HR Development: Skills for Individuals, Teams, and Organisations

This report delves into the critical aspects of human resource management, emphasizing the significance of developing individuals, teams, and the organisation as a whole. It begins by defining essential professional skills and behaviours required by HR professionals, including knowledge, skills, and abilities (KSA), and the importance of continuous professional development (CPD). The report then evaluates individual abilities through skill audits and development plans, highlighting areas for improvement and providing a structured approach to self-assessment. Furthermore, it differentiates between organisational and individual learning, exploring the requirements of continuous learning and professional development. The report also analyses the distribution of human capital within the context of competitive advantage and employee engagement, and reviews different strategies of performance management. Overall, the report underscores the vital role of HR in fostering a skilled, motivated, and engaged workforce to achieve organisational goals.

Developing Individual, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Description of professional skills and behaviour which needs by HR..................................1
P2 Evaluate individual ability of audit and prepare plan of development..................................3
TASK 2............................................................................................................................................3
P3 Differentiated between Organisation and individual learning and training and development
.....................................................................................................................................................3
P4 Requirement of continuous learning and professional development.....................................5
TASK 2............................................................................................................................................7
P5 Distribution of HPW regarding competitive advantage and employee engagement.............7
P6 Different strategies of performance management..................................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is the backbone of every organisation. The duty and
responsibility of company manager is to develop and manage their team members for doing
accurate work. They also motivate their employees for help in achieving goals and objectives in
effective manner. They generally hire those candidates who have skills, knowledge and abilities
for reaching the target goals. An individual has highly motivated by attending seminars and
conferences that activities assist in improving their knowledge and capabilities. A manager can
easily recognised specific attitudes, attributes and knowledge which help in organising particular
task or work (Flint, Zisook and Fisher, 2011). Some team that are build for temporary time
period for doing work for accomplish target in better manner.
TASK 1
P1 Description of professional skills and behaviour which needs by HR
CPD is source of professional learning for shows the continuous learning and
development in career for increasing knowledge and skills and capable for doing work in
securely and effectively. It is important for ensuring continuous learning to be qualified in the
professional life. This is that process which effectively used in developing career opportunities.
Knowledge- It defines for collecting and gathering information which required for related
tasks or topic. An individual can easily evaluating and analysing major benefits and advantages
of the future objectives.
Skills- It is called as abilities or capabilities of a person which need to gives their
effective services for specific tasks and objectives in proper manner.
Behaviour- It is related to working approach of a person which require relation to
management, customers and employees for developing trust in the mind of buyers.
The development of human resource manager is help in enhancing skills, knowledge and
attitudes towards achieving target objectives. Continuing professional development (CPD) is
important for formulating the employees behaviour by the company manager. This is that
process which help in representing and examining correct ability, experience and knowledge that
will aid in doing particular job or task. There are necessary skills and knowledge that HR
professional should adopted in their personality:
Ability to maintaining knowledge at work place
1

KSA is help in measuring employees performance, quality and skills which required in an
organisation. It stands for knowledge, skills and ability which must have in a human resources
manager so that they will easily operating business actions in proper manner. It is the basic
attributes which can analysed by every firms HR before selecting their suitable candidate. Every
firm has various culture which should follow by each employee who appoint candidate who have
knowledge to handle the work at work place (Huang, 2014). This will assist in maintaining and
enhancing ability and capability which is required for doing professional work at working place.
Help in Continuous performance development
CPD help an individual for getting right position where they easy to mange and monitor
all their task or work and also accomplish target goals and objectives. This process will aid
managers for developing suitable employees for satisfy their demand and wants in accurate
manner. To help in gaining confidence which will assist in improving their work quality and also
achieving goals and objectives.
Soft skills
It is main responsibility of HR is to develop and making that individual teams which able
to manage all team members in appropriate manner. They have excellent talent that help in fulfil
company demand and provide profitability (Little, 2012). They should need to perform all basic
functions or activities in the firm by using skills and knowledge.
Adopt effective strategies and policies
To required to understand all departmental functions and help in applied effective
strategies and policies within an organisation. They should help in developing and designing
strategies that required to achieve long term period for retaining employees. They has basic
solution for dealing with difficult problems and issues which occurs during productivity process
in the firm. Manager should perform various types of task which assist in providing necessary
profits that will help in managing organisational work.
Power to solve issues and problems
It is also duty of manager is to discuss all related issues and problems of salary and wages
for the benefit of an employee. The role of HR is to appoint that candidate who are talented and
also ability to perform all task or work in better manner within an enterprise.
Hire talented employees
2

The main role of manager is to appoint skilled employees. It include person specification,
job application filling, short listing, interviewing, select capable candidate (Macdonald and
Poniatowska, 2011). They also take employees reviews and feedbacks regarding the working
environment, facilities, salary, etc. Manager provide training and develop sessions to their
workers which assist in improving skills, knowledge and behaviours. Role of company manager
is to manage or save all workers records which includes address, contact number, email id etc.
Provide training and development sessions
It is one of the most essential requirement of organisation is to provide training sessions
and induction of employee which help in understanding their position or responsibility. HR
manager also applied effective strategies, plans and schemes that higher the growth and success
of an enterprise.
It is important for HR manager is to manage and control whole functions and activities of
an organisation. Human resource manager have different skills, knowledge and attributes which
assist in maintaining all necessary functions of the firm. KSA is essential to have in HR manager
because by using their excellent skills, they will effectively managed entire enterprise.
KSA is help in measuring employees performance, quality and skills which required in an
organisation. It stands for knowledge, skills and ability which must have in a human resources
manager so that they will easily operating business actions in proper manner. It is the basic
attributes which can analysed by every firms HR before selecting their suitable candidate.
Knowledge refers to whole organised structure of knowledge which provide accurate
information. It will increase when person can share their knowledge with another person. HR
must have knowledge for how to manage and control all employees. Knowledge will help
manager when they provide training to their workers and also teach then how to do work in best
quality.
Skills is the power and ability for employees towards their performance time time period.
HR possess various abilities which help in functioning of business operations in better manner.
He have ability to communicate with different perception people, skills to take right decision.
They have excellent multitasking skills that help in performing different activities within an
organisation. HR have skill to handle difficult task in minimum time period.
3

Behaviour is the act or action of a person characteristics and attitude towards another
individual. HR manger should prefer positive behaviour that will assist in deal with different
types of people in easy way.
P2 Evaluate individual ability of audit and prepare plan of development
Individual ability- Personal skills examination is essential for a person that assist in
identifying their strength, weakness and behaviours which help in developing and improving
knowledge and abilities. They serve products and services to the different customers and
attracting large number of buyers towards them. A manager play an important role in gaining
attention of customers for purchasing their firms goods and services. This audit used for
measuring employees attitudes, behaviour and abilities that help in developing their career in
effective manner. It is required for manager is to use their strength for achieving goals and
objectives and also eliminate all weakness of an individual. Strength will assist in performing
better in firm for completing specific task or work (Pan and Franklin, 2011). Firm will use
information technology which help in increasing their growth and status in all over the world.
They also sell their products by doing online marketing which attracts large number of customers
of domestic as well as international residential. It is essential for human resource manager to
have knowledge and skill in writing appropriate report and also various data or information for
making accurate report. Some HR have lack of ability to mange database system and also less
speed in controlling software system of specialist.
It is necessary for developing employees skills and knowledge by providing effective
training and development sessions to them in the firm. This will aid workers for increasing their
career growth and also motivate them for choosing best opportunity in proper manner. It will
assist in recognising latest market trends and keep changes by adopting various techniques and
methods. An employee has to develop and improving own abilities and capabilities which
encouraged them for doing best work within an organisation. It will assist in performing difficult
task in easy manner by attending training sessions.
There are three key stages to analysing skill audit which are as under:
 Skill required by employees- For an employee, there are various skills needed for
achieving desired goals and objectives in effective manner. Some skills are as
communication skill, doing effective work together, and also have problem solving skills
which help in managing all functions and activities. Employee should have
4

communication skill for transfer information to upper from lower level in appropriate
manner.
 Achieved skills- Employee should achieve at least communication and problem solving
for smooth running of business operations. They required to communicate better for
accurate transfer the information and data from one place to another. Each worker have
problem solving skill which will assist in providing solution of any difficult issue and
problem which arise within an organisation.
 Analyse result and determine skills need and development- It is important for an
employee is to accomplish all required skills and knowledge in effective manner. This
will analyse all outcome which should be determine necessary skills and development
process.
A development plan and self audit which is represent my weaknesses and its improvement
process are as under:
S.
No
.
LEARNI
NG
OBJECTI
VE
CURRENT
PROFICIEN
CY
TARGET
PROFICIEN
CY
DEVELO
PMENT
OPPORT
UNITIES
CRITERIA
FOR
JUDGING
SUCCESS
TIME
SCALE
EVIDEN
CE
1 Decision
making
skill
My decision
making is not
so effective by
this I can take
decisions at
difficult
situations
according to
the business
situation.
I require to
evaluating and
developing my
decision
making skills
for getting
effective
marketing
strategies and
opportunities.
For
analysing
various
practical
problems
and
situations.
Staff
members
and
management
can assist me
for taking
correct
decisions.
2-4
month
Senior
managers
2 Knowledg
e of
technolog
I does not
have proper
skills and
I also need to
develop some
technological
By doing
self
managem
Equipments
and practical
knowledge
3 month Informatio
n
technology
5

y knowledge of
technology
and
innovation.
skills which
assist me in
reducing time
wastage.
ent
learning
and
training
and
developm
ent plan
support me
to use this
skills
properly.
managers
4 Problem
solving
skills
My problem
solving skills
and
knowledge
does not more
effective
which
required for
an
organisation.
It is necessary
for firm and
workers s to
solve major
issues and
problems.
By
examining
various
challenges
and
practical
issues.
My team
member will
giving their
contribution
for
improving
abilities and
skills.
2-3
month
Team
members
TASK 2
P3 Differentiated between Organisation and individual learning and training and development
Individual learning- It must be learn by an individual within an enterprise. This will
increasing and improving person ability and capability which provide growth in his career (Rao,
Savsani and Vakharia, 2012). Learning assist in giving appropriate knowledge and skills which
is used in working place. HR will also hire an individual on the basis of ability, quality,
behaviour and attitude which used in managing all work within an organisation. TESCO also
appoint those candidates who have excellent skills and experience of dealing with different types
of customers in the market place. They have some power to influence buyers for buying specific
products and services by them. It will provide profitability and productivity to the cited firm. The
company will organise some campaign and training program that will assist in learning necessary
behaviours, abilities and capabilities which are used by employees for achieving set goals and
objectives (Van Driel and Berry, 2012). Training and development sessions will help in
6

enhancing workers creative skills and they make innovative goods and services for the potential
customers. It aid in attracting large number of consumers towards particular commodities. It is
the responsibility of an employee is to develop that product which never made by any one before
the time period. Learning help in taking accurate decision in the welfare of company growth and
reputation.
Organisational learning- It is that activity which help in creating, holding and
transferring knowledge within an enterprise. By this they will gain knowledge and experience.
This learning is totally based on implementing knowledge for some specific motive. It is that
learning which assist in gaining new knowledge regarding its basic objectives, goals and process.
The individual learning and organisation learning are connected with each in same manner. They
both are important for the company growth and success. It is the duty of manager is to transfer
all information and data related to firm products and services that will provided to customers in
proper manner (Zepeda, 2012). Organisation must share their vision and mission with their
employees because they will help in accomplishing that target goals and objectives.
Organisation and individual learning
Elements Organisational learning Individual learning
Self improvement By doing own learning, it is
important for using various
sources which assist in better
improvement in company
growth and reputation.
Self learning is essential for a
person for developing
necessary skills and
knowledge. Also use different
methods for learning that
include attending meetings,
seminars, conferences and
internet study.
Equality It is first rule of organisational
learning is to treat each and
every equal and provide same
facilities to them.
An individual also manage
equality process within an
organisation among other
workers.
Share vision This is the main responsibility
of an enterprise is to share
A person will share their
career vision with their
7

their vision and mission
among employees so that they
help in achieving targets and
goals.
manager who assist in
providing them the top
position in the firm.
Purpose Organisational learning is that
process which help in sharing
some knowledge within the
firm.
Individual learning main
purpose is to give proper
knowledge about company
goods and services.
Group learning Team learning is essential for
achieving set goals and
objectives for the organisation.
To work together for
improving required skills and
knowledge of an individual in
the enterprise.
P4 Requirement of continuous learning and professional development
Training and development is the important activities of an organisation for providing
necessary skills and knowledge to their employees. Human resource manger mange and control
the function of training program for the development of workers skills and abilities in right
manner. This will help in increasing employees attributes and power for handle the work in
effectively and efficiently. In this program, HR will gives all required information which are
related to maintain all activities of an enterprise. It is that method which assist in updating
individual skills and knowledge of workers according to the changing environment. This activity
support in thinking creative ideas and thoughts for producing various goods and services.
Continuous learning- It is important for an individual for doing continuous learning. This
will help in expanding skills and knowledge within an organisation. Continuous learning help in
adopting required skills for changing work style.
Performance improvement- HR should enhance performance of their employees and also
improve in their abilities, capabilities and behavioural towards specific task or work. This is
necessary for an individual to increase their performance according to the demand of the human
resource manager.
8

Personal growth- It is essential for person to enhance their growth for doing work in
effective manner. An individual should analyse own skills and abilities which assist in increasing
personal growth and help in developing career.
Training and development- This is an activity which should provided by company for
their employees to understanding all necessary functions and activities of latest technique. They
will also give them training for improving their skills and knowledge in better manner. This will
help in increasing employees attributes and power for handle the work in effectively and
efficiently. It is that method which assist in updating individual skills and knowledge of workers
according to the changing environment. This activity support in thinking creative ideas and
thoughts for producing various goods and services.
Different between Training and Development that are as under:
Basis Training Development
Definition It is the learning process in
which employees get chance
for developing skills,
knowledge and requirement of
job.
This is development process
which help in concerning
entire growth of an employees.
Orientation It is job oriented process It is career oriented process
Motivation factor Training help in motivating
and inspiring employees for
achieving desired goals and
targets.
In development, they can help
in analysing self learning and
give coaching to their
employees for doing effective
work.
Objectives The main aim of training is to
improving the performance of
the staff members.
The major motive of
development is to prepare
workers for future situations.
A firm can not endure in market for long time period without daily modification in their
knowledge and abilities and also need to acquire necessary skills. It is essential for an
organisation is to analyse barriers in their growth and success time. In the large organisation, it is
9

more chance for create complications in managing and controlling employees. The structure of
company is totally depends on size of the firm. Every enterprise need to recognised issues and
problems which arises to handle different factors that deal with eliminating some barriers and
mistakes(Barber, 2012). firm employees works for developing innovative ideas and creative
products which help in attracting large number of customers. For this any firm can able to solve
some issues and problems which remove common conflicts and occurs every new problems
increases and other issues and regular practices. Training assist in providing target goals in better
manner. It includes adopt latest application, techniques, addition experience by their competitors
strategies. These type of learning aid in implementing changes in business environment. Every
workers are play an important part in the organisation for acquiring maximum return on
financing on employees and also utilise optimum level. Professional development is became
necessary for maintaining quality in work place. It is the main role of company is to adopt
appropriate strategies which help in increasing products and services in quality manner. It will
play an important role in regular planning and making effective strategies that assist in attaining
required goals and objectives (Darling-Hammond and McLaughlin, 2011). On the other hand,
continuing learning increasing skills of employees that will help in making them professional in
their work and also enhancing the profitability and productivity of firm with the high in
comparison to competitors. There are some approaches which possible the professional
development are as under:
 Coaching- It is the first approach which coordinate regular class and instruction to
employees on the basis of fundamental that will needed for doing particular work. By
attending seminars and conferences is not appropriate for complex learning and also it is
not manageable for regular arranging the seminar class. Coaching is best situation
method for learning in high level. For developing the skills and knowledge of workers
and achieve short and long term targets. Coaching has various courses such as SAP
training, SPSS training, six sigma, communication improvement classes etc. Company
will provide these sessions documents after finishing these courses that will help in
encouraging workers for learning and getting knowledge for their development.
 Conferences and seminars- It is effective technique which assist in improving and
increasing skills and confidence among employees by attending seminars and
conferences (DuFour and DuFour, 2013). This approach help in sharing individual
10

thoughts, views and ideas in-front of large number of audience. They also talk about new
development plan which provide growth and success to the organisation.
 On the job training- This approach provide training to employees on the job time period,
they are allotted professional work and get chance to learn the way of handle the
problems and issues of new knowledge.
 Training and development- It is that activity which should provided by company for their
employees to understanding all necessary functions and activities of latest technique.
They will also give them training for improving their skills and knowledge in better
manner. This will help in increasing employees attributes and power for handle the work
in effectively and efficiently. It is that method which assist in updating individual skills
and knowledge of workers according to the changing environment. This activity support
in thinking creative ideas and thoughts for producing various goods and services.
Professional development- It is the professional development process which help in
learning how to earn or maintain professional criteria that includes formal framework in effective
manner. It is that approach which help in describing and analysing personal and professional
development within an enterprise. There are different type of approaches which includes
coaching, mentoring, practice related to community, technical assistance and consulting.
Sustainable business growth- The business of sustainable business growth is to maximise
the growth rate of the business that can help in achieving without increasing financial leverage or
financing debts. Company can assist in accomplishing desired goals and objectives for earning
maximum profitability.
TASK 2
P5 Distribution of HPW regarding competitive advantage and employee engagement
HPWS is the set of administration practices that will assist in developing sound
environment within an organisation in which employee are performed their responsibility and
duty in proper manner. The main role of HPWS is to designing the job, attracting and
recognising employees wants to fulfil the job expectation, analyse employee performance and
provide training and development sessions. Company employees are highly changing, designing
and apply process in the workplace in better manner. This will help in analysing the employee
11

strength regarding which worker are able to make decision for the welfare of business functions
and activities. This system will help in providing good and accurate result.
High performance working relate to increasing commitment of workers by involving them in
participating in decision making process. TESCO main focus on employees engagement which
help in became loyal with customers. Loyal employees are biggest power of an organisation. It
can easily provide some solution which help in solving basic competitors problems which arises
during distributing of specific goods and services in large market. Capital play an important part
in compared to other origin in the firm (Eliot and Turns, 2011). There are different types of
people who have different attitude and behaviour. HPW assist in building strong relation with
employees and employers in better manner. It will reduces the conflicts which occurs between
workers and managers. It ensures that firm will perform all functions and activities in smooth
running and also provide proper competitive advantage to the association.
It is major task for retaining employees for long time period. HPW assist in resolving
issues or problems of workers within an organisation. Communication help in eliminating
barriers and hurdles of the firm. This will help in encouraging workers for expanding their limits
that is profitable for the career development process. This will assist management in attaining
required goals and targets of an enterprise. Delegation of authority is important part in HPW
framework. The subordinate and senior employee give their best for reaching task or work in
given time period.
Variable working hours play an essential role in high performance working. TESCO can
not take decision regarding working timing which are suitable for each and every employees.
Generally this type of facility is not available in an organisation (EspositoBerlin and Lal, 2012).
These forms of policies and plans play crucial role in getting task for completing work.
Incentives and rewards system is necessary for employee engagement. TESCO management
provide fast promotion of employees which help in achieving target and objectives.
There are major three elements and outcomes of High performance working system that are as
discussed as follows:
 Goals of teams- The groups and team members can help in achieving desired goals and
objectives in proper manner. This will assist in managing and controlling all business
operations and functions for increasing profitability.
12

 Teams of roles- A team member of an organisation help in analysing major roles where
they can manage their activities and functions in effective manner. This is the duty of
company manager is to analyse specific roles and responsibilities. HPW assist in
maintaining roles and duties of employees for achieving desired goals and objectives
within an organisation.
 Dynamic teams- It is important for high performance working system is to analyse the
team members who works for accomplishing firm targets and goals. This is necessary for
company is make and develop team more dynamic so they can easily attain high level of
profitability in proper manner.
P6 Different strategies of performance management
Every organisation has to improve in their employees performance because they play an
essential part of the organisation and it directly connected with their growth and success. A firm
can adopt some approaches which are suitable for the workers. Comparative is the first method
which is famous for measuring company with other firm. TESCO use it in their enterprise. This
approach help in measuring employees performance of their daily work. Manager duty is to
analyse best and worst workers by using this method. Employees are also participate in making
decision for how to reach the goals and objectives (15 Professional Development Skills. 2017).
Administration can desire for commitment from human resource management about their
performance.
Second approach is attribute which is also popular in the firm. By using this manager will
investigate the work at the time of analysing the final task and which has to achieve set goals.
Formally people will worry about creating some innovative ideas that they provide to their
seniors and it directly impact on products brand image in negative manner. TESCO will making
accurate decision at the time of performance of workers. This contribution assist in high
performance working which is described in the firm. On the other side, behaviour approach
evaluate the actual attitude of an employee towards particular task or work and whether it can
achieve or not. This method is determined the workers performance by analysing their whole
behaviour. If an employee take any curiosity in the specific job then it means that they are
required to perform work in effective manner. But worker have not positive attitude or behaviour
towards achieving particular goals and objectives of an organisation. This is old concept so that
mainly firm used it and also adopt for improving their growth and success. Tesco has hire some
13

persons who work for solving external environment problems in better manner. Those candidates
are selected from different departments such as human resource, production, marketing and
finance etc. This will assist in encouraging high performance working within an organisation. It
is the main responsibility of firm is to improve employees personality and learn knowledge
directly in positive way (Employee Performance Management: A Positive Approach Pays Off.
2017). Other factor which also help in improving company growth and reputation. Collaboration
is play a significant role in developing high performance culture of the enterprise. Cited
company will gives different products and services at low cost at the time of festival. They take
various views and feedback before promoting and branding of specific goods. It is the suitable
example for high performance working.
There are some methods for measuring performance management which are as follows:
 Comparative- It is that method which help in analysing employees performance with the
other employee and give them rank according to their ability and capability in effective
manner. There are such techniques which includes forced distribution, paired comparison
and rating scale method.
 Behavioural- This is the oldest method which help in measuring techniques and different
tools in better manner. It will assist in knowing employee behaviour towards specifc task
or work.
 Attribute- It is the best method for solving complex issues or problems, manage
teamwork, creativity, innovation, effective communication.
 Result- This is simple and understandable techniques which are based on employee
performance and then evaluate result or outcome. It will help in identify goal which need
to achieve for the organisation.
 Quality- This is that approach which help in focusing on improving customer satisfaction
by reducing barriers and errors in effective manner.
The activities of performance management system that are described as follows:
Set goals and objectives- This will set the accurate and correct goals and also measure
targets in an effective manner. This will help in maintaining goals and objectives for determining
employees abilities and capabilities for achieving the potential targets. By getting goals, it is easy
to manage performance and measure the deliverable against desired objectives.
14

Analyse performance reviews- It is important for reviewing employees performance for
analysing duties and responsibility of a person. For this, the company should analyse and
evaluate staff members performance views and reviews as per their requirements and needs.
CONCLUSION
As per the above mentioned report it can be concluded that development of employees
skills and knowledge is essential for company growth and success. The difference between
organisation and individual learning based on organisation growth. High performance working
relates to employee engagement which help in gaining competitive advantage in better manner.
Professional development is important for increasing growth in business operations and there are
different firms who investing amount in human resource department so that they can give
essential training and development sessions to their employees. The duty and responsibility of
company manager is to develop and manage their team members for doing accurate work. They
also motivate their employees for help in achieving goals and objectives in effective manner. It is
main responsibility of HR is to develop and making that individual teams which able to manage
all team members in appropriate manner. They have excellent talent that help in fulfil company
demand and provide profitability.
15

REFERENCES
Books and journals
Flint, A. S., Zisook, K. and Fisher, T. R., 2011. Not a one-shot deal: Generative professional
development among experienced teachers. Teaching and teacher education. 27(8).
pp.1163-1169.
Huang, G. B., 2014. An insight into extreme learning machines: random neurons, random
features and kernels. Cognitive Computation. 6(3). pp.376-390.
Little, J. W., 2012. Professional community and professional development in the learning-
centered school. Teacher learning that matters: International perspectives, pp.22-46.
Macdonald, J. and Poniatowska, B., 2011. Designing the professional development of staff for
teaching online: an OU (UK) case study. Distance Education. 32(1), pp.119-134.
Pan, S. C. and Franklin, T., 2011. In-Service Teachers' Self-Efficacy, Professional Development,
and Web 2.0 Tools for Integration. New Horizons in Education. 59(3). pp.28-40.
Rao, R. V., Savsani, V.J . and Vakharia, D. P., 2012. Teaching–learning-based optimization: an
optimization method for continuous non-linear large scale problems. Information
Sciences. 183(1). pp.1-15.
Van Driel, J. H. and Berry, A., 2012. Teacher professional development focusing on pedagogical
content knowledge. Educational Researcher. 41(1). pp.26-28.
Zepeda, S. J., 2012. Professional development: What works. Eye on education.
Barber, D., 2012. Bayesian reasoning and machine learning. Cambridge University Press.
Darling-Hammond, L. and McLaughlin, M. W., 2011. Policies that support professional
development in an era of reform..Phi delta kappan, 92(6), pp.81-92.
DuFour, R. and DuFour, R., 2013. Learning by doing: A handbook for professional learning
communities at work TM. Solution Tree Press.
Eliot, M. and Turns, J., 2011. Constructing professional portfolios: Sense‐making and
professional identity development for engineering undergraduates. Journal of
Engineering Education. 100(4). pp.630-654.
Esposito, M. C., Berlin, D. H. and Lal, S., 2012. Special Education Professional Development
Schools: Why Do Candidates Choose to Participate?.Journal of the National
Association for Alternative Certification. 2(1). pp.4-17.
Online
15 Professional Development Skills. 2017. [Online]. Available through:
<http://www.teachhub.com/15-professional-development-skills-modern-teachers>.
[Accessed on 27th October 2017].
Employee Performance Management: A Positive Approach Pays Off. 2017. [Online]. Available
through: <http://jakoba.com/employee-performance-management-a-positive-approach-
pays-off/>. [Accessed on 27th October 2017].
16

17