35 Developing Individuals, Teams and Organisations

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determination of appropriate professional knowledge, skills and behaviours that are
required by HR professionals......................................................................................................1
P2 Analysis of complete personal skills audit to identify appropriate knowledge, skills and
behaviours and developing a professional development plan for a given job role.....................2
M1 Detailed explanation of professional skills audit and professional development plan which
demonstrates evidence of personal reflection and evaluation.....................................................5
TASK 2............................................................................................................................................5
P3 Analysis of difference between organisational and individuals learning, training and
development................................................................................................................................5
P4 Analysis of need for continuous learning and professional development to drive
sustainable business performance...............................................................................................7
M2 Application of learning cycle theories to critically analyse importance of implementing
continuous professional development.........................................................................................8
D1 A detailed and coherent professional development plan that appropriately sets out learning
goals and training in relation to learning cycle for achieving sustainable business performance
objectives.....................................................................................................................................8
TASK 3............................................................................................................................................8
P5 Demonstration of understanding of contribution of HPW for employee engagement and
competitive advantage within organisation.................................................................................8
M3 Analysis of benefits of applying HPW with justifications to specific organisational
situation.......................................................................................................................................9
TASK 4..........................................................................................................................................10
D2 The valid synthesis of knowledge and information resulting in appropriate judgements on
HPW and mechanisms used to support HPW...........................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Developing individuals and teams in particular organisation is responsibility of human
resource managers of an enterprise. A human resources manager performs some roles and
functions to identity requirements of teams and its members so that accurate sources can help in
improving knowledge and skills. For this project report, Hemlays is selected as company of the
assessments of this report (Fillery‐Travis and Lane, 2020). Its is one of biggest and oldest
multinational toy retailers all over the globe. The company has expanded its business on global
scale tell this time and its ownership has changed many hands during this period. The report
focuses on analysis of employee knowledge, skills and behaviours which are required by HR
professionals, the factors which are considered for implementing and evaluating inclusive
learning and development for sustainable business performance. In addition to this,
understanding of ways of contribution of high performance working for contribution of
employee engagement and competitive advantage are also focused in this report.
TASK 1
P1 Determination of appropriate professional knowledge, skills and behaviours that are required
by HR professionals.
Human resource professionals are the specialists who are responsible for recruiting,
screening, interviewing and placing workers of company at right place and time. Such
professionals do handle employee relations, payroll, benefits and trainings of employees
according to requirements of activities of enterprise. For such activities HR managers plan, direct
and coordinate with administrative function of company. Such professionals oversee their duties,
consult with executives for strategic planning and linking goals of company with the staff
members (Niemi and Pekkola, 2017). The following are some professional knowledge, skills and
behaviours which are necessary to have for every HR manager:
Professional knowledge- This can be defined as the structure of lessons which meet
physical, social and intellectual development and characteristics of professionals. The following
are some knowledges which helps HR professional to carry on there perform in company: Commercial sense- This means manger of human resource would have knowledge which
can be based on conclusions which are reasonable for business person which would draw
and can be applied at the time of uncertainties. In Hemlays, the HR managers must
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ensure that they have this skill which will be greatly helpful for them to ensure that they
can attain the various goals and objectives of the company without problems and issues.
 Industry awareness- It is necessary that human resource manager of company is awarded
about the industry in which company is operating, in addition to this it is important that
some additional information which can be some who related with working would be plus
point for company (Zhang, Pawar and Bhardwaj, 2017). In the context of Hemlays, it is
thus crucial that this skill is displayed which will be very helpful for ensuring that the
goals and objectives are achieved.
Skills- Professional skills are career competencies which are often not acquired or taught
as apart of coursework which is required to earn the rewards and position in company. The
following are skills which are required for HR professionals: Budgeting skills- It is necessary that manager of human resource department has the
abilities of diversifying the budget of company for effective activities which are related to
recruiting process within company. For the HR managers of Hemlays it is required so
that a good budget can be prepared which covers the different types of receipts as well as
expenses in an effective manner.
 Decision making skills- This skill defines that HR professional is liable for making
judgement over the selection of people who would work in company and keeping the
check over the number of employees in company. The HR managers of Hemlays has to
ensure that the use of these skills is made so that the different types of decisions can be
taken in the right manner.
Behaviours- It is form of attitude of a person in working environment which is linked for
respecting and courteous conduct. Such behaviours can be beneficial for long term goals in
career and improved the chance of future success in company. The following are some
behaviours which HR professional should have: Transparency and trustworthiness- The behaviour of HR manager reflects the the
culture and working environment with company, as the people interact with them first
and accordingly apply for jobs. This is why it is important that HR maintains
transparency and trustworthiness with the people. This is required for the HR managers
of Hemlays so that they are able to achieve the desired goals and objectives.
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 Purpose oriented- Unlike other managers, HR manager should also understand purpose
of business of company. With some mission statements and business strategies managers
have behaviour which is purpose oriented. For the HR managers of Hemlays it is crucial
that they display this behaviour which will help them in being clear towards the goals and
objectives and helping in their achievement.
P2 Analysis of complete personal skills audit to identify appropriate knowledge, skills and
behaviours and developing a professional development plan for a given job role.
Personal skill audit- It is a way through which strengths and needs of individuals can be
identified and needs which would develop healthy atmosphere in company (Hoda and Noble,
2017). This audit depends on the areas of company people work and varies with other different
areas and environments. The following is the audit of elements which is considered to HR
manager of Hemlays:
Elements Good Average Bad
Commercial sense ✓
Industry awareness ✓
Budgeting skills ✓
Decision making
skills
✓
Transparency and
trustworthiness
✓
Purpose oriented ✓
Professional development plan- It is a document of goals, skills, competency
development and objectives of staff members which needs to be accomplished to support
continuous growth and career development. This plan is made by HR managers who work
closely with staff members, so that necessary skills and resources can be identified to support
individual goals and needs of business. The following is the table which shows plans
professional development plan for the role of HR manager of Hemlays:
Specific Measurable Achievable Relevant Time bound
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As it has been
seen that industry
awareness of HR
manager has
average
knowledge, so
manger is
required to
improve it and be
good in it. This is
important because
lacking with such
knowledge
recruiting and
selection can not
be done in
effective manner.
The improvement
can be measured
with the help of
some study of
growth in direct
traffic of
company or by
tracking the
backlink of
success of
organisation.
This knowledge
can be achieved
by HR manager
with the help of
social media
presence, by
searching for
value-packed
infographics and
more such ways
to increase the
findings.
This relevancy of
industry
awareness can be
identified by HR
professional with
the help of self
analysis over the
information of
industry and
accordingly
working more or
less on such
knowledge.
For gaining
knowledge about
such elements
professional
would require
time of almost
two months after
that manager can
continue it on
daily basis.
The skills of
budgeting are not
up to the mark,
professional
needs to change
this, as financial
resources have
scarcity so it is
necessary that
such things are
improved on
time.
The improvement
of budgeting
skills can be
measured with the
use of budget
plans, keeping
budgeting and
forecasting
flexible and
implementing
rolling forecasts
(O’Grady and
This skills can be
improved by
gaining proper
knowledge about
the accounting
techniques and by
practising them
on regular basis.
Relevancy of
budgeting skills
can be identified
by professional
with the use of
proper records of
the statements
and looking at the
results of
techniques
implemented.
The time bounded
for getting skilled
in budgeting may
depend on the
knowledge and
learning
capabilities of
person, although
on an average it
can take three to
four months to
polish these
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Akroyd, 2016). skills.
It has been
observed that HR
professional has
bad behaviour
and has bad
Transparency and
trustworthiness
for the
individuals. The
improvement of
such behaviour is
important so that
the image of
company can not
be hammered in
bad way.
The improvement
of behavioural
change can not be
measured but the
change of
behaviour can be
observed by
people in
company.
The behaviour
can be improved
by stretching the
past limits every
day, taking
actions without
expecting skills,
forgiving
limitations of
others and
seeking out share
of positive
attitude.
The improvement
can be identified
with the help of
feedbacks form
the members of
company as well
as people visiting
for less time in
company(Ocloo
and Matthews,
2016).
The time period
for polishing such
keep of behaviour
may take up to
four to five years
of HR
professional.
Weakness of the plan-
 This plan does not covers certain skills which are required so that they are able to help in
the development of efficiency and effectiveness.
 This plan does not includes certain skills which are needed with a change in time and thus
this is a weakness of this plan.
M1 Detailed explanation of professional skills audit and professional development plan which
demonstrates evidence of personal reflection and evaluation.
With above discussion it can be analysed that skills audit and professional development
plan are the evidence of personal reflection. These help in evaluating good, average and bad
range of knowledges, skills and behaviours of professional in company (Ali Taha, Sirkova and
Ferencova, 2016). The organisations believe that HR manager should have good professional
skills as they are the one who recruit people. Recruiting individuals involves good interactions
and lack of which may hammer company.
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TASK 2
P3 Analysis of difference between organisational and individuals learning, training and
development.
Organisational learning- It has complex and dynamic then the magnificence of
individual learning. The complexity level increases when Hemlays goes from individual to
collection of large diverse individuals (Roberts and Darler, 2017). Application of model for
organisational learning helps in resolving dilemma to impartation intelligence and learning
capabilities. This is important because it gives individuals in the organization a chance to
improve on their skills and competencies so that they can develop further in their career.
Individual learning- It is process of including change in behaviour of individuals. An
individual can learn new information, find new strategies or develop different representation of
situations. This may be result of experience, trials and errors, imitation and consciousness. This
is crucial because it is helpful for an individual to develop own skills and competencies which
will help a lot in the future to aim for development. The difference between organisational and
individual learning are as follows:
Basis Organisational Learning Individual Learning
Fundamental concept It is academic and theoretical
inquiry within organisation.
Its purpose it organisational
development on basis of
individuals.
Research focus It concentrates on the process
and practices of learnings
which are carried on in
organisation (Olaisen and
Revang, 2017).
This learning concentrates on
prescriptions and
developments strategies,
systems and good culture in
the context of organisation.
Organisational involvement This learning segments into
individuals, team and
organisational levels which are
commonly known as attributes
of organisational learning.
This emphasises total
organisational involvement
including leadership, reward
systems, cultural development
and learnings of best practices.
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Training- It is a basic concept of human resource development. It is mainly concerned
with development of particular skills with desired standards of instruction and practices. Training
is a tool which is highly used to bring employees into position where they can correctly carry on
their jobs, with effectiveness. It is an act which increases knowledge and skills of employees for
doing particular job in Hemlays.
Development- It is process which creates components like growth, progress, positive
change. This identifies traps and enables conditions which are related to political, economical,
social conditions followed in country and attempts for advanced development. The difference
between training and development can be discussed as follows:
Basis Training Development
Meaning It is process of increasing and
enhancing knowledge and
skills of each and every
employee in the organisation
(Strode, 2016).
This a process of learning and
growing in the work of
organisation and increasing the
level of productivity of self
learnings.
Orientation Training is job-oriented
process as it takes place while
doing activities and work
process within company.
Development id career
oriented as this involves
growing the skills and getting
promoted for next best level in
enterprise.
Duration It is short term process which
is performed within company
for fixed duration and on
completion of this is can make
work process easy and
understandable.
It is long-term process as it
takes place through out the life
spine of professional career of
one person (Rajalo and Vadi,
2017).
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P4 Analysis of need for continuous learning and professional development to drive sustainable
business performance.
To sustain and get recognised is one of the key business imperative which drives both
cost savings and value creation for company. Sustainable performance means harmonisation of
financial, environmental and social objectives to deliver core business activities in order to
maximise the value of organisation. Hemlays follows the process of learning new skills and
knowledge on on-going basis which is known as continuous learning of employees and personal
of company. It can come in many forms, from formal course to casual social learning which also
involves self-initiative and taking all challenges (Relich and Pawlewski, 2017). Continuous
learning can be held in Hemlays or it can be in personal such as for life long basis. It is important
for enterprise to stay competitive in recent global marketplace which means that managers need
to be more innovative, adaptive and ever changing nature.
The staff members need to learn new skills and have correct knowledge so that they can
see things with new angle and take next leap accordingly. If company do not supports a
continual process of learning, innovative things and ideas can not processed by members in
company and adopting change can be difficult task. That is why it is important for companies to
face challenges so that they can obtain new knowledge, ideas and skills and be flexible and
contribute kind of cutting-edge performance.
Company can not relay on continuous learning only, the managers have to also focus on
professional development of the staff members and other important people which help
organisation attain competitive position in market. Professional development can be referred as
the instructors which develop and improve their skills to meet needs of the employees. Some
professional development programs are used and designed for enhancement of professional plant
process and advance the career of people (Hartmann and et.al., 2018). Hemlays values based on
hiring decisions of candidates overall fitting to corporate culture to match specific set of needs
with the skills which are required in company. This idea is based for long-term, managers invest
in those candidates that have right attitude and compatible personality even if they do not
initially have entire skill set on shot which are needed for role play in company.
With the help of professional development programs employees can follow process of
continuous career development and would help Hemlays to be ahead in its competitors and make
employees more acceptable to ever changing standards of market. Such programs may also
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impact the employees on their personal level as with self development, they can update and
modify themselves (Smith and Bititci, 2017). This is important because changes are not fixed
and if work is not matching with changing environment then company would be able to sustain
in market.
M2 Application of learning cycle theories to critically analyse importance of implementing
continuous professional development.
For implementing continuous professional development model for employees of
Hemlays, HR professional can apply some learning cycle theories which can analysis the
performance. Learning cycle is concept by which people learn from their own experience. This
cycle has numbers of steps or phases, the last of which is followed by the first one. The steps
may be classified as preparing, absorbing, capturing and reviewing performance of the
employees in company.
D1 A detailed and coherent professional development plan that appropriately sets out learning
goals and training in relation to learning cycle for achieving sustainable business
performance objectives.
In every organisation, motivated employees are required for achieving set goals and
objectives of company. For this purpose, HR manager of company implements professional
development plan (Kendellen and Camiré, 2017). With the help of this plan the employees are
trained and motivated properly with the used of effective methods. All this things in the end
helps the organisation to sustain with its business with the focus on performance objectives.
TASK 3
P5 Demonstration of understanding of contribution of HPW for employee engagement and
competitive advantage within organisation.
HPWS (High performance Work System) are the group, which is separated, but inter
connected to the human resource practices which is related to the Training, performance
appraisal, compensation and the selection of the staff members in Hemlays. It is
designed for improving the effectiveness of the employees. With the help of HPW the
employee would get the better skills and they will feel motivated however, the employees would
get the opportunities to excel when the mentioned HR practices aligned (Gagné, 2018). It is
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required for Hemlays to find out the elements of the HPWS for the organization. The elements of
the HPWS are mentioned below:
 Employee Security- it has been seen that many of the organization are not practising the
partnership with the employees. the HPWS advocate the creation of the trust
partnership with the employees that will build the commitment and promote the extra-
role behaviour which is critical for the organization.
 Selective Hiring- it is required for the organization to provide evaluate the new hiring
that is only précised with identifying the critical skills and attributes of the employees.
The hiring should be done based on the requirements (Holt and et.al., 2020).
 Decentralized decision-making- The company can established the HPWS culture and
recognised the importance of identifying the goals and objectives. The teams, which have
been well trained and self-managed, can, enjoy the autonomy and they can make the
decision that shows the high trust in the employees by the organization.
 High results based compensation- With the help of compensation system the company
can reward its employees at all levels when Hemlays gets the success on promoting
commitment to share goals. Compensation of the employees depends on the organization
performance, which have adopted the high performance culture.
Challenges of HPW's due to COVID-19-
 Setting of inappropriate standards- If wrong standards are set in Hemlays to measure
performance then this can create difficulties for the managers in measuring it and thus
this can affect the organization's work structure.
 Wrong measurement of performance- Setting of wrong standards will result in wrong
measurement of performance. Thus in Hemlays this can create various difficulties for the
workers.
M3 Analysis of benefits of applying HPW with justifications to specific organisational situation.
The benefits of high performance working within Hemlays are as follows:
 Better employee attitude- As the employees are important part of company it is part to
take carry of their workings in company. HPW helps employees to make good attitude
for performing activities of business.
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 Better cooperation inside and outside organisation- When the company has high
performance requirements the people in Hemlays require to coordinate the work which
helps people in understanding others who work and their ways to work in organisation.
 Better financial results- When the organisation is focusing more over the quality then
the sales and satisfaction of people increases. All this ultimately results in good financial
situations of company.
TASK 4
D2 The valid synthesis of knowledge and information resulting in appropriate judgements on
HPW and mechanisms used to support HPW.
The application high performance working helps in enhancing skills of individuals
working in organisation. With the use of appropriate learning techniques as well as organising
events and games which help in increasing performance capabilities of personal (Cleary, and
Doody, 2017). Different mechanisms used help in giving fresh and healthy environment to the
people in company and increases their interest to work in such environment.
CONCLUSION
From this project report it can be concluded that in a company it is important that
individuals, terms of organisation formulate some strategies which have focus over development
of them. For this purpose, appropriate skills, professional knowledge and behavioural analysis is
required in company by human resource managers. The updates in learning and development can
also be differentiated and explains the need for continuous learnings and professional
development which drive sustainable business performance of company. Apart form this there
are different ways in which high performance working can contribute in employees engagement
and competitive advantages in marketplace.
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