Continuous Learning and Professional Development for Business Performance
Verified
Added on 2023/01/19
|15
|4167
|76
AI Summary
This report provides valuable insights into the importance of continuous learning and professional development for individuals, teams, and organizations.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
DEVELOPING INDIVIDUALS, TEAMS AND ORGANISATIONS
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 P1. Determination of professional skills, knowledge and behaviours which are required by HR professionals...........................................................................................................................3 P2. Analysis of personal skill audit and develop a professional development plan...............5 TASK 2............................................................................................................................................8 P3. Difference between organisational and individual learning and training and development.8 P4. Analyse the need for continuous learning and professional development to sustain the business performance...........................................................................................................10 TASK 3..........................................................................................................................................11 P6. Demonstration of understanding of how HPW contributes to employee engagement and competition advantage..........................................................................................................11 TASK 4..........................................................................................................................................12 P6. Evaluation of different approaches of performance management and how they support the high performance culture and commitment..........................................................................12 CONCLUSION..............................................................................................................................13 REFERENCES.............................................................................................................................15
INTRODUCTION Market and its conditions are more competitive because of the internal and external factors and the success of the business and itsexpansion depends on the capabilities of their individuals, teams and organisation(Long, 2016). The performance development is a solution which ensures the continuous development of the competencies of an individual by mentoring and providing guidance to them. High performing workers helps in achieving the success of an organisation as it helps in enabling the efficiency and effectiveness of teams and individuals. Performance of individuals and teams are concerned with the organisational performance as it helps in developing their performance and evaluating it (The Role of Individual Development in Team and Organizational Success, 2019). In the dynamic business market, it is essential to attain the success of an organisation by expanding and increasing the performance of individuals. The HR advisor provide its services as the executive of an organisation. This report is in the context of Hightown Housing Association and its HR advisor analyse theskills, knowledge and behaviour of HR advisor and also conduct the personal skill audit and develop a personality development plan which reflects the development needs. Moreover, it also include the difference between the organisational and individual learning and training and development. In addition to this, continuous learning and professional development is identified for the business performance. Furthermore, it focus on high performing working which contribute in engaging the employees and also evaluates the various approaches of performance management. TASK 1 P1. Determination of professional skills, knowledge and behaviours which are required by HR professionals Purpose and objectives of an organisation is to set up and support the overall strategic business plans and policies in order to achieve its goals and objectives. They are also helpful in order to develop the career of employees and can see the vision for the availability of human capital(Moxen and Strachan, 2017). The HR advisor perform in the rapidly changing business environment and order to measure and track the progress of its employees. The skills, behaviour
and knowledge which must present in the HR advisor in order to perform its responsibilities are discussed as under: Knowledge Legal knowledge:This knowledge is concerned with the legal laws and regulatory cognition which must be present in HR in order to coordinate and manage their employees by providing them proper guidance and support. This knowledge is helpful in order to provide training to their workforce and it is done with the help of appropriate understanding about laws which is useful in solving the legal problems an its related issues. Managerial knowledge:Understanding about management and system is important as it helps in providing the profitability and sustainability of business and its environment(Jørgensen and Becker, 2017). Moreover, it helps in directing and supporting their employees and it covers the knowledge about the understanding about the behaviour of employees, knowledge about the macroenvironmentandadministrativeandsystematicunderstandingwhichishelpfulin developing the best organisational culture which helps in improving the overall performance and productivity. Skills Communication skills:It is the basic skill which must be present in the HR advisor as it helps in developing the coordination among them. HR is the reformist for workforce and represent the supervisors. Moreover, it helps in communicating the desired goals and targets of an organisation to its staff which is worthy for their employees because it helps in avoiding the confusion from their mind. These skills are helpful in solving problems and managing conflicts at workplace. Decision making skills:The HR advisors need to take many decisions while performing their job and it is important in order to operate their organisation effectively and efficiently (Stanton and et. al., 2017). It is helpful because it provide better understanding of different aspects of firm and employees in order to operate it in smooth manner. This skill is needed because their decisions plays a vital role which helps in coordinating and avoiding the confusion from the mind of their employees. Behaviours Ethical behaviour:It is a kind of behaviour by which ethics and discipline is maintain in the organisation which is important for the survival of employees. Ethics are those principles
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
which helps in analysing the conduct and behaviour of their employees in their life and also at workplace. It increases the pressure on HR advisor in order to ensure the ethical behaviour of employees while working in an organisation. It is required at all the departments of an organisation because it is useful in order to deal with people and maintain discipline in the organisation. Transparency:It is helpful in order to clear the things to their workforce in which they are capable in order to achieve their objectives. Transparency can be develop by having good leadershipskillswhichcandevelopthehealthybehaviourbyconductingtrainingand development and encouraging their employees by which their productivity and production increases in order to attain the success for an organisation(Manley, 2016). This behaviour should present in the HR as it helps them in managing their staff and clearing information among them in order to improve the performance. It is an important aspect as it include that HR should have appropriate observation power by which they can easily analyse and observe the elements which impacts the performance of employees and for this they take corrective action. P2. Analysis of personal skill audit and develop a professional development plan Personal Skill Audit Skills, Behaviour and Knowledge 12345 Communication Skills * Decisionmaking Skills * Managerial Knowledge * Legal Knowledge* Ethical Behaviour* Transparency* (1 means least competent and 5 means most competent)
Personal skill audit is conducted in order to analyse the competency in the skills, behaviour and knowledge which helps in analysing the various situations of decision making (Qureshi and Dhaliwal, 2016). As per this skill audit it is analysed that I am weak in decision making skills, managerial knowledge and transparency in behaviour which can become barrier in the performance development of employees. This audit is useful in analysing and guiding the individuals of an organisation which is used in order to plan strategies about business, making research report and helps in building teams in an organisation. Professional Development Plan Development objectives PriorityActivities to be undertaken ResourcesTarget start date Target end date Criteria for success Decision making skills Forthis priorityis totake decisions quickly according tothe requireme ntof situation. Inorderto developthis skillIneed toattend many seminars, conferences and workshops. Todevelop thisskill, resources are trainingand mock situationsin which decisions are takenon different situational context. 04/01/1805/03/18Forme,the success criteriais determined throughthe benefitsand limitations of situation whichis judge by the toplevel management. Managerial knowledge Priorityis to develop the knowledge and understand ingof Tocreate these skills I needtodo research aboutthe management and Inorderto developthis skill, I need various resources suchas supportof 08/03/1807/05/18Thesuccess criteriafor me is to gain knowledge aboutthe managerial and
manageria land administra tive knowledge bywhich theirstaff is managed andit includes directing, planning, controlling andmany more. administrativ eactivities whichhelps ingaining knowledge aboutthe organisation. toplevel members, employees andthose individuals who regulatesin organisation. systematic activities whichis judge by the top management, managers and employees. TransparencyPriorityis to develop transparen cy between employees which helpsin motivating the workforce in order to attain their work. Todevelop thisskillsI shouldtake participate in thedebate and communicate withlotof peoplein orderto developthe healthy relationship with staff. Inorderto buildthis skill, I need tomake thingsclear to employees inorderto improve their performance. 10/06/1812/09/18Forthis,the successis achieveby constructive criticism whichis donebytop management ofan organisation.
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
The above PDP reflects those skills in which I am least competent and these are important in order to improve the performance of their employees and also helps in attaining the success of an organisation(Valori and Johnston, 2016). As per this plan, it describes the various corrective actions which should be taken in order to develop these skills and in future it becomes strength and opportunity for the HR advisor of Hightown Housing Association. TASK 2 P3. Difference between organisational and individual learning and training and development Personality development refers to those activities which are undertaken to develop the human capital of an organisation such as behaviour, knowledge and skills as it develops the professionalism among employees(Martin and Manley, 2018). Learning is important for an organisation because it help both the organisation and employees in order to develop their knowledge and skills which increase the level of their performance and also boost their morale. In the context of Hightown Housing Association, it is essential for them to learn about the organisational and individual learning: BasisOrganisational learningIndividual learning MeaningOrganisationallearningisa processbywhichfirmgain knowledge about various skills andbehaviourinorderto regulate in the organisation. Its improvement is depends on the experience which they gain in ordertodeveloptheir knowledge.Bythisprocess organisationslearnnewand innovative things in order to improve themselves. It is a process which starts with the learning of an individual and depends on their interest. Throughthisprocess, individualslearnnewthings which develop changes in their behaviour while analysing and observing people. BenefitsThroughorganisational learning,firmsgainvaluable knowledgeandsomething Therearelotofbenefitsof individual learning it depends ontheirexcellentskills.
innovativewhichhelpsin encouragingtheindividuals whichisbeneficialforan organisation(Cherubiniand Nielsen, 2016). Moreover, it is beneficial as it helpsinimprovingtheir qualification and performance andincreasesthe encouragementand confidence. BasisTrainingDevelopment MeaningItisaprocessinwhich employeesgainknowledge about something new and get chancetobuildtheir capabilitiesaspertheir requirementofjob.Itis conducted by organisations in ordertodeveloptheir employeesandperformance which boost their morale and helpsinretainingthebest talent in the organisation. Thisprocessensuresthe overalldevelopmentofan individualwhichhelpsin improvingtheperformance andproductivityofan organisationanditisdone througheducationalprocess (Flint-TaylorandCooper, 2017). AimIts purpose is to increase the overallperformanceand productivity of employees as wellasorganisation.Italso helps in boosting the morale of employees by which they can gain competitive advantage. Its purpose is to develop the personalityofanindividual which depicts that they should preparethemselvesforthe future purpose in order to face the uncertain challenges.
P4. Analyse the need for continuous learning and professional development to sustain the business performance Learning refers to that process which helps in creating and developing the experience and by their transformation. Continuous learning is a process which helps in achieving the skills, knowledge and experience and it is a continuous process which include various goals, tasks and strategies(Gluyas and Harris, 2016). It is significant in order to gain success which helps in achieving the experience and knowledge of professional and personal life. The success of an organisationisdependsontheemployeeswhichishelpfulinachievingtherequired development. In order to sustain the business environment it is important for Hightown Housing Association to follow different steps of continuous learning process: Plan:Planning the CPD makes an accurate classification of the current situation and also helps in analysing the goals of Hightown Housing Association for the whole year. It helps in planningandsettingobjectivesforanorganisationandhelpfulinordertoidentifythe requirements and opportunities of elements of an organisation in order to gain more experience (Woodcock, 2017). It is conducted because it ask many questions like what to you want, learn and how can it help. For instance, the staff turnover rate in Hightown Housing Association is high and they need to retain their employees. For this, they need to make plans which helps them in retaining their employees. Do:This step describes the procedure of action which needs to be taken in order to implement the plan and to develop it(Beevers and Rea, 2016). To evaluate the plan it is required to manage the skills and knowledge and motivate the employees by which they feel worthy and improve their communication in order to offer its precious returns. In order to implement their plan, the HR advisor of Hightown Housing Association need to adopt various activities such as training and development, career planning, rewards and recognition and many more. Record:It depicts that plan should be monitor in order to achieve the success of an organisation which includes the tracking of plan and analyse the different factors like training, learning and many more which helps in conducive in the development plan. In this context, they need to take follow up and record the performance of their employees which helps in measuring and appraising them. Reflect:It is an important part of CPD which is useful in analysing the value of the work and also reflects the various deviations which happen while implementing it and also helps in the
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
application of practices and track the changes(Ganguly, Chatterjee and Farr, 2018). In this stage, they need to track the progress of their plan and activities and if they find and deviation and issue in it then take corrective action for it. Submit:It is the final part of plan which represents the final submission of plan and also reduces the risk factor from it. Here, the final plan is submitted for the beneficial of employees as it helps in boosting their performance. TASK 3 P6. Demonstration of understanding of how HPW contributes to employee engagement and competition advantage These practices applies across various areas such as work organisation, employment relations, management and leadership and for the development of an organisation. Elements involved in HPW systems Organisational Culture:The culture of an organisation helps in boosting and improving theperformanceofemployees.Itcomprisesvariousvalues,behaviour,symbolsand understanding of employees which helps in guiding the people in an organisation. Organisational culture bind the employees together and also direct them in order to achieve desired objectives. In the context of Hightown Housing Association, their culture is more flexible by which employees feel important and it helps in increasing the performance of employees. Through this employees can build healthy relations among them and can easily share their work with each other. Reward Management:It is an element which helps in increasing the performance of employees and also motivate others to perform in an effective manner. Offering incentives, benefits and rewards are the basic element which can easily improve the performance of employees. Hightown Housing Association can easily retain their employees with the help of rewards as it is beneficial to maintain talent in the organisation which helps in increasing the performance of both organisation and workforce. HPW practices As the HR Advisor of Hightown Housing Association it is important to manage the performance of employees and also manage them. These are the practices which develop the
knowledge, skills and attributes and define the various benefits of HR. These practices are discussed as: Transparent communication:It helps in developing the performance of individuals because through this goals and objectives of organisation can achieve easily. Moreover, it helps in building trust among workforce, provide relevant information, create expectations and many more. By maintaining communication transparency, Hightown Housing Association can engage their employees in work which improves the performance of organisation. If transparency does not maintain then it can influence the organisational goals and objectives. Higher the performance, lower the cost:By improving the performance of employees reducesthecostofoverallproductionandcanimprovewiththehelpoftrainingand development. Performance of employees can improving by involving them in work or delegating appropriate responsibilities with authorities. In the context of Hightown Housing Association, if theperformanceofemployeesareimprovedthenitultimatelyleadstoincreasethe organisational performance and if workforce is well trained then they use resources in optimum manner. HPW practices helps in enabling the better utilisation of skills The above discussed practices are helpful in enabling the better utilisation of HR skills which states that communication should be appropriate and transparency need to maintain in order to utilise their skills in proper manner. Moreover, also helps in reducing the cost of production by engaging the employees in an organisation. All these practices are enable when the HR professional have specific skills and knowledge in order to improve the performance of employees. TASK 4 P6. Evaluation of different approaches of performance management and how they support the high performance culture and commitment It is a process which helps in ensuring the set of activities which helps in meeting the organisational objectives in an effective and efficient manner. It emphasis on increasing the performance of employees, organisation and departments. Moreover, it helps in specifying the tasks and objectives, comparing the actual performance with defined standards by which desired outcome can achieve easily. High performance culture is the set of behaviours, rules and
regulations which helps the organisation in order to achieve desired result. This culture can be created with the help of collaboration of their employees and with effective communication among them. Approaches of performance management Comparativeapproach:Thisapproachdescribesthemeasurementofperformance through their ranking or by comparing them with the performance of other employees. It is based on the high to low measurement of performance. It include various methods such as forced distribution, paired comparison and graphic rating scale as these all are based on the ranking of employees. Performance can be measured by using the two elements like collaborative working and effective communication as these are helpful in measuring the performance. While doing this process, Hightown Housing Associations ensures that their communication should be effective by which standards of the performance is clearly described. Result approach:It is very simple and easy approach in which their performance is plumbed on the basis of final result and this approach follow balanced scorecard technique. It is used in motivating employees in order to increase their performance, productivity and measuring it. While evaluating the performance of employees, it is important of HR professionals to consider collaborative working in each other and their employees by which communication can increase easily. In terms of Hightown Housing Association, it is important for them to work collectively in order to measure the performance of their employees. Performance management develops the culture of high performance and commitment Performancemanagementhelpsinimprovingtheperformanceofemployeeswith collaborative working skills and effective communication among them which can be easily manageable in order to achieve desired outcome. It defines those abilities which helps in creating the high performance culture in an organisation. It can be done with the development of effective performancemanagement,increasingthecapabilitiesofleadership,througheffective communication and collaboration. CONCLUSION From the preceding discussion, it is summarised that different skills, knowledge and behaviour is necessary for the HR advisor which helps in improving the performance of employees. Moreover, it defines that learning criteria of both the individuals and organisation. Apart form this, it is concluded that CPD is useful in order to improve and track the performance
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
of employees as it is an ongoing process. Moreover, it also depicts the performance of employees which needs to be increase in order to apply at the various departments of an organisation which helps in the development of an organisation.
REFERENCES Books and Journals Beevers, K. and Rea, A., 2016.Learning and Development Practice in the Workplace. Kogan Page Publishers. Cherubini, F. and Nielsen, R.K., 2016. Editorial analytics: How news media are developing and using audience data and metrics.Available at SSRN 2739328. Flint-Taylor, J. and Cooper, C.L., 2017. Team resilience: shaping up for the challenges ahead. In Managing for Resilience.(pp. 129-149). Routledge. Ganguly, A., Chatterjee, D. and Farr, J.V., 2018. Evaluating barriers to knowledge sharing affectingnewproductdevelopmentteamperformance.InternationalJournalof Innovation Management.22(06), p.1850048. Gluyas,H.andHarris,S.J.,2016.CONTINUINGPROFESSIONALDEVELOPMENT. Understandingsituationawarenessanditsimportanceinpatientsafety.Nursing Standard.30(34). Jørgensen, F. and Becker, K., 2017. The role of HRM in facilitating team ambidexterity.Human Resource Management Journal.27(2). pp.264-280. Long,D.G.,2016.DeliveringHighPerformance:TheThirdGenerationOrganisation. Routledge. Manley, K., 2016. An overview of practice development.Person-Centred Practice in Nursing and Health Care: Theory and Practice, p.133. Martin, A. and Manley, K., 2018. Developing standards for an integrated approach to workplace facilitation for interprofessional teams in health and social care contexts: a Delphi study. Journal of interprofessional care.32(1). pp.41-51. Moxen,J.andStrachan,P.,2017.Managinggreenteams:environmentalchangein organisations and networks. Routledge. Qureshi, Y. and Dhaliwal, K., 2016. High performance team-necessary in a healthcare setting. Bangladesh Journal of Medical Science.15(1). pp.10-14. Stanton, N.A., and et. al., 2017. State-of-science: situation awareness in individuals, teams and systems.Ergonomics.60(4). pp.449-466. Thornton, C., 2016.Group and Team Coaching: The secret life of groups. Routledge. Valori,R.M.andJohnston,D.J.,2016.Leadershipandteambuildingingastrointestinal endoscopy.Best Practice & Research Clinical Gastroenterology.30(3). pp.497-509. Woodcock, M., 2017.Team development manual. Routledge. Online The Role of Individual Development in Team and Organizational Success. 2019.[Online] Availablethrough<https://trainingindustry.com/articles/strategy-alignment-and-planning/ the-role-of-individual-development-in-team-and-organizational-success/>./