Importance of Continuous Learning and Professional Development for Sustainable Business Performance

This document discusses the importance of continuous learning and professional development in driving sustainable business performance. It explores the differences between organisational and individual learning, training, and development. The document also provides insights into the skills, knowledge, and behaviour required by HR professionals and offers a personal skills audit and professional development plan.

Developing
Individuals, Teams and
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Personal Development Plan-........................................................................................................5
M1 Professional skills audit and professional development plan that demonstrates evidence of
personal reflection and evaluation...............................................................................................7
TASK 2............................................................................................................................................7
P3 Differences between organisational and individual learning, training and development......7
P4 Need for continuous learning and professional development to drive sustainable business
performance.................................................................................................................................9
M2 Learning cycle theories to critically analyse the importance of implementing continuous
professional development............................................................................................................9
SECTION 2.....................................................................................................................................9
P5 How HPW contributes to employee engagement and competitive advantage within a
specific organisational situation..................................................................................................9
M3 Benefits of applying HPW with justifications to a specific organisational situation..........10
CONCLUSION..............................................................................................................................11
Books and journals....................................................................................................................12

INTRODUCTION
Management is an on-going process for all the areas of activity, for an organisation
management refers to overall planning and plotting of organisational activity which needs to be
carried throughout a business operation (Anagnostopoulos, Winand and Papadimitriou, 2016).
This report is going to put highlight on human resource management function as it the most
essential function in order to achieve organisational goals and objectives. Contribution of HR
manager performs an important role in recognising workforce potential by going through their
performance and provide guidelines to improvise their skills, In reference to a multinational
brand company HAMLEYS, It is one of the biggest toy retailer store established in 1760 by
Hamley Holborn in London, in context of the company, there will be focusing on key elements
of HR manager including their personal skills, leadership qualities, training skills, knowledge
and behaviour which is going to set targets for profitability and better output for the company.
some of them are thoroughly discussed here:
TASK 1
P1. Appropriate and professional knowledge, Skills, and Behaviour that are required by HR
professionals:
HR professionals are the doer of a company, It is a responsible post in an organisation
which needs to be handle by a person having outstanding knowledge and skills with a positive
behaviour to cope up with complicated situations and problem solving criteria with the main aim
to reach heights of organisational success (Cherubini and Nielsen, 2016)
. In relation with HAMLEYS, skills which are required to perform for the HR manager by the
view of marketing essentials as it a retailer store, there is need for qualitative and marketing
skills to achieve high turnover that are discussed below:
Skills: Problem solving skills: It is the most and demanding skill for HR manager to perform,
many times an employee stuck to a challenge or task which indeed a qualitative opinion
to work effectively for which a manager choose to follow right path and take their
employees with themselves by encouraging their morale, This will eliminate the cause of
demotivation and inter-personal disputes amongst rest of employees.

 Decision making skills: Fast decision making leads to efficiency in organisation, the task
of taking decision are in hands of HR manager it sets goals and strategies to be build on,
while recruiting new candidates, taking interviews, and make appropriate decisions while
selection, also HR Manager could delegate their powers to lower level by setting some
standards and limitations. Analytical skills: HR manager of HAMLEYS should have analytical so that they can
take proper decisions according to the demands of market. It can be done through the
identification and analysis of market needs so that they can procure goods and services
accordingly. Adaptability of dynamic environment:HAMLEYS' HR manager should have a skills
that accept the challenges of dynamic environment with the flexible nature.
Knowledge: Induction: It is the first and foremost function of job that performed by HR manager in
which manager give the job description through induction process. It can be only done
when the manager have a great knowledge if job desorption and all activities of
organisation. Induction is the basic structure of job role including the specification of
companies targets, function and desired contribution of an employee in the organisation.
HR manager must have induction knowledge to serve basic keys of job criteria to new
candidates, their performance will resulted through the basic knowledge they have gain,
so in this context manager has to make proper induction procedure and execute to every
individual (Kools and Stoll, 2016). Compensation and benefit: An organisation runs with the assistance of its workforce,
with the view to attain profit, compensation for employees cannot be neglect for their
welfare. HR manager should aware about all the policies regarding employee
compensation act, UK compensation law NMW ensures the wages as per employees age
and equal right on pay scale. Once an employee completes its 2 years or more would be
eligible for Statutory Redundancy payment (SRP). These knowledge results in avoid
conflicts regarding pays and benefits.
Behaviour: Participative: Behaviour of HR manager evaluate the roles and responsibilities towards
managerial tasks, how they manage to make effective use of new and fresh talent by

effective training methods and division of responsibilities so that no workforce remains
vacant by engaging them in tasks, setting group targets, and indulging in voluntary
activities. Be Transparent: HR Manager should be transparent in their behaviour by being calm
and polite therefore, it will eliminate communication gaps between employee and
employer, tasks will be perform smoothly, doubts will be clear without any fear, And
authorities and responsibilities sets free to perform.
P2. Personal skills audit to identify appropriate knowledge, skills and behaviour and develop a
professional development plan.
It is significant for HR manager to identify their abilities and the knowledge they carry
would have appropriate relevance or not. By ensuring these areas manager can perform their
duty more effectively by accepting their flaws and ready to put influence on required area. Audit
on these skills will be done by SWOT analysis which will put emphasis on various aspects
described below:
Strength Weaknesses
As a HR manager of HARLEYS, the strength
of organisation are its employees and it is my
responsibility to perform them well. I create
this ability to understand the circumstances and
put influence on in terms of employees
contribution and their welfare. Also by creating
fear-free environment for better
communication, also with a good training
procedure (Lagrosen, 2019).
As a HR manager, there are some flaws in
conducting managerial operations properly as
it necessary for efficient conduct, I have some
difficulty areas in employee management, in
terms of setting group activities by mutual
concern of other management which causes
inter-personal relation of employee, need to
overcome it by giving the tasks to qualified
staff.
Opportunities Threats
 In order to initiate my job role, my
motivational skills are enough to
encourage employees motivation to
take pride in higher activities which
automatically tends to increases in their
In performing managerial activities, there are
some thereat causes pressure in the
organisation function, as a advisor to
HARLEYS manager, I personally at a stage of
non-effective decision making which causes

benefits and payroll. It also boost their
morale and satisfy their needs by
providing initial support and
responsibility delegation. These
opportunities leads to good consumer
relations and reach to market growth
(Lin and Sanders, 2017).
delay and less productivity in functioning, also
threats in problem solving criteria for all the
employee at a same time.
Therefore, by SWOT analysis, I tried to come up with my less effective areas and need to
focus on it for better functioning of my organisation, for this context, planning and policies
should be made in relation to overcome the issues.
Personal Development Plan-
Personal development plan is a process of creating and make strategies according to the
organisation work. It help to make action based plan for future performance, goal setting,
planning for personnel development. In Hamley's HR manager has to advice how the manager
manage the skills and provide training and development for self improvement.
Personal Development Plan
Development
Objectives
Priorities What activities do
to achieve the
objectives
Support sources
to achieve the
objective
Duration
Improper
management
It is on high
priority of HR
manager to create
good working
environment and
maintain the
relationship
between the
employees.
Participate in all
organisation
activities. Help to
achieve the
organisational
goal.
Help to provide
assistance and
support of all
employee to
achieve the goal
6 month

Employee
Engagement
Engagement of
employee in the
organisation is the
top most priority
of leader to
support active
participation in
the organisation.
To analyse the
different ways
how to engage the
employees in
theorganisation is
totally depend
upon the leader
how to analyse
the employee
skills and interest.
By understanding
various strategies
and approaches a
leader can easily
engage the
employee in the
organisation.
3 month
Decision making
skills
It is one of the
most important
job to take
decision analyse
the situation
Analysing all the
elements and after
that to take the
decision to study
the current
situation.
I participate in
business activities
that assist me to
take business
activities.
2 month
M1 Professional skills audit and professional development plan that demonstrates evidence of
personal reflection and evaluation
Professional skills audit and professional development plan help to demonstrate and
analyse the organisational goal. It helps to achieve the organisational goal easily. This is because,
without professional skills and without proper plan organisation can't achieve the goals and
objective easily. It helps to convert the weakness into strength (Lock and Heere, 2017). In
context of Hamley's, it is identified that there are a number of professional skills and functions
which can be included under the professional development plan. This will help in increasing the
abilities of individual as well as improving system in accordance with the needs and
requirements. In context to this there is use of various resources as well as appropriate personal
development plan which will bring efficiency in the working and improve organisational
functions. this is identified that using personal development plan will help the organisation in

meeting the requirements and achieving the function in an appropriate way so that desired
outcomes can be achieved.
TASK 2
P3 Differences between organisational and individual learning, training and development
Individual learning- is the process of change behaviour and knowledge of the employee.
Individual learning program helps to overall growth of the employee in the organisation by the
help of training and development.
Organisational Development- After completing the individual learning main focus of leader
to achieve the organisational goal with fully utilisation of resources. Main focus of leader is
always achieve the organisational goal without achieving the organisational goal target can't be
achieved (McMurtry, Rohse and Kilgour, 2016).
Training and Development is one of the main function of the organisation activity because
without training and development employee can't aware the about the organisational goal and do
wastage of resources.
Difference between organisational learning and individual learning
Basis
Meaning
Aim
Organisational learning
Organisational learning is a process of
organisation improve itself through
gaining experience, and using these
experience to create knowledge.
The main aim of organisational
learning is to provide guidance to the
employee how to effectively
understand the entire function (Moxen
and Strachan, 2017).
Individual learning
Individual learning is a process to
acquire and increase the knowledge
and skills and know about the
organisational goal and how to
achieve the organisation goal
Every organisation has primary
purpose of individual learning
because without individual learning,
employee can't improve the skills.
Difference between training and development

Basis
Definition
Skills
Focus
Role
Training
Training is the act of increasing the
knowledge and skills of the
employee for doing a particular job
in an efficient manner. in a Training
is a highly useful tool provided
information about the organisation
goals.
The main focus on training is to
improve the technical skills of the
employee
Training is a short term process. And
its main focus only give information
about the management goal and give
information about job related
activities
Training gives chance to learn or
acquire new skills and help to
improve the productivity (Wohlers
and Hertel, 2017)
Development
Development is the progressive
acquisition process that create,
growth, progress, learning and
create information or events.
In Development of employee refer
to improve the capabilities of
employee like learning skills,
speaker skills, communication skills.
Development is a long term process.
It help to develop the employee
skills, leadership, organisational
flexibility .
In Development process help to
motivated the employee by
individual development and
organisational development.
P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning is help to clear our concept and help to expand the knowledge, skills and
expertise. Continuous learning plays a crucial role in business organisation because it helps to
enhance the performance of the employee. And in continuous learning it helps for self-motivated
and active participation in the organisation and give some innovative idea to enhance the

performance. In Hamley's continuous learning help to active participation of employee in the
organisation and help to improve the performance of the learning due to continuous learning and
give innovative idea, help to motivating the employee and achieving the organisational goal with
fully utilisation of resources (Ongoren and Choudhury, 2020).
In addition to this Professional Development an instructor guide and give instruction
professionally how to achieve the organisation goal and help to improving skills and knowledge
of the employee. In professional development of Hmaley's they help to formal training and
development and give information about how to achieve the organisational goal with with
minimum wastage of resources.
M2 Learning cycle theories to critically analyse the importance of implementing continuous
professional development
Kolb learning style is the acquisition of abstract concept that can applied flexibility in the
situation. Learning cycle theory has mainly four elements that are preparing, absorbing,
capturing and reviewing. These main elements give the detail knowledge to the HR so that they
can applying for their workers. In the worker stage it helps to increase the learning capabilities
and developing and motivating of employee. In the development of new concept it provide new
experience. In all these stages help employees to continuous professional development with the
help of individual they can easily attain their targets.
kolb's learning cycle
In context of the current situation of business within hmaley, it is identified the disc learning
cycle can be implemented in order to improve the continuous professional development process
as an as identifying the functions within firm. There are four stages in this process which are
related to improving the continuous development process within an organisation.
Concrete experience: this is the first stage near new experience within a business situation
will be encountered in order to manage the functions within an organisation and identify the
informants of existing experience.
Reflective observation of new experience: an individual within organisation can use the
experience from the new personal development plan where it can identify the importance of
various inconsistencies between experience and understanding.
Abstract conceptualization: this is the third stage in this process where the individual as to
give reflection about the rise of new idea modification of existing abstract concept and

improving the functions in accordance with the current requirements. In context of family it is a
global performing organisation where it use an appropriate system to reflect the modifications
ideas and existing abstract of concept with individuals working within the organisation.
Active experimentation; this is the last age me the learner has to apply the idea which is
developed under the personal development plan as well as devol the idea around it so that
changes can be identified.
SECTION 2
P5 How HPW contributes to employee engagement and competitive advantage within a specific
organisational situation
High performance working is the general approach that is defined by UK Commission on
Employment and Skills. So basically HPW is the practice that shows a ways to improve the
organisations capacity. It can be done through hire, develop and retain high-performing
personnel that boost the productivity and profitability of the organisation (Siebert and Kunz,
2016). Hamleys is always try to improve on HPW systems so that they develop productivity in
the organisation. Hamleys is British multinational company that owned by Reliance Retail and
having 90 international franchises. They always try to make their HPW system best so that they
are always prepared for unknown happenings. Because everyone knows that the business
environment is in dynamic in nature. One of the biggest misshapen is already going in the market
i.e. COVID-19. In this drastic situation the HR team of Hamleys is try to improve their HPW
system so that they are enable to cope up with COVID-19. There are some following points that
shows the how HPW contributes in the organisation:
 Employee engagement:
It is the most important point that improves the HPW systems and with the help of HPW
productivity of company increasing at increasing rate. Employee engagement is the key element
of the organisational growth, it refers to employees involvement in the companies' decisions. In
this pandemic situation the Hamleys give more focus on employees engagement. Because after
the lock down the companies face critical situations, there sales and revenues declining at a very
high rate. If employees are try to focus on companies situation then they may be get back in their
original position.
 Competitive advantage:

It refers to those factors which allows the company to perform better than its rivals in the
market. Competitors of Hamleys are Harrods, Pollock's, Cachao toys and many more, they
always try to beat the Hamleys but they failed due to the Hamleys' HPW system. HPW system of
Hamleys do work hard on their employees so that they are enable to perform better and make
better products and services to take competitive advantage. Even in this pandemic situation i.e.
COVID-19 the Hamleys perform much better than others (Turner and Dodd, 2016).
M3 Benefits of applying HPW with justifications to a specific organisational situation
As discussed in the above section, it is very well analysed that how much HPW affects
the companies productivity and profitability. In this pandemic situation when all firms looses
their hopes, then there is the Hamleys which try to understand the importance of HPW practices
and applied very well. HPW helps to get back their productivity and try to boost their sales in
this pandemic situation (Wellin, 2016).
 This will help in improving employee attitudes within the organisation by increasing the
roles and responsibilities of employees and improving organisational products services and
process. It will also help the organisation is managing the products services and using the
function in accordance with the needs and requirements.
 Increase the better cooperation system: using appropriate HPW program will help the
organisation in planning the functions as well as maintaining coordination and cooperation
between different individuals. matching the requirements as well as achieving objectives in a
batter results.
CONCLUSION
According to the above research report it is concluded that business organisation needs
to develop the employees skills and knowledge to achieve the organisational goals and
objectives. Proper development improves the productivity and profitability of the organisation.
In this report, it is also identified that PDP is very important to make things efficiently and
effectively. PDP promotes personality development that helps to attain individual as well as
organisational objectives. In addition to, with the help of SWOT analysis people can analyse
their potentials and weaknesses in such a way that they convert their weaknesses into
opportunities that help to overcome with threats. Moreover, if still people thought that they are

not be much efficient as others then they should be take initiatives or necessary corrective
actions to solve their problems.

REFERENCES
Books and journals
Anagnostopoulos, C., Winand, M. and Papadimitriou, D., 2016. Passion in the workplace:
empirical insights from team sport organisations. European sport management
quarterly, 16(4), pp.385-412.
Cherubini, F. and Nielsen, R.K., 2016. Editorial analytics: How news media are developing and
using audience data and metrics. Available at SSRN 2739328.
Kools, M. and Stoll, L., 2016. What makes a school a learning organisation?.
Lagrosen, Y., 2019. The Quality Café: developing the World Café method for organisational
learning by including quality management tools. Total Quality Management & Business
Excellence, 30(13-14), pp.1515-1527.
Lin, C.H. and Sanders, K., 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal, 27(2), pp.300-317.
Lock, D. and Heere, B., 2017. Identity crisis: A theoretical analysis of ‘team
identification’research. European Sport Management Quarterly, 17(4), pp.413-435.
McMurtry, A., Rohse, S. and Kilgour, K.N., 2016. Socio‐material perspectives on
interprofessional team and collaborative learning. Medical education, 50(2), pp.169-
180.
Moxen, J. and Strachan, P. eds., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Ongoren, F. and Choudhury, I., 2020. SELF ORGANISING AGILE TEAM FRAMEWORK
(SOATf) CULTURAL IMPLICATIONS FOR ORGANISATIONS IN TURKEY.
Siebert, J. and Kunz, R., 2016. Developing and validating the multidimensional proactive
decision-making scale. European Journal of Operational Research, 249(3), pp.864-877.
Turner, P. and Dodd, L., 2016. Developing the cognitive and social aspects of military
‘understanding capability’. In Proceedings of the 21th International Command and
Control Research and Technology Symposium. London, UK (pp. 1-14).
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. CRC Press.
Wohlers, C. and Hertel, G., 2017. Choosing where to work at work–towards a theoretical model
of benefits and risks of activity-based flexible offices. Ergonomics, 60(4), pp.467-486