Developing individuals, teams and organizations

This document discusses the process of development in individuals, teams, and organizations. It explores the skills, knowledge, and behaviors required by a development advisor and analyzes the difference between organizational and individual learning and training and development. The document also highlights the need for continuous learning and professional development for sustainable business performance and examines the contribution of high-performance work practices to employee engagement and competitive advantage. Additionally, it evaluates different approaches to support high-performance culture and commitment.

Developing individuals,
teams and organizations

Table of Contents
INTRODUCTION ..........................................................................................................................4
TASK 1............................................................................................................................................4
P1. Determination of professional skills, knowledge and behaviours which are required by
development advisor....................................................................................................................4
P2. Analysis of personal skill audit and develop a professional development plan....................6
M1. Evaluation of detailed professional skills and demonstration of it....................................10
TASK 2..........................................................................................................................................10
P3. Difference between organisational and individual learning and training and development
....................................................................................................................................................10
P4. Analyse the need for continuous learning and professional development to sustain the
business performance ................................................................................................................12
M2. Analysis of learning theories and implementation of continuous improvement plan........13
D1. Analysis of detailed professional development plan and set out the goals in order to
sustain the objectives.................................................................................................................14
TASK 3..........................................................................................................................................14
P5. Contribution of HPW to employees engagement and competitive advantage....................14
M3 Analyze the benefits of applying HPW with justifications to a specific organizational
situation......................................................................................................................................16
TASK 4..........................................................................................................................................16
M4. Critically evaluate the different approaches and make judgments on how effective they
can be to support high performance culture and commitment...................................................17

D2 Provide valid synthesis of knowledge and information resulting in appropriate judgments
on how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment and competitive advantage...................................................................................18
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19

INTRODUCTION
Development it refers to the procedure which is adopted by individuals and other entities to
make sure the continuous improvement in the process which is obtained by an organisation. It is
useful in making sure about the high productivity performance standards and profitability which
is useful for company in order to gain a strong and competitive edge within the Marketplace
(Woodcock, 2017). Hence, it is quite important for company to assume their growth and
development initiatives regarding their objectives. In dynamic business environment it is quite
important to achieve success by expanding their business and it is possible because of the
competence and skills of individuals of an organisation. This assignment is in the context of
General Motors which is an American multinational corporation headquarter in Detroit company
deals in designing manufacturing marketing and distributing vehicles and its parts and also
provide Financial Services on vehicles. Moreover this report put emphasis on determining the
skills and knowledge of development advisor and also on SWOT analysis with the help of
making personal development plan. Away with this external learning and development is also
performed as it includes difference between organisational and individual learning training and
development. Along with this continuous learning and professional development is determined
for the sustainable business performance and also describe high performing workers which
contribute in the employee involvement in an organisation. Lastly it evaluates the various
approaches of performance management.
TASK 1
P1. Determination of professional skills, knowledge and behaviours which are required by
development advisor
Development advisor play a significant role to align with their work force and also integrate
actions that leads the ideas and objectives of an entity. For this the aim of individuals is to
develop proper strategic business plan which is useful in enhancing the career of employees. In
relation with this development advisor need to perform in the dynamic rapidly changing business
environment to record the progress of its subordinates. For this there are several skills knowledge
and behaviour that are demanded for the post of development advisor to perform specific duties
that are discussed as underneath: Skills:
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Training and development: It is considered as the primary function of development advisor
as it is important in terms of performing its duties and job. It is a systematic function which is
useful for employees in order to gain guidance and instructions in prominent manner that leads to
develop their productivity and performance (Bolden, 2016). Hence development advisor is the
only individual that is responsible for the improvement of performance of workforce.
Recruitment: It defines the procedure of short listing and recruiting capable candidates
within an organization. It includes determination of requirement of job, attracting employeesand
selecting suitable candidate for the vacant job position. This skill is important to get prominent
candidate for company and must present in development advisor as they are the one who can
determine the need of job and skills of candidate. Knowledge:
Organizational determination: It defines the analysis and evaluation of required knowledge
within an organization as it includes behavior and needs of employees regarding the specific job.
This knowledge must present in development advisor as it is useful in analyzing the requirements
of entity that is helpful in attaining success and growth.
Managerial knowledge: This knowledge is important within the development advisor as it
offer better sustainability and accessibility within the business environment. It includes
knowledge about the system, administration and Management which is useful in enhancing the
better organizational culture towards their employees and provide healthy working environment
to them (Holton and Dent, 2016). Hence interviewer need to analyse prominent knowledge
within their candidates and determined that they can perform these elements in prominent
manner or not. Behavior:
Transparency: It is concerned with clarifying things to employees with the help of effective
communication and developing healthy relations with subordinates. It is required in development
advisor as it is useful in managing their subordinates by conveying every information and clear
and transparent manner that leads to enhance their overall performance (Stanton and et. al.,
2017). Therefore interviewer need to determine that prominent candidate can maintain
transparency within an organisation as it is the basic required behaviour in development advisor.
Ethical behavior: It describes the proper understanding of different ethics that are related
with survival of employees and prominent code of conduct. Ethics are useful in order to guide
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and instruct the employee’s behavior. It should be present in development advisor as they are the
mediator between employees and Management and also need to maintain discipline within an
entity.
Learning goals: By considering the above discussion regarding the skills, knowledge and
behavior it is analyzed that training and development, managerial knowledge and transparency is
my weak point and they need proper development and improvement. As for this, the prominent
learning goal is to develop those skills, behavior and knowledge that are weak and hinder the
overall performance and productivity of an individual and organization as well.
P2. Analysis of personal skill audit and develop a professional development plan
In order to determine the personal skills SWOT analysis is conducted which is useful
understanding the strengths, weaknesses, opportunities and threats. It is also useful in developing
prominent strategies and directing and individual regarding the business plan, managing and
developing team for an organization.
Strengths Weaknesses
 It is considered as the major strength
that I possess and concerned with the
effective determination of organisation
and its conditions.
 I as a development advisor quite good
in recruitment that is helpful for me to
hire skilled workforce and also tackle
with them in an efficacious way.
 It describes prominent knowledge and
skills in which I as a development
advisor am quite weak as it include
training and development and
managerial knowledge.
 Another factor in which I am quite
weak is transparency and it happened
because I am quite weak in
communication and due to this I cannot
convey proper and clear things to other
individuals.
Opportunities Threats
 It describes those factors that are
advantages for the subordinates and
development advisor. By considering
me my opportunities include ethical
behavior and legal knowledge that is
 It depicts the hurdles in the pathway for
the success and growth of development
advisor that can become advantage for
their Rivals as it include the threats of
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useful in gaining trust of workforce
which is useful in retaining talent for
longer period of time (Jelphs and
Dickinson, 2016).
 Another pointer is concerned with the
need of effective and better
development advisor in Companies to
make sure effective improvement.
skills that are faced by me.
 In relation with this my Rivals and
dynamic business environment is thread
for me e as in accordance with this my
requirement is to develop several skills
to convert threats into opportunities and
strengths. Moreover, changing market
condition can also become threat for
me.
Therefore, by considering the discussed learning goals it is analyzed that there are some
points and skills that can hinder my overall performance and need suitable development in order
to achieve prominent growth and development. In terms of this, the learning and improvement
need to develop training and development, managerial knowledge and transparency and for this,
effective personal skill audit is developed undertaking the learning goals.
Personal Skill Audit
Skills Personal Audit Questionnaire 1 2 3 4 5
Training and
Development
Skills
Excellent in offering skills to workforce *
Good in determining the requirement of
training and development
*
Recruitment
Skills
Good in choosing suitable candidates *
Good in determining the knowledge and
competence of subordinates
*
Good in communicating with candidates *
Organisational
Determination
Good in evaluating the need of workforce *
Good in analysing the requirement of training
and development
*
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Knowledge of
Management
Good in maintaining records and details of
workers
*
Good in overseeing paper work *
Ethical
Behaviour
Good in executing code of conduct *
Good in maintaining discipline *
Transparency Good in developing clarity among management
and employees
*
(Guidance: 1-Bad, 2-Not Bad, 3-Average, 4-Good, 5-Excellent)
Personal development plan
Area of
development
Date I will
have this
completed
by:
I will achieve
this by:
What's
happening
now?
How will I
know I've
been
successful?
Progress
Training and
Development
28/01/19 In relation
with this my
aim is to
enhance my
overall skills
with the help
of suitable
coaching and
mentoring
according to
the demand
of employees.
For this, I
take lot of
time to
understand
the issues of
other
individuals
which leads
to delay in
work.
To develop
this, skill I
need to take
prominent
sessions that is
useful for to
enhancing my
overall
knowledge and
skills and also
boost my
morale that
tends to
enhance my
performance.
For this,
progress is
judged by top
level
employees
and
performance
criteria are
determined
by prominent
workforce.
Managerial 30/04/19 For this, I as a In order to Here,
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Knowledge prominent
target is to
enhance the
knowledge of
management
and also
manages the
workforce in
effective
manner.
development
advisor have
lack of
prominent
managerial
knowledge
including
planning,
controlling,
organising
and so on.
develop this
skill, I need to
learn various
things about
administration
like paper
work and
systematic
functioning.
progress
criteria are
judged by
management,
supervisors
and peers as
they instruct
me
throughout
the whole
procedure.
Transparency 30/07/19 Here,
prominent
objective is to
enhance more
transparency
among the
organisation
which
motivates the
workers to
attain their
task on
specified time
limit.
I
communicate
with only
selective
individuals
and because
of this
information is
hold among
few people
that is not so
beneficial for
company.
To enhance
this skill I need
to develop
good relation
with more
people as
because of this,
communicatio
n gets
increased.
For this,
progress is
judged by
constructive
and criticism
and
determined
by top level
authority.
Reflective Statement
Questionnaire Description
Why did you choose that specific job role? Development advisor is opted as it is a
prominent key between the employees and
management and also communicates relevant
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information to them.
What is the most challenging part of job role? For me, the most difficult part is developing
and maintaining relations and communication
with individuals.
What are the prominent actions you take to
overcome those challenges?
For this, I gain prominent knowledge regarding
the management and communication by
developing good relations with individuals and
also maintain transparency among workforce.
M1. Evaluation of detailed professional skills and demonstration of it
As a development advisor there are many skills knowledge and behaviour that are useful in
improving the overall performance and productivity of subordinates. It is important to become
the best development advisor and in relation with this SWOT analysis is conducted which is
helpful in determining the strengths weaknesses opportunities and threats of development
advisor to attain prominent growth (Akhavan and Mahdi Hosseini, 2016). Along with this
personality development plan is prepared to evaluate the prominent weaknesses and describe the
threats which should be improve to gain trust of employees with motive of increasing
profitability and moral of employees.
TASK 2
P3. Difference between organisational and individual learning and training and development
Personal development is a procedure which is useful in developing human capital and
workforce including prominent skills and knowledge. It is considered as the primary quality that
is beneficial for employees and Organisation as well to attain Optimisation within an
organisation and its performance. In terms of General Motors it is significant for them to learn
organisational things that are beneficial for them.
Basis Organizational Learning Individual Learning
Meaning This procedure is useful in
transferring and retaining the
knowledge and prominent
skills within an organisation
It begins with the motivation
and interest of subordinates as
this procedure includes
prominent changes in the
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(Bass, 2016). It include
improvement of company
which is depends on the
experience that is created by
knowledgeable employees.
Away with this it considered
several ways to enhance the
effectiveness and efficiency
for developing healthy
relations with its concern. It is
a procedure by which
company create fresh and
unique knowledge in order to
enhance themselves.
Businesses learn fresh things
because of their experience
and surviving in critical
conditions as by this, they are
capable enough to learn
something unique concerning
the business environment.
behaviour and knowledge
which is useful in determining
and observing the behaviour of
people. It is considered as a
framework it is effective in
developing several
representations of
circumstances and defines the
capacity that is helpful in
developing the knowledge of
individuals and describes
various sources to expand their
knowledge and skills.
Goal The aim of organizational
learning is the needs and
requirements of business
which foot both positive and
negative impact on company.
It is also useful in describing
the future, developing
objectives, providing training
and development to
employees and take corrective
Its aim is those areas in which
individuals can improve
themselves and also develop
their competencies. It is also
useful in analysing and
attending the potential of
individuals and makes them
prominent learners (Bisbe and
Sivabalan, 2017). Along with
this the candidates become
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actions for it. more active as by this they are
able to learn something new
concerning their development
as individual learning is all
about monitoring and
controlling their competencies.
Basis Training Development
Meaning It is a procedure in which
employees learn something
new and also get suitable
chance to enhance their
capabilities and knowledge
according to the need of job.
This process is organized by
the company to improve the
competencies of their
employees that lead to
enhance oral productivity and
performance. It is also useful
in holding prominent talent in
the company.
It is considered as the
educational process that makes
sure the overall improvement
of individual that tends to
achieve growth for company
and also enhances the
performance and proficiency
of an entity (Hornig, Aust and
Güllich, 2016).
Motivation Here the motivator of General
Motors plays an important role
in enhancing the prominent
skills and knowledge of
workforce that is helpful in
achieving success for
organization and individual as
well.
In this the motivator is an
individual itself who can
motivate and encourage its
performance towards
achieving success and growth
for company and also prepare
themselves to face upcoming
challenges and issues.
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P4. Analyse the need for continuous learning and professional development to sustain the
business performance
Learning is a procedure in which knowledge is developed and to gain experience by
transforming itself. In relation with this continuous learning defines the achievement of
knowledge skills and experience over a time and it is termed as an ongoing process that include
goals of an organization, Strategies and results. It is significant to perform and attain success in
the professional and personal life as well (Thorpe, 2016). For this the overall success of company
is in the hands of workforce that is useful in accomplishing the required continuous professional
development. Away with this it includes facing various challenges and self initiation for the
development and enhancement of company. To sustain the business in the dynamic environment
it is important to follow few steps of continuous learning process that are discussed as
underneath: Plan: With the help of CPD planning becomes quite accurate regarding the current
situation and also useful in determining the prominent goals and objectives of General
Motors for the current year. It is also useful in developing standard objectives for an
organisation by recognising the prominent needs and opportunities for the micro and
macro factors of workplace that takes place prominent benefits regarding the learning and
enhancing more experience (Baldwin, 2016). It is beneficial in terms of asking some
prominent questions like what is required to be achieved and how it is helpful. Do: It describes the process which turns into action as it describes the execution of plan
in order to enhance it. In order to execute this plan it is required to administer several
skills and encourage the employees in order to offer them prominent Returns as because
of this workers feel connected with the organization and also enhance their
communication and networking skills. Record: It describes the standard in which plan is implemented and should be we
observed and monitored by supervisors to achieve prominent success and growth (Ellis,
2018). It also include tracking and recording the overall procedure of plan and also
determine the several factors like learning, training, experience and so on that are useful
and contributing in the professional development. Reflect: It is considered as an important part of CPD as it is useful in determining the
value of work and describe various deviations that arise at the time of execution of plan.
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It is also considered as the beneficial tool it is useful in the application of various
practices and according with these changes happen in the desired outcomes.
 Submit: It is considered as the last part of this plan which describes the final submission
with the help of eliminating risk factor from plan. It also includes the recording procedure
which is repetitive in nature and also useful in determining the upcoming deviations
within the plan.
M2. Analysis of learning theories and implementation of continuous improvement plan
Learning is useful in order to develop knowledge and skills regarding the individual and
Organisation but both the aspects are different. As individuals game knowledge for their
development meanwhile organisation do it to achieve success in dynamic environment (Grant,
2017). Away with this continuous improvement is essential to analyse and record the learning
outcomes full stop in terms of plans and strategies CPD is significant as it takes the follow-up of
the progress and helpful in determining the various factors which can become hurdle in success.
D1. Analysis of detailed professional development plan and set out the goals in order to sustain
the objectives
While making a professional development plan it is important to reveal prominent skills in
which they lack. It depicts I as a development advisor need to develop those skills in an effective
manner and also take corrective actions for it. This plan describes that there are some areas
which needs to be improved including training and development, manager knowledge and
transparency. Along with this while developing this plan various points are considered such as
development area, accomplished date, achievements, current process and success progress.
TASK 3
P5. Contribution of HPW to employees engagement and competitive advantage
High performing workforce is a term which makes sure that subordinates are prominently
engage with the activities of organisation to attain several business activities that is useful in
growing the competitive edge in business environment. In relation with these high performing
workers plays significant role and offers several benefits to company by which they can easily
attain their profitability and sales and also maintain suitable working conditions for themselves.
In order to attain business goals objectives in effective manner every company need high-
performing employees as it is helpful for them to enhance their overall sales and efficiency ratio.
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This concept of high performing workforce describe those individuals that are highly involve in
the business activities and tends to develop improve level of satisfaction and growth in the
dynamic market area (Tian, Risku and Collin, 2016). Away with this high performing workforce
is considered as the productive and impressive approach which is helpful in in order to obtain
huge level of profitability and easily overcome with the emerging and existing threats and
challenges in an effective way. For this high performing workers plays an important role within
an organisation that is beneficial for them and entity as well in many terms such as enhancing
sales and performance, increasing profitability, maintain prominent working conditions and so
on. In terms of General Motors it is quite effective approach for its business functions to gain
competitive advantage in computing market area and because of this activity it empowers
General Motors to motivate its individuals in order to grabbing all the prominent opportunities
and also share their experience and views towards the market share.
High performing workers are important in order to develop healthy relations with
subordinates as it is useful in inspiring and involving them in work to enhance profitability and
sales. It is also useful in balancing their prominent working conditions as the involvement of
workers in business functions can satisfy their growth level in dynamic market. These workers
are useful in developing healthy relations with other individuals as it becomes easy for them to
share work with each other.
Characteristics of HPW Company
Progress report: To enhance the overall performance of employees it is significant for
the supervisors to take follow up of their overall performance as the performance report. In
accordance with this prominent changes takes place that are helpful to meet the expected targets
and objectives (Poekert, Alexandrou and Shannon, 2016). It is useful in measuring the overall
performance of employees to enhance their skills and knowledge and make them high
performing workers.
Clear communication: This element is useful in developing the overall performance of
employees by achieving their prominent goals and objectives in an easy manner. Additionally it
is useful in developing prominent trust among the workforce by offering them relevant
information in clear manner and explaining what is expected from them. With the help of
developing clear communication General Motors can easily involves their subordinates in
organization to enhance their performance.
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Benefits of HPW to employers and employees
High performing workers are quite beneficial for both the employers and employees as
they are competent and capable in order to achieve expected outcomes without having suitable
guidance and direction that becomes the huge advantage for employers. Due to these abilities of
employees they do not get any instruction from their superior which leads to reduce the burden
from their shoulders. Away with this it leads to increase the performance and decrease the cost to
enhance the performance of employees it eliminates the manufacturing and production prices.
Along with this the performance of employees can be developed by training and development
and also engaging them within the organizational activities (Payne and Calton, 2017). It is
possible because of delegating and sharing work with those representatives who have prominent
responsibilities and authorities. For this it tends to enhance the performance of employees and
make sure the optimum use of available resources.
Relation between HPW and HRM
Human resources play an important role for the enhancement of the employees
performance because they are the one who can motivate and encourage them to achieve their
prominent goals and objectives. Human resources of General Motors can easily analyze the
performance of their workforce and also use various strategies to enhance their overall
performance that leads to increase productivity and performance of company.
Role of HR manager
In terms of this, HR of General Motors plays an important role in order to engage
employees as for this, the managers leads to manage and measure the overall performance of
employees step by step and also manage it considering the overall improvement. They also
measure the level of engagement of employees and also identify the gap that should be filled. For
this, the HR manager of General motors leads to develop strategies which include clear and
consistent communication which is useful in achieving the goals and objectives of company,
policies need proper support instead of hindering the employee engagement, develop trust among
the management and employees and also reward the contribution of employees in terms of
offering opportunities regarding their growth.
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M3 Analyze the benefits of applying HPW with justifications to a specific organizational
situation
High performing workers plays an important role in the growth and development of an
organisation as it is linked with the involvement of employees that tends to achieve competitive
edge. In relation with this there are various advantage of HPW system offer to General Motors as
it helps in establishing and acquiring prominent profitability and productivity. In addition to this
at also empower supervisors to analyse the competencies of each individual and motivate them
regarding their prominent roles and responsibilities (Tattum and Tattum, 2017). Because of this
it is useful for the employees of General Motors to give their contribution regarding the
achievement of business objectives and gain competitive advantage in rivalry industry.
TASK 4
P6 Different approaches to performance management with specific example
Performance management is a procedure which is useful in describing the prominent
activities and also makes sure suitable outputs that meets the business goals and objectives in
effective manner (Garavan and et. al., 2016). It particularly focuses on the performance of
employees and functional units along with whole business concern. Determine the performance
is the major factor for management as the association of General Motors determines the
performance of the employees and their contributions for the growth of company. For this
various performance approaches are discussed as underneath:
Performance management systems: It is considered as a prominent approach which is
effective in order to measure the performance of employees and also useful in aligning them with
prominent goals and objectives. Execution of this approach is quite significant which is useful in
enhancing their moral and performance. It is considered as the prominent channel that is useful
in clearing the doubts regarding the desired outcome and considered as it improvise to business
procedure with the use of several methods. In relation with General Motors this approach is quite
effective to analyse the overall performance of workforce and motivate them for enhancing their
overall performance.
Ranking method: It is considered as the most traditional method which is useful in data
mining the performance of workers in which each employee is compared with others
performance level and on the grounds of their ranks appraisal is given to them (Holton and Dent,
2016). Due to this it is considered as the Ranking method as prominent ranks are allotted to
17

workers from the top to low. In relation with General Motors this approaches used and there
earlier times for instance if the performance of five employees are determined then the rank is
between 1 to 5. The advantage of this method for General Motors is that it leads to improve the
overall performance and productivity of employees and also offer overtime quality of the
workforce regarding their improvement. Moreover, the disadvantage of this method for the
General Motors is that it leads to develop stress among employees and also increase absenteeism
and high staff turnover in General Motors.
Forced distribution: This method is useful to determine the performance of workers and
also considered as the rating method which is used by General Motors to criticize the
performance of their employees. In Early Times it is used by various employers to develop
prominent comparison for the performance of workers in an entity. This approach is useful to
determine the performance of large number of workers. Its advantage for General Motors is quite
simple as here employees prominently classified into various groups and for this, HR also target
training courses that leads to develop various programs in General motors to improve talent.
Along with this, the demerit for this is it leads to limit the creativity and risk taking that
negatively impact the corporate culture of General Motors.
360 degree feedback: This approach of performance measurement is relies on the suitable
competencies knowledge and skills of employees as it includes supervisors subordinates
customers and peers and many more. Here, performance is determined from all the prominent
directions (Stanton and et. al., 2017). In this feedback is given on the grounds of determining
prominent performance of employees from all the directions and also take corrective measures to
improve them by preparing suitable questionnaire. In relation with General Motors this approach
is quite effective as the performance of individual is criticized by each and every person. The
basic advantage of this method for the General Motors is that it leads to create self awareness
among employees which leads to motivate and take the journey towards the self improvement.
Moreover, its demerit for the General motors is that it is a time consuming process which take lot
of time from both the fellow team members and HR as well.
Therefore, by considering the above discussion it is analyzed that management of the
performance of employees is important in order to motivate them and successfully run an
organization for the longer period of time. In addition to this, in General Motors 360 degree
method is adopted which is useful in analyzing the overall performance of employee from all the
18

prominent direction. Along with this, it is also useful in order to get accurate reviews about the
performance of employees. Hence, performance management leads to increase the efficiency of
employees and make them more competent in order to survive within the dynamic business
environment. Despite from this, 360 degree feedback is effective for General Motors in terms of
overall development of employees, planning about the success, review the overall performance
and so on. For this, leaders of General motors use data and information in order to identify the
strengths and also continue towards the leverage and also focus on the prominent areas in order
to close few gaps.
M4. Critically evaluate the different approaches and make judgments on how effective they can
be to support high performance culture and commitment
By considering the above discussion various performance approaches are useful for
General Motors in order to determine the strength and weaknesses of its workforce and take
corrective actions for it. As with the support and guidance of supervisors employees get motivate
and in relation with this performance management and appraisal plays an important role (Jelphs
and Dickinson, 2016). Away with this the performance of employees are judged on the basis of
their skills and abilities and on that basis best and worst performer is identified. Hence in terms
of General Motors effective performance management is useful in enhancing the overall
performance of employees in effective manner.
D2 Provide valid synthesis of knowledge and information resulting in appropriate judgments on
how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment and competitive advantage
By opting HPW strategy in the functional unit of an organisation is useful in describing the
available opportunities and also empowers it with best strategic decisions in unique manner.
Moreover it is useful in motivating the manager of General Motors to delegate equal duties and
roles to their individuals as it is useful in developing positive mind set among them and attain
desired objectives. It is also helpful for company to develop better relations with their team
Associates as it reflect the improvement in the productivity of company e in suitable way within
a prescribed time.
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CONCLUSION
By considering the above discussion it is determined that different skills knowledge and
behavior is important in the development advisor to enhance the performance of employees and
productivity of company. Away with this it also defines the learning criteria for the organization
and individuals and concludes that at how CPD is useful in enhancing and recording the
performance of employees. Moreover, high-performance working is applied across the various
areas like organization employee relations, management and leadership for the development of
employees’ organization as well.
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