Importance of Continuous Learning and Professional Development for Sustainable Business Performance

Developing Individual, Teams
and Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determining the professional knowledge, skills and behaviour that are required by HR
professions.......................................................................................................................................1
P2 Analysing a complete personal skill audit for Jane Cambridge to identify training and
development considering KSB. ( c )................................................................................................2
TASK 2............................................................................................................................................4
P3 Analysing difference between organisational and individual learning, training and
development.....................................................................................................................................4
P4 Analysing the need for continuous learning and professional development to drive sustainable
business performance.......................................................................................................................5
TASK 3............................................................................................................................................6
P5 Understanding how HPW contribute to employee engagement and competitive advantages.. .6
TASK 4............................................................................................................................................7
P6 Evaluating different approaches to performance management using specific example to
support high performance................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Individual development in the long course of the employment is very essential
as this help in building, improving, educating and generating awareness in employee
this will help organisation as well as employee. This development is not only
necessary in individual but also that of team and organisation. The aim of this report
is to analysis the knowledge, skills and behaviour which are required by the HR
professionals in every organisation. This report will further include the complete
personal skill audit for an HR personal Jane Cambridge and thus to identify training
and development need by Jane Cambridge. Identifying the training and development
need of any individual or that of organisation as a whole is necessary in the growth of
that individual and organisation. The High-Performance Working (HPW) is set
guidelines of any organisation where trust, transparency and open line of
communication between mangers and employee are very crucial. The importance of
HR is analysed by the work HR does in the organisation of selection, recruitment,
training and development of the employee and also the compensation of the employee.
Scope of an HR is as wide as the whole organisation as they help the employee in
grooming and developing which in turn will help the company to develop.
TASK 1
P1 Determining the professional knowledge, skills and behaviour that are
required by HR professions.
Human resources are the best form of resource any organisation is having with
it to develop and grow itself in the market. They help the company to achieve the
business objectives, to earn profits, to grow in marketplace and to sustain in industry.
And thus, to manage this human resource or the employee of organisation it is
necessary to train them and to help them in their development (Berry, 2011). Training,
development, selection and all the employee related problems are the part and role of
the HR of that organisation. The HR must be having certain qualities, knowledge,
skills and behaviour's which are important for the organisational and employee

development and betterment. There are certain sets of these qualities which are
required for the HR so that they can effectively utilise the staff's skills in an
organisation. They play most important role in the development of organisation and
that of employee and it is their responsibility to have a look on the requirements of
employee. Their work is to plan, direct and coordinate human resource activities and
staff of an organisation.
For any manager or HR at the organisation it is importance to have certain
knowledges, skills and behaviours which should be same across the departments
(Crowston and et.nl, 2012). These all include skills such as active listening, speaking,
coordination; knowledge like personnel and HR, administration and management:
behaviours like stress tolerance, self-control and concern for others.
Skills:
 Active listening- this include to give full attention to what the people are
saying, taking time to understand and asking the questions thereafter.
 Speaking- this include talking to all the subordinate in a way which they can
effectively understand and HR can convey what he is trying to say.
 Coordination- in this there is adjusting actions according to others. Working
with the employee to solve any disputes or difference between them.
Knowledges:
 Personnel and HR- They should be having knowledge about all the principles
and procedures for recruitment, selection, training, compensation and benefits
for the employee.
 Administration and management- HR must also be having the knowledge of
businesses and management principles which are to be involved in strategic
planning (Dahlgaard, Pettersen and Dahlgaard-Park, 2011).
Behaviours:
 Stress tolerance- Whatever be the situation HR must know how to handle that
situation in a quiet and peaceful manner by controlling the stress of work.
 Self-control- HR profile require keeping clam, controlling anger and avoiding
aggressive behaviour.
 Concern for others- HR job is very sensitive job he need to be very
understanding the needs and feelings of its staff members.
P2 Analysing a complete personal skill audit for Jane Cambridge to identify
training and development considering KSB. ( c )
Analyse a completed personal skills audit for an employee
To identify the area where Jane Cambridge requires training and development
it is important to do the personal audit of Jane Cambridge. This can only be done after
the consideration of all knowledges, skills and behaviours required in the HR or Jane
Cambridge (DeRue and Ashford, 2010). Starting from IT skills and knowledge where