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Continuous Professional Development Practice

How this Process is Related to job Satisfaction and Motivation Factors

Abstract

The dissertation is mainly aimed to study the impact of continuous professional development process on the job satisfaction and motivation among the employees and on the growth and development of a firm such as a bar or a pub. For the research, primary data is collected through interview method of managers at PUZA, The Wine & Meat Co. London and secondary data is collected through books, journals and articles. Qualitative data analysis is done to reach the conclusions and recommendations. It has been concluded from the overall research work that continuous professional development boosts the job motivation level among employees, gives them a sense of belongingness towards the organization which in turn results in better services to the customers coming to the bar. Continuous professional development is also a very significant organizational process to attain the growth of the business in the long run.

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Continuous professional development practice

Topic

To Study and analyze the role and effectiveness of Continuous professional development practice on job performance of employees at PUZA, the Wine & Meat Co. London.

Introduction

Business environment is changing rapidly; global competition has never been more intense. Customers are becoming more knowledgeable and more demanding. With such developments come, new opportunities and new responsibilities for professionals. The changed environment demands continuous improvement to differentiate from other firms not only at the organizational level but also at an individual employee level.

The markets have become knowledge intensive and rely on the capabilities and competence of employees. The need of up to date knowledge is growing in significance as an increasing number of people recognize the importance of implementing a planned and structured approach to post-qualification learning. Thus, more and more organizations are adopting CPD.

Continuous professional development (CPD) is defined as a range of learning activities through which professionals across industries maintains and develops skills throughout their career which improves their capacity to perform safely, effectively and legally. In simple words, CPD is the process by which professionals continue to learn and develop throughout their careers to keep their inventory of skills and pack of knowledge up to date.

Continuous professional development (CPD) is a very significant practice in a business organization in order to maintain good degree of quality in the performance level of the employees (Salmivaara, Kajantie, et. al., 2009, p.265). With the help of CPD process, the business organization analyze the development needs of the employees and provide them required opportunities to develop their skills and expertise on a regular basis to keep their performance on the right pace. The present business environment is highly dynamic in nature (Ashcroft and Watts, 2005, p. 6-12).

In such an environment, the business organizations need to use some effective measures and means for gaining significant growth in the related industry. For growth of any business, the professional skills of employees play a greater role. In order to make the employees attain the growth objectives, their professional development is the utmost requirement for management of the global business organizations. The CPD helps in the enhancement of the interpersonal skills which in turn help them to have compliance with the new business practices and policies that are essential to reach the growth of the business in the long run.

There are various institutes which provide training in CPD for example The Institute of Continuing Professional Development, The Institute of Administrative Management (IAM) etc. CPD certification requires an individual to follow a set of activities-

  • Self-SWOT Analysis: Individuals identify their own strengths, weaknesses, competition and threats which help them to better introspect. It helps them in better career development.
  • Personal & Professional Development: Individuals develop their own personal & professional development (PPDP) based upon their SWOT Analysis. Its main objective is to help them in formulating a set of development activities over a period of 12 months.
  • Implementation: A proper plan should be designed for implementation. It should not change with situations and circumstances.
  • Learning Diary: It is essential that the individual record their own efforts and measure the benefits gained from their planned activities. Employees should understand that, the results may not always be what are intended. Amount of time spent reflecting on how they have managed each activity and in measuring the outcomes will enable the individual to modify their PPDP for the following year.

CPD-European format

The EUSCCCIP (European Project for the Use of Standards of Competence in CPD for Construction Industry Practitioners) Framework suggests that a CPD system should engage employees to:

  • Explore and review their personal and professional skills and competences
  • Identify their strengths and weaknesses
  • Develop an improvement plan for enhancement of their skills and knowledge
  • Recoding and monitoring of their performance and regular check up with the prepared plan

Individual undertaking CPD goes through 4 processes of Review, Planning, Developmental activities and Assessment of achievements. Each process is part of a continuous cycle, integrated with each other and gives outputs which are fed into the next process.

Following are the key processes in EUSCCCIP framework–

  • Review: It includes and analysis and appraisal by employees for themselves. Individual review their personal and professional experiences in a systematic and structures way. This process helps them to identify their interests and competences. Analysis of future company objectives and goals is also done so that employees can update themselves for the coming changes. It also takes into account of their personal growth by analyzing current position, career requirements. This process results in appraisal of individual’s skills and knowledge. And also it identifies the priority area which is recorded as their profile of needs.
  • Planning: In this process, on the basis of priority areas learned from earlier one are used to develop an action plan for an individual. This plan is developed with the help of senior managers or mentors taking into consideration opportunities available, preferences and constraints. In this plan, targets are also set with criterions attach to them to measure their performance as well. This personal developmental plan specifies objectives, resources available, responsibilities, time frame and indicators of successful achievement.
  • Developmental activities: To successfully implement the developmental plan, individuals engage themselves in wide range of formal and informal activities which act as stepping stone to meet the objectives. Most of these are pre-planned but still employees are motivated and encouraged to take advantage of the available opportunities which arise from day to day work experiences. Congruence between these activities and developmental plan is essential for success. It also helps the organization and individual to keep a track of their growth.
  • Assessment of achievements: Like every successful work practice, CPD also requires performance measurement. Measures are attached with each of the activity which is part of the developmental plan. These measures could be financial or non financial. Employees should be encouraged to assess their performance and improve in the lagging areas. A constructive and thoughtful record of performance provides an excellent way to employees, management and professional bodies to review and provide necessary feedback for improvement. It also acts as a supporting tool for career development and growth.

A CPD record or document is maintained to store information collected during the individual’s progress through the processes of this Framework. This could include written records of: reviews, planning, developmental activities, and assessment of achievement. Realizing the importance of CPD, most of the organizations across businesses and industries are adopting this practice. For any organization, employees are its competitive strength and to improve it, CPD is seen as one of the best method.

The Meat & Wine Co, located in the Westfield London, is The Meat & Wine Co. international group’s first restaurant to open in the United Kingdom. PUZA is the unique bar within this organization. Like any other bar or pub, the management is divided into front house and back house. The former consists of bar manager, and bartenders and the latter includes Head chef and a restaurant manager.

At PUZA, the restaurant manager monitors all the operations of the bar and rest employees directly report to him. The training and development is given important emphasis at PUZA. General training related to attending guests and providing them excellent experience is given to the new joiners’. Apart from these, regular classes to upgrade the skills of employees are organized by the management. Various human resource management practices are being followed at PUZA like performance management system, service quality enhancement program, CPD etc. PUZA adopted CPD and implemented it at each and every level of the organization to gain maximum benefit. All the employees undergo specific training for it and follow the require steps.

The research mainly explores the way in which continuous professional development of the employees has promoted the growth aspects of the PUZA Meat & Wine Co. London and its impact on the job performance level of the employees. The research focuses on the ways in which CPD is implemented at PUZA and employees reaction to it. CPD is a long term practice and requires active involvement of top management as well, it equips managers to improve their decision making and in turn help the organization to better adapt to the changing environment. It also studies the integration of CPD with other human resource management practices being followed at the organization.

In this dissertation, interview method is used to get the responses and samples are employees of PUZA. Extensive secondary data have been studied and analyzed to understand the impact of CPD on efficiency and effectiveness of employees. Qualitative data analysis is done to reach the conclusions and recommendation which are derived to help the firm in further improvement.

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Background of the research

CPD is a holistic human resource management practice which is followed by professionals such as doctors, engineers, managers etc. Extensive studies have been done to understand the impact of CPD and its importance for an organization. A large number of institutes provide training for it and also render certification courses. In UK, most of the organizations adopt this practice to increase the competence of their employees and to keep them abreast with knowledge and skills. CPD is not one year or two year training program, but it’s a continuous process of learning.

PUZA Meat & Wine Co. is a service based firm related to food & beverage industry. It’s a bar located in London which offers drinks, exclusive cuisines and perfect ambience to enjoy the service. In such industry, it’s important to focus on the job performance level of employees as they represent the organization to the customers. In order to ensure excellent behavior from service personal’s PUZA implements various human resource management practices.

The research focuses on Continuous professional development (CPD) which is a holistic human management resource practice designed to ensure regular development of employees in an organization. CPD aims at training employees to achieve greater efficiency in a changing environment to offer better services to customers. Its significance is much more in the service industry.
At PUZA Meat & Wine co. the impact of CPD is being analyzed by interviewing its employees using a set of well designed questions. This report also aims at studying the effectiveness of CPD in other industries across various businesses. Research extensively digs into methods of implementing CPD at PUZA. Secondary data from various journals, books and articles are also analyzed to provide a clear picture about CPD and its effectiveness in a service firm like PUZA.

Aim

The main aim of the dissertation is to analyze the effectiveness of CPD in terms of increasing efficiency of employees in the changing environment at PUZA. The implementation techniques at the company have been also analyzed to get better insights. Further, to improve the understanding of CPD, interviews of employees have been taken to study their behavior under it.

Objectives

The main objectives of this dissertation help are stated under the following points:

  • To analyze the concept of Continuous Professional Development (CPD) in concern to employee development.
  • To examine the role of continuous professional development for employees, that has led to the growth of PUZA, the Meat & Wine Co. London.
  • To understand the impact of Continuous professional development on job performance, satisfaction and motivation at PUZA.
  • To explore the behavior of employees of the company towards CPD.
  • To investigate the growth benefits of the company that can be gained through the implementation of CPD technique.

Brief Outline of the subsequent chapters

This research is mainly organized in the form of some sequential chapters. They are mainly developed in the form of sequential research activities which are accomplished in the following chapters:

Chapter 1: Introduction – This is the first chapter of the dissertation. This chapter is mainly including the discussion about the research subject and the background of the research subject. It is mainly defining the research aims and objectives in order to assist readers in understanding of the research subject and the expectation of the research results.

Chapter 2: Literature Review – This is the second chapter of the dissertation. This chapter is mainly aimed to review the literatures in order to address the results of the literature. The literature is mainly conducted with the exploration of the different literature sources including scholarly journal articles and textbooks and online articles. The literature review is mainly conducted in the form of detailed description of the research to provide support to the main outcomes of research in the form of evidences.

Chapter 3: Research Methodology – This is the third chapter of the dissertation. The research methodology is mainly discussing the different research methods. The primary research methods included in this dissertation are survey questionnaire method. The other research method used in the dissertation is the secondary research method, i.e. literature review method. The combined use of both these methods is quite effective to reach the results of research in an appropriate manner.

Chapter 4: Findings and Analysis – This chapter would mainly explore the research data collected in the previous chapter in order to generate the major findings of the research study. The findings of the primary data would be presented in the form of graphical presentation method. On the other hand, the findings of the secondary data would be analyzed through qualitative data analysis in order to reach the research results in the most effective manner.

Chapter 5: Conclusion and Recommendations – This is the last chapter of the dissertation. In this chapter, outcomes of the research are represented in the form of the major conclusions of the research. In addition to this, some effective recommendations would also be provided in relation to the research subject and for the future research study in order to make significant improvements in the research works conducted in the same field.

Chapter 6: Reflective Statement – In this chapter, the personal learning gained by me through the conductance of the research study are shared by me to provide what I have gained through this research project.

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References

  • Alsop, A., 2000. Continuing Professional Development: A Guide for Therapists. John Wiley & Sons.
  • Armstrong, M., 2009. Armstrong's Handbook of Human Resource Management Practice. 11th ed. Kogan Page Publishers.
  • Ashcroft, L. and Watts, C., 2005. ICT skills for information professionals in developing countries: Perspectives from a study of the electronic information environment in Nigeria. IFLA Journal 31 (1).
  • Axinn, W. G. and Pearce, L. D., 2006. Mixed method data collection strategies. Cambridge University Press.
  • Barbeito, C. L., 2004. Human resource policies and procedures for nonprofit organizations. John Wiley and Sons.
  • Barron, T., 1999. Wooing IT workers. Training & Development 53(4).
  • Baskett, H.K.M. and Marsick, V. J., 1992. Confronting new understandings about professional learning and change. New Directions for Adult and Continuing Education 55.
  • Blaua, G. et al, 2008. The relation between employee organizational and professional development activities. Journal of Vocational Behavior 72(1).
  • Bruce, W. M. and Blackburn, J. W., 1992. Balancing job satisfaction and performance: A guide for human resource professionals. New York: Quorum Books.
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