Professional Development and Teacher Growth

This assignment delves into the crucial role of professional development in enhancing teacher competence and fostering positive student outcomes. It analyzes different approaches to professional development, such as collaborative learning communities and technology integration, highlighting their effectiveness in addressing contemporary educational challenges.

Developing Individual, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1. Knowledge and skills required by HR professional.........................................................4
Skills.......................................................................................................................................5
P2. Audit of the personal skill of employee and a PDP.........................................................6
M1...........................................................................................................................................9
TASK 2............................................................................................................................................9
P3. Difference between the organisational and personal learning.........................................9
P4. Need of continuous learning and professional development.........................................11
M2.........................................................................................................................................12
D1.........................................................................................................................................12
TASK 3 .........................................................................................................................................12
P5. Contribution of the performance working towards competitive advantage and employees
engagement...........................................................................................................................12
Following are the benefits of HPO for an organisation:- ....................................................13
M3.........................................................................................................................................13
TASK 4..........................................................................................................................................13
P6. Certain approaches used for performance management................................................13
M4.........................................................................................................................................15
D2.........................................................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource department plays a crucial role in any business as it consists of
professionals who are given with the responsibility of hiring best suitable workforce for
company. They ensure that they recruit skilled and talented persons so that they can easily adapt
into the organisational culture. But it is necessary that a HR professional should develop his own
skills so that he can experience personal and professional development. It is analysed that
organisation organises training sessions for the employees so that they can work more efficiently.
To experience success in the career, it is necessary that continuous learning should be done. In
this report, there will be brief understanding about the behaviour that is required by HR
professionals who are part of any organisation. Through considering the scenario of Tesco which
is one of the largest retail companies, importance of HR in organisation will be explained. An
analysis on personal skills will be done and after that a professional development plan will be
framed which highlights the role of high performance working. Other than this certain
approaches of performance management is briefed in this.
3

TASK 1
P1. Knowledge and skills required by HR professional.
In order to gain competitive advantages, it is necessary that human resource department
should perform well as for the success, they have a big role in any organisation. They have
various roles which include recruitment, negotiation in the salary, etc. At the same time, it is also
not necessary that all HR professionals have the same skills because there are various situations
which demand different skills and abilities.
Knowledge
Communicating: - To achieve the future goals, it is necessary that they should have
better relation and coordination with other employees who are from different departments. It is
the duty of HR professionals to engage themselves in the activities which can enhance their
communication skills. There are lots of advantages of this as they can be easily able to
communicate with employees and know the problems faced by them. In this way, they will get a
lot of help in resolving any issue coming in the way of effective working. They can give
suggestions about certain areas where there is scope of improvement. Other than verbal
communication, they should focus on improving their non-verbal communication abilities also
because there are employees who are not able to express themselves and so, through their facial
expressions and gestures, they can know their demand. They have to develop confidence in order
to develop speaking skills in front of the employees in business meetings. If they gain success in
this, they will easily able to present themselves and will see a rise in their personality skills. Such
thing will help them in knowing whether the employees need any training or not.
Multitasking: - To make employees more effective at the work place they are adopting
the concept of internal transfer which helps the employees in gaining knowledge about various
departments. This will have positive impact as during the crisis in the company employees can
do different tasks easily. The employees who are part of the HR department have to involve
themselves in various operations like complying government formalities related to employee
contract, funding potential campaigns on social media and etc. People who are part of the
department should work on their behaviour so that they can develop the skills of handling any
pressure. It has become necessary that each and every person should have IT skills so that they
should learn the use of certain software which are used at their workplace. This makes them
efficient as they will easily be able to work in less time.
4

Business Knowledge: It is must for manager to possess some requisite knowledge related
to company; so that, they will perform their task appropriately. This aids to develop strategies as
well as policies for business.
Knowledge related to laws and regulations: Manager of HR must need to possess some
knowledge about acts as this will assist them to use it at the time decision making. If enterprise is
not following proper rules then, it will be considered that they are doing business unethically.
Skills
Negotiation: - Any professional who has ability to negotiate things in different situations
may see hike in his career as this is the skill to resolve any issue through middle way concept.
These ability will help them in deciding the salary of the newly recruited staff and at the time it
will also assist them in promoting the right candidate as he or she has performed well or not.
With this, they make sure that both the parties who are part of situation get some level of
satisfaction with the decision made by them. There might be situation when the workers demand
certain facilities at workplace but organisation is incapable in giving them all the facilities. In
such situation, negotiation skill has a crucial role as this will resolve the dispute arising through
taking a decision which can be beneficial for both of them. It is the responsibility of HR manager
to ensure that no conflicts would get stretched for a longer period of time as this affects the
working of the employees as moral of the employees goes down. The HR professionalshould
learn new strategies and theories of negotiation so that they can easily solve different situation.
Understanding behaviour of personnel: - This is one of the skills which HR
professional can develop in himself. In the process of hiring new employees, HR professional
should check all the skills and talent which particular candidate has and then compare it with the
requirements of company. But sometimes, it becomes difficult for them to know the behaviour of
candidate as they are not sure that whatever information he or she is giving is right or wrong.
Sometimes, they are also not aware about the abilities they have and if get success in developing
certain qualities in them then this will help them in grooming their personality. When such thing
comes, they are easily able to retain employees. This will assist them in knowing needs or
expectations of employees from the firm.
Leadership and management skills: It is must for HR manager to have some adequate
qualities of leader; therefore, they can easily handle entire exercises in an effective manner. This
will assist to take benefits from competitors at marketplace. It is essential for employer to
5

provide proper guidance to subordinates; so that, they will accomplish their task appropriately.
As a result, they can easily face obstructions without any hurdles.
Good communication skills: Superior needs to maintain an open conversation at
premises; thus, people will share their thoughts and views with each other. This will assist to
improve cooperativeness amongst staff members; therefore, work will fulfil within certain time
span.
HR is important part of organisation as they have complete knowledge about vacancies,
they select candidates and position them according to their skills and knowledge. They are
responsible to define compensation for their employees to encourage them and make them
dedicated towards their duties. They coordinate efforts of diverse people and making them
perform activities in team.
Knowledge- It is ability of HR which they acquire from their experiences and education.
It include both practical as well as theoretical information about their system. They should have
complete data about laws so that they work according to defined regulations by government.
Skills – HR should have good communication and problem solving skills. They should
be capable to encourage their workforce and making them dedicated towards their tasks so that
they perform activities effectively.
Behaviour – HR should build healthy relationship with their staff so that they are able to
sort out their employees grievances and also keep them informed about organisation goals and
objectives.
P2. Audit of the personal skill of employee and a PDP.
Due to certain skills and abilities Jane Cambridge got success in getting a position in the
human resource department. But it is analysed that there still certain qualities which needs to be
developed in her personality. She needs to work on their improving her IT and communication
skills. As when the employees will be performing well it will impact the performance of the
organisation. Below mentioned is the personal skill audit of Jane Cambridge:-
Strengths:- It is observed that Jane's work has been outstanding in last two years. To
ensure that organisation does not have to face any legal obligations she has developed a
command over the legislations framed by the government (Esposito, Berlin and Lal, 2012).
During the time of orientation many people who are part of the HR team fail to communicate
6

rules which is part of the company. Whenever any employee face problem they communicate
with the Jane as she has good communication skills.
Weaknesses:- For any HR person it is compulsory that they should have negotiation
skills but this is the area where Jane lacks as she is average in this. This might hamper her in the
work she is doing and there might be chances that Tesco can transfer her to the recruitment area.
She also have less knowledge about the technology with include learning of new software so she
has to put efforts to learn it as there are lots of opportunities she can miss if she fails in it.
S. NO. LEARNIN
G
TARGETS
EXISTING
PROFICE
NCY
TARGET
PROFICE
NCY
DEVELOP
MENT
OPPORTU
NITIES
PROCESS
USED FOR
ANALYSIN
G
SUCCESS
TIME
PERIOD
1 To improve
her
negotiation
skills.
Soft skills
of Jane is
above
average but
she lacks in
the
negotiation.
She fail in
the attempt
in deciding
the salary of
the newly
recruited
employee.
Develop the
negotiation
skills and
recruit
employees
through
taking care
of profit of
the
employers.
This can be
improved
through
attending a
training
session
which is
termed as
job training
and she can
take help of
the HR
manager
who has
experience
in
negotiation
She can
look at the
conflicts she
has resolved
in particular
time period
which will
give her a
brief idea of
her success
and
improvemen
t.
50 weeks
7

strategies.
2 Communica
tion
She is good
communicat
ion skills
and can
easily get
what the
employees
wants from
the
employers.
She is not
using any
modern way
of
delivering
her message
to the
employees.
Neither she
use social
media and
video
calling
concept.
There can
be
improvemen
t in the
communicat
ion process
ability
through
learning
new ways of
communicat
ion like
using
messaging
app.
Feedback
can be taken
from the
employees
where she is
executing
her skills.
10 weeks
3 Multitaskin
g
She is well
versed with
the
government
laws framed
by the
government
and she
knows what
are the
policies
followed by
the
company.
Develop the
talent of
determining
the skills
possessed
by a
interviewees
.
She has to
read
psychology
books which
describes
how
someone
can
understand
the nature of
any
particular
person.
Through
To know the
success of
the efforts
made buy
her so in
such case
those
employees
hired by her
can be
observed. If
they have
remain in
Tesco for
18 months
8

adopting the
concept of
job training
the skills of
multitasking
can be
developed.
more then 1
year then it
will be
success.
Personal skills audit
Very good Good Adequate Little or no
experience
Information Technology
Use Microsoft
Office Word
✔
Use Excel
Spreadsheet
✔
Use a Database ✔
Use specialist HR
software
✔
Use the internet ✔
Use email ✔
Use Power Point ✔
Very good Good Adequate Little or no
experience
Communication skills
9

Drafting contracts
of employment
✔
Taking notes of
disciplinary
hearings
✔
Writing reports ✔
Producing
material to
support
presentations
✔
Delivering a
training session
✔
Resolving
disputes or
complaints
✔
Interviewing ✔
Advising of HR
issues
✔
Very good Good Adequate Little or no
experience
Problem solving skills
Making good use
of verbal
reasoning skills,
able to handle
complex data and
make selective
✔
10

use of
information
Explore more
than one solution
in order to solve a
problem
✔
Considering the
ideas of others to
help in solving
problems
✔
PDP for Tesco is mentioned as below:
Name Charles Grill
TIME
DURAT
ION
Objectives and targets with is
personally related
Objectives and targets with is
professionally related
Next 12
months
To accomplish capabilities as well as
skills as this assists to complete task
effectively which assigned by
manager to me.
Acquire promotion to go to upper level
and want to become manager.
Next 3
years Need to accomplish entire
requirements.
Want to be a HR professional.
M1.
The HR professional should have certain skills so that they can impact the behaviour of
the people thus helping the organisation in achieving the goals and objectives. They should
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frame a plan so that they can easily execute various skills in timely manner. With this the
training needs can be analysed by them thus building good relation with the employees.
TASK 2
P3. Difference between the organisational and personal learning.
It is the performance of the employees which decides the fate of the company so it
becomes necessary that staff's skills should be improved. Individual learning is the concept
in which various weakness in the personality is obstructed through certain learning
procedures and training. But it comes to organisational learning the changes are adopted
at the company level so that their ranking in the market can be improved (Flint, Zisook
and Fisher, 2011). There is variations in the need of organisations and the staff who are
part of it. Following are some of the differences between them:-
Organisational learning Personal learning
Requirement Development Includes learning in teams and
is a complicated process.
Involves learning individuals
and is easier process.
Vision To achieve high performance
working
To grow their personality
through learning new things.
Procedure for learning Skills acquired through
seminars and training sessions.
Books and through observing
the environment.
Required Development:- If the employees wants to grow their personal skills they have
work on the new skills which they wants to acquire. But in the case of organisational learning it
can be said that it is far a complicated process. The reason behind this is that a company consists
of lots of people who are divided into various groups so that particular goals can be achieved. So
it is a time consuming procedure.
Vision:- It can be analysed that organising training sessions is not a expensive work but
when it comes to retaining and brining new knowledge in the company needs lots of money.
Individual put their own efforts at their own personal level to groom their personality. They do
so as they are aware of the fact this will help them in growing their career in future. The key
12

difference between the individual and organisational learning is that one focus on personal goals
where the organisation put their focus on vision.
Procedure for Learning:- There are various modes and resources which can be used to
develop certain skills and some of them are internet, seminars and conferences (Huang, 2014).
They get to learn lots of things from the training sessions which helps them in doing any activity
in effective way. An organisation transfer knowledge and gain certain experience in the
particular field so that they can attain the goals.
P4. Need of continuous learning and professional development.
Companies try to locate the factors which can hamper their growth in negative side and
they try to remove it so that they easily achieve the goals and objectives. There is requirement of
continuous learning for both employees and employers. It is the contribution and dedication of
the employees which helped Tesco in achieving the top position in the retail sector.
There are various benefits they can gain through continuous learning as the conditions in
the business environment may vary with time to time. This will make them flexible in handling
any crisis situation. The company through it can easily cope up with the requirements in the
business. Tesco is one of the oldest company so it could be said that whatever strategy and
methods used by them needs to be updated (Little, 2012). With the help of continuous learning
they can easily adopt new technologies and ideas.
Employees of any company is considered as assists to them as through it Tesco is able to
achieve all their targets. So to bring quality in them there is requirement of the professional
development in them. If Tesco adopts the concept of development of the employees with
organisational development they can gain competitive advantage. Through using the resources
available to them Tesco can achieve the aggressive targets set by them. With the continuous
learning employees will become more loyal towards the organisation will try to perform in better
way (Macdonald and Poniatowska, 2011). When such thing will happen the productivity of the
company will experience a hike and the employees will not leave the organisation as they are
satisfied from whatever they are getting. Following are some of the sources through which
professional development can be done:-
Conferences and Seminars:- There are various events which are organised by media,
professionals of industry and etc. so it is responsibility of the manager to ensure that their
13

employees attend these programs so that they can gain knowledge about certain things which
they have never experienced it.
Coaching:- To clear the basic concept of the employees it is necessary that with the
practical knowledge the theoretical knowledge should be given to the employees. This is
important to improve the personality of a person so that they can perform well in the process of
achieving long and short term targets. Although those employees who are part of the Tesco from
many years has gained experience that they can coach the new employees who has just recruited.
M2.
Continuous learning plans are helpful in achieving success and guiding the employees
and the overall business of the Tesco company. The developed plans should be executed on
continuous time period thus ensuring participation of the employees in different tasks and
operations. At the same time this will also help them in increasing the productivity of the
company.
D1.
She need to focus on technical skills so that she find it easier to manage data on computer
and interact with the employees through different digital platforms. With the self awareness she
can know that what are the areas where they are lagging behind. It is required that their should be
strong communication and analytical skills thus helping them in knowing different mentality of
the candidates.
TASK 3
P5. Contribution of the performance working towards competitive advantage and employees
engagement.
High performance working can be the process through which performance of the Tesco
can be improved. This helps them in developing skills in the workers and this way they will that
they have been valued in the organisation. With the adoption of the reward system the employees
can be easily be motivated as the human resources acts as an assets for the company. So it is the
duty of the management to ensure that almost all the suitable demands of the employees are met.
They need to make sure that employees are part of the decision making which can happen
through taking reviews and feedbacks on certain matter. With the help of HPW concept they can
frame a good working culture (Pan and Franklin, 2011). When the employees will be given more
14

power they feel valued and will try to put more focus on achieving organisational goals. This
also decrease the work load from the main managers at Tesco which boost the confidence in
them that they can now free to work according to their styles.
High-performance working culture can only show effective results if there is coordination
between the employees and the managers. With a effective planning on the business they can
easily attain the targets thus gaining competitive advantage. Through HPW learning and
development is achieved. It is the employees who has to learn new skills every time and this is
the reason why Tesco is working on performance improvement. With the concept of flexible
working they allow employees to choose the working shift according to the feasibility (Zepeda,
2012). The other firms which are part of the other company who is also dealing in the retail
sector does not give this relaxation to their employees. This is one of the factors which makes
Tesco different from their competitors. This all things are necessary for making the employees
happy from the management. Those staff who are performing well should be give an opportunity
and should be praised with a reward so that he can perform well.
With a effective communication platform it can be ensured that all the employees can put
their views, suggestions and feedback to the management. This will reduce the disputes arising
between the employees and management. With this the satisfaction level of the employees will
increase as they will feel that they have been valued by the company. After knowing the problem
serious action should be taken so that no issues like this can arise again.
Following are the benefits of HPO for an organisation:-
 Better Employee attitude
 Better cooperation inside and outside the company
 Better organisation
 Better financial results
 Comparative advantage
M3.
Through high performance working they can easily able to achieve the goals and targets
in less period of time and the productivity will see a rise thus directly impacting the profitability
of the organisation. The employees will able to improve their ranking thus getting a personal
satisfaction.
15

TASK 4
P6. Certain approaches used for performance management.
Performance management is the procedure which includes activities like monitoring,
reviewing and setting a plan related to the goals which will improve the performance of the
employees and managers are designed. With this the performance of the employees of Tesco can
be analysed. This assist them in ascertaining lowest and the highest level of quality in the service
that the employees can give at the workplace. It is an approach which has crucial role to play in
supporting a high performance commitment from the personnel who are not able to use their
skills in better way (Rao, Savsani and Vakharia, 2012). With the help of attribute the
performance of the staff is analysed so that they can know which is the employee who is
performing well and who needs the training. In this approach the innovative idea from the people
who are working in the Tesco becomes part of this. With the help of this high performance
culture in the organisation there can be introduction of the self service centre. The manager at
Tesco is looking froward to boost the moral of the employees of Tesco so that they can become
motivated to raise their limits of working at the workplace.
With the help of the behaviour approach theory there will be focus on the behaviour of
the employees towards their work. The performance of the staff can be evaluated through
knowing that what is their attitude towards an activity which is performed in the company. With
adopting the collaborative learning approach there will be formation of team which ensure that
all the things are done in proper way without any conflict. These are the two which supports the
high performance culture concept. Tesco make sure that all the employees gets better salary so
that there is good relation between the employees and employers. This will increase the growth
in their career as all the weaknesses in the personality is removed from it (Van Driel and Berry,
2012). For achieving innovative working style it is necessary that there should be staff who has
certain skills. The management should at Tesco should regularly in contact with the employees
so that they can take feedback from the workers and can easily know what are the demands of
them. During the festival session Tesco ensure that they gain a good sales numbers but at the
same time they also give less priced goods. With the high performance culture the requirements
of the workers can be analysed. Tesco take advice from the employees related to packaging and
branding.
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Following are the different performance management approaches:- Result approach: This is very easy method which will be utilized by superior of
company. There are many techniques which will include into this, like Balanced
scorecard, productivity administration, evaluation of staff members and many more. This
approach help superior to convert strategies into operations effectively and efficiently. Behavioural approach: It is the oldest methodologies which is associated with
performance. BARS, is an effective tool which include into it. In this, some parameters
which are set by manager and subordinates need to complete their task under these
standards.
 Quality approach: It is must for a firm to develop qualitative products and services for
customers. This will assist to give them adequate satisfaction. For this, they have to
decrease issues which are facing by people. As a result, profits and reputation of Tesco
will get enhanced. This aids to take benefits from competitors at marketplace.
M4.
Results approach, set approaches and feedback approach are certain approaches which
can help in high performance working. With the result approach they can rate their performance
as well as the performance of the work places. They can set expectation highlighting that these
are the expectation of the organisation from them.
D2.
In order to retain the employees high performance at the work place can be analysed and
at the same time they can also handle the demands in the market. All the targets and goals can be
achieved through high performance thus focusing on the skills of the employees. This will
increase the revenues and profitability.
CONCLUSION
From the above report it has been determined that with the continuous learning process a
company can experience lots of advantages. It is the duty of the professional who are part of the
human resource department to analyse the behaviour of the interviewee and the staff who are
currently part of the company. They should have full fledge knowledge about the organisational
culture, policies and employment contract between the employees and employers. With the help
17

of personal and professional plan they can develop various skills and abilities which will help
them in attaining business goals. With the High performing working Tesco can gain competitive
advantage thus engaging the employees in various activities.
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