Impact of Professional Development

This assignment delves into the influence of online professional development on tertiary ESL reading teachers' perceived self-efficacy and their attitudes towards learning facilitation and technology integration. Students are required to critically analyze research studies on the topic, such as those by Kraut et al. (2016) and Rienties et al. (2013), and synthesize findings to understand the effectiveness of various online professional development approaches. The assignment encourages students to propose practical strategies for enhancing the impact of online professional development in higher education teaching contexts.

DEVELOPING
INDIVIDUAL, TEAMS AND
ORGANISATION

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
LO 1.................................................................................................................................................1
P1) (a) Knowledge, skills and behaviour required for HR professionals...................................1
P2) (b) Personal audit skills for Jane Cambridge........................................................................2
P2) (c) Professional development plan for Jane as HR officer role............................................4
M1) Details of professional skills audit demonstrates personal reflection.................................5
D1) Learning cycle to achieve sustainable business performance..............................................6
LO 2.................................................................................................................................................7
P3) (d) Comparison between organisational and individual learning.........................................7
P4) (e) Need for continuous learning and professional development for sustainable business
performance.................................................................................................................................8
M2) Learning cycle theories to analyse importance of professional development.....................8
SECTION 2......................................................................................................................................9
LO 3.................................................................................................................................................9
P5) (1) Role of HPW to employee engagement..........................................................................9
M3) Benefits of HPW with justification...................................................................................10
LO 4...............................................................................................................................................10
P6) (2) Performance management approaches and their achieving high performance culture.10
M4) Critical evaluation on performance management approaches...........................................11
D2) Usefulness of HPW for improving employee engagement................................................11
CONCLUSION..............................................................................................................................12
REFERENCE.................................................................................................................................13

INDEX OF TABLES
Table 1: Audit skills of Jane Cambridge..........................................................................................2
Table 2: Professional development plan for Jane............................................................................4

ILLUSTRATION INDEX
Illustration 1: Process of learning....................................................................................................6

INTRODUCTION
Personal and professional development of individuals is essential for emerging their
interest towards work and improving skills. In this regard, different techniques are used for
improving the working style like conducting training and development programs. The present
report is based on understanding concepts for individual, team and development of Iceland Foods
Ltd. This organisation operates in the retail sector of UK providing services of groceries, food
items and home products to a million of customers globally. In accordance with this, required
skills and knowledge for HR officer will be discussed critically. Moreover, development plan
and its need for Jane as HR officer will be identified. Along with this, role of high performance
work (HPW) will be recognised for improving the working abilities and professional
development in team. Further, significance of individual's development for team and Iceland's
development will be understood as well.
SECTION 1
LO 1
P1) (a) Knowledge, skills and behaviour required for HR professionals
HR officer of an organisation plays a crucial role in managing workers' performance and
encouraging them towards better coordination in team building. Including this, he/she is
responsible for maintaining workers' records and creating a positive environment in entity (Buss
and Plomin, 2014). Besides this, he/she works for recruiting and selecting new staff as well
conducting training programs for developing skills. However, required skills for an ideal HR
professional within Iceland can be understood as:
Communication skill:
It is needed for HR officer to have good communication skills for discussing ideas, team
strategies, consulting with employees and so on. In addition to this, it also involves quality of
consulting with employees in case of occurrence of conflicts among them (Ormrod, 2013).
Likewise, sharing guidelines and taking advice for improving skills are included which are
required for the HR professional of entity.
Knowledge of information technology:
HR officer must be aware with using Microsoft Office as Word, Power Point
Presentation, etc. Likewise, he/she should know how to use HR specialist software as well as
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database for sharing information and so on (Halverson and et.al., 2014). It is helpful for
coordinating with workers easily and maintaining staff's record appropriately.
Problem solving skill:
It is the reasonability of HR officer to reduce problems occurred among employees of
Iceland. In this process, he/she consults with staff and solves out the occurred issue during team
work. It influences positive and peaceful environment of organisation as of good coordination of
staff towards working together to meet goals (Sheehan and et.al., 2014). Thus, it is needed for
the HR professional to have this skill for creating a positive atmosphere in organisation
effectively.
Supervisory management skill:
For coordinating in management of business operations with other functional
departments' manager of Iceland, it is needed for the HR professionals to have good observation
(Sheehan and et.al., 2014). Therefore, his/her contribution in solving out the issue with respect to
managing employees' performance can be identified.
P2) (b) Personal audit skills for Jane Cambridge
Skill audit is a process of analysing an individual's performance and skills to work upon
and increasing his/her working style. Being the HR officer of Iceland, it is my accountability to
analyse workers' performance and improving their working abilities (Hanson, 2013). According
to given scenario, there is skill audit created on performance of Jane who is an employee of the
organisation. However, skills are audited critically as per her strengths and weaknesses. In this
process, her qualities and required skills to be improved are identified as follows:
Table 1: Audit skills of Jane Cambridge
Skill Very good at Good at Adequate Required skill to
be improved
Knowledge of
using
Information
Technology tools
Jane is good at
using internet and
exchanging
information
through email.
Using Microsoft
Office word for
preparing reports
and presenting
them as Power
Point
Using excel
spreadsheet as
limited to general
calculations
Database and
knowledge of
using specialist
HR software
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Presentation.
Communication
skills
- She is good at
writing contents
as well preparing
business reports
for presenting its
position.
Exchanging notes
of disciplinary
hearings
Drafting contracts
of employment
Problem solving
skills
- Handling more
than one problem
and generating
ideas for solving
out issues
Using reasoning
skills and
handling complex
data
-
However, Jane is good at writing reports and presenting them using Power Point
Presentation. Likewise, she knows how to use Microsoft Office for reporting and presenting
events conducted within Iceland effectively. Including this, she can handle more than one
situation at a time to create positive environment of the entity and team building among workers.
On critical evaluation, it is also evaluated that it is required for her to work upon learning use of
database and drafting contracts of employment (Chang and et.al., 2014). It can be done through
conducting training and development programs to create understanding with using specialist HR
software as well. Therefore, Jane's working efficiencies can be increased as of adopting new
techniques for managing staff's performance more effectively.
P2) (c) Professional development plan for Jane as HR officer role
Professional development plan is considered as a strategy to work for improving working
and learning style of an individual. For this purpose, a systematic planning procedure is to be
followed for emerging the interest towards working together in group (Couto and et.al., 2015). It
is also effective for enhancing the quality of work and developing skills. Moreover, it impacts on
the professionalism and personality of an individual for encouraging him/her towards better
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cooperation and meeting Iceland's goals. In this regard, for improving skills and working abilities
of Jane, below mentioned development plan is to be implemented as:
Table 2: Professional development plan for Jane
Plan Need for plan Activity Time frame
Analysing current
skills of Jane
Cambridge
For preparing
appropriate
development plan and
working for improving
performance of
employees
First of all, meeting is
conducted regarding self-
assessment of Jane's
performance
It includes analysing skills
required to be an HR officer
1-2 weeks
Goal setting and
planning for
improving skills
To implement plan for
professional
development and
following on prepared
strategies
appropriately
After consulting with the
worker, goals are set
regarding increasing working
abilities. For example; using
database, excel sheet,
specialist HR software and
so on.
It also includes planning
factors like cost incurred in
conducting development
program and appropriate tool
for developing her skills.
1 week
Implementing plans For improving
performance and
emerging interest
towards effective
corporation in team
building
All plans are converted into
action such as organising
training program, watching
online videos for building up
attitude required to have for
HR professionals
3-4 weeks
Performance For comparing Performance of an individual 1-2 weeks
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evaluation performance and
working for analysed
gap to meet goals
is analysed with respect to
skills and Jane's behaviour
for working in team and for
Iceland as well.
It includes comparison of
actual and expected
performance for improving
working abilities and
emerging feeling of work
more efficiently.
Taking feedback from
Jane
For recognising Jane's
opinion by attending
training program
Consulting with Jane as how
she feels and what changes
are recognised in her
performance as an HR
officer
1 week
Reporting and
maintaining data
For maintaining record
of Jane's performance
after training on
database and other
skills for enhancing
her working abilities
Overall process is recorded
for analysing skills required
to be improved in the next
time as well
1-2 week
M1) Details of professional skills audit demonstrates personal reflection
In accordance to auditing professional skills of Jane Cambridge, my working abilities and
observation power get improved. I learned to improved listening skills as consulting with her and
analysing issues occurred in performance management (Rialon and et.al., 2015). Including this, I
learned to manage team and encouraging staff members towards team building efficiently.
Including this, I learned new skills for using specialist HR software and adopted techniques for
enhancing group efficiency same as creating positive environment of Iceland. Thus, professional
skills audit generated several positive changes in my performance as HR officer of the company.
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D1) Learning cycle to achieve sustainable business performance
Learning cycle is a process of developing an individual's skills and working efficiencies
(Dixon and et.al., 2014). For individual and organisational development of an Iceland's workers,
following steps are to be applied as:
 Review: At first, it is analysed that what are current skills of an individual and which
skills he/she is required to be developed (Kraut, Chandler and Hertenstein, 2016).
Therefore, different ideas are generated for improving their working abilities and
corporation in team building.
 Learning: Afterwards, it is planned that how to develop skills and in which ways, an
individual's performance can be improved (Rienties, Brouwer and Lygo, 2013). Hence,
learning is done through conducting training and development programs. Application: In this process, determined plans are converted into action as for improving
workers' quality skills. However, different techniques are applied for improving skills
and encouraging workers to coordinate in team more efficiently.
 Adaption: After applying for enhancing learning and working efficiencies of workers,
improved performance and adopted skills are implemented (Day, 2016). Therefore, after
learning, user of gained skills has been applied impacts on professional development of
workers.
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Illustration 1: Process of learning
(Source: Learning cycle, 2016).

LO 2
P3) (d) Comparison between organisational and individual learning
Learning is a process of developing an individual's skills and working abilities impact on
his/her personal and professional development. It is of different kinds as; individual, team and
organisational learning emphasis on improving behaviour of an employee in working together to
meet entity's goals (Golombek and Johnson, 2017). In accordance to this, individual learning
focuses on improving knowledge and skill of an individual in terms of his/her behaviour,
attitude, emerging feeling of corporation in team building. While, organisational learning works
for attending training and development programs in group. However, differences between
individual and organisational learning for increasing working ability of Iceland's staff as:
 Individual learning emphasis on developing skills and working attitude of a worker as
well emerging positive attitude towards team building (Moon, 2013). While, on the other
hand, organisational learning is a process of conducting training and development
programs for employees of Iceland in group.
 Individual learning is helpful for improving knowledge and skills of an individual
including his/her attitude, perception towards working in group. Where, for
organisational learning more emphasis is on knowledge management and encouraging
workers for better performance.
 Individual learning is helpful for motivating an employee, developing personality and
sense of professionalism (Laferrière and et.al., 2015). However, organisational learning is
beneficial for improving team building and encouraging each other worker to reach out
set targets of Iceland.
Therefore, both individual and organisational learning processes are different from with
each emphasis on working style and professional development of a person.
P4) (e) Need for continuous learning and professional development for sustainable business
performance
Continuous learning is a process of getting update with new technologies regarding
business operation increasing workers' interest towards performance. It is needed for maintaining
an individual's interest and encouraging him/her for performing in group (Stewart and Kinirons,
2015). Moreover, it is effective for development of Iceland and improving its performance.
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However, importance of continuous learning and professional development can be identified as
follows:
 Emerging workers' interest for learning new technologies:
Continuous learning is helpful for adapting knowledge of new technologies for business
operations and improving working ability of a worker. It is useful for maintaining employees'
attraction for sustaining in Iceland and learning new for better of the entity as well.
 Better coordination among team members:
This learning process is benefited for enhancing working efficiencies of workers and
getting their effective corporation for working together in team (Professional development plan,
2016). Including this, it is considered that there can be good understanding created among staff
members and they will support each other regarding accomplishing tasks.
 Reducing turnover issue within Iceland:
Continuous learning is useful for encouraging workers towards learning new technologies
and improving professionalism at higher level. It is for reducing employees' turnover ratio within
organisation impacts on its effectiveness and goodwill.
However, continuous learning is effective for emerging workers' interest towards learning
new skills and methods for gaining their involvement in team building at higher level. In addition
to this, it is appropriate for creating understanding among them to accomplish tasks and meeting
its goals efficiently (Buss and Plomin, 2014).
M2) Learning cycle theories to analyse importance of professional development
Different learning theories are applied for increasing working efficiencies of employees
of Iceland. For example; behaviorism, E-learning, social cognitive and so on (Halverson and
et.al., 2014). However, several styles are adopted to improve professionalism and working
abilities of employees. In addition to this, learning through watching online videos' comes under
E-learning. Likewise, social cognitive theory emphasis on improving workers skills such as;
communication, problem solving and so on. Therefore, applying these theories are effective for
enhancing working efficiencies of employees effectively.
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SECTION 2
LO 3
P5) (1) Role of HPW to employee engagement
HPW stands for high performance work impacts on employees' performance as personal
and professional development. It is effective for motivating staff members towards better
corporation in working in team and gaining their involvement to achieve Iceland's effectiveness.
Including this, it is beneficial for increasing learning and working abilities of employees towards
employee engagement in meeting organisation's objectives (Hanson, 2013). However,
significance of HPW for gaining employee engagement and improving efficiencies of Iceland
can be understood as:
 Increasing working quality of employees:
As working on HPW emphasis on working quality and professionalism of an individual
for which tasks can be accomplished more efficiently. In accordance to this, staff members will
perform better and support team to meet goals (Couto and et.al., 2015). However, he will be able
to improve skills and efficiencies towards organisation's effectiveness at higher level.
 Better understanding among workers:
There can be better understanding created among employees in respect of working
together and coordinating each other. Including this, all team members can be supported to
increase group efficiency and creating positive environment of Iceland effectively.
 Emerging interest of learning new:
HPW is effective for increasing employees' interest towards learning new and getting
update with new techniques within Iceland. It emphasis on emerging interest towards learning
new tactics also impacted on professionalism and better way to increase working efficiencies
(Dixon and et.al., 2014). Therefore, in terms of HPW, employees get motivated towards learning
new skills and enhancing knowledge for decision making regarding business and marketing plan
efficiently.
M3) Benefits of HPW with justification
HPW is beneficial for personal and professional development of workers efficiently by
which an individual's performance get improved. Moreover, it encourages an individual for
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working in team and coordinating for team building effectively. In accordance to this, it emerges
interest towards learning new skills and getting update with new technologies (Laferrière and
et.al., 2015). Moreover, different ideas are generated for increasing quality skills and getting
contribution for working in team. Along with this, HPW is useful for gaining better corporation
of an individual in team building and emerging interest towards learning new skills effectively.
However, HPW plays efficient role in improving staff members' skills efficiently.
LO 4
P6) (2) Performance management approaches and their achieving high performance culture
It is essential for HR professional of Iceland to manage its employees' performance as
well conducting training programs for encouraging them towards team building (Stewart and
Kinirons, 2015). For this purpose; different approaches are used such as; behavioural,
competitive, attribute, quality and result approach. However, for encouraging Iceland's workers,
HR professional uses following approaches can be understood as: Behavioural approach: According to this approach, behaviour of an individual worker is
analysed how he behaves in team for meeting goals. In accordance to this, his/her
attitude, perception and philosophy towards work performance is analysed (Kraut,
Chandler and Hertenstein, 2016). Therefore, different ideas are generated to motivate
them towards better corporation in team building and so on. Attribute approach: In accordance to this, workers' attribute as what quality features,
skills they have been identified. It is critical evaluation on also demonstrates required
skills and qualities to be improved. Therefore, using this approach is effective for
generating ideas regarding enhancing working abilities of an individual. Competitive approach: Under this approach, comparison between workers' performance
is recognised (Rienties, Brouwer and Lygo, 2013). Including this, it is also recognised
that what positive changes are adopted by an individual after attending training and
development programs. Quality approach: In accordance to this approach, quality skills and performance of an
individual's work is identified. However, several ideas are generated for improving skills
and working abilities of employees. In addition to this, it is beneficial for motivating staff
members towards team building and meeting objectives effectively.
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 Result approach: Measuring result and working for enhancing employees' performance
influences them effective coordination in team building. In this regard, workers will
involve in working together and coordinating each other effectively (Stewart and
Kinirons, 2015). Therefore, appropriate decisions can make regarding performance
management.
Thus, through applying above mentioned approaches are effective to manage workers'
performance and improving their quality skills efficiently. However, variety of ideas are
generated for improving their working abilities and encouraging towards working in team
appropriately.
M4) Critical evaluation on performance management approaches
Using performance management approaches are effective for managing an individual's
performance and motivating him/her towards working together in team (Ormrod, 2013).
However, their behaviour, quality of work and all are identified which impacted on professional
development. On critical evaluation, it is evaluated that analysing workers' performance is
difficult challenge for segmenting work among them. Similarly, it is costly to conduct training
and development programs. Therefore, it is needed to apply performance management
approaches for managing workers' performance of Iceland with strategies and effective planning.
D2) Usefulness of HPW for improving employee engagement
HPW is vital for improving employees' performance and getting their involvement for
working together in team. In accordance to this, workers get motivated for team building and
corporation to achieve goals of Iceland (Chang and et.al., 2014). It is also effective for
developing their skills and emerging interests towards learning new techniques. Therefore, HPW
contributes efficiently in gaining employee engagement and encouraging them for effective
contribution.
CONCLUSION
It is concluded that developing skills of an individual is crucial for getting corporation of
workers in team to achieve Iceland's goals. In this regard, required skills and knowledge for HR
professional has been understood. Moreover, role of HR officers for managing company's
employees is recognised for encouraging workers towards team building and creating
organisation's environment. Along with this, contribution of HPW in respect of improving
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professionalism and personality of an individual is identified in this assignment. Including this,
different performance management approaches are discussed for managing staff members'
performance as well improving their working abilities efficiently. However, significance of
individual and organisational learning is also understood for developing skills of workers in this
assignment.
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REFERENCE
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Couto, J.A. and et.al., 2015. A somatic MAP3K3 mutation is associated with verrucous venous
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Moon, J.A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
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Ormrod, J.E., 2013. Educational psychology: Pearson new international edition: Developing
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