
P3 Difference between organizational and individual learning, training and development ..5
P4 Continuous learning and professional development to derive business performance......6
M2 Learning cycle theory .....................................................................................................8
TASK 3............................................................................................................................................8
P5 HPW contributes to employee engagement and competitive advantage within an Argos
company.................................................................................................................................8
TASK 4............................................................................................................................................9
P6 Different approaches of performance management..........................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Professional development help to get higher performance in an industry. HR manger has
different types of knowledge, skills and behaviour to manage the company. They have a
responsibility to manage entire organization effectively. Jane Cambridge provide effective,
appropriate training and development to an employee to increase the firm performance in the
market. This report includes knowledge, skills and behaviour of HR professional, continuous
learning, professional development, different approaches of performance management etc. these
all are the factors that to create appropriate teams in the firm. Effective team provide more
advantages to the firm and also give higher performance in the market.
TASK 1
P1 knowledge, skills and behaviour that are required by HR professional
HR has a responsibility to provide open and effective environment the employees so that
they can easily work together to get desired goal. HR manager needs to provide appropriate and
knowledgable training and development to an employees so that they can innovate a product to
increase overall performance in the industry. In Jane Cambridge there are good and appropriate
HR management that help to create teams to achieve desired objective. They have different types
of knowledge, skills and behaviour that help to an employee to work in the company (Bititci and
et.al., 2012). They have different types of technical, communication skills that help to enhance
the firm performance in the industry.
Knowledge
HR must be able to manage and handle entire organization. They manage entire firm
activities such as recruitment and selection, training and development, etc. these all are the
functions of HR that help to create teams and also help to increase overall performance in the
industry. Some of the knowledge of HR professional as follows:
 Best HR practices :HR team must have a capability to hire a knowledgable employee
who have a capability to increase performance and also help to get hired goal of an entity
in the industry. They are responsible for recruiting staff which includes developing job
descriptions and employee specification, develop job adverts and shortlist and select
appropriate employee for the organization (Capps, Crawford and Constas, 2012).
 Legal knowledge :HR must have knowledge of acts and laws that help to protect an
employee in the firm. They provide appropriate and effective employment law that
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provide higher security to the employee. There are different types of employment laws
such interpreting and advising. These laws help to maintain employee relation in the firm
and also help to increase overall efficiency of a firm in an industry.
Skills
 Communication :Communication is most important skill for an effective HR. HR
manager communicate the issues with the management to solve an employee problems.
They also have a responsibility to provide open environment the employees so that they
can easily develop innovative product to increase the firm performance in an industry. It
plans different types of innovative strategies and approaches for an employee so that they
can easily get higher performance in the industry (Chatti and et.al., 2012).
 Multitasking :HR team concentrates on different activities in an entity. It develops
various types of strategies or policies on some issues such as working condition,
performance management and absence management etc. they are capable to do multitask
in the company.
Behaviour
 Adaptability :HR manager has a responsibility to prior appropriate environment in the
company. It adjusts a plan work by gathering effective and appropriate information and
applying critical thinking to address multiple demands and challenging priorities in the
chaining environment. It concentrates on the promoting equality and diversity as the part
of an entity. They provide focus on the changing environment that will help to increase
overall performance in the industry.
 Inclusiveness :This types of behaviour include dealing with grievances and implement
disciplinary process. They develop appropriate and effective process for the production of
a product. It also plans different types of strategies which help to full fill long term
requirement of a company.
P2 analysis of a personal skills audit to identify appropriate knowledge, skills and behaviour and
develop a professional
HR professional must have different types of effective and appropriate skills, knowledge
such as information technology, communication skills, problem solving skills and supervisory
management. These all are the characteristics and skills that help to increase company
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performance in an industry (Chen and Sayed, 2012). Each skill and techniques help to maintain
employee relation and also help to enhance their performance in the market.
Information technology
Information technology help to increase productivity in the market and also help to
enhance their performance in the industry. By using the internet an e-mail the Jane Cambridge
can easily maintain their relationship with other business for the changes. There are a lot of
advanced technologies of IT that help to increase productivity in the market. By using Microsoft
word and power point they can easily communicate their appropriate information to the
employees as well as to the other businesses (Fisher, Frey and Nelson, 2012).
In this type of IT technologies they can easily create effective document of annual report
and also use PPT to show appropriate data with graphs and diagrams. In a short way they can
provide information to an employee or businesses effectively. HR can also use excel spreadsheet
to show business data in the industry. By using a database system they can easily access the
company data for manipulation.
Communication skills
HR manager has a good and effective communication skills that will help to maintain
employee relation in the firm. Effective communication help to increase efficiency between an
employee. By writing reports and produce material to the appropriate presentation they can
easily enhance their communication skills in an entity. Interviewing and advising on HR issues
also help to increase the level of communication skills. In the Jane Cambridge the manager
follows different types of strategies of communication skills that provide more advantage to the
employee.
Problem solving skills
For effective management of employee problem they need to create more than pone
solutions for the employee barriers. They also need to consider the idea and suggestions of other
employee in the company. This strategy help to maintain employee relation in an entity. HR
manger need to consider verbal reasoning skills to solve appropriate problems of an employee
(Frost, 2012).
Supervisory management
As a HR officer, they can manage 1-5 peoples at a time. They provide effective and
appropriate training and development to manage an employee in the firm.
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Development plan
Activities Area of target Opportunities Time frame
Skill based training Information
technology
By providing
appropriate and
effective training on
advanced skill based
training they can
easily enhance their
knowledge to manager
entire firm. It includes
different types of skills
such as
communication and
technical skills. These
skills help to increase
their performance in
the industry (Heinrich,
2012).
4-5 months
Developmental
relationship
Maintain relationship
within the organization
By providing
appropriate training on
how to maintain
employee relation in
the firm they can
easily enhance their
efficiency in an entity.
2-3 weeks
Involving in
professional
organization
HR officer should
involved in
conferences and
workshops that will
2 -4 weeks
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give higher
performance of a firm
in the market. Provide
appropriate
coordination in events
that is organized by an
entity.
TASK 2
P3 Difference between organizational and individual learning, training and development
Organizational training and development help to increase the productivity and also help
to increase overall performance of a firm in the industry. It concentrates on organizational
learning and knowledge management and transformation of the company values and norms. HR
manager has a responsibility to provide appropriate and effective training and development to the
employees so that they can easily innovate a product in the market.
It will give more advantages to the company in the industry. By innovative the products
and services they can easily get higher performance in the market. Organizational theory follows
different types of factors such as company climate and firm strategies. Firm strategies and
approaches includes plans, actions and policies that help to increase performance and
productivity in the market (Kennedy, 2014).
In the company HR department provide appropriate and effective training and
development to an employee so that they can produce innovative product to increase the
performance of a firm in the industry. They also provide different learning techniques that
helpful for the employee. It includes different types of core values such as they provide
appropriate opportunities for the employee to full fill their requirements, they also provide open
environment to the employee to work together etc. There are many benefits of organizational
learning, training and development as follows:
 Increased productivity
 Higher performance
 enhanced risk management
 Increased innovation strategies in innovation of products and services
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These all are the benefits from the organizational training and development. HR
department provide appropriate, effective training and development to the employees so that they
can easily produce a product in the company (Lillicrap and et.al., 2015).
Individual learning, training and development
Individual learning is defined as the capacity to build knowledge through individual
reflections and external resources such as internet and stimuli. Some employees learn from
different external sources that will help to increase their knowledge and also help to enhance
their performance in the firm. Individual learning has some threats because in organization they
provide appropriate and effective training and development to an employee.
Individual employee cannot learn that much as compared to the organizational learning,
training band development. It includes self-paced learning activities to increase their knowledge
in the company so that they can easily enhance their performance in the firm (Little, 2012).
Individual learning follows different types of activities and techniques that help to increase and
enhance their overall performance in an entity.
By appropriate and effective training and development employees can easily innovate a
product to increased the productivity in the market. Some of the benefits of individual learning,
training and development as follows:
 Higher performance
 Increment in knowledge
 self confidence
 Quick decision making
These all are the benefits from individual learning employees can easily take appropriate
and effective decision in the firm for particular problem. HR officer can also improve their
knowledge by individual training and development.
P4 Continuous learning and professional development to derive business performance
Continuous learning is most important in the business. Without agile and adaptive culture
company cannot get higher productivity as well as performance in the industry. To increase the
performance in the market they needed to follow different types of methods of adaptive culture
in a firm. They also need to provide open environment to an employees so that they can easily
give their own ideas and suggestions for the particular problem. By providing this kind of
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environment to the employees they can give more contribution in the work (Potter and
Rockinson‐Szapkiw, 2012).
Continuous learning is about the context expansion of different skill sets that help to
increase overall performance of an entity in the industry. This learning help for individual and
groups in the organization. Agile system is a combination of different steps such as concepts,
inception, construction, transition and production. These all are the effective steps that give more
advantage to the company to increase performance in an industry. Continuous learning re
examines plans, policies, methods and values. By providing effective and efficient workplace to
the employees they can easily produce innovative product to the customers. It gives more profit
to the firm. Some of the benefits of continuous learning as follows:
 keeps the mind fresh and provide appropriate skill sets
 Competence to lead confidence
 Balance work life
 Increment in productivity
 Effective workflow of a company
 professional development
Professional development contains informal learning opportunities in the firm.
Company coordinator provides different and effective training and development to the
employees to get desired goal. There are many benefits from the professional development in an
entity. By providing appropriate and effective training and development to the employees so that
they can easily increase their knowledge to produce innovative product in the market. There are
different and effective approaches of professional development such as coaching, consultation
and mentoring (Rabl and et.al., 2012). These all are the factors that included in the professional
development help to increase overall productivity in the market and also help to enhance their
performance in the industry. Professional development help to get desired goal of an entity.
Some of the benefits of professional development as follows:
 It develops their skills and offer the opportunities to learn new things which help to get
higher performance in the industry.
 Employee feels satisfied
 enhanced business reputation
 higher performance and productivity
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M2 Learning cycle theory
Kolb learning theory consists four distinct learning which help to increase performance of
a company in the industry and these four stages which contains immediate or concrete
experiences that provide a basis for reflections and observations. This model consists for stages
as follows:
 Concrete experience
 Reflective observations
 abstract conceptualization
 active experimentation
TASK 3
P5 HPW contributes to employee engagement and competitive advantage within an Argos
company
Higher performance working creates an open environment to the employees so that they
can easily work together. Effective management and environment of an entity give higher
performance in the market. HPW provides many benefits to the firm to get desired goal. HPW is
the appropriate ad effective approach that provide higher performance in the industry. By
providing appropriate, effective training and development to the employees do that they can
produce an innovative product to increase overall performance in the market. If the company
have good and open environment in the firm they can easily get higher performance and also
help to maintain employee relation in an entity. Main objective of higher performance is to
involve employee in the work to get desire target (Rasula, Vuksic and Stemberger, 2012).
Firm should employee in decision making system to increase the efficiency in the
company. It will also help to maintain employee relation in an entity. It includes three areas such
as high involvement, human resource practices, reward and commitment practices.
Argos firm provide good quality products and food items to the customers in the world. It
is the biggest retailer in UK. It has good brand recognition in the market. They follow different
types of innovative strategies to attract a customer to increase a productivity in the industry.
Higher performance working provides the way in which employees can work together and also
get higher performance in the market. This approach has many benefits to solve an appropriate
problem in a company. By involving employees in decision making process they will get higher
performance in the market.
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HPW help in Argos company: high performance working help to increase overall performance
in the company. It also involves employee in decision making process. This will help to maintain
employee relation in an entity. To maintain employee relation in the company they need to
involve employees in every activities. Argos follows different types of strategies and approaches
that help to increase employee efficiency and also help to increase productivity in the market.
Some of the benefits of HPW of contribute to employee engagement as follows:
 employee satisfaction
 increased productivity
 retention and recruitment
 innovation
 increment in profitability
These all are the benefits from HPW in the organization. It provides open environment to
an employees so that they can easily contribute to get desired goal. They also help to increase
overall performance in the industry (Sayed and et.al., 2013). Higher performance working is the
effective an appropriate approach to increase company performance in the world. Argos uses this
approach to increase overall performance of firm in the market. By following different types of
innovative strategies and approaches in existing product they can also get higher performance in
an industry.
TASK 4
P6 Different approaches of performance management
Performance management help to measure performance of department, organizations and
an employee. There are different types of methods and techniques to identify actual performance
of the firm and the employee. This also called as process by which company align their essential
resources, systems ans employees to strategic goal and priorities. By identifying the employee
and firm performance they can also apply different types of innovative strategies and approaches
to increase their entity performance in the industry. Some of the approaches of performance
management as follows:
Comparative approach
In this approach they give ranking each employees to measure employee performance.
Individuals are ranked on the basis of highest to lowest performer. There are different types of
techniques and methods that help to measure overall performance of firm and an employee
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(Wieland and Marcus Wallenburg, 2012). It includes various approaches such as forced
distribution, paired comparison and graphic rating scale etc.
Attribute approach
In this approach it identifies an employee performance on the basis of specific sets such
as problem solving, teamwork, collaborative, communication, creativity and innovation etc.
these all are the essential parameters that help to measure employee performance in the
company.
Behavioural approach
This approach follows vertical scales for different dimensions to measure the employee
performance in an entity. This can be done by the BARS technique to identify an employee
performance.
Result approach
In this approach it measures the employee performance based on the employee
performance results. This approach concentrates on different factors such as financial, customers,
internal and operations, learning and growth.
Quality approach
This approach focus on to improve customer satisfaction by reducing errors and get
continuous services improvisation. It takes person and system factors into the consideration.
Main benefit or advantage of this approach such as assessment of both employee and the system,
problem solving through group work, uses of multiple sources to measure performance,
involvement of internal and external factors.
All these have different benefits to identify employee performance in the company. Jane
Cambridge follows these techniques to measure employee and firm performance. By knowing
the employee and firm performance entity can easily provide appropriate and effective training
to the employees to increase their performance in a company. All the approaches provide the
accurate results of the employee performance in the company.
CONCLUSION
Effective teams in the organisation provide higher performance in the industry. To
maintain employee relation in the firm they need to provide appropriate and open environment to
the employees. HR manager has a responsibility to provide effective and appropriate training and
development to an employee that will help to increase overall performance of an entity in the
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industry. Jane Cambridge provide effective, good training and development that help to create
teams in the company. By different approaches of performance management provides the way to
know the actual condition of an employee in the firm. Professional development help to increase
performance in the market and also help to enhance their productivity in an industry.
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REFERENCES
Books and journals
1. Bititci, U. and et.al., 2012. Performance measurement: challenges for tomorrow.
International Journal of Management Reviews. 14(3). pp.305-327.
2. Capps, D. K., Crawford, B. A. and Constas, M. A., 2012. A review of empirical literature
on inquiry professional development: Alignment with best practices and a critique of the
findings.Journal of science teacher education. 23(3). pp.291-318.
3. Chatti, M. A. and et.al., 2012. A reference model for learning analytics. International
Journal of Technology Enhanced Learning. 4(5-6). pp.318-331.
4. Chen, J. and Sayed, A. H., 2012. Diffusion adaptation strategies for distributed
optimization and learning over networks. IEEE Transactions on Signal Processing. 60(8).
pp.4289-4305.
5. Fisher, D., Frey, N. and Nelson, J., 2012. Literacy achievement through sustained
professional development. The Reading Teacher. 65(8). pp.551-563.
6. Frost, D., 2012. From professional development to system change: teacher leadership and
innovation. Professional Development in Education. 38(2). pp.205-227.
7. Heinrich, C. J., 2012. Measuring public sector performance and effectiveness. The SAGE
handbook of public administration. pp.32.
8. Kennedy, A., 2014. Understanding continuing professional development: the need for
theory to impact on policy and practice. Professional development in education. 40(5).
pp.688-697.
9. Lillicrap, T. P. and et.al., 2015. Continuous control with deep reinforcement learning.
arXiv preprint arXiv:1509.02971.
10. Little, J. W., 2012. Professional community and professional development in the
learning-centered school. Teacher learning that matters: International perspectives.
pp.22-46.
11. Potter, S. L. and Rockinson‐Szapkiw, A. J., 2012. Technology integration for
instructional improvement: The impact of professional development. Performance
Improvement. 51(2). pp.22-27.
12. Rabl, T. and et.al., 2012. Solving big data challenges for enterprise application
performance management. Proceedings of the VLDB Endowment. 5(12). pp.1724-1735.
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13. Rasula, J., Vuksic, V. B. and Stemberger, M. I., 2012. The impact of knowledge
management on organisational performance. Economic and Business Review for Central
and South-Eastern Europe. 14(2). pp.147.
14. Sayed, A. H. and et.al., 2013. Diffusion strategies for adaptation and learning over
networks: an examination of distributed strategies and network behavior. IEEE Signal
Processing Magazine. 30(3). pp.155-171.
15. Wieland, A. and Marcus Wallenburg, C., 2012. Dealing with supply chain risks: Linking
risk management practices and strategies to performance. International Journal of
Physical Distribution & Logistics Management. 42(10). pp.887-905.
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