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LO1: Analyse employee knowledge, skills and behaviours required by HR professionals

BTEC

Unit 35 Developing Individuals, Teams and Organizations

Professional Development and Employee Growth: Enhancing Organizational Productivity

Programme

Higher National Diploma in Business

Assignment Brief Ref

Ref: 19-20-U35-4.1

Unit Number And Title

Unit 35 Developing Individuals, Teams and Organization

Unit Level

Level 4

Assignment Title

Professional Development and Employee Growth: Enhancing Organizational Productivity

Learning outcomes covered

▪    LO1: Analyse employee knowledge, skills and behaviours required by HR professionals.
▪    LO2: Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.
▪    LO3: Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage.
▪    LO4: Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.

Business Scenario

Workplace learning and development programs empower people to gain new skills and grow professionally. Employees are more likely to be engaged at work when companies offer learning and development opportunities. A focus on learning and development can also increase retention. Since every company has its own values and culture, there are many ways to make learning and development programs successful.

ü  Nestlé UK has a clear training plan in which they decided to establish their own academy that clearly works on achieving the vision of the organization. The company grows their team for future leaders by offering a lifetime of learning from apprenticeships, graduate programmes and on the job training. Employees at all levels are systematically encouraged to consider how they upgrade their knowledge and skills. The academy basically focused on developing a commercially driven work force –developing both functional expertise and an entrepreneurial mindset that will drive business forward – Nestle had been offering apprenticeships for more than 40 years.
Similarly, Abbott’s development program offers six areas of focus: finance, IT, manufacturing, quality assurance, engineering, and environmental health. Within those tracks, participants can choose a variety of learning paths, or disciplines within the field. After two to three years, program participants graduate with a well-rounded skill set and broad understanding of their focus area.

ü  Amazon, as part of their onboarding process, all new employees participate in a month- long training and leadership program. This allows new employees to better acclimate themselves to a new company environment, while also building confidence and professional skills along the way. For example, in order to promote continued advancement at Amazon, the Career Choice program was created in 2012. The program offers a variety of educational benefits for all hourly employees that have worked at Amazon for as little as a year. Benefits for the Career Choice program include a 95% tuition reimbursement for employees to take courses and buy textbooks in in-demand fields. Additionally, “A Virtual Contact Center” is offered as a training resource for employees to work from home (Updyke, 2019)  
as mentioned above, many companies made an effort to create a culture of learning and reaped benefits in terms of employee productivity and enhanced organizational performance.

Note: You are encouraged to use relevant and applicable template for professional development plan.

Job/Role

Scenario:
In relation to importance of professional development, consider that you are working for two years in reputable organization as an assistant in department, after you earned the Higher National Diploma in business recently, you took advantage of the career progression opportunity in your corporation and started applying for higher jobs in the same company, unfortunately, you always get the answer from the departments head that you are not qualified and appropriate for this jobs. You caught the attention of one of the department managers. That person gave you advice about how to approach new jobs in this corporation in a positive light instead of a negative light through the continuous professional development.

Assignment Brief

As being your mentor, that department manager asked you to do research (in the form of a Report) regarding importance of professional development plan and its impact on individual and organizational performance.

·         Determine appropriate and professional knowledge, skills and expected behaviours related to a specific Job Title that are required by HR Professionals.

·         Analyse a completed personal skills audit. Following such analysis, you will analyse the gap between the existing level of education, skills and behaviour and what is expected to achieve high performance on the job with the highest level of professionalism.

·         Taking into consideration the training and development programmes offered by companies analyse the differences between organizational and individual learning, training and development.

·         By applying relevant and applicable learning cycle theories, produce professional development plan by critically analysing the importance of continuous professional development plan to drive sustainable business performance.
Considering the importance of continuous professional development plan and its impact on business performance:

·         Demonstrate how High-performance work contributes to employee engagement, competitive advantage and provide organisational benefits in case of declined profit, high employee turnover and lack of innovation.

·         Critically Evaluate by providing real-life examples in the form of best practices and different approaches used in High Performance Work for performance management (i.e. collaborative working) leading to learning culture, employee engagement and commitment.

Links to other units

This unit links to the following related units:
-     Unit 06: Managing a Successful Business Project
-     Unit 12: Organizational Behaviour
-     Unit 17: Understanding and Leading Change
-     Unit 19: Resource and Talent Planning
-     Unit 21: Strategic Human Resource Management


Assessment Criteria

Pass

Merit

Distinction

LO1 Analyse employee knowledge, skills and behaviours required by HR professionals

P1 Determine appropriate and professional knowledge, skills and behaviours that are required by HR professionals.

M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection and evaluation.

LO1 & 2
D1 Produce a detailed and coherent professional development plan that appropriately sets out learning goals and training in relation to the learning cycle to achieve sustainable performance objectives.

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.

LO2 Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance

P3 Analyse the difference between organizational and individual learning, training and development.

M2 Apply learning cycle theories to analyse the importance of implementing continuous professional development.

 

P4 Analyse the need for continuous learning and professional development to drive sustainable business performance.

 

 

LO3 Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage

P5 Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within a specific organizational situation.

M3 Analyse the benefits of applying HPW with justifications to a specific organizational situation.

LO3 & 4
D2 Provide valid synthesis of knowledge and information resulting in appropriate judgements on how HPW and mechanisms used to support HPW lead to improve employee engagement, commitment and competitive advantage.

LO4 Evaluate ways in which performance management, collaborative working and effective communication can support high- performance culture and commitment

P6 Evaluate different approaches to performance management (e.g. collaborative working), and demonstrate with specific examples how they can support high-performance culture and commitment.

 

 


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