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Unit 35: Developing Individuals, Teams and Organisations Assignment Sample

Section 1

1.1 Analysis of Skills, Knowledge and Attributes that Needed by HR Professionals


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  1. Speaking: During the employee job practices, the HR professionals need their employees who are efficient to communicate. In this aspect, it is easy to say that the workers need to have effective communication skills; through which, the workers will be able to share their thoughts with other during their job practices (El-Zayat, 2019).
  2. Critical Thinking: The employees in Rising Café have the skill of critical thinking. Through which, they can effectively utilise logic to discover the potentiality and weaknesses in case the organisation has implemented any kind of developing approaches (El-Zayat, 2019). In this way, also the organisation gets the information regarding its effectiveness.
  • Negotiation: Moreover, the employees in Rising Café need to have the skill of effective communication. This also encourages its ability of negotiation about any topic with the organisational stakeholders (Ito, Kono and Walker, 2020). In this way, due to having the skill of negotiation, the employee can easily share their issues or thoughts regarding their job practices.
  1. Time Management: Also, the employees have to be more concern about their time management skill. With having this skill, the workers of Rising Café can easily enhance their productivity within a period of a short deadline (Ito, Kono and Walker, 2020). This also develops and inspires the organisational business and HR professionals during their job practices.


  1. English Language: Generally, the knowledge of English language efficiently helps to communicate with the consumers and the stakeholders mostly in the case of multinational organisations (Storey and Larbig, 2018).In this aspect, the employees in Rising Café need to have knowledge of the English language, which helps them to develop their professional skills in the organisational culture.
  2. Customer and Personal Service: In this way, with having knowledge of the English language, the employees can effectively communicate with foreign consumers. Also, they have knowledge about the provision of high-quality service to the consumers that helps them to get significant feedback from their performing organisation (Storey and Larbig, 2018).
  • Communications and Media: Moreover, employees need to have knowledge of communications and media services. Through which, they can effectively form the way to share the current condition of the organisation to the leaders via visual media services during their job practices in Rising Café.
  1. Computers and Electronics: Also, the employees have to be potential regarding the knowledge of computers and electronics (Dahlgren, 2018). Through which, the employees can implement and utilise digital and advance technological features for the performance development within the organisational culture of the Rising Café.


  1. Integrity: On the other hand, the employees in Rising Café need to be honest and ethical. This attributes significantly helps the employees to maintain a positive ambience within the organisational culture; moreover, it helps to get prominent esteem from the leadership and management team of the organisation.
  2. Leadership: In this case of Rising Café, the HR professionals need an effective leader for the organisational business development (Imet al., 2018). In this aspect, to get involved with the organisational culture, people must have the ability to fetch innovations and the efficiency to handle any kind of transformation within the organisational culture.
  • Analytical Thinking: Also, the attributes of analytical thinking, crucially helps the employees to efficiently analyse any kind of information and utilise appropriate logic that also helps to demonstrate issues and challenges related to the performance (El-Zayat, 2019). Through which, the HR professionals can efficiently identify the employee lacking and their proficiency.
  1. Social Orientation: Moreover, the workers of Rising Café need to have the attributes of social orientation. With which, the employees can easily adopt the situation of teamwork during their job practices (Imet al., 2018). This helps to develop the professional efficiency of the employees.

1.2 Demonstration of Personal SWOT Analysis



In this aspect, it is easy to say that I have the potentiality to get involved with the organisational culture of the Rising Café. Specifically, I have the skills of speaking, critical thinking, negotiation, time management that prominently help me to develop my professional career with having the knowledge of English language, communication and media, etc.

However, during the management of my significant skills, sometimes I face numerous hindrances. Generally, I am weak to demonstrate and utilise my attributes like integrity, leadership, analytical thinking, social orientation, and some insufficient knowledge like computer and electronics, personal and customer service, etc. Therefore, I have to be more concern to develop my knowledge and attributes during my organisational job practices.



In this way, having the potentiality regarding my different professional skills and knowledge like speaking, English language, communication and media, negotiation, time management, critical thinking, etc. I would be able to get promoted within Rising Café during my organisational job practices.

Also, I have to focus on my lacking to fetch more extensive development within my skills, knowledge, and attributes that are necessary for my professional career. In this aspect, I have to utilise different strategies to develop and sustain the development of my professional career. Neither will I fail to get all of my achievements within my professional career.

1.3 Evaluation of the Personal and Professional Development Plan based on the SWOT Analysis

Personal Development Plan

1. Personal Objectives

· To develop my attributes of analytical thinking.

· To develop my knowledge of computer and electronics.

· To develop my attributes of integrity.

· To improve my knowledge of personal and consumer service.

2. Assessing of my Current Position

By efficiently identifying my lacking during the development of my personal and professional skills, knowledge and attributes. Therefore, I have realised to implement and utilise some strategies and approaches. With which, I will be able to fetch some improvement and the accomplishment within my lacking.

3. Identification of my Specific Career Goals

In this aspect, to fetch the extensive development within my professional career I have to form specific goals that direct the appropriate path for the development. Moreover, in this way, I can measure my future growth and development of my professional skills and knowledge.

4. Gathering or Collection of Information

Therefore, after selecting the career goals, I have to gather and collect specific and evident information regard to knowing the process of utilising different strategies and what kind of strategies that help to meet with my career goals.

5. Identification of what Professional Skill I already have and which I need to work on

After, collecting and gathering the information I have to proficiently discover the skills, knowledge and attributes I already have. In this aspect, it is easy to say that I have the potentiality on speaking, English language, communication and media, negotiation, time management, etc. Therefore, the rests like critical thinking, computer and electronic, personal and consumer service, etc. I have to be developed, which will help me to improve my professional career.

6. Selection of Approaches for Accomplishing my Goals

Therefore, to efficiently accomplish my career goals I have realised that I have to implement and utilise different kinds of strategic approaches, and also have to make the development more consistent during my professional career.

7. Development of a Timeline for Accomplishing the Targets and Goals

Also, to more sufficiently monitor the progress and measure the growth I have decided to develop a timeline to set deadlines for each activity during the development process of my professional skills, knowledge, and attributes.

8. Writing all of it Down

Moreover, to significantly develop the potentiality of my communication skills I have started to note down all the activities regarding achieving the goals. Through which, in case of future emergency I can easily get the knowledge about the development.

9. Evaluation of my Plan

In this way, by effectively forming all the segments and conducting all the activities; I have taken the decision to utilise the more crucial strategies and approaches during accomplishing the career goals.

10. Measurement of my Progress

Moreover, to effectively consider all the activities I have to pursue a systematic way to prominently measure the progress of my accomplishment of career goal achievement.

(Source: As created by author)

1.4 Analysis of the Reflective Statement

In this way, I have realised that due to getting involved with the business culture of Rising Café I must have all the skills, knowledge and attributes that are necessary to get efficiency within my professional career. In this aspect, the skills like speaking, critical thinking, negotiation, time management, the knowledge like the English language, consumer and personal service, communications and media, computers and electronics, the attributes like integrity, leadership, analytical thinking, social orientation, etc. significantly help me to efficiently perform my duty during my organisational job practices. However, among these skills, knowledge, and attributes I have little or poor efficiency in some particular segment. Generally, I have the ability of speaking, negotiation, time management, through which, I will effectively share my thoughts and issues regarding my job with the organisational leadership and management team of Rising Café. Moreover, with having the skill of time management I have been able to produce a vast amount of product within a period of the short deadline. Also, due to having the knowledge of English language, communication and media, I have got the ability to communicate with the leaders and my team with utilising the international language English via visual media services. In this way, I have been able to become more potent for my job and it helps me to get promotions during my job practices in Rising Café.

However, my lacking of knowledge and attributes and skills like critical and analytical thinking, social orientation, leadership, integrity, computers and electronics, consumer and personal service lead the failure in my professional career. Therefore, I have to put my crucial concern on developing these professional skills, knowledge and attributes during my organisational job practices. With which, I will be able to more sufficiently perform my duty with getting effective support by the leadership and management team of Rising Café due to accomplishing of my goals for developing my lacking during my professional career.

Section 2

2.1 Introduction

Betel has founded centres around many significant places across the UK since changing its name in Birmingham in 1996 and cared for thousands of men and women, the bulk of who had either been abandoned or had fled jail. With no administrative funding, the charity is covered by companies run by locals - such as Rising Cafe - to the most degree possible. Growing Café Coventry is a favourite spot for tasty meals, fantastic cafes, exclusive sumptuous afternoon teas and separate coffee and teas from craftsmen in the historic surroundings of Coventry Cathedral. They want to give every customer an excellent experience, from a peaceful tea alone to visit with mates, to have social gatherings and to pull down their entire families (Ferreira, 2017). In this way, nowadays, the organisation maintains the consistency within its organisational business to make the enhancement within its organisational profit margin or in its organisational revenues. Moreover, with getting efficient support by the government, Rising Café essentially donates the maximum of its profits to the people who are financially weak. However, during the organisational employee management process, the organisation faces numerous hindrances; due to which, the human resource management team of this organisation has instructed its staffs for developing their professional skills and efficiency.

2.2 Discussion on the Significance of CPD

Continued Professional Development is the term that describes the learning opportunities of professionals engaged in to develop and enhance their skills. CPD represents continuous professional development (CPD). It makes the learning process knowledgeable and constructive, not passive and reactive. CPD incorporates multiple learning methods, such as seminars, meetings and events, e-learning programmes, techniques for best practise and sharing ideas that are aimed at improving the individual's skills and improving them effectively (Puteh, 2017). Engaging in continuing professional development ensures that all academic and practical skills are not outdated or obsolete, encouraging people to 'upgrade' or 'upgrade' themselves constantly, no matter what level of jobs, gender, or educational status. For individuals, entities or whole industries to be able to cope pace with skills and information, further professional development is essential. It is further evident that CPD enables small scale businesses to become a knowledge bank for the key stakeholders of the company. Rising Cafe can further implement CPD for enhancing the skills of their employees that in turn enhances the organisational performance.

Importance of CPD for individual learning:

Continued professional development enables people to focus on how to become highly skilled and successful practitioners regularly. Training and learning increase overall confidence and knowledge and compliments career aspirations. CPD helps individuals to engage positively to changes in the work/industry needs. CPD planning leads to time efficiency and CPD monitoring offers proof of professional growth (this can be helpful for supervision and appraisals) (Sargeant, Wong and Campbell, 2018). CPD is firmly committed to self-professionalism and progress. CPD offers an individual the opportunity to identify and address knowledge gaps in an acceptable approach to make further improvements.

CPD allows individuals to strengthen and refine their existing skills and at the same time reduces any expertise gaps and offering a competitive advantage in periods including a job interview. The CPD may also separate individuals to one another on the workforce since many candidates for specific roles are often fitted with common underlying qualifications. Professional autonomy can enhance self-confidence in efficiency and capacity that can ultimately contribute to better job success. These benefits employers too, as employees will be encouraged and committed to a development and investment business. It also guarantees the capacity of persons to establish their abilities and skills, irrespective of their age, occupation or education, to not become redundant, both in academic and in practical training.

It is further apparent that CPD generally refines an individual's personal intellect and skills as well as opens pathways to potential redirection or career progression. Further, CPD improves an individual's ability to daily improve and learn as well as illustrates one's aptitude, ambitiousness and dedication to oneself. Thus, it is apparent that CPD can generally be an accurate self-motivation tool as it helps an individual in reminding one's progression and achievements.

Importance of CPD for the organisation:

The organization's benefits of CPD-accredited learning are visibility and enhanced company reputation. The internal use of ongoing professional development promotes and supports the organization's balanced learning culture, contributes to more skilled workers and maintains valuable personnel. As members of professional bodies, many organisations, such as Tesco, Amazon, etc, have employed CPD responsibilities (Holloway, Arcus and Orsborn, 2018). When internal CPD training resources are low, companies are using outsourced CPD training providers to fulfil employee requirements. Outsourced CPD suppliers generally involve consulting firms, learning services online, conferences & event planners. They provide practical opportunities through CPD events, workshops and accredited CPD courses in their field. They are also specialists. Structured CPD takes a collaborative learning-based collaborative method. Training programs, conferences, workshops, seminars, lectures and E-learning courses are all interconnected activities of the method (Puteh, 2017). Rising Cafe can implement training programs, workshops, conferences in their organisation to enhance the skill of the employees that in turn brings organisational benefits.

CPD helps a business to improve productivity and efficiency with motivated and high-skilled employees as well as it helps an organisation to promote a healthy learning culture. Moreover, it is further apparent that it also provides a significant benchmark for appraisals and annual reviews as well as ensures that standards are generally maintained throughout the organisation. CPD also enhances employee retention as it is seen that employees generally feel loyal and valued to the company.

2.3 Explanation of the Role of Individual Learning in Organisational Development

2.3.1 Critical Evaluation of the Role of HPW in Employee Engagement and Motivation

High performance working (HPW) comprises of building a culture in which integrity, confidence and open communication are available to everyone (Tang et al., 2017). The goal is to erode the conventional hierarchy of many companies and establish a flatter structure, in which employees are happy, dedicated, inspired, and share and appreciate the vision of the organisation. HPW has been defined as a general approach to management organisations, which is meant to promote more efficient management as per the former UK Commission for Employment and Skills. HPW is typically a collection of procedures, policies and regulations that can be applied and that can lead to improved employee performance by being integrated.

High-Performance Work Systems (HPWS) include a group of the individual as well as interrelated human resources (HR) activities, which includes careful recruitment and selection, ongoing training and development, developmental performance evaluation and performance-based compensation scheme. HPWS affects employee satisfaction, engagement, performance in roles and out-of-roles (Rehman et al., 2020). HPWS sends a signal to the company about the value and relevance of workers. HPWS sends a message to employees that enhance employees' commitment and support. These human resources activities play a key synergistic role, increasing employees' skills, incentives, and opportunities for development. Psychological empowerment is a driving force that demonstrates the sense of individual empowerment. As per the signal theory, the HPWS signals that employees' contributions are emphasised by HPWS and their value is acknowledged, their expertise or know-how is encouraged, and they might view the HR activities as being positive as the organisation.

As per the theory of social exchange, people are typically seen as emotional beings in a social exchange relationship that get data, process it congenitally and then decide things on the nature and trends of exchange with species. The process of exchange thus creates emotions and feelings which lead people, such as their associations, to assign these emotions to different social units (Cropanzano et al., 2017). Based on the theory of social exchange, HPWS scholars expect employees to be mutual by increasing their job involvement and loyalty to the organisations as the aim is to support employee growth by enriching employment, improving employee skills, and facilitating participatory decision-making.

Coffee Plant is seen, specifically by experts, as a completely operational version of a modern ideal, an organisation which beats competitions in so many ways. It is a prime example of a high-performance working organisation, where productive human resources processes have shown increased employee engagement and motivation.

When an enterprise implements HPWS, workers are expected to return this investment by growing their commitment and dedication. This is in line with research demonstrating that work commitment facilitates the relationships among employer resources (which derive from the firm's human resources practises) and job performance and thus forms a crucial positive connection between the company's services to workers and how the employees reciprocate (Tang et al., 2017). In contrast to the fact that HPWS's practise and organisational performance have a positive relationship, many scholars often argue that capitalist managers are continually motivated to find ways to make workers working longer and harder to optimize labour input, and hence HPWS contributes actually to an intensification of their job, whether directly or indirectly. Employees employed under HPWS can be more depressed, overloaded, burnout and higher burdens than other employees, as a result of massive and implicit job activities, as well as of increased responsibility, increased flexibility and intensification of the workplace.

For instance, Giacom employs HPWS practices to improve employee engagement and motivation and promotes a culture of honesty and diversity for all. It is further apparent that Giacom uses reward and appraisal practice for encouraging employees to perform better as well as this practice in turn enhances and boosts employee motivation. This in turn enhances the productivity of the entire organisation. Thus, Rising Cafe being an SME can implement the HPWS practices for enhancement of employee motivation and for gaining competitive advantage.

2.3.2 Analysis of Different Approaches of Employee Performance Management and how it Supports HPW with Recommendation for Development

Performance management is witnessing a drastic transition throughout markets and businesses. Organizations are reconsidering basic tenets of the performance improvement process, such as the pace at which assessments are performed, techniques of manager coaching, and target alignment. The new approaches for performance management of the organisations include:

  1. Role of Behavioural approach in supporting HPW: The behavioural approach includes a variety of vertical scales for various dimensions of the mission. The behavioural approach connects performance automatically to goal achievement, control, conflict of interest, and recompense (Smith and Bititci, 2017). It therefore facilitates management decision making and organization goals monitoring. A significant advantage of behavioralism is that it can accurately describe and measure behaviour changes. Under the law of parsimony, the better and more credible the less assumption a theory makes. Therefore, the behaviour approach is significant in attaining a high-performance working process. As employee behaviour hugely drives organisational performance, this approach is significant in creating a high performance working environment in the organisation. One of the main limitations of this approach is that bigger workforce means large amounts of data, but very few managers assess the staff. There is thus a lot of information to be recognised and processed to successfully assess employees. This in turn disrupts the high-performance working system in the organisation that also tends to affect the organisational productivity.
  2. Collaborative working approach of performance measurement: If performance management is the on-going process of building an atmosphere in which people can achieve their best performance, collaborative performance management come hard to achieve and accomplish a shared purpose or objective. Collaboration is the basis of the combination of various team members' skills, expertise and knowledge and experience, to contribute more effectively than individual team members can to the development of a new service or product (Iqbal, 2019) Collaboration therefore leads to greater flexibility in the company and more creative ideas are generated by a team that helps in building a High-performance working culture in the organisation. However, the major disadvantage of this approach generally includes prevailing competition within partners, cultural mismatch between organisations and lack of proper information and experience. Cultural differences in the organisation in turn results to conflicts that tends to create hindrance in the operation of the organisation and as a whole, the entire operation process of the organisation is affected.
  3. Role of effective communication in supporting HPW: Excellent business communication is how management and staff collaborate to meet the company objectives and to align themselves more closely with key corporate principles. Its main aim is to enhance workplace processes, break silos, inform employees and mitigate mistakes. Moreover, effective communication plays an integral role in supporting High-performance working system through better exchange of ideas, trust and commitment within the employees and employers. On the other hand, semantic problems, poor planning and lack of trust results in organisational turmoil that in turn affects the organisational productivity. Effective communication helps exchange better ideas within the team and facilitates better team-working in the organisation that in turn helps in developing a High-performance working system in the organisation.

A performance management program, such as talent and learning management suites, can integrate with existing human resources applications. Integration is important for the communication and sharing of information and the development of measurement and analysis. The competitive edge of the business can be placed in advanced performance management systems and technologies (Ciasullo et al., 2017). Modern performance management will become successful management as companies approach the intersection of retention, commitment, culture and learning. It is apparent that the performance management system highly contributes to high performance working culture that in turn helps the organisation to increase work productivity and gain competitive advantage.

Therefore, the different approaches of performance management generally include the implementation of practices and techniques that helps to increase the productivity of the organisation. Therefore, performance management typically includes practices such as effective communication improvement skills between employer and employees as well as offering proper training and development sessions to the employees for their skill and knowledge development(Iqbal, 2019). The effective approach of performance management highly supports HPWS in an organisation and contributes to better organisational performance. Therefore, performance management further enhances employee motivation and participation that tends to create a culture of HPWS in organisations. HPWS includes variations of HR activities that have a very beneficial impact on the company's knowledge, competence, commitment and productivity. The framework HPWS sees employees as the ones who proceed to the competitive gain of the organisation rather than the typical source of expenditure. They also probably alleviate issues and work along with the staff.

Furthermore, it is significant for Rising Cafe to implement the effective performance management approaches for developing a HPW culture in the organisation. To develop further improvements as well as to attain a high-performance working system in the organisation, the following recommendations are suggested for Rising Cafe:

  1. It is apparent that the performance of an organisation relies heavily on organisational competitiveness and productivity. This in turn depends on the motivation policies as well as on human capital. Rising Cafe needs to encourage motivational policies for employees through the implementation of Personal development programs such as training and development to improve human capital and productivity.
  2. The employees are the real asset of a company. The company needs to implement effective recruitment and hiring practices for deriving employees suitable for the specified job role in the company. Moreover, implementation of effective training sessions further helps to develop the skill and expertise of employees that contribute to greater organisational productivity(Iqbal, 2019).
  • Innovation and creativity are significant for the attainment of organisational success in the current digital age. Rising Cafe should implement innovation to attain a competitive advantage in the digital age as well as should consider the decision of every employee to enhance creativity and innovation in the organisation.

2.4 Analysis of the Role of Individual Learning Style in Individual and Organisational Development

2.4.1 Implementation of Kolb's Learning Cycle

  1. Accommodating: The learning style accommodates is 'hands-on' and depends instead on reasoning on intuition. They use the study of others and favour a hands-on, experimental method. They are drawn to new opportunities and interactions and strategies. They generally act on a "good" impulse instead of critical thought (Chiu and Lee, 2019). People with a fitting learning style prefer not to examine themselves but to focus on other people to collect knowledge. The general public is prominent in this form of schooling.
  2. Diverging: Different people will look at it in various ways. They are aware and sensible. They like to search, to compile details and to use the creativity to develop issues. It is best to look at particular issues from various points of view. Kolb called this "diverging" approach, since these individuals do best in conditions where strategizing, for instance, requires ideas generation (Watson et al., 2019). People with diverse modes of learning have wide cultural preferences and want to acquire knowledge. They seem to be creative, sentimental and powerful in arts and also fascinated in others.
  • Assimilating: A succinct, reasonable strategy to the assimilating learning choice. Perceptions seem to be more significant than humans. Instead of a realistic chance, these people need strong clarification. They are able to grasp and arrange a large spectrum of knowledge in a simple, rational way. Persons with an assimilating style of learning rely less on individuals and are more concerned in thoughts or abstract topics (Sudriaet al., 2018). Logically good philosophy draws more participants than realistic value-based methods. This style of learning is critical for knowledge and scientific career productivity. In general, learners like to study, teach, discuss theoretical structures and have time to think about things.
  1. Converging: People with having converging learning patterns can resolve challenges and learn to tackle real problems. They choose technological activities and fewer interactions with persons and behavioural traits. It is best to find realistic use of concepts and hypotheses in individuals with convergent learning styles. By seeking answers to challenges and issues, they will fix issues and form choices (Watson et al., 2019). Moreover, people with having a converging learning ability are drawn rather than behavioural challenges by technological complexities. A converging style of research allows expert and technical skills.Also, with having a converging design love fresh concepts, modelling and realistic implementations.

Figure 1: Kolb's Learning Cycle

(Source: Chiu and Lee, 2019)

2.4.2 Evaluation of Best and Suitable Learning Style

I consider the learning style of assimilating as one of the suitable learning styles for individual and organisational development. An appropriate, logical approach is needed to assimilate learning preferences. Concepts and theories are much more important than individuals. Rather than a realistic incentive, these learning styles need simple language (Sudria et al., 2018). They can grasp and arrange a wide understanding of straightforwardly and logically. This learning style is best suited for organisational and individual development and this learning style is appropriate to be incorporated at Rising Cafe as this learning style is people-focused and more interested in abstract and ideas.

2.5 Conclusion

To conclude, it can be said that the incorporation of HPW practices in an organisation generally enhances organisational productivity through the improvement of employee knowledge and expertise. Rising Cafe can incorporate the HPW practices in its operation through the implementation of effective HR practices that mainly involves effective recruitment and hiring of employees, driving employee motivation, effective leadership as well as conduction of effective training and development programs. The new performance management practices are highly linked to the high-performance working system of the organisation so it is significant for Rising Cafe to implement the effective HR practices for developing a HPW culture in the organisation that in turn brings competitive advantage for the company. The importance of CPD is emphasized in the following report that in turn helps in developing the learning ability of individuals and organisation. The report further illustrates the various professional skills, knowledge and behaviours required by HR professionals as well as illustrates the understanding of the HPW that in turn contributes to employee involvement and competitive advantage for the organisation.


Chiu, S.K. and Lee, J., 2019. Innovative experiential learning experience: Pedagogical adopting Kolb's learning cycle at higher education in Hong Kong. Cogent Education6(1), p.1644720.

Ciasullo, M.V., Cosimato, S., Gaeta, M. and Palumbo, R., 2017. Comparing two approaches to team building: a performance measurement evaluation. Team Performance Management: An International Journal.

Cropanzano, R., Anthony, E.L., Daniels, S.R. and Hall, A.V., 2017. Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals11(1), pp.479-516.

Dahlgren, P., 2018. Media, knowledge and trust: The deepening epistemic crisis of democracy. Javnost-The Public25(1-2), pp.20-27.

El-Zayat, A.A.M., 2019. The Effectiveness of Using A Cloud-Based Application in Developing Speaking and Critical Thinking Skills of English Major Students at Faculty of Education. ????????????????????????106(4), pp.37-63.

Ferreira, J., 2017. Café nation?Exploring the growth of the UK café industry. Area49(1), pp.69-76.

Holloway, K., Arcus, K. and Orsborn, G., 2018. Training needs analysis-The essential first step for continuing professional development design. Nurse education in practice28, pp.7-12.

Im, W.Y., Ha, J.H., Kim, E.J., Cheon, K.A., Cho, J. and Song, D.H., 2018. Impaired white matter integrity and social cognition in high-function autism: diffusion tensor imaging study. Psychiatry investigation15(3), p.292.

Iqbal, A., 2019. The strategic human resource management approaches and organisational performance. Journal of Advances in Management Research.

Ito, E., Kono, S. and Walker, G.J., 2020. Development of cross-culturally informed leisure-time physical activity constraint and constraint negotiation typologies: The case of Japanese and Euro-Canadian adults. Leisure Sciences42(5-6), pp.411-429.

Puteh, F., 2017. Continued Professional Development and Organisational Performance: A Structural Equation Modelling (SEM). VOL. 25 (S) JAN. 2017, p.13.

Rehman, J., Hawryszkiewycz, I., Sohaib, O. and Soomro, A., 2020, January. Developing Intellectual Capital in Professional Service Firms Using High Performance Work Practices as Toolkit. In Proceedings of the 53rd Hawaii International Conference on System Sciences.

Sargeant, J., Wong, B.M. and Campbell, C.M., 2018. CPD of the future: a partnership between quality improvement and competency?based education. Medical Education52(1), pp.125-135.

Smith, M. and Bititci, U.S., 2017. Interplay between performance measurement and management, employee engagement and performance. International Journal of Operations & Production Management.

Storey, C. and Larbig, C., 2018. Absorbing customer knowledge: how customer involvement enables service design success. Journal of Service Research21(1), pp.101-118.

Sudria, I.B.N., Redhana, I.W., Kirna, I. and Aini, D., 2018. Effect of Kolb's Learning Styles under Inductive Guided-Inquiry Learning on Learning Outcomes. International Journal of Instruction11(1), pp.89-102.

Sudria, I.B.N., Redhana, I.W., Kirna, I. and Aini, D., 2018. Effect of Kolb's Learning Styles under Inductive Guided-Inquiry Learning on Learning Outcomes. International Journal of Instruction11(1), pp.89-102.

Tang, G., Yu, B., Cooke, F.L. and Chen, Y., 2017. High-performance work system and employee creativity. Personnel Review.

Watson, M.K., Pelkey, J., Noyes, C. and Rodgers, M.O., 2019. Using Kolb's Learning Cycle to Improve Student Sustainability Knowledge. Sustainability11(17), p.4602.

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