Professional Development and Organizational Performance

This assignment delves into the world of professional development and its impact on organizational performance. It discusses various strategies for effective training, leadership, and team empowerment, including the use of transactive memory systems, servant leadership, and empathic design. The importance of core capabilities and rigidities in managing new product development is also highlighted. Additionally, the assignment touches upon the role of professional development schools in special education and the need for generative professional development among experienced teachers.

Developing Individuals, Teams
and Organization

CONTENTS
Contents...........................................................................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Professional knowledge, skills and behaviours that are required by HR personnel...............1
P2 Personal skill audit to identify skills and develop professional development plan................2
TASK 2............................................................................................................................................5
P3 Difference between organisational and individual learning, training and development........5
P4 Need of continuous learning and professional development for sustainable business
performance.................................................................................................................................7
TASK 3............................................................................................................................................8
P5 Role of HPW for employee engagement and achieving competitive advantage...................8
TASK 4............................................................................................................................................9
P6 Different approaches to performance management................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Developing individual means enhancing knowledge, skill of employees according to
requirement. There is use of different aspects which assist in enhancing knowledge of
individuals. There are some changes which are relevant and significant for maintaining them
according to external environment. There are many changes taking place in external environment
so it is relevant to learn new techniques. With the development of skills of employees, this
situation is beneficial for organisational development as well. There are different techniques
which can be used by managers to enhance employees’ knowledge. This also assists in
maintaining long term relations with workforce. This report is based on ALDI which is one of
the largest retail outlet in UK (Berry, 2011). This organization was established in 1884. This
report covers analysis of knowledge, skills and behaviour of HR personnel, factors to be
considered while evaluating learning and development to drive sustainable business
performance, contribution of High performance working in employment contribution and
competitive advantage, and at last ways of performance management.
TASK 1
P1 Professional knowledge, skills and behaviours that are required by HR personnel
Human resource managers is the person who deals with different employees working in
organisation. There are many employees working in ALDI so t is responsibility of HR manager
to deal with them. There is requirement of some skills. Knowledge and behaviour which assist in
managing them and creating harmony among them. Employees are the main asset which helps to
deal with consumer and provide best quality product and services. Being HR some skills is
essential which maintain decorum in organization (Salas and et. al., 2012).
Skills of HR
Active listening- HR personnel is the personnel which deals with employees working in
organisation. There are different grievances which faced by employees, so it is responsibility of
HR manager of ALDI has to listen them actively and take appropriate actions. Active listening
helps to judge mindset of employees and it is easy to implement policies at workplace (Bolman
and Deal, 2017).
Coordination- There are many departments in ALDI such as purchase, sales, marketing,
etc. so it is responsibility HR manager to deal with them. There is requirement of coordination
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among them so business activities are performed in appropriate way. In case there are some
changes in policies, then it is responsibility of HR manager to communicate properly.
Leadership- HR manager in ALDI must possess leadership skill through which they can
monitor and guide employees. Due to difference in views of employees, there are possibilities
that they are not able to work in synchronise manner. Hence it is responsibility of HR manager to
guide employees.
Knowledge of HR
Law and government- There are some acts which is relevant for maintaining good
relations with employees. Laws such as compensation act, minimum wages act, etc. This is
responsibility of managers to knowledge related to it. This helps to frame policies in ethical and
relevant manner (Chaskalson, 2011).
Education and Training- Training is the technique through by which employees of
ALDI can enhance knowledge related to post. There are different ways through which managers
of ALDI can train employees. It is responsibility of HR manger to plan training and development
events. They must be aware about fact which method is most relevant. This helps to improve
performance of employees as well as organization.
Behaviour of HR
Innovation- Innovation means to accept new changes taking place in industry. HR
manager must believe in innovative approaches so they can create innovative environment within
organisation. Manager of ALDI must focus of this behaviour to get positive impact on operations
of organisation.
Purpose oriented- business operations performed at workplace must be purpose oriented.
They must be relevant and essential for getting good and positive outcome. HR manager must
convey reason begin performing business operations. This gives an path to employees for
performing operations (McCleskey, 2014).
P2 Personal skill audit to identify skills and develop professional development plan
Personal skill audit is a technique through which skills which arte required at work place
are analyse. This is the way through which individual can analyse difference between actual
skills and skills required according to work (Darling-Hammond and McLaughlin, 2011). This
analyse results out to be some positive and some negative skills. At the post of HR there is
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requirement of different skills which are relevant for improving results and attaining positive
results.
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Active listening 7 8 -1
2 Conflict Solving 7 8 -1
3 Coordination 7 9 -2
4 Leadership 9 8 1
6 Communication skills 9 7 2
7 Information Technology Skills 8 7 1
8 Money Management Ability 6 8 -2
From the above discussed chart, it is clear that some skills which are relevant for HR
manager of organisation. Above chart shows some positive and negative aspects which are
relevant at work place (Leonard, 2011). Some skills shows positive digits while some show
negative results. In above chart, positive outcomes are weakness for individual, while negative
digits are strength for individual. Hence, leadership, communication and IT skills are weak.
There is requirement of improvement in it.
Following are the strength and weakness as per my personal audit:
Strength Weaknesses
 I can easily solve disputes arise among
employees.
 I am good at listening employees
grievance properly ad provide them
best solution.
 As i my organisation, there are many
employees, so I am able to create
 I have weak communication skills
which affects my interaction skills at
work place.
 My IT skills are not good. I am not able
to record employee’s data in
synchronise manner.
 My leadership skills are not good so I
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coordination among them. This
situation helps to manage financial
resources in better manner.
have not able to represent in other of
others on the behalf of organisation.
Opportunities
I feel that there is scope of some studies
through which I am able to compete with other,
In business environment changes are taking
place with greater scope, so I must use
different innovative approaches.
Threats
There is threat of being outdated because there
are many new courses are started.
Profesional development plan: After analysing skills which are required by individual according
to job position. Professional development plan is made which talks about improvement in skills
which are weak. This assist by improving new and relevant sources for improvement. My
professional development plan is as under-
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
1. Communication
skill
I am not able to
communicate
with employees
and other
external
parties.
I want to
improve this
skill so it is
easy to
communicat
e with
employees.
I am able to
develop this
skill with
attaining
seminars,
conferences.
Peer
members,
subordina
tes.
2 months.
3 Information
Technology
I have weak IT
skills so I am
not able work
with latest
I want to
improve this
skill which
helps to
This skill can
be improved
with
certification
Peer
Members
6 months
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techniques. deliver
information
with the help
of digital
technology.
course.
2 Leadership At work place I
am not able to
lead my team.
Hence there is
gossips and
situation of
miscommunica
tion.
I want to
improve this
skill because
in case of
adverse
situation my
team’s
performance
gets
affected.
With practical
examination
of situation
under to level
managers’,
online
sources, etc.
Top level
managers
6-7
months
TASK 2
P3 Difference between organisational and individual learning, training and development
INDIVIDUAL LEARNING
Individual learning is process in which different factors are used for managing
performance of individual. These days changes are taking place very rapidly in industry, so
individual can enhance knowledge with training (DuFour and DuFour, 2013).
ORGANISATIONAL LEARNING
Organisational learning is a way through which working style of individuals gets raised.
Managers of ALDI starts using new and innovative techniques at work place. With the help of
organisational learning, operational efficiency can be achieved and it is easy to compete in
industry.
BASIS INDIVIDUAL LEARNING ORGANISATIONAL
LEARNING
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SCOPE Scope of individual learning is
less as compared to
organisational learning.
Organisational learning has
vast scope as it covers aspects
of whole ALDI
RIGIDITY Individual learning is flexible
because individual can alter
plans and policies according to
situation.
Organisational learning is
implemented after proper
analyses, hence this is rigid.
TIME Individual can learn new ideas
on regular basis. Hence
individual learning is a
continuous process. `
Time for implementing
organisational learning top
level managers ‘s permission is
required.
TRAINING
When some new technique gets upgraded or there is increment in current policies, then it
is known as training. There are different methods which are used to train employees. In ALDI,
there are different training used to train and learn employees (Esposito Berlin and Lal, 2012).
DEVELOPMENT
Development is related to enhance current knowledge related to subject matter. When
employees is ready to work under dynamic nature, then it is easy to perform operations
according to external environment.
BASIS TRAINING DEVELOPMENT
ORIENTATION Training aims at job oriented
process.
Development aims at career
oriented process.
SKILL New skill, techniques can be
learned with the help of
training programmes.
Development helps to learn
new changes which occur in
subject matter.
AIM Training aims at improving
operational efficiency at work
While development aims at
improving conceptual
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place. knowledge at work place.
SCOPE Training has less scope as
compared to development.
Training is planned for new
individuals at workplace.
Development has wider scope
because it focuses on
improving current knowledge.
P4 Need of continuous learning and professional development for sustainable business
performance
Meaning of continuous learning-
Continuous learning is the process in which regularly actions are taken for enhancing
knowledge. These days changes are taking place very rapidly in environment, so with the help of
continuous learning, it is easy to implement new techniques at work place. There is much
competition in industry, so it is essential to keep information relevant and new as per industry.
For instance: managers at ALDI provide for learning new techniques, then operational efficiency
can be achieved and sustainable growth of business is possible (Flint, Zisook and Fisher, 2011).
Meaning of professional development
Professional development means improving skill at work place. Professional
development is essential in current market because there are many changes taking place in
working style, so it is easy to learn about it. ALDI is the organisation which operates in retail
sector, so to maintain long term sustainability; managers must motivate employees to be
professionally skills. This situation is better not only for employees but also for ALDI.
Continuous learning and professional development are important for performing
operations according to skills and needs of employees. There are some changes which are
relevant in working style, so it is easy to make policies competent to external market. Important
of continuous learning and professional development are as under-
 Improves performance and enhances personal growth: With the help of continuous
learning, employees are motivated to learn new and innovative approaches. This is
relevant for organization because operations are performed in best manner. Managers of
ALDI take actions which are relevant for maintaining good image. This is relevant or
improving sales and revenues and attain long term sustainability in industry. This helps to
achieve main motto of ALDI.
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 Enhances sustainability: In retail sector, there are many firms working to satisfy
customers (Ford, 2014). As there are many changes taking place in consumer demand, so
with the help professional development, it is easy to implement new changes which
provide up to date product and services to customers of ALDI. This helps to achieve long
term sustainability in industry.
 Remain relevant- As there are many changes taking place in industry, so with the helps
of continuous learning and professional development it is easy to keep information
relevant. When employees have up to date knowledge, hence operational efficiency can
be achieved. This is significant and relevant for maintaining good brand image of ALDI
in industry. With professional development programs, skills of employees are polished
which helps to keep term relations with them and less labor turnover and absenteeism
occur in ALDI.
 Enrich employees' work experience: When new techniques are used at ALDI, then
employees are motivated to learn them and implement at work place. This helps to keep
them up to dated and hence they have experience related to new methods. With the help
of professional development workers have experience related to new techniques. This
keeps them acknowledge and hence ALDI able to achieve sustainable growth.
TASK 3
P5 Role of HPW for employee engagement and achieving competitive advantage
HIGH PERFORMANCE WORKING
High performance working is the situation which creates an environment of true and fair
image with transparency in working operations (Hsu and et. al., 2012). High performance
working environment means actions which are taken for performing high level operations with
proper analysis. There is positive impact on performance of ALDI because employees are aware
about changes which are taking place in operations. It is easy to implement new and innovative
ideas because managers are able to implement new changes which are relevant for external
market. As these days, there is much completion in retail sector and changes are taking place
frequently, so with the help of high performance working improvement in operations can be
possible. This also assists in achieving competitive advantage.
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In high performance working, there is proper role of employees which are working in
organization. They have decision making right, implementation of new technique, etc. which
assist in employment engagement at ALDI.
ROLE OF HIGH PERFORMANCE WORKING
Selection of specialized personnel- With the help of high performance working, there is
easy for managers of ALDI to select specialized employees. When there is selection of employs
to their skills , knowledge, experience, then improves operational efficiency. This assists ALDI
to achieve competitive advantage in industry. This improves profits and improve brand image in
industry (Hu and Liden, 2011).
Better cooperation inside and outside organization- ALDI has good brand image in
retail sector. They operates all overall the world. Hence there are many parties which are related
or unrelated to business. For instance: marketing department advertise product and services, so
managers of ALDI has to contact with internal as well external parties of organization. With
HPW, there is coordination among them. This provides assistance to employees to perform well
at work place and use appropriate channel of communication to deliver correct information.
Decentralized decision making- ALDI is big organization, there are many outlets in
different parts, so under HPW, some authority is given to employees related to decision making
rights. When employees have decision making right in ALDI, then they feel responsible and give
their best. This increases employee engagement at ALDI. When operational efficiency is
achieved then high performance working assist with achieving competitive advantage.
TASK 4
P6 Different approaches to performance management
As there are many employees at ALDI working to service with best quality product and
services to society. There is difference in skill, knowledge, experience of workers, so they are
assigned task accordingly (Seibert, Wang and Courtright, 2011). It is responsibility of managers
of ALDI to evaluate performance in order to improve overall performance of ALDI. For
instance, training is provided to employees then performance must be evaluated before and after
training. This helps to proper implementation of training program by employees of ALDI. With
measuring performance, bright possibilities of getting positive results and hence positive impact
can achieved on operations of ALDI. There are some approaches which are used for measuring
performance-
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Comparative- According to this skill, there is comparison in performance of two
employees or groups on the basis of same task. According to them approach, managers of
organization are every individual. As per this approach, there is appraisal of employees on the
basis of their performance. For instance: top performance can be awarded with employee of
month, while second performer will awarded with appraisal certificate.
Attribute- This approach is used to judge perception of employees related to some
aspects such as problem solving skill, team work, innovation, etc. These are the parameters
which are essential at workplace to deal with day to day activities. graphical rating and mixed
rating system is used to rate employees under attribute approach. This method is not preferable in
industry because there is use of subjective approach which is time consuming and possibilities of
mistake are more. With this approach, best and worst performance is highlighted then this
reduces scope of improvement in medium performers.
Behavioural – This is the oldest method which talks about different attributes and on the
basis of it rating is assigned to employees. This approach provides appropriate data related to
performance of individuals work in organization. In this approach behavior of individual is also
included, so possibilities of improving performance is more. Managers give weight-age to
behavior of individual while considering performance, so there are possibilities of biasness.
Result- This approach works on the basis of results which are analyze by performance of
individual. If positive results are achieved, then training is fruitful, while in case of negative
results, reasons must be analyzed (Suppiah and Singh Sandhu, 2011). This is the simplest way to
evaluate performance of individual. Different roles and responsibility are assigned to individual.
This techniques is useful because employees performance operations to work for getting positive
outcome at last.
Quality- Quality measures say that quality of product and services are used for judging
performance. Feedbacks from customers, customer satisfaction are the main aspects on which
performance is evaluated. Quality approach focuses on Kaizen approach which aims at
continuous improvement in business process. There are different techniques through which
issues can be resolved such as team work, consideration of internal a well as external factors.
Collaborative- As per this approach, all the above methods are implemented to judge
performance of employees. This approach is flexible as per situation and availability of
resources. With the help of collaborative working, changes which are important and crucial has
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to made to provide good environment. In this approach every aspect has to be considered
personal as well as professional.
Managers of ALDI must use collaborative and quality approach because these are the
ways through which customer perception can be known and actions can be taken to satisfy them.
This keeps special importance to employees and hence positive results can be achieved with
these approaches.
CONCLUSION
From the above discussion it is clear that increment in knowledge, skills are essential.
This can be done with different approaches and relevant for maintaining positive outcome. HR
skills, knowledge and behaviour are crucial aspects for organisation because it helps to maintain
good environment within association. Skill audit is used to know skills which are lacking and
present in individual while personal professional plan is used to take actions for improving
features or skills. High performance working is the technique through which transparent and fair
environment can be created within organisation. Individual learning helps to improve
organisational efficiency and with the help of organisational development, there is use of
different strategies such as on the job training, etc. Professional development will leads to
sustainable growth and development within industry. There are different approaches which are
used by organisation for performance management such as behavioural, collaborative.
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REFERENCES
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Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
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