Developing Individual, Team and Organisation

Developing Individual,
Team and Organisation
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Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................3
Define what is meant by CPD................................................................................................3
How individual engages in the CPD......................................................................................3
Recording and evaluating CPD..............................................................................................4
How organisation support CPD..............................................................................................5
TASK 2............................................................................................................................................6
Learning program...................................................................................................................6
Kolb’s learning style...............................................................................................................6
Barriers in learning.................................................................................................................7
TASK 3............................................................................................................................................8
High-performance working....................................................................................................8
High-performance working organisation:..............................................................................9
HPW and stakeholders...........................................................................................................9
HPW partnerships.................................................................................................................10
TASK 4..........................................................................................................................................11
Performance Management....................................................................................................11
Purpose for implementing performance management system..............................................12
Benefits of performance management program...................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
INTRODUCTION
These goodies it has been noticed that competition is rising in the market due to internal as
well as external factors. The growth of an organisation totally depends on capabilities of
individuals as Willis teams within an organisation. One of the most critical elements in our
development of an organisation is development of team and individual is. Human resources and
important asset for company which needs to be maintained effectively and properly. The
following report is conducted upon Mark and Spencer which is a British multinational company
headquartered in London. The company deals with food products, homeware and clothes. In the
following report discussions are made on continuing professional development process,
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individual and team reflective learning of CPD, training and development of high-performance
working as a less human resource practice in the company.
TASK 1
Define what is meant by CPD
CPD means Continuing Professional Development In this program company can track and
document the skills, knowledge and experience that people learn both formally and informally.
CPD record of what people experience, learn and then apply. CPD helps manage own
development on an ongoing basis. CPD is a self-directed process which is driven by employee
not employer. CPD includes seminars conferences and various e-learning activities that
employee can enhance their knowledge at professional level and share the knowledge between
other employees is formally and informally (Salas, Reyes and McDaniel, 2018). Sainsbury’s
adopt this model for enhancing the abilities and skills of their employees. Firstly Sainsbury’s
records employment history of all workers, including seasonal workers then give the training and
induction programmes and record of absenteeism rates and target strategies and make rules and
regulate the all employees and make grievance and disciplinary procedures which make clearly
communication among them. Company start a new bonus scheme which reward efficient high
performing workers. The company should provide all employees with health & safety training to
the employee who is used in work on the farm and specific duties.
How individual engages in the CPD
Continuing Professional Development is also very used for individuals, professional
development and training helps to enhance the knowledge and skills to compete with other
candidates in the marketplace and build the confidence of the individual to carry out their job.
CPD assist in improving individual’s knowledge and competencies in formal and informal
manner. This activity assures that individual’s knowledge stays reliable and up to date for long
time frame. CPD ensure that individual administrate and develop knowledge and skills that they
require to transmit at the professional service to their consumers. Sainsbury’s employees involve
in the CPD program after finding out the need of improvement (Steenkamp and et. al., 2019).
The firm support CPD in order to develop skills and cognition of workforce at professional
extent.
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Recording and evaluating CPD
Phases to record and measure CPD program
 Identify the requirement if CPD program if the organisation don not have any set
expectation to modify and improve the behaviour of group and individual, firm is not
capable to get development behind this program (Anttila and Jussila, 2018). Firstly,
Sainsbury’s require determining need before using and implementing the CPD program.
 Organisations also have requirement to analyse criteria that they are going to utilise to
access CPD program. These should evaluate the difference that CPD program is keep and
maintain by the firms to get individuals activity and expected results rather than just
measuring practices of a program. Sainsbury’s frame criteria under which they can access
this program.
 In order to respective program, the firms can improve a range of qualitative and
quantitative criteria that consists interview, survey, questionnaire, group discussion and
many mothers. Sainsbury’s utilise online platform to record practices of CPD program
regarding individual and team.
 Ventures require taking evaluation and recording of CPD in serious manner as this
involve stakeholder and top management of the company. So it is have the requirement to
be measured and recorded appropriately. In Sainsbury’s, the management can maintain
record of practices that are executed with the help of this program in effective way.
 Mainly the evaluation of respective program is supported to individual’s reaction soon
after accomplishment of a program. As it is complex to measure a program with records,
Sainsbury’s measure a program in easy way by recording the reactions of group and
individual.
 Organisations require forming a evaluation of a favourable and efficient experience by
recording positive practices and often highlighting unexpected results of the firm. Firms
also need the effective engagement of all contributors of program while measuring a
program (Coghlan, 2019). Involvement of participants is important rather than program is
recorded and evaluated by involving higher authorities of venture.
Sainsbury’s can appropriately evaluate the need of program and also record practices of a
program by consider CPD in its business.
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