Importance of Continuous Learning and Professional Development for Sustainable Business Performance

This report discusses the importance of continuous learning and professional development in driving sustainable business performance. It explores the differences between organizational and individual learning, training, and development. It also analyzes the need for continuous learning and professional development to enhance business performance. Additionally, it demonstrates how high performance working system contributes to employee engagement and competitive advantage within a specific organizational situation.

Developing
Individuals, Teams
and Organisations

Table of Contents
Introduction................................................................................................................................3
Task1..........................................................................................................................................3
P1Determining appropriate and professional knowledge, skills and behaviours that are
compulsory by HR professionals...........................................................................................3
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.....................5
Task2..........................................................................................................................................6
P3 Analysing the differences between organisational and individual learning, training and
development...........................................................................................................................6
P4 Analysing the need for continuous learning and professional development to drive
sustainable business performance..........................................................................................8
Task3..........................................................................................................................................8
P5 Demonstrating and understanding of how HPW donates to employee engagement and
competitive advantage within a specific organisational situation..........................................8
Task4..........................................................................................................................................9
P6 different approaches to performance management and demonstrate with specific
examples how they can support high- performance culture and commitment.......................9
Conclusion..................................................................................................................................9
References..................................................................................................................................9
Books and journals.................................................................................................................9

INTRODUCTION
Training and development is important part of organisation as it facilitates firm in
increasing productivity. This is because training and development increase the skills and
abilities of employees in organisation which help them in performing tasks more efficiently
and ultimately leads to increase in productivity of staff. This is also in important factor for
achievement of personal goals of employees as proper training and development facilities
employees in getting advantage for their personal development and with personal
development there is always achievement of personal goals. It also provides competitive
advantage to firm where it can increase the chances of achieving organisational goals within
specified time limit (Vangrieken, Dochy and Raes, 2016).Training and development program
should be main focus of organisation as this will help organisation in talent management.
This report is considered on Hightown housing association where there is analysis of
knowledge skills and behaviour which is required to carry out the roles as an HR advisor a
detailed personal skill audit which helps in identifying the knowledge skill and behaviour in
relation to job. The difference between organisation and individual learning training and
development will also be identified in this report where it is also realised that continuous
learning and professional development will help in increasing the performance of business.
The second part of this report includes the demonstration of understanding about HPW
contribution employee engagement and competitive advantage for some organisation
situation. There will also evaluation of poses for performance management which can support
high performance culture and commitment in organisation.
TASK1
P1Determining appropriate and professional knowledge, skills and behaviours that are
compulsory by HR professionals
Human resources department act as important part of organization this is because it is
related to hiring, Selection, placement, orientation, training and development, compensation,
reward management and performance appraisal. These all functions performed by HR
professionals in organisation required special skills and knowledge for performance
(Newnam and Oxley, 2016).
Continuous development processes

Continuous development processes that framework which is used for developing
abilities and skills of employees performing the job. This is because environment is changing
continuously which impact on performance of employees because of increasing competition
in market as well as more professionalism in work. This is acting as a hindrance for
employees towards work. With the help of continuous development program association can
get benefits of managing employee performance as well as it will improve the quality of work
within organisation. There are some issues which are related to quality and are needed in
CPD process.
Communication skills: These are those skills which are effective for continuous
development process. As HR manager of must have quality to communicate with other
employees as well as department managers for providing information and maintaining flow
of information in organisation. This is the basic skill required for HR professional in an
organisation for reducing conflicts because of delaying supply of information. Therefore, HR
professionals of high town housing association must have this is skill (Green, 2016).
Leadership and management skill: A good HR professional poses both leadership
as well as development this is because it have to who developed its employee continuously
where there is continuous requirement of guidance as well as arrangement of different
activities which are related to leadership and management skills which HR professional poses
effective management of organisation and achievement of organisation goals and
implementation of continuous development process.
Framework of Continuous development processes
There is no fixed structure for continuous development model but it can be divided is 5 points
which are current state, identifying the issue, generation of Idea, collection of action
plan ,follow up the action plan and back to current stage. This process can be used for

cioantonus development in skills and abilities.
Behaviour which are needed from HR professionals
Equally treating employees: HR manager of organization have to treat the every
people of organisation equally. High town housing association is in reputed companies where
employees are selected without any bias or cultural difference it is responsibility of treat
everyone equally to make a supportive environment (Coetzer, Bussin and Geldenhuys,
2017).
Ethical behaviour: it is also needed from an HR manager professional to behaving
ethically in organisation. This will help form in ensuring increase productivity profitability
and efficiency without delay in work.
Knowledge of HR professionals
Law related knowledge: There are number of laws which are formed by the
government and legal institute organisation and society where organisation is working. Laws
like compensation management development gratuity act has great impact an organisation
and have to be analysed by HR manager of company.
Taxation: HR professionals have to check the compensation management of
employees in organisation which also includes text related formalities which liability for firm
tax management knowledge is important for managers performing compensation and reward
mechanism.
curren
t state
issue
Idea
action
plan
follow
up

P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Personal skills: this is an important part of an individual’s life as to identify its
personal skills for developing itself, knowledge and perform the job more effectively. In this
analysis they can find their strength and weaknesses and audit their inner qualities for getting
advantage in long run of business. This also helps manager for solving problems in
organisation and reduces the chances of wastage in resources. This can be used by the HR
manager of organisation for identifying the strength of the workforce which organisation is
caring with it.
Strength: I am currently working as an HR professional in Hightown housing
association identified my skills. My major strength is communication. This is because I have
full control over my listening and talking abilities which make me a good communicator. I
always understand the information carefully and react on it after critical examination. This
makes me a good communicator where I can understand the problems of my subordinates as
well as seniors and help them in solving the conflicts. Second strangers my passion toward
work this also help me in stay motivated for working difficult task and bring specialisation in
my performance for this task (Safdar, Badir and Afsar, 2017).
Weakness: time management prime weakness this is because I always get confused
between long term and short term task. Therefore, I focus more on long term task for drinking
speciality and quality work industries which consume long time and because of this, I can't be
able to manage the quality of short term tasks which act as a weakness. My technological
skills are also act as weakness this is because I have hesitation to adopt new technology is it
takes long time to change the structure and reduce the chance of good performance.
Skills Current
ability
Targeted
ability
Objectives Activity for
the
development
Time limit
Time
management
For this
skill, I will
give me 3
out of five
marks.
Here, I will
make the
target to
achieve 4.5
marks.
Here, my
target is to
achieve goal
of time
management
for both long
For
development
of this. I will
observe senior
managers as
well as take
The time
period for
development
of this skill
will be 6
months.

and short time
managements.
instruction
from them
which can
help me
development
of time
management
skills.
Lack of
Technical
knowledge
According
to my whole
experiences
I will give
3.5 marks
out of 5.
Here, in this
skill in
want to
improve my
score to 5
out of 5.
For this skill I
has want to
achieve full
technological
knowledge
related to task.
For
improvement
in
technological
skills I will
use guideline
of senior
manager as
well as go
through online
classes. I will
also join some
professional
coerces which
are related to
development
of KT skills.
For
developing
this skill I will
allot 3 months
to me with
hard practice
and
understanding.
Importance of skill audit
It is important for every individual to clearly examine and identify its skills. Help
them in maintaining the proper skills as well as competitiveness within themselves. Some of
this importance is mentioned below:
 Increase awareness as well as improve the skills for performing within future.
 Skill audit will directly impact on the performance of individual and help them in
learning more effectively where they can improve their skills as well as abilities for
performing different tasks.

 Provide wider scope to end visual where they can develop their future skills and
abilities in combination of different projects and task.
 Improve ability to perform different task within a specific time period and help in
proper decision making.
TASK2
P3 Analysing the differences between organisational and individual learning, training and
development
The major objective of every form is to achieve goals and objective within the time
limit and provide effective training to their employees where they can increase the skills of
employees and get better productivity in organisation. In context of high town housing
association, it is necessary to identify organisation and individual learning differently
(Poekert, Alexandrou and Shannon, 2016).
Individual learning: admission process of increasing skills and knowledge of an
individual by gaining experience in organisation while performing his duty e in firm. Near
the members of organisation performed regular task and sharp their skills for performing this
task which help them in achievement of individual goals.
Organisational learning: it can be defined as a process which is related to
development of skills and abilities of whole team members in an organisation. This is related
to development of staff members where they get to know about what form is doing. They will
also get knowledge about how to handle the complex situation in organisation by performing
group task (Toland and Guidera, 2017).
Difference between Individual learning and organisational learning
Basic Individual learning Organisational learning
General  It is that type of
learning where the
training and
development are
provided to the
individual in
organisation for
 It is the development of
employees in a group
where all employees
can be developed to
perform the similar or
different caste in
organisation in a group

development of his
skills and ability this
will increase the
value of individual in
organisation while
performing the
particular job.
manner. the main
focus of this task is to
increase the
productivity in farm
and work towards the
product of organisation
with group benefits.
Motive  Main motive behind
individual learning is
improved the skills
and quality of an
individual.
 The motive of group
learning is to increase
the efforts of
administration.
Difference between Training and development
Training Development
In training the main motive of the form is to
increase the skills and abilities of employees
to performing a particular job where they can
achieve specification in that job and enhance
their performance.
Development is that process which includes
increasing of capabilities to perform on a job
with the achievement of personal as well as
organisational goals and improvement in
performance.
P4 Analysing the need for continuous learning and professional development to drive
sustainable business performance
Continuous learning and professional development is that part of organisation which
cannot be separated from organisation. The main reason behind this is that it help
organisation in maintaining the productivity as well as training of new staff for increasing
their performance and guiding them towards the goals and objective of organisation. There
are number of consequences which can be happen if organisation doesn't follow continuous
learning and professional development (Cartwright, 2017).
Increase employee turnover: Employee turnover will also get increase as due to lack
of continuous training in organisation. The main reason behind this is introduction of learning

concept I will read them unable to solve complex situations which will decrease their
motivation and ultimately lead to job termination or voluntary retirement.
Reduce in productivity: organisation doesn't follow the continuous learning process
for professional development in their working then there will be used loss of productivity and
organisation as development techniques will get out dated and performance of employee will
also affected due to lack of training and experience. So, it is mandatory to follow the
process of continuous learning for matching the performance with expected outcomes in
a desirable manner.
TASK3
P5 Demonstrating and understanding of how HPW donates to employee engagement and
competitive advantage within a specific organisational situation
High performance working system is that process which is formulated to increase the
competitiveness and maintain good and proper working environment in an enterprise. This
increase the participation and involvement of staff and managers in process of decision
making which help them achieve their personal goals. It is an important function as it help
manager to make a supportive working culture in organisation where from can perform
number of function with the help of technology proper structure and employees of
organisation. It is also getting attention because of increasing in corporate world where a
proper system can increase productivity as well as rapid growth to company.
High town housing association need to create a good competition in market for this
they have to make their frim creative and innovative and should focus on new trends in
market. This can you value at the performance of its employee handset some standards which
helps in increasing the performance of employee’s employees. It can also use concept of
motivation and encouragement for its employee where they can work hard to achieve the
objectives of organisation.
Transparency in communication: company should adopt transparency in
communication channel as it will increase the performance of employees. This is because the
communication channel is transparent then there will less chances of glitch or error transfer
of information from one place to another. Open communication will also helpful in building
trust loyalty and motivation in employees which guide them to work hard (Baxter Taylor,
Kellar and Lawton, 2016).

Shared responsibility for result: if organisation follows high performance working
in there functioning then they will that there will development of nation of responsibility for
result this means that every employee will take responsibility of their work and the possible
outcome. Earphone can use motivation and encouragement to employees where they can
share the responsibility according to the work done by them (Payne and Calton, 2017).
Increase profitability & productivity: high performance system is also important
for increasing productivity in organisation as it help in increasing the satisfaction of
employees towards the job which increased their productivity because of development of
skills and knowledge. This also increase the profitability in organisation as pi li confident
employee contribute more and more towards organisation which ultimately increase
profitability.
TASK4
P6 different approaches to performance management and demonstrate with specific examples
how they can support high- performance culture and commitment
Performance management is a very important aspect for organisation to carry out all
his functions in effective manner. In context of high town housing association, is necessary
for organisation sustain its employees in organisation for a long period. Help organisation in
maintaining talent and using that in functioning. There are number of approaches which are
related to performance management, some of these are mentioned below:
Approaches to performance management
Comparative approach: this is that method of performance measurement where
employees are classified according to the ranks. In this, comparison is carried out measuring
the performance of employees according to their rank. High town housing association use
graphical method and force distribution for measuring the performance of its employee.
Attribute approach: this is the approach which used but taking different attributes of
an employee in consideration these attributes are decision making ability problem solving
ability teamwork and in context of Hightown housing association, it can be said that it used
mix rating scale system. This will help organisation in adapting necessary measures by which
performance of employees (Girvan, Conneely and Tangney, 2016).

Behavioural approach: related to employee behaviour in organisation year company
identify the behaviour of employee and various dimension of job related to employees. This
program also helps in identification the quality of motivation in organisation which can be
used for increasing the performance of employee and also measurement of this performance.
Result approach: it is that approved which is used by the housing association
according to the performance of employees. This approach is related to enhancing the
productivity of employees. Here, use of productivity measurement and evaluation system and
balanced scorecard technique in this approach.
Collaborative approach: it is a mixture of all the approaches which are mentioned
above here this technique is used by segmenting all the needs and requirements of employee
by which they can easily target a particular need and requirement. This is news to get the
advantage of sustainable development in market.
Performance management system involves:
 Making a proper staffing plan by starting a clear job report.
 To improve presentation of business and its output too, engagement skilled and fit
employees in office.
 Deliver clear rules and right way to people in instruction to achieve set goals and
objectives in given time framework.
 Screen and path presentation of workforces on separate basis.
CONCLUSION
It can be concluded from above mentioned before that skill behaviour and knowledge
of employee have a great impact on organisation this is because they help organisation in
achievement of organisational goals and objectives on a specific time period professional
organisation must use them wisely and help them to build their skills and abilities. It is also
analyse audit of personal skills and behaviour is also important for developing professional
career and increasing job role. It is also analysed that there is a difference between individual
learning and training as well as development which can also helpful for organisation in
boosting performance of health close analysis of continuous learning and professional
development in organisation which will have its great impact on sustainable business
performance.

REFERENCES
Books and journals
Girvan, C., Conneely, C. and Tangney, B., 2016. Extending experiential learning in teacher
professional development. Teaching and teacher education, 58, pp.129-139.
Payne, S.L. and Calton, J.M., 2017. Towards a managerial practice of stakeholder
engagement: Developing multi-stakeholder learning dialogues. In Unfolding stakeholder
thinking (pp. 121-135). Routledge.
Baxter, R., Taylor, N., Kellar, I. and Lawton, R., 2016. What methods are used to apply
positive deviance within healthcare organisations? A systematic review. BMJ Qual
Saf, 25(3), pp.190-201.
Cartwright, R., 2017. Mastering team leadership. Macmillan International Higher Education.
Toland, L. and Guidera, J., 2017. Sustainability.
Poekert, P., Alexandrou, A. and Shannon, D., 2016. How teachers become leaders: An
internationally validated theoretical model of teacher leadership development. Research in
Post-Compulsory Education, 21(4), pp.307-329.
Safdar, U., Badir, Y.F. and Afsar, B., 2017. Who can I ask? How psychological safety affects
knowledge sourcing among new product development team members. The Journal of High
Technology Management Research, 28(1), pp.79-92.
Coetzer, M.F., Bussin, M. and Geldenhuys, M., 2017. The functions of a servant
leader. Administrative Sciences, 7(1), p.5.
Green, M.R., 2016. The impact of social networks in the development of a personal sports
brand. Sport, Business and Management: An International Journal.
Vangrieken, K., Dochy, F. and Raes, E., 2016. Team learning in teacher teams: Team
entitativity as a bridge between teams-in-theory and teams-in-practice. European Journal of
Psychology of Education, 31(3), pp.275-298.
Newnam, S. and Oxley, J., 2016. A program in safety management for the occupational
driver: Conceptual development and implementation case study. Safety science, 84, pp.238-
244.