CPD: Definition, Engagement, and Support in Organizations

Developing
individual, team and
organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
Define and describe what is meant by CPD...........................................................................3
How individuals engage in the CPD......................................................................................4
Recording and Evaluating CPD..............................................................................................4
How organization support CPD..............................................................................................5
LO 2.................................................................................................................................................6
Learning programme..............................................................................................................6
Training and development......................................................................................................7
Kolb’s learning style...............................................................................................................8
Barriers in learning.................................................................................................................8
LO 3...............................................................................................................................................10
High Performance working..................................................................................................10
High Performance Working Organisation............................................................................10
HPW and stakeholders.........................................................................................................11
HPW PARTNERSHIPS.......................................................................................................12
LO 4...............................................................................................................................................13
Performance Management....................................................................................................13
Purpose of implementing performance management system...............................................14
Benefits of performance management..................................................................................15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................16

INTRODUCTION
Now a day’s market is getting more competitive because of internal and external factors
and the growth of an organization is depends on abilities and capabilities of individuals and
team working within the organization (MacKay, 2018). Development of an individual and team
among an organisation is one of the most critical elements as it aids to reach higher profitability
at the marketplace. Main resource for a business entity is their human resources which need to be
managed and maintained by them in an effective and proper manner. In order to bring
competitive advantage, it is important for every organization to develop or maintain the
performance of their workforce. To conduct the report in appropriate manner Mark & Spencer is
chosen, Mark & Spencer is the British multinational retailer their headquarter is in London,
company mainly deals in food products, homeware and cloths. Company have stores in more
than 56 countries and they are leading retail brand in UK. This report consists range of topics
such as Continuing Professional Development process to develop individual and team, reflective
learning of CPD, training and development and high-performance working vs human resource
practice are going to be covered in this report.
LO 1
Define and describe what is meant by CPD
CPD stands for Continuing Professional Development this program is used to explain
learning activities through which professional engage in enhancing and developing their
performance and abilities. CPD help professionals in approving their learning in conscious and
proactive manner rather than reactive and passive. With this professional become conscious and
proactive. CPD include various practices of learning, like training and development workshops,
e-learning programs, seminars and conferences, decision-making ideas sharing etc. All these
terminologies define in CPD program is for individual in order to develop their skills and
knowledge at professional level. CPD also help in tracking the skills and knowledge of
employees gaining while working in an organization. Mark & Spencer adopt this technique in
order to develop and enhance abilities, skills and knowledge of individuals and teams working
within an organization (Crouch, Page, and Jackson, 2015). This increase the level of
performance of employees and help in generating more profit.

How individuals engage in the CPD
Continuing Professional Development is important for individuals to show that they are
stable to current essential standards like, legal, medical and financial role of company.
Individuals can easily engage in CPD program by analysing the need of development through
planning and if an individual have interest in a particular area and want to develop knowledge
then they also engage in CPD program. CPD help in developing individual’s knowledge and
skills in formal and informal way. Reflecting or tracking on what individual learned is important
part of continuing professional development. This process makes sure that individuals
knowledge stays relevant and up to date for long period of time (De Beer, 2019). CPD make sure
that individual manage and enhance knowledge and skills that they need to deliver at the
professional service to their customers. Mark & Spencer employees engage in the CPD program
after identifying the requirement of development. Company support the professional
development program in order to enhance skills and knowledge of employees at professional
level.
Recording and Evaluating CPD
Steps to record and evaluate CPD program
Find the need of CPD program if company don’t have any set expectation to change or
develop the behavior of individual and team, company is not able to find success behind this pro-
gram. Mark & Spencer first need to analyze requirement before implementing the CPD program.
Companies also need to determine criteria which they are going to use to access CPD program.
These should measure the difference that CPD program is maintain by the companies to get indi-
viduals practice and desirable outcomes, rather than just evaluating activities of a program. Mark
& Spencer set the criteria under which they are going to access this program.
In order to record CPD program companies can develop a range of quantitative and
qualitative criteria involves interview, questionnaires, feedback sheet, observation etc. Mark &
Spencer use online platform to record activities of CPD program of individual and teams (Girma,
2016).
Companies need to take CPD evaluation and recording it seriously because this includes
higher authorities and stakeholders of the company, so it is need to be recorded and eval-