Continuous Professional Development and its Significance for HR

This study explores the role of Continuous Professional Development (CPD) in improving skills and capabilities of individuals within organizations, with a focus on its significance for HR. It discusses the framework for CPD, reflective learning, feedback for learning, and the implementation and evaluation of factors that drive sustainable business performance. The study also highlights the barriers to learning and emphasizes the importance of training and development programs.

Developing Individuals,
Teams and Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Section 1..........................................................................................................................................3
Continuous Professional Development (CPD)............................................................................3
Framework for CPD....................................................................................................................3
Reflective learning.......................................................................................................................5
Feedback for learning..................................................................................................................5
Section 2..........................................................................................................................................6
Implements and evaluates factors that drives sustainable business performance........................6
Learning organization..................................................................................................................6
Training or development..............................................................................................................7
Learning cycles............................................................................................................................7
Barriers to learning......................................................................................................................8
CONCLUSION................................................................................................................................8
RFERENCES...................................................................................................................................9

INTRODUCTION
Skills Development can be defined as the procedure that use to determine skills gaps of
individuals and helps to develops skills by providing training effectively. Skills development is
essential for staff within organization so that they can give high quality in their working by
applying their skills. The brief study helps to understand role of continuous professional
development and it’s significance for the HR.
Section 1
Continuous Professional Development (CPD)
Continuous Professional Development refers as the ongoing procedure that use for
developing, maintaining and documenting individuals’ professional skills. It is generally gained
through several courses, training, workplace and others. the main purpose of the CPD to improve
skills of individual and helps to analyse their weaknesses. Individual engages with CPD by using
resources such as online courses, training class, listens to prepare notes on podcast and reads
good journals books and articles (Abrahams and Singh, 2019). CPD can evaluate by individual
because there have feedback section which helps individual to analyse their skills achievement.
Most of the organization evaluates and records CPD because it supports management to analyse
individual skills and capabilities and records supports to compare between previous and current
performance. Based on the analysis and recording easy to measure achievement and
improvement in skills by management. So, CPD evaluates and records by organization to
improve high performance of employee within workplace.
Framework for CPD
CPD framework strategy is used to develop weak area of individual and analyse them
through feedbacks.
Oral and Written communication skills: It is important for individual so it is needed to be
developed. Oral communication skills are essential because it helps individual to communicate
with other person effectively and encourage them to keep their views in front of other people’s.
To improve Oral communication skills takes online courses that helps individual to develop
communication by learning numerous rules i.e. maintain eye contact and coordinate body

language while communicating with people which leads effectiveness in communication. Human
resource organizes communication classes for the staff so they can improve their communication
by learning different activities. To improve written communication skill introduces email
strategy by human resource so that individual learns how to write email in formal language.
Thus, they improve written communication skills in staff. To analyse oral and written
communication skills organizes seminar by senior authorities and encourage individual to
participate in the program. It helps to analyse skills by gathering feedbacks from other authorities
and people. Based on reviews easy to analyse improvement in the skills. Thus, oral and written
communication skills improve in individual person (Viljoen, Coetzee and Heyns, 2017).
Time and self-management skills: These are important skills that supports individuals to
become punctual in the workplace so it is required to be developed. To improve these skills
develops schedule for the staff so that they become punctual. Human resource sets deadline for
the project which improves working performance of individuals and make them punctual. To
analyse these skills organizes conference and gives challenging tasks to the staff with time
deadline and rankes their performance through tasks achievement. Thus, managers improves
time and self-management skills in individuals within organization.
Problem Solving skills: It is essential for individual because it improves competency level so it
needs to be developed. Problem-Solving skills is also important for individual because it helps to
understand attitudes of people and develops comforts zone to work with others in a team
effectively and eliminates conflicts crisis. To improve problem-solving skills organizes classes
by senior authorities where trainer assigns number of tasks to improve collaboration between
individuals. balance score sheets are maintained by trainer for giving scores individual’s
performance within team. Individuals takes online course to improve their skills which helps
them to improve their listening power and maintains their stress level while working together. To
analyse individual’s skills while working in team gives team-based projects and creates score
balance sheet for reviewing their individual performance. Apart from this, senior authorities take
suggestion from individual about management issues so that analyse their creativeness as result
gets effective outcomes. thus, improves problem-solving skills in individuals.
Numeracy skills: It is required to be improved in individuals. It is highly required skills in the
organization and essential for individual as well. The reason behind is that when person have

good numeracy skills then easy to solve any type of calculation and improves productivity within
workplace. Numeracy training class supports to resolve numerical issues which often comes to
predict sales revenue within workplace. Numeracy training class supports individual to learn
about mathematical concepts which helps to meet current and future scenario (Winstanley,
2018). Trainer helps individual to overcome their weakness while predicting sales revenue and
others. To analyse their numeracy skills assigns task to individual and prepares score balance
sheet by HR so that can review their performance. Thus, management improves their skills and
measure their skill achievement based on the reviews (Rizvi and Lin, 2018).
The CPD model supports to develop these skills in individuals and improves their competency
level in the workplace.
Reflective learning
Reflective learning is a type of strategic framework which helps individual to reflect own
actions or skills and engage them in process of continuous learning. Reflective learning is not
helped to determine individuals weakness and continuous development but also improves their
capabilities and performance (Armstrong and Landers, 2018). The model is use by human
resource to identify individuals’ skills and their performance within workplace. The model
develops self-awareness in individual regarding their capabilities and improves their personality
as well. In addition, Organization applies reflective learning model when they organize skills and
development. To evaluate impact of skills and development individual performance follows the
model which supports to determine weak area of individual. Thus, organization develops weak
area and improve level of performance of individual employee within business.
Feedback for learning
Feedback is the part of learning cycle which plays essential role to measure individual
performance and skills. Based on the feedback can evaluate achievement in skills and
improvement in performance. There are several learning cycles i.e. Kolbe model, Gibb’s and
other models in which feedback is more essential step (Brewer and Arnette, 2017). The feedback
strategy follows by organization to analyse it’s strategy and individual employee performance
within workplace. it is used by individual as well because it informs about actions or activities
which implements in the learning classes for improving weak area of individual person or
employee.

Section 2
Implements and evaluates factors that drives sustainable business performance
There is numerous learning such as gap analysis and skills evaluation etc. supports
individual organization to get sustainable performance in their activities (Bruno and
Dell’Aversana, 2018). Organization organizes skills and development class and training session
because they want to improve individual performance within workplace. the main goal of the
learning classes is to develop sustainable business performance and maintain wellbeing of
employee within workplace. while individual engage in the learning class because they get
chance to improve their skills and learns new tactics. Another goal of the individual is to
improve it’s performance and become part of incentive and reward offering within company.
To determine needs of learning analyse gap analysis and skills evaluation by the management.
Gap analysis refers as a method or tools of analysing the difference in performance between
organization performance and market requirements. On the other hand, skills evaluation is a
comparison process that helps to access actual skill performance and standard skills performance
which is actually undertaken by individual. Thus, both methods gap analysis and skill evaluation
are used by organization to understand weak area of staff so that can implement training class for
improving their performance (Callender and et.al., 2017). To implement learning class recruit’s
professional who understand requirement of company and provides intellectual training to lead
effectiveness in individual performance. Thus, organization implements learning class for the
staff within company.
Learning organization
To lead sustainable business performance organizes formal and informal learning by
management which develops individual, team and organizational skill sets in the individual
employee or group of members. Informal learning helps individual to improve their skill for
lifelong while formal learning is properly training-based organization and workplace training.
Organization assigns challenging task to individual employee within workplace to improve their
learning capabilities as well as working efficiency (Falconnier and et.al., 2017). It is practical
based learning which gains by individual to self-practiced. On the other hand, management
organizes training and development class to improve team performance that automatically

improves organizational skills as well. It is formal learning that is properly based on organization
perspective.
Training or development
Training is the learning process which aware individual or staff about new technology, working
place and others. The training session includes number of activities i.e. resources,
acknowledgment, action on resource, timescale and feedback sections. These are main
parameters of training which applied in training to give massive knowledge and improves their
skills (Huh, Sun and Zhang, 2019). While development is another process that develops new
skills in individual and improves their skills which they build in the training session. Both
training and development crucial for organization because it helps company to improve and
develop sets of organization skills in individual and staff as well. The main issue of training and
development program is that it requires high maintenance and expertise who can conduct the
program effectively.
Learning cycles
Learning cycle is the continues process which helps individual or employee to learn and
improve new skills for meeting current and future scenario. There are various models i.e. Lewin,
Kolbe and Honey and Mumford model which helps to improve learning. For example, Lewin
model has three steps unfreezing, changing and refreezing etc. learning stage. Unfreezing step
indicates that current skills are not met with current scenario which helps company to lead
sustainable performance (Hussain and et.al., 2018). so, this stage assesses weakness of
individuals within workplace. while process is second learning stage which helps individual to
lead change in their working by providing training and development class. The reason behind is
that it helps individual to le4arn new skills and accept change. Refreezing is last stage which
supports organization to analyse individual performance by taking reviews and assigns
challenging task. Thus, this stage helps company to keep improving performance of individual as
result gets sustainable performance in individual within organization. As same Kolb and Honey
and Mumford are possess similar steps for learning and supports company to keep continuous
improvement in individual and staff performance.

Barriers to learning
There are various barriers that declines individual engagement in learning process such as
physical is main obstacle when individual or employee is not fit physically then can get
interruption in their learning. Cognitive barriers i.e. employee resistance, low efficacy and
inability to deal with overload information etc. are the major obstacle which raises at workplace.
when employee does not want leave their comfort zone or does not want any change in their
learning then they cannot enable to learn new skills (Noe and Kodwani, 2018). Mental stress and
lack of wellbeing are considered into physiological barrier which diverts individual
concentration towards learning. The best way to overcome these barriers develops positive
attitude and needs change in the individual personality as result barriers will overcome.
Organization must organize health and development program which leads positive attitude in
individual and encourage them to leave their comfort change and accept change within
workplace.
CONCLUSION
The brief study provided information about CPD like it allowed professional to improve
their capabilities along with certified learning. It has concluded reflective learning, feedbacks for
learning and significance of training and development program for the organization. It can be
summarized learning cycle and barriers to learning.

RFERENCES
Abrahams, A.S. and Singh, T., 2019. An active, reflective learning cycle for e-commerce classes:
Learning about e-commerce by doing and teaching. Journal of Information Systems
Education. 21(4). p.6.
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Brewer, B. and Arnette, A.N., 2017. Design for procurement: What procurement driven design
initiatives result in environmental and economic performance improvement?. Journal of
Purchasing and Supply Management. 23(1). pp.28-39.
Bruno, A. and Dell’Aversana, G., 2018. Reflective practicum in higher education: the influence
of the learning environment on the quality of learning. Assessment & Evaluation in
Higher Education. 43(3). pp.345-358.
Callender, G and et.al., 2017. Modeling partial discharge in a three-phase cable joint experiment
with minimal adjustable parameters. IEEE Transactions on Dielectrics and Electrical
Insulation. 24(1). pp.279-287.
Falconnier, G.N and et.al., 2017. Co-learning cycles to support the design of innovative farm
systems in southern Mali. European Journal of Agronomy. 89. pp.61-74.
Huh, M., Sun, S.H. and Zhang, N., 2019. Feedback adversarial learning: Spatial feedback for
improving generative adversarial networks. In Proceedings of the IEEE Conference on
Computer Vision and Pattern Recognition (pp. 1476-1485).
Hussain, S.T and et.al., 2018. Kurt Lewin's change model: A critical review of the role of
leadership and employee involvement in organizational change. Journal of Innovation
& Knowledge. 3(3). pp.123-127.
Noe, R.A. and Kodwani, A.D., 2018. Employee Training and Development, 7e. McGraw-Hill
Education.
Rizvi, S.A.A. and Lin, Z., 2018. Output feedback Q-learning for discrete-time linear zero-sum
games with application to the H-infinity control. Automatica. 95. pp.213-221.
Viljoen, M., Coetzee, I. and Heyns, T., 2017. Critical care nurses’ reasons for poor attendance at
a continuous professional development program. American Journal of Critical
Care. 26(1). pp.70-76.
Winstanley, D.J., 2018. Preparedness of emergency care providers from a local authority
emergency management service for online continuous professional
development (Doctoral dissertation).