Importance of Continuous Learning and Professional Development for Sustainable Business Performance

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