Developing Individuals, Teams and Organisations

Continuous professional development is a constant process of learning, maintaining and documenting the professional skills which have been developed by an employee either formally through coaching and training or informally with the help of observing other people. In this project report, the professional knowledge, skills and behaviours required by HR Advisors are determined, followed by a personal skill audit and professional development plan. The report also discusses the differences between individual and organisational learning and training and development, and emphasizes the importance of continuous professional development in driving sustainable business performance.

Developing Individuals, Teams and
Organisations

Contents
INTRODUCTION...............................................................................................................1
TASK 1...............................................................................................................................1
P1 Determine appropriate and professional knowledge, skills and behaviours that are
required by HR Advisors................................................................................................1
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.....3
TASK 2...............................................................................................................................8
P3 Analyse the differences between organisational and individual learning, training
and development............................................................................................................8
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance................................................................................9
TASK 3 AND TASK 4 ……………………………………………………………………….....10
CONCLUSION.................................................................................................................11
REFERENCES................................................................................................................12

INTRODUCTION
Continuous professional development is a constant process of learning, maintaining
and documenting the professional skills which have been developed by an employee
either formally through coaching and training or informally with the help of observing
other people (Passmore, 2011). Hightown Housing Association is a charitable housing
corporation which operates from Berkshire, Hertfordshire, Bedfordshire and
Buckinghamshire. In the following project report, an attempt has been made to
determine the professional knowledge, skills and behaviours which are required by HR
Advisors followed by a personal skill audit and professional development plan. The
report also aims to determine the differences between individual and organisational
learning and training and development. At last, the report makes an attempt to
determine the important of continuous professional development in deriving stable
business performance with the help of an application of learning cycle theory.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are
required by HR Advisors.
The success of any organisation in today’s dynamic business environment largely
depends on the efficiency and productivity of its human resource or the workforce.
Human resource advisor in an organisation are responsible for managing and
monitoring that the actual performance of the employees meets the standard or the
expected performance levels, reviewing the job descriptions and making necessary
updates, providing suggestions to the management, negotiation of terms and contract of
employment and many other key responsibilities. It makes the job of human resource
advisor very important with respect to the financial and operational performance of any
organisation (DeCenzo, Robbins and Verhulst, 2016). Over the years, there have been
various attempts to identify and determine the basic skills, knowledge and behaviours
which are required in an individual to effectively execute the role of a human resource
advisor. Distinct professional knowledge, skills and behaviours which are required in a
HR Advisor are described as follows:

Knowledge:
Knowledge can be defined as the understanding and awareness of facts and
information acquired through education and experience. Important aspects of
knowledge of an HR Advisor are being discussed below:
Computers & Technology: It is the responsibility of the human resource advisor
of an organisation to maintain large database of the employees and the workforce so it
is imperative for an HR Advisor to have the basic knowledge of computers and
technology. Various survey forms and internal researches are carried out by the HR
Advisors with the help of online computer platforms which is not possible without a prior
knowledge of computer technology. HR Advisor of the company should have basic
knowledge of computers for managing the databases of employees for providing
suggestions and managing their performances.
Knowledge of Leadership & Management Principles: Management refers to the
art of influencing people and achieving desired behaviours. Human resource advisor are
responsible for influencing and motivating the employees to perform to their best
potential (Kandula, 2013). The main function of HR advisor is to manage the employees
of an organisation and the effectiveness of this function increases with the help of
knowledge about various principles of leadership and management which provides
guidance about the impact of different advisorial and leadership styles on different
individuals within the organisation.
Employee motivation: It is important for an HR Advisor to have the knowledge of
employee motivation and factors which determine the effectiveness of various tools
used for motivating an employee to increase the job satisfaction and employee morale
in the organisation. Having the basic knowledge and understanding about the process
of motivation helps in formulating a better organisational policy for employee motivation
on the basis of various needs analysis of the workforce.
Knowledge of Labour Laws: For providing the guidance and suggestions to the
management of the company related to various employment contracts and rules, it is
very important for an HR Advisor to have knowledge of labour laws and terms of

contract which ensures that legal rules related to employment are being complied with
by the company.
Skills:
Skill can be defined as the ability to perform a task or a job with expertise. Some of
the most important skills which must be acquired by an HR Advisor are as follows:
Communication skills: An individual who aspires to be an HR Advisor must have
good communication skills. Communication and interacting with employees and
members of the organisation is the most important part of an Human resource advisor’s
job. The effectiveness and the impact of the interaction depends on the ability and
communication skills of the HR advisor (McGuire, 2014). Thus, the ability to clearly
express yourself with the help of excellent communication skills is a necessary
requirement for every HR Advisor.
Organisational skills: Function of an HR Advisor is not only limited to recruitment
and selection but it involves many more responsibilities such as performance
management, a comprehensive training and development program, legal formalities
such as employment contracts etcetera. Considering all the administration and process
involved in the job of an HR Advisor, keeping organised helps in increasing the
efficiency of HR Advisor and increases the ability and capacity to manage multiple tasks
at the same time.
Decision-making skills: From the initial recruitment and selection process where an
HR Advisor has to decide whether an individual is fit for a particular job description or
position in the organisation to the point of making decisions related to downsizing of the
organisation during the time of economic crisis, an HR Advisor has to assist the
management in take=ing many key decisions which impact the performance and
operations of the whole organisation and having strong decision-making skills helps in
improving the outcome of the decisions taken by the management with the help of
suggestions provided HR Advisor.
Behaviours:
Behaviour can be primarily defined as the way in which a person conducts
himself or acts in a certain condition. Some of the key behavioural aspects necessary
from the aspect of an HR Advisor are:

Empathetic Behaviour: Role of a human resource advisor requires a lot of
interaction on a routine basis with employees in an organisation based on their
concerns and problems which may vary from workload to low compensation. It is
necessary for an HR Advisor to have empathy to understand the situation of the
employee and know where the employee is coming from before making any decision or
judgement on his grievance or problem. Having empathy helps the human resource
advisor to take better decisions which are beneficial for both the employees as well as
organisation.
Solution-oriented: A HR Advisor should be solution-oriented for effectively
managing the employees and the workforce of an organisation. Being solution-focused
instead of problem-focused helps a advisor in seeking a resolution or measure which
could be satisfying for both the parties which are involved (Bratton and Gold, 2017). It is
imperative for a human resource advisor to adopt a solution-oriented approach for
managing the concerns of the employees which requires a creative mindset, one which
assists teams and individuals to surface solutions beyond the limits of conventional
thinking.
Transparency and Trustworthiness: It is very crucial for an HR Advisor to be
transparent and have the trust of the employees of the company and the workforce.
Having employee trust helps the HR Advisor to direct actions of employees and manage
the conflicts since the employees who trust the HR Advisor are more likley to follow the
suggestions and recommendations of HR Advisor.
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 skill audit can be defined as a process in which an individual identifies or
determines his skills, qualities, strengths and weaknesses. It is a very vital step and
process which is of utmost importance of people who wish to become entrepreneurs or
professionals in any field to analyse and track their career path and progress (Cottrell,
2015). During the process of personal skill audit, an individual evaluates his strengths
and weakness and a comparison is made with the required skillset for the career
ambitions. Formulation of personal skill audit according to the career ambitions helps an
individual to determine his professional development plan also. My personal skill audit

with reference to the knowledge, skills and behaviours required for an HR Advisor is as
follows:
Personal Skill Audit
Sr. No. Skills and Competencies Self-
assessed
Score
Score from
others
Variances
1 Computer Skills 8 7 -1
2 Communication Skills 8 9 +1
3 Decision-making Skills 9 8 -1
4 Organisational Skills 8 7 -1
5 Management Skills 9 8 -1
6 Solution-orientedness 8 9 +1
7 Empathetic Skills 8 9 +1
8 Knowledge of Labour Laws 8 7 -1
9 Trustworthiness 8 9 +1
(In the above table of personal skill audit, negative variance between self-assessed
scores and score from others shows weakness points while positive variance
demonstrates strength.)
On the basis of personal skill audit, determined weaknesses and strengths
are discussed in below mentioned table:
Strength Weaknesses
 I have good communication skills
which is very helpful for me to
interact and communicate with
various members and employees in
the organisation during the
 I lack strong decision-making skills
which is very important for me to
have considering the nature of my
job and its aspects.
 I am not much familiar and aware

execution of my tasks and
responsibilities. It helps me to
express myself in a better way
which is desirable by every HR
Advisor.
 I have a strong empathetic
behavioural aspect which enables
me to understand the position and
the situation of the employee before
forming any judgement or taking
any decision regarding his concern.
Having empathy also helps me to
increase the satisfaction of personal
needs of the employees.
 I follow an approach which is more
aligned towards finding the solution
of any problem instead of stress
focusing on the problem itself.
Adopting this approach helps me to
solve internal conflicts and
complaints in a better way
increasing the job satisfaction.
 I have trustworthiness which is an
important strength and will influence
the employees to follow the
suggestions and recommendations
I make as an HR Advisor.
about the computers and
technology which might assist and
improve the effectiveness of my job
and task execution.
 I lack basic organisational skills
which might create a problem for
me in managing large databases
and documents of employees of the
company.
 I have a scope of improvement
when it comes to managing people
and increasing the impact and
influence on employee behaviour
which is an important aspect of my
job description as well as job
responsibility.
 I lack a detailed knowledge of
labour laws and employment
contract which is essential
knowledge for an HR Advisor.
Analysis:

On the basis of above personal skills audit and SWOT Analysis, I have become
aware of my knowledge, skills and behaviours in comparison with the knowledge, skills
and behavior which are essential for the role of an HR Advisor. It is important for an HR
Advisor to have knowledge about computers and technology which I am lacking and is
essential for me to develop. Knowledge about various labour laws and employment
contract is also essential for an HR Advisor which I am currently lacking. On the basis of
above analysis, I also need to improve my organisational skills, decision-making skills
and managing skills for me to effectively develop the essential knowledge, skills and
behaviours for the role of an HR Advisor.
Professional development plan:
Professional development plan can be defined as charting out the developmental
process of skills and qualities which are required for any particular professional field or
job position (Choy and Chua, 2019). My personal professional development plan for the
role of an HR Advisor is as follows:
Professional Development Plan
Sr.
No
Development
objective
Priority Activities
to be
undertake
n
Resour
ces
Target
Start
Date
Target
End Date
Criteria for
Success
1. Computer
skills
Medium Understan
ding the
basic
computer
system and
new
technologie
s which are
being used
in HR
industry by
taking
Online
lectures
and
classes
15th
march
2020
15th April
2020
Effective use
of computers
and
technologies
for managing
the human
resources of
the
organisation
such as
conducting
online

lectures
and
courses.
surveys
etcetera.
2. Decision-
making skills
High Learning
how to
evaluate a
decision
and the
risk
associated
with it by
tools such
as risk
register
Online
classes
and
experie
nce of
seniors
20th
March
2020
20th May
2020
Taking quick
and rationale
decisions
related to
important
matters with
a clear
objective
3. Organisationa
l Skills
Medium Increasing
organising
aspect in
day-to-day
life and
learning
how to use
space
effectively
Online
videos
and
self-
assess
ment of
various
method
s of
organisi
ng work
and
desk
15th
March
2020
31st
March
2020
Effectivenes
s and time
required in
finding any
document or
contract or
file. Task
schedules
and
appointment
s.
4. Management
Skills
High Studying
various
books and
Online
classes,
lectures
7th March
2020
7th May
2020
Ability to
influence the
behaviour of

journals on
manageme
nt of
people in
the
business
organisatio
n and
effectively
applying
those
principles
in the
organisatio
n
and
books.
the
employees
and
managing
people in the
organisation
effectively.
5. Knowledge of
Labour Laws
High Reading
books and
texts
issued by
authorities
and
acquiring
proper
knowledge
of labour
laws and
employme
nt contract.
Online
Resour
ces and
Books
25th May,
2020
30th June,
2020
Ability to
draft proper
employment
contracts
and follow
guidelines of
labour laws
in completing
the job
responsibiliti
es
Reflective statement
Skill to be developed Description/Steps Taken

Computer Skills I think having computer skills will help me in effectively managing
large employee databases and increasing the efficiency of
internal communication system as well using electronic mail and
intranet network provisions. The reason why I chose online
lectures and classes for developing computer skills in a
timeframe of one month is because online learning portals
provide a wide range of diverse and comprehensive courses
specifically designed for the role of HR Advisors and these can
be completed in a time frame of one month.
Decision-making
Skills
Effective decision-making skills are essential for me to report
various matters to the management of the company and suggest
the changes or decisions which should be taken. Risk register is
an important tool which I can apply for determining the potential
risk associated with a business decision and by learning the
experience of my seniors, I can develop important decision-
making skills in a time frame of two months.
Organisational Skills I believe having organisational skills which help me in avoiding
any confusion or creating any chaos at the workplace. It will also
help me in maintaining employee databases. By effectively
applying various organisation methods and designs and by
watching online videos which shows how a particular style of
organisation might work for an individual, I can develop these
important organisational skills in a time frame of fifteen days.
Management Skills A large part of my job is concerned with managing people in the
organisation which is a very important skill for me to develop and
for the same. Without having a knowledge of managing
employee, I don’t think I will be able to execute the
responsibilities of an HR Advisor which also involves
performance management strategy formation for the company.
Books are the best source of acquiring management knowledge
which shows various examples of implementation of different

styles and behaviours. Online classes have been selected by me
because these are effective to comprehend the process of
employee motivation.
Labour Laws I need to acquire knowledge of labour laws and employment
contracts for providing suggestions and recommendation to the
management to follow and comply with all labour laws. For
acquiring this knowledge, I have selected books and various
online resources such as government issued guidelines and
documents. With reading and retaining the information in these
documents, I will be able to acquire knowledge of various labour
laws.
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development.
Organisational Learning and Individual Learning:
Learning can be defined as a constant process of acquiring skills, knowledge,
understanding new concepts and behaviours by explicit studying or experience which
helps in personal and professional development of an individual. It is important for every
human to adopt learning as a way of life to develop in the direction of achieving his
goals and objectives. Individual learning can be defined as the process which involves
the improvement of skills or qualities of a particular person or individual as a result of
which his performance level and productivity enhances whereas Organisational
learning is a wider concept which involves transmission and transfer of knowledge and
skills within the whole organisation (Baldwin, 2016). From an organisation context of
Hightown Housing Association, individual learning can be described as the focus of
management to improve particular skills of an employee which enables him to perform
his tasks in a better manner whereas organisational learning involves adoption of
policies by the management of the company aimed at improving the competency and
skills of the entire workforce for maximising organisational productivity as a whole

(Brandi and Elkjaer, 2012). Some of the major point of differences between individual
and organisational learning are as follows:
 Individual learning has the main objective of improving and enhancing the skills
of a particular employee whereas Organisational learning aims to develop the
competency of whole organisation and bring a change in the skillset of its entire
workforce.
 Individual learning is more personalised in nature whereas Organisational
learning is more comprehensive and balanced in its approach.
 Individual learning is a concept or a sub-set of Organisation learning which
implies that organisational learning has a much wider scope than individual
learning.
 In the context of Hightown Associations, Individual learning in the organisation is
implemented by factors such as job enrichment or enlargement whereas
Organisational learning is accomplished with the help of training and
development programs of the entire workforce.
Training and Development:
In an organisational context of Hightown Associations, training and development are
two important aspects of employee management which helps in improving the
performance and productivity of the workforce. Training can be defined as the act of
teaching or education a person or an individual in a particular skill or quality whereas
Development is a process which has the objective of creating a positive change or
enhancement in the individual as a whole (Masadeh, 2012). Training and development
are often used as synonyms but they are very different in fundamentals which are being
discussed as follows:
 Training can be described as a learning process with an objective of improving a
particular skill of an employee whereas development is a process of education
which has the objective of overall growth of the workforce.
 Training is a short-term process which focuses on present whereas development
is a long-term process with major focus on future.
 Training is a job-oriented process whereas development is a career-oriented
process.

 Training is specific with a basic objective and purpose of improving the employee
performance whereas development is more general and conceptual in nature
with an objective of preparing the employees for future problems and challenges.
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance.
Importance of Implementation of CPD for Hightown Housing Associations:
Continuous professional development is a process of constant learning,
developing, maintaining and documenting the professional skills or qualities which an
individual develops either formally with the help of various organisational training and
development programs or informally with the help of observing other people or
performing the job. From the context of Hightown Housing Associations, the process of
constant learning and development of its employees is of utmost importance and
significance as it helps the company to increase the performance level and productivity
of its workforce with the help of enhancement of skills which are required to perform the
task assigned to an individual (Wabule, 2016). The importance of the process of
continuous development for Hightown Associations can be better understood with the
help of considering the following points:
Improved employee retention: With the help of continuous professional
development of the employees at Hightown Housing Associations, performance level
and productivity of the workforce can be increased which results in an improved job
satisfaction leading to an increased employee retention which is desirable by the
management of the organisation for stable business performance.
Encouraging problem solving: Problem solving ability of the employees at Hightown
Housing Associations can be increased remarkably with the help of development of
skills by following the process of continuous professional development (Luneta, 2012).
A skilled workforce is more likely to solve the problems internally without much guidance
from the top-management or subject-matter experts.
Improving operational performance: In the context of the Hightown Association, the
process of continuous professional development helps in improving the skills which are
required by an employee to effectively complete his task and this ensures an increased

level of employee performance and productivity which basically determines the overall
financial as well as operational performance of the organisation.
Kurt Lewin’s field theory of learning:
The management of Hightown Housing Association can refer the learning cycle
and process proposed by Kurt Lewin in his Field theory of learning to implement
successfully the process of continuous professional development in the organisation for
improving employee productivity and deriving stable business performance. As per the
Field theory of learning, the process of learning in an individual depends and varies
according to the interaction between the individual and his field which includes elements
in his physiological environment. Learning has been defined as a cognitive process
which depends on the change in valence or motivation of an employee or individual
(Burnes and Cooke, 2013). The level of desire or motivation to learn depends on the
potential capabilities of the individual and the influence of his field or environment or the
group which he belongs to. This method of learning cycle can be used by the
management of Hightown Association to understand the potential of its workforce and
stimulate the immediate environment or the life space i.e. field of the employee to
influence desired behaviour and results. With the help of application of this theory, the
management of the company can implement a constant learning process in the
organisation which helps in deriving stable and improved business performance.
Task 3 and Task 4
Presentation below:

High performance working systems have gained more popularity and acceptance with
organisations agreeing to the fact that a mere increase in the supply of raw materials
and resources in an organisation can’t increase the level of productivity and efficiency
without an existing system of high performance working within the organisation.

High performance working system of selective hiring ensures hiring and recruiting a
person who is best suited for execution of the task and job assigned to him which
results in better employee performance and increased job satisfaction derived as a
result of better job performance. Thus, high performance working systems applied in the
organisational context of Hightown Housing Associations helps the company to improve
the job satisfaction as a result of increased job productivity which fosters the positive
attitude of the employee. Positive attitude motivates an employee to take active
engagement and participation in the activities and operations of the business which also
helps in getting a competitive edge.
Conflict management team: The management of Hightown Housing Association has
appointed a team of people for managing and controlling the conflicts which may arise
in the organisation as a practice of implementing High Performance Working Systems. It
helps the company to maintain a positive organisational culture and work environment
which allows and encourages employees to actively engage in the business operations
and perform to their best potential and productivity levels which gives a competitive
edge to the business organisation.
Shared commitment towards the vision of the company: The management of
Hightown Housing Association has made efforts to develop a shared value system and

belief in the vision of the organisation which motivates the employees to perform more
efficiently towards the achievement of organisational goals (Katzenbach and Smith,
2015). An organisation where the human resources of the company are motivated
enough to maintain high performance working system gets a competitive edge which is
highly beneficial for improving the market performance of the company as well.
Free flow of information and employee engagement: With an objective of
maintaining high performance working systems in the organisation, the management of
Hightown Housing Association has allowed the free flow and exchange of information in
the company without any legal or structural restrictions which increases the employee
motivation and morale as well to actively participate and engage in the business
activities of the organisation and make the operations of the company more profitable.
Performance management helps an organisation to determine whether the optimum
utilisation its resources including the most vital human resources is being done or not
which basically determines the operational efficiency of the company.

Different approaches of performance management being used by the advisor of
Hightown Housing Association to support high-performance working culture and
commitment are as follows:
Comparative Approach: Comparative approach of performance management implies
ranking or grading an employee on the basis of comparing his performance to the
performance of other employees in the same group or at the same level. It helps the
management of Hightown Housing Association to motivate employees to perform more
productively in a desire to achieve the rewards and benefits as per the performance
rankings (Saunila, 2016). Comparative approach of performance management being
followed by the advisor is highly effective in maintaining high performance work culture
in the organisation.
Attribute Approach: Under the attribute approach of performance management being
followed by the advisor of Hightown Housing Association, employees in the organisation
or the entire workforce is rated on certain attributes such as problem solving skills,
teamwork, creativity, innovation, communication skills etcetera. It helps in evaluation of
the performance of employees with different perspectives which contributes to the
quality of work being done by an employee. It motivates high performance working
culture in the organisation as the employees are encouraged to upgrade their rating on

various attributes used for measurement which has a direct impact on the performance
and productivity of the employees.
Behavioural Approach: The advisor of Hightown Housing Association also follow the
behaviour approach of performance management in the organisation which is also one
of the oldest techniques being used for measuring and evaluation of performance of an
employee. Under this approach, various dimensions or aspects of the job have certain
scales which are used to measure individual impact of employee performance on each
of the dimension. This approach is not highly effective in contribution to high
performance working culture but is still relevant for effective measurement of
performance.
Result Approach: Under this approach followed by the management of Hightown
Housing Association for performance management, all the employees in the
organisation are rated on the basis of result of their performance on four different
aspects which are financial results, customer results, internal operational results and
learning and growth results (Hunter and Nielsen, 2013). This approach of performance
management is highly effective in improving the results associated with the performance
of the employees and it also motivates the workforce to maintain high performance
working culture in the organisation by improving the various types of results which are
determined by their performance.
Quality Approach: The quality approach of performance management has the main
objective of improving the customer satisfaction and the quality of the service which is
being rendered to the customers and clients of an organisation. The advisor of
Hightown Housing Association are able to evaluate the performance of the employees
with a perspective of its likely impact on the customer satisfaction levels and quality of
service. Under this approach, quantity is not the major concern but quality of work is
more important which motivates the employees to perform their task more efficiently. It
also facilitates high performance work culture since every employee makes effort to
contribute in a better and qualitative manner for achieving the objective of the
organisation to improve level of customer satisfaction.
Application of two approaches of Performance Management for Hightown
Housing Association:

Comparative Approach:
Application of this approach for the management of Hightown Housing
Association relates to determination of standards against which comparison of individual
performance of an employee can be made. For example, paired comparison technique
of performance management can be applied by the management of Hightown Housing
Association. Under this approach, the management of the company needs to compare
the performance of each employee in the organisation with every other employee
individually and during comparison, a score of 1 point will be assigned to the employee
with high performance. Cumulative winning score of each employee forms the basis of
ranks or groups of high-performers and low-performers in the company under this
technique. Benefits of applying this approach of performance management for Hightown
Housing Association are as follows:
 This approach will ensure proper reward and compensation for the high-
performers in the organisation who can be subsequently promoted to higher
managerial positions in the future.
 Skill development and training program can be implemented effectively by proper
evaluation and assessment of the reason behind low performances.
 It gives the management of Hightown Housing Association a chance to motivate
the low-performers to increase their efficiency and earn better rewards and
compensation.
 It provides a platform for better comparison of individual performance and
ranking within a department or team.
 It will help the company to increase operational productivity and efficiency.
However, the only limitation of this approach is that it can be effectively applied for
only a limited number of employees within the same department or a team which needs
to be considered by the management of Hightown Housing Association before its
application.
Attribute Approach:
For the application of attribute approach of performance management, the
managers of Hightown Housing Association can use a graphical rating scale where
employees can be ranked between the range of 1 to 5 based on different attributes such

as problem-solving skills, teamwork, innovation, communication, work-skills etcetera.
The benefits of applying this approach for the management of Hightown Housing
Association are as follows:
 It will help the management of Hightown Housing Association to effectively
undertake a skill assessment of the employee in a much more effective and
comprehensive manner.
 It is relatively a very simple method or approach of performance management
which can be applied effectively in any organisation.
 It will help the management to motivate employees and inspire them to improve
various attributes which can also help in improving the quality of work which is
being done by them.
 It will help the management to quantify the attributes or behaviours demonstrated
by employees which are essential for job success.
 It is very effective approach to undertake overall and comprehensive skill
development of employees which can cover different aspects such as innovation,
creativity or teamwork essential for growth and productivity in the operations.
Hence, this approach can be effective but the only limitation is the subjective
nature of the approach and its effective implementation depends on the skill and
nature of the evaluator who is responsible for ranking the employees. This needs to
be considered by the management of Hightown Housing Association for ensuring its
effective implementation in the company and deriving positive results.

CONCLUSION
It can be concluded from the above project report that skills such as communication
skills and organisational skills and certain knowledge of management and computers is
essential for an HR Advisor to execute the assigned tasks. The personal skill audit
helps in determination of various areas where there is a scope of improvement. It can
also be concluded that individual learning is a personalised form of learning whereas
organisational learning is more comprehensive in nature. Training and development are
two very different concepts having different applications. At last, it can be concluded
from the report that continuous professional development helps an organisation to
derive stable and improved performance levels in the business.

REFERENCES
Books and Journals
Baldwin, M., 2016. Social work, critical reflection and the learning organization.
Routledge.
Brandi, U. and Elkjaer, B., 2012. Organizational learning viewed from a social learning
perspective. Handbook of organizational learning and knowledge management,
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