Professional Development Plan Analysis

This assignment requires you to analyze a professional development plan created by the Gouverneur Central School District. The analysis should focus on understanding the plan's objectives, outlined strategies, and potential effectiveness in achieving its goals. You will need to examine the provided document closely to identify key elements and provide a thoughtful critique of its approach to professional growth.

DEVELOPING
INDIVIDUAL, TEAMS AND
ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
LO 1.................................................................................................................................................1
P1) (a) Essential knowledge, skills and behaviour of HR professional......................................1
P2) (b) Personal skills audit for Jane Cambridge........................................................................2
P2) (c) Professional development for Jane regarding HR professional role...............................3
LO 2.................................................................................................................................................5
P3 Differences between organisational and individual learning, training and development......5
P4 Need of continuous learning and professional development.................................................6
SECTION 2......................................................................................................................................8
LO 3.................................................................................................................................................8
P5 Understanding the need of high performance working in employee engagement and
competitive advantage.................................................................................................................8
LO 4.................................................................................................................................................9
P 6- Evaluating different approaches of performance management which supports high
performance culture and commitment........................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCE.................................................................................................................................11

INDEX OF TABLES
Table 1: Skills auditing for Jane Cambridge....................................................................................2
Table 2: Professional development plan..........................................................................................3

INTRODUCTION
Developing individuals, teams and eventually organisation is important for making the
company further grow in the market. It will help in increasing market share of the company and
will give some competitive advantages among its competitors. Morrisons plc. Is the company
which deal with world's largest supermarket stores. It provides many products to their customers
under their own brand name (Katzenbach and Smith, 2015). This strengthen the reputation of
company in the market. This report covers the knowledge, skills and behaviours of the human
resource professional which are required by them. Audit of personal skills of an employee is
done. Development plan is made to understand the roles and responsibilities of the HR officer.
Differences in organisational and individuals training and development are discussed. Needs are
analysed for continuous learning and professional development. Contribution of high
performance working is understood in employee engagement and competitive advantage. This
report also includes the various approaches of performance management which supports high
performance culture and commitment.
SECTION 1
LO 1
P1) (a) Essential knowledge, skills and behaviour of HR professional
HR professionals work for managing employees' performance and creating positive
environment of Morrisons plc. Including this, he/she is accountable for coordinating in decision
making process regarding business operations as well enhancing workers' efficiency (Buss and
Plomin, 2014). In accordance to this, he/she also conducts training programs as well maintains
staff members' records. However, required skills for HR officer can be understood as:
 Communication skills:
HR officer must have good communication skills for sharing ideas and strategies to
employees regarding better performance. In this regard, he/she should be able to discuss
suggestions and resolving conflicts occurred among workers (Ormrod, 2013). Thus,
communication skills are essential for HR professional in terms of decision making and
encouraging workers towards team building.
 Problem solving skills:
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In case of occurrence of issues among workers of Morrisons plc, it is responsibility of HR
officer to deal with it (Halverson and et.al., 2014). Therefore, positive and peaceful environment
of the organisation impacts on team building and coordination of staff members to meet its goals.
 Supervisory management skills:
It is required for HR professional to have supervisory management skills in terms of
managing employees' performance (Sheehan and et.al., 2014). In addition to this, he/she should
be able to coordinate with other functional departments' managers regarding business plan for
Morrisons plc.
Therefore, HR officer must have these skills to manage company's employees'
performance and encouraging them for team building effectively. It is related with creating
positive environment of the organisation and emerging an individual's interest towards working
together efficiently (Hanson, 2013).
P2) (b) Personal skills audit for Jane Cambridge
Personal skills audit is a technique of identifying an individual's working abilities and
generating ideas for required essentials to be work upon (Chang and et.al., 2014). However,
being HR officer of Morrisons plc, skills and performance of Jane Cambridge; employee of the
entity can be identified as follows:
Table 1: Skills auditing for Jane Cambridge
Skill Good Adequate Required skill to be
improved
Information
technology
Jane is good at using
internet and sending emails
for contacting with
organisation's employees
Excel spreadsheet as
knowledge for general
calculations only.
Getting update with
using specialist HR
software and Database
Communication
skill
Writing skills as reporting
and presenting through
Power point presentation
Resolving disputes in
context to
communicating with
employees and
Drafting contracts of
materials and
organising training
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advising on issues
regarding HR
session
Problem solving
skill
Multi-tasking for solving
out more than one issue in
Morrisons plc and creating
ideas for handling them as
well.
Using reasoning skills
and managing
complex issues
-
It is recognised that Jane Cambridge has effective qualities to perform as HR professional
for Morrisons plc. In accordance to this, it is evaluated that her writing skills and she has good
command on using power point presentation (Chang and et.al., 2014). Likewise, she has good
problem solving skills for reducing conflicts occurred within entity among workers. However,
she is good at handling complex issues as consulting with employees and creating company's
positive environment. On critical evaluation, it is evaluated that for Jane, it is needed to
overcome issues during using specialist HR software. Along with this, training is to be organised
for creating her understanding with using excel spreadsheet as well database. Therefore, critical
evaluation on Jane's performance has been identified impacted to recruit her as HR officer.
P2) (c) Professional development for Jane regarding HR professional role
For increasing problem solving and other skills of Jane Cambridge, it is needed to
prepare an effective development plan to increase her working efficiencies (Couto and et.al.,
2015). It influences her personal and professional development also for managing Morrisons'
workers' performance. In this regard, professional development plan to improve Jane's
performance can be identified as:
Table 2: Professional development plan
Plan Need for plan Activities Time frame
Identifying Jane's For conducting Conducting meeting 1 week
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performance and skills training and
encouraging towards
working in group.
and antialiasing Jane's
self assessment
regarding her abilities.
Planning for
development program
For preparing a
systematic planning
procedure is prepared
for training and
development program
In this stage, for
improving required
skills for worker,
planning is created by
which method she can
develop skills
1-2 weeks
Implementing plan Working for
improving learning
and working attitude
of Jane
In this stage, all plans
are developed as
determined for
improving working
style of Jane.
For which, training
and development
programs are
organised as; attending
classroom lectures,
watching online videos
and so on.
2-3 weeks
Evaluating
performance
For enhancing
working abilities and
quality of performance
In this stage,
comparison is created
between actual and
expected performance.
Likewise, how Jane
behaves in team to
meet goals of
1-2 week
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Morrisons plc.
Taking feedback For reporting and
collecting Jane's views
regarding her working
abilities and work
performance
In this process,
meeting is to
conducted with Jane
that what changes she
feels in her
performance and
behaviour in terms of
team building and
meeting entity's goals.
1 week
Preparing report For analysing skills
required for improving
in the upcoming time
as well
In the end, report is
prepared in relation to
express all data and
maintaining data on
organising training and
development programs
1 week
Through implementing above mentioned development plan, it will be effective for
improving Jane's working efficiencies. In accordance to this, providing online links and
conducting training programs will be suitable for her professional development. Therefore, Jane's
working abilities and professionalism can be improved effectively. Including this, she will
coordinate in decision making regarding with other functional managers of Morrisons plc. In this
regard, appropriate data of conducting development programs can be maintained impacts on
personality and professionalism of the worker (Professional development plan, 2016). However,
she can learn techniques for using spreadsheet and specialist HR software efficiently. Including
this, Jane will be able to encourage workers towards team building and creating positive
environment of the entity efficiently. Thus, implementing this professional development plan is
required for enhancing working abilities of HR officer and coordinating with other managers in
terms of effective decision making.
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LO 2
P3 Differences between organisational and individual learning, training and development
Learning process can only be emerge with the help of experiences. The learning helps
down the growth and it also improves down the knowledge of individuals. Organisational
learning can only been possible with the help of individual learning. Organisational learning can
only been possible when group or team is learning and that can only been possible if individual
having the ability to learn down the things. This is the big difference between both these terms
(Rialon and et.al., 2015). If individual learning the things then only the organisation learning
process is achieved and that organisational learning helps down under development of
organisation. Individual learning emphasises on the development of individuals.
Organisational learning is a continuous process it cannot be stopped it will continuously
going on. This process can be in form of single looping learning process and double looping
learning process. The single looping is a process can only be achieved when individual having an
ability to learn down the things with the confine of the purposes and objectives (Dixon and et.al.,
2014). While, the double looping is a process under while individual can change their process of
learning accordingly to the changes and major shift under the values, plans, missions ad
strategies. There is no learning process and types is involved under the individual learning and
there is no boundation regard to goals and strategies.
There are vital differences in both the learning process and that is related to there vision
ad focus. The individual learning is an approach that related to the personnel growth and whereas
the organisational learning analyses the components related to an organisation and find out the
hindrances that obscure learning (Kraut, Chandler and Hertenstein, 2016). Organisational
learning is learning because with the help of that the strategies and plans are created, training and
guidance are to be provided to the individual so they can enhance their skills and learn their jobs
and working on a right direction. It also includes the leader and professional who essentially
require under the organisation so that professional guidance is to be provided to the staff could
be available to make it and that cannot be possible with the help of individual learning.
P4 Need of continuous learning and professional development
There is a great need of continuous learning ad development because both are considered
to be an important factor in current situations. These factors are taken care that the person remain
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competent throughout when they carried their professional life and should considering out the
changes that coming and adapt it properly (Rienties, Brouwer and Lygo, 2013). It is a continuous
process which remain going on throughout the time of individual career. The continuous learning
and development should have been properly crafted because it not only provides down the befits
to an individual but also including enterprises or public.
Furthermore, the learning and the development process also playing down an important
role under sustaining of employment. The employee's and staff undertake down the learning
process and they also participate under various developmental programs that are adaptable to the
changing need and demand of the enterprise (Day, 2016). It also helps down an organisation in
gaining down competitive advantage's and creating down opportunities in the market. Some of
them are given below:
Future employability: The growth, professional development and continuous learning is
a process that help down an individuals in preparing them for the next level of activity (Buss and
Plomin, 2014). It also helps down an individual in enhancing their skills so by using that they
can move to the next level and perform their work. It also helps in bringing down the efficiency
under the working conditions.
The growth of team: The great team can only considered to be great when different
groups and team are performing their task and conducting their work with great effective and
efficient manner. It does not mean that different individuals performing and using there skills
and ability to perform their work but rather than it focus on groups (Halverson and et.al., 2014).
Continuous learning and professional development can only been possible when organisation
conduct different types of training and launching down various programmes so that group can
learn down the things and that training and development programmes also helps them to conduct
there work and develop their personality.
Retention: The Human resource management is also plays down a vital role in the
success of company. Its necessary for the company to create its value so that loyalty and
commitment towards their employee will be increase (Chang and et.al., 2014). Training program
which been conducting by an organisation, that develop down in improving the personality of an
individual and also helps down team in their professional level and it also helps down in
improving the performance of staff and decreasing the company turnover.
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By that manner company will able to create their strong team of employees and staff and
also diverse their workforce (Rialon and et.al., 2015). It also helps down the company by way of
creating down an efficient team so that team helps down the enterprise in solving their problem
and issues which facing by them. It is necessary for the enterprise to retain their good employees
so they contribute directly towards the organisational growth and development.
SECTION 2
LO 3
P5 Understanding the need of high performance working in employee engagement and
competitive advantage
High performance working style makes all employees of the organisation in the business
operations. This style makes the employees work hard and give better performance to the
company. HPW is necessary to make every employee efficient and hard working. It also helps in
giving some competitive advantages to the company among its competitors. Need of high
performance working in employee engagement and competitive advantage to Morrisons plc. Are
as follows: Engagement of employees- High performance workings make the employee effective.
This style takes the involvement of all the workers in the workings of company. High
performance working monitors the performance given by the employees. It keeps the
members of Morrisons plc. Satisfied. It helps them to keep positive attitude in the given
tasks. Employees are the person who helps in achieving set or targeted objective of the
company (Senge, 2014). So the performance given by employee matters. HPW makes
the employees give better performance for the organisation. Engagement of employees is
necessary to make the firm further grow in the market. Satisfied employees works more
hard and they will give their best to company and be loyal towards them. Engaging
employees in firm's operations will give many benefits to the cited company.
 Competitive advantage- Competitive advantages are necessary for company to compete
with its competitors. These advantages increases market share of the company which will
also increase their reputation in the market. High performance working makes the
performance of Morrisons plc. Effective and better. Effective and better performance will
eventually lead to some competitive advantages in the company. This style also helps in
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making healthy relations with all the competitors. This will definitely give some
advantages to the cited company in facing the competition in the market (Cummings and
Worley, 2014). Competitive advantages are very important to further growth of the
organisation. To face the competition Morrisons plc. Should adopt high performance
working style in its business operations of the company.
These are some reasons for the need of high performance working in the organisation
which will contribute in employee engagement and competitive advantages for the Morrisons
plc. There are many benefits of high performance working in the company. They help the
organisation to further grow in market. This will increase their sales and will eventually help in
increasing the market share of the company. This will also make the brand name of organisation
stronger which will increase their revenue in the market.
LO 4
P 6- Evaluating different approaches of performance management which supports high
performance culture and commitment.
There are many approaches which are used in performance management to enhance the
performance of company in the market. This management makes the employees give effective
performance in the Morrisons plc. Performance management mainly deals with the performances
of employees in the company which are needed to be effective for the further growth of the
company (Burke and Noumair, 2015). Different approaches used in performance management of
cited company are given below: Behavioural approaches- In this approach all the behaviour of the employees are
understood. This research helps the company to give or assign tasks to employees which
will improve their performance. Improved performance of employees in Morrisons plc.
Can be achieved by the behavioural approach of the performance management. Attribute approach- In this approach the performance of employees are judged on the
basis of their overall performance of the teams. By these employees will learn to work in
team and will increase their team performance made in the cited organisation. This only
focuses on the team performance not on the performance of an individual (Goetsch and
Davis, 2014). Team performance will increase the relation of employees with each other
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in the organisation. Attribute approach of performance management will help the
company to maintain performance culture and commitment in Morrisons plc. Result approach- This approach deals with the overall result achieved by working of all
the employees in the organisation. Financial condition of employees are understood in
this approach. Employees will give better performance to make their results better in the
organisation. Morrisons plc will judge the performance of their employees on the basis of
overall result that came by working of all the employees in the company.
 Comparative approach- In this approach of performance management the company
compares the performance of their each employees. Rankings are given to employees
according to their performance in the company. Employees give their best performance to
get the higher rank in the ranking system. This will increase the performance Morrisons
plc. Eventually (Goetsch and Davis, 2014). This approach gives motivation to their
employees to work hard or giving their best and gain the highest rank. Comparative
approach supports the high performance culture and commitment.
These are some approaches which supports and maintain the high performance culture in
the cited company. These performances' management approaches helps the Morrisons plc to
have great performance in the market (Landy and Conte, 2016). This will help the company to
achieve all the targets and objectives which eventually increases their market share in the
company.
CONCLUSION
With the help of this report, it is concluded that personal and professional development of
an individual can be done through conducting training and development programs. In this regard,
role of HR professional in Morrisons plc has been understood for managing workers'
performance and creating positive environment of the company. Moreover, HPW contribution in
enhancing working efficiencies of employees is identified. Along with this, several approaches
are recognised for performance management and motivating workers for better corporation in
team. However, significant role of HR officers in performance management of staff members
within entity has been understood in this assignment.
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REFERENCE
Books and Journal
Burke, W. W. and Noumair, D. A., 2015. Organization development: A process of learning and
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Buss, A.H. and Plomin, R., 2014. Temperament (PLE: Emotion): Early developing personality
traits. Psychology Press.
Chang, E.Y. and et.al., 2014. Humeral avulsions of the inferior glenohumeral ligament complex
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Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
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Day, V., 2016. Gouverneur Central School District Professional Development Plan. Doctoral
dissertation, SUNY Potsdam.
Dixon, F.A. and et.al., 2014. Differentiated instruction, professional development, and teacher
efficacy. Journal for the Education of the Gifted. 67(2). pp.111-127.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
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Halverson and et.al., 2014. The developing structure of temperament and personality from
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Hanson, S., 2013. Change management and organizational effectiveness for the HR professional.
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Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
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Kraut, R., Chandler, T. and Hertenstein, K., 2016. The interplay of teacher training, access to
resources, years of experience and professional development in tertiary ESL reading
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Landy, F. J. and Conte, J. M., 2016. Work in the 21st Century, Binder Ready Version: An
Introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Ormrod, J.E., 2013. Educational psychology: Pearson new international edition: Developing
learners. Pearson Higher Ed.
Rialon, K.L. and et.al., 2015. Impact of screening for hepatic hemangiomas in patients with
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Rienties, B., Brouwer, N. and Lygo-Baker, S., 2013. The effects of online professional
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Senge, P. M., 2014. The fifth discipline fieldbook: Strategies and tools for building a learning
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Online
Professional development plan. 2016. [Online]. Available through:
<http://www.hr.emory.edu/eu/docs/development-plan.pdf>.
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