35 Developing Individuals, Teams and Organisations

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Identify professional skills, knowledge and behaviour required by HR professional......3
P2: Personal skills audit and professional development plan.................................................5
TASK 2............................................................................................................................................9
P3. Differences between organizational and individual learning and training and development
................................................................................................................................................9
P4 Need of continuous learning and professional development in sustainable business
performance..........................................................................................................................11
TASK 3..........................................................................................................................................12
Covered in PPT.....................................................................................................................12
TASK 4..........................................................................................................................................12
Covered in PPT.....................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Employees are driver for an organisation and who are contributing to the organisation so
as to make them achieve desired targets and objectives. Thus as considering their skills and
capabilities this can help the management to obtain maximum profitable results. For these
activities HR professional is liable as they are responsible to conduct several trainings and
development programme in order to enhance individual performance so as to make them capable
to achieve goals and objectives. This report is based on Hightown Housing which is rendering
charitable services and principally operating their business in Hertfordshire, Bedfordshire,
Berkshire and Buckinghamshire. This report includes skills, behaviour and knowledge on a HR
professional in order to obtain best form internal workforce. This report also includes personal
audit plan and action plan of a HR professional which helps in highlighting those ideas which
required high improvement (Woodcock, 2017). Numerous approaches of operation management
are described which are helpful in achieving business goals and objective within stipulated time
frame.
TASK 1
P1 Identify professional skills, knowledge and behaviour required by HR professional
HR professional is having prominent role in developing skills of employees so as to
support them during process of goal achievement. These roles involve recruitment, selection,
organising training and development sessions, employee recognition by giving them appropriate
rewards etc. Hightown Housing is engaged in rendering benefits to the society by providing them
excellent housing facility on charitable basis. So it is essential for HR professionals to examine
skills and their own capabilities so as to recognise their areas of development. Some of the skills,
knowledge and behaviour which are associated with HR professionals are elaborated as under:
HR skills:
Communication skill: This is essential for HR professionals to recognise skills and
capabilities of employees with the help of effective communication which is helpful for them to
allot overall tasks in easier manner through which it contributes towards organisational success.

Within this context HR of Hightown Housing is required to procure such skills which help them
to execute training and development sessions so as to give high opportunities to their employees
in order to give rewards and performance appraisal (Waddell and et. al.,2019).
Team work skills: In order to get maximum output team work is essential. So with
reference to bring all the employees’ together HR professionals are required to acquire such
skills through which strength and weaknesses of each employee can be identified so as enhance
team work in them and enhance performance of overall team. In the context of Hightown
Housing these skills are helpful for the business to get its overall enhanced performance.
Knowledge:
Law and government: In a company HR professional is required to implement acts
which are related to employment and enforced by government. This helps the company to work
for betterment of employees within a business organisation so as to give safe environment within
organisation. These laws include Equality Act, Unfair dismissal Act etc. With this context HR
professional of Hightown Housing is required to have knowledge of various employment laws
and other legislative laws so as to implement these laws in effective manner which is helpful for
the organisation to stay sustained within fields for longer duration (Onyett and et. al., 2020).
Personnel management: It is essential for an organisation to create positive atmosphere
within working environment so as to have positive impact over employee performance level.
Within this context HR professional of Hightown Housing is required to identify requirement
and needs of employees so ad to motivate them towards effective business operations. This will
help the HR professionals to recognise employee performance through which bonus and rewards
can be given to them in an effective manner so as to enhance business performance and enhances
employee retention in the organisation.
Behaviour:
Accountability: HR professional is required to have accountability so as to admit success
and failure within formulated policies and put efforts to enhance performance of the
organisation. In the context of Hightown Housing it is required by HR professionals to have

behaviour of accountability so as to maintain transparency and trust this makes HR professional
more expertise and responsible.
Adaptability: HR professional is required to behave in such a manner that they can deal
with all business complexity in appropriate manner which may arise due to changing behaviour
of their employees. By solving these kinds of conflicts among employee this makes the HR
professional more expertise and efficient.
P2: Personal skills audit and professional development plan
HR professional in an organisation is required to recognise their own skills and
capabilities so as to have knowledge about those areas which requires improvements and
developments. This is possible by conducting self-audit and then making action plan in order to
improve those weaknesses (Plant and Padotan, 2017). Thus being a HR professional of
Hightown Housing this is essential for me to execute self-audit which is elaborated as under:

Personal skills audit of mine as HR Professional of Hightown Housing Association
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Team Building Ability 8 9 -1
2 Conflict Solving 9 8 1
3 Decision making Power 8 9 -1
4 Confidence Level 8 7 1
6 Communication skills 9 7 2
7 Information Technology Skills 9 8 1
8 Critical thinking 7 8 -1
(In above table negative variance is considered as my strong point and positive variance are
considered as my weak point)
After conducting skills audit, I noticed some skills that I am good in and some
weaknesses which I am required to work upon (Berman and et. al., 2019).
Apart from this, there are some strong and weak points recognised through executing
SWOT Analysis:
Strength Weakness
 I have a strong talent of identifying best
talent in the organisation which is
helpful for me to assign teams to the
entire member and motivate them to
perform in a team.
 I am having adequate knowledge about
different employment and other
legislative laws which is helpful for me
 By working in numerous locations I
found difficulties in communication
with various people which are form
various culture and religion.
 At some points of time I am unable to
identify employee issue due to over
focus on business goals and objectives.

to implement those laws within
workplace and execute my work
without any interventions.
Personal development plan (PDP) for HR professional role
Personal development plan is defined as the action plan which can be used to improve
those areas which are required so as to make mu skills enhanced in order to complete assigned
tasks. After recognising my weaknesses I am required to work on those and put efforts to
improve them. For that purpose my action plan is elaborated below:
Sr
.
N
o
Learnin
g
Objectiv
e
Current
Proficiency
Target Proficiency Development
Opportunitie
s
Judging
criteria
Time
Scale
1 Commun
ication
skill
My
communication
skills are weak
due to which I
not much
comfortable in
communicating
with higher
authorities in
desirable
manner (Goodin
and Davis-
Ngatai, 2018).
I am required to
work on these skills
which will help me
to motivate
employee in order to
obey rules and
policies of the
company.
This is going
to assist me in
presentation
during
seminars and
in expressing
my new ideas
there on.
Peer members
and
subordinates
2
months

2 Problem
solving
skill
Lots of issues
are arising
within
employees
which are faced
by Hightown
Housing as they
are working in
numerous fields.
So within this
context
sometime it is
not possible for
me to solve their
issues in
prominent
manner (Tracey,
2016).
For this I am
required to enhance
my skills so as to
maintain healthy
business
environment within
organisation. This
will render enhanced
performance skills in
employee in order to
achieve business
objectives.
This can be
improvised by
calling
regular
meeting in
which
employee are
involved and
their
grievances are
heard.
Top level
personnel.
3
months
TASK 2
P3. Differences between organizational and individual learning and training and development
Individual learning: This term is defined as the procedure to make employees more
capable so as to stimulate their contribution in the business. For this context HR professional of
Hightown Housing is providing learning programs to the individual so as to motivate them and
enhance their retention.
Organisational learning: This is defined as those activities which are taking place at
organisational level and helps the employees to achieve overall organisational objectives. These

policies are framed by HR manager in Hightown Housing so as to execute planning for goals
achievement in proper manner.
Differences between individual and organisational learning
BASIS INDIVIDUAL LEARNING ORGANISATIONAL LEARNING
SCOPE This is having limited scope as it is
focused on enhancing skills of
individual only.
This is having wider scope as it is
emphasised on enhancing overall
skills and capabilities of
organisation.
RIGIDITY This is flexible in nature and can
be enhanced by organising training
programs (Kampkötter, 2017).
This is less flexible as whole the
organisation is involved and change
management is difficult to
implement.
TIME This does not have any specific
time limit and can be enhanced at
any point of time.
This involves specific time period
which are mentioned within
organisational policies.
Training: This is a concept which is having high focus on improving skills and capabilities in
order to make employees more responsible to their designated roles and responsibilities. Within
this context HR professional of Hightown Housing is accountable for recognising those skills
which are missing in employees and for that training should be provided so as to improve the
same. This will help the employees to increase their chances of position themselves at a good job
position in a company (Bailey and et. al., 2018).
Development: This is a continuous process and majorly focused on skills and abilities of
workforce so as to make them more responsible for performing their job obligations. This will
assist employees in enhancing their career opportunities so as to get good job in future and
brighten their future. Thus HR professional of Hightown Housing is required to put more efforts
within overall development of employees which will render new ideas in business to flourish.

Differences between training and development
BASIS TRAINING DEVELOPMENT
ORIENTATION This is a procedure which is
highly focused on enhancing
capabilities so as to complete
given task and responsibilities.
This is a procedure which is
emphasised on enhancing personal
development of employees so as to
help them in their professional
career.
SKILL It enhances technical skills of
workforce which are required to
complete given tasks.
Development helps the business to
get more innovative ideas due to
which employee level up their
capabilities in order to obtain better
results thereon.
AIM The major aim of conducting
training program in Hightown
Housing is to help employees to
complete their task in desired
manner (Lu and et. al., 2016).
Major aim of conducing
development program is to give
high career growth to the
employees.
Time-Duration This is focused on enhancing
required skills only so it is less
time taking.
This consumes huge time as
overall development is conducted
within various fields of an
organisation.
P4 Need of continuous learning and professional development in sustainable business
performance
Continuous learning id defined as continuous expansion in skills and capabilities of an
individual which is totally focused on responding to continuous change on business environment.
These practices are used by Hightown Housing so as to create positive environment within
organisation and enhance individual performance as well (Jha and et. al., 2017).

Professional development is a procedure which is having its high focus on enhancing
skills via academic degrees and seminars so as to give collaborative learning to employees and
provide them career growth as well.
In Hightown Housing both the learning are required for sustainable business
performance. Below are some essentials for both the learning’s:
Implement of existing knowledge: Hightown Housing is having global level operations
which involve vigorous and continuous changes. With the view to execute all the operations in
effective manner management are using technological aspects in order to exhibit continuous
learning.
To gain competitive edge: With the help of these learning programs employees are able to
give their full support to the organisation which may assist them too receive competitive edge
within market.
Enhancement of skills: Skills, capacities and experiences are having major role in
performance of employees. Hightown Housing is more focused on improving employees’ skills
with the help of task performance.
Learning cycle: With the help of appropriate skills and theories employees can enhance
their performance and capabilities so as to help employees within Hightown Housing. Stages of
leaning cycle are explained as under:
Diverging: This sort of learning assists in locking for those values and perception by
which Hightown Housing is able to achieve their task and objectives with open mind (Sharma,
2016).
Assimilating: People are willing to work as according to their work as per the relevancy
so in the context of Hightown Housing they are using analytical model within their operational
functions.
Converging: This type of leaner are having focus on solving major problems which are seen
by the business. These problems are solved by implementing experiment in business.
Accommodating: This style of learner performs their task on practical basis. Hightown
Housing is using this style so as to accommodate their technical individual.

TASK 3
Covered in PPT
TASK 4
Covered in PPT
CONCLUSION
From the above report it can be concluded that an organisation is having a main asset
which is their employees that helps them to achieve desired growth and success. It is essential for
HR professional to get required knowledge, skills and behaviour with the help of self-audit so as
to improve those areas which are required to have developments. On the other side various
approaches having different meaning such as training and development, individual and
organisational learning. There are various approached that are required to be considered by HR
professional such as collaborative approach, comparative approach so as to motivate their
employees and create healthy environment within organisation.

REFERENCES
Books and journals
Bailey and et. al., 2018. Strategic human resource management. Oxford University Press.
Berman and et. al.,2019. Human resource management in public service: Paradoxes, processes,
and problems. CQ Press.
Goodin, T. and Davis-Ngatai, P.S., 2018. Implementing a human resource plan. Kings & Queens
Journal, 1(1), pp.11-17.
Jha and et. al., 2017. Contribution of HR systems in development of ethical climate at
workplace: A case study. South Asian Journal of Human Resources Management. 4(1).
pp.106-129.
Kampkötter, P., 2017. Performance appraisals and job satisfaction. The International Journal of
Human Resource Management, 28(5), pp.750-774.
Lu and et. al., 2016. Work engagement, job satisfaction, and turnover intentions. International
Journal of Contemporary Hospitality Management.
Onyett and et. al., 2020. A national survey of crisis resolution teams in England.
Plant, K. and Padotan, R., 2017. Improving skills development in the South African public
sector: an internal audit perspective. Southern African Journal of Accountability and
Auditing Research. 19(1). pp.35-48.
Sharma, F.C., 2016. Human resource management: Latest edition. SBPD Publications.
Tracey, W.R., 2016. The human resources glossary: The complete desk reference for HR
executives, managers, and practitioners. CRC Press.
Waddell and et. al., 2019. Organisational change: Development and transformation. Cengage
AU.
Woodcock, M., 2017. Team development manual. Routledge.