35 Developing Individuals, Teams and Organisations

35 Developing
Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................3
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role..........................5
TASK 2............................................................................................................................................8
P3 Analyse the differences between organisational and individual learning, training and
development................................................................................................................................8
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance.............................................................................................10
TASK 3..........................................................................................................................................11
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.............................................11
TASK 4..........................................................................................................................................11
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high- performance culture and commitment..........................11
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
The organisations are dependent on the performance of the individuals and the teams
which contribute to the overall performance of the organisation. The performance development
is the key solution to fix any problem and improve the job threatening gap in performance.
Development of employees means to increase the capacity of the individual in terms of its
performance so that it can effectively contribute to the organisational goals. The individual, team
and organisation development is dependent on each other as the effective team work will
contribute in the development of individual also and the organisation too. Similarly, the
performance of organisation motivates the workforce to contribute more productively so that
common organisational objectives are achieved (Alatailat, Elrehail and Emeagwali, 2019). There
must be sense of belongingness and mutual support for each other so that effective teams are
build and commitments are fulfilled timely. The organisation chosen for this report is Hamleys, a
british company dealing in toys. It was established by William Hamley in 1760 as Noah's Ark.
This report shall cover the appropriate skills, knowledge behaviour which are required by the HR
professional, a personal skill audit and a personal development plan. Further the difference
between the individual and organisational learning and training and development. It will further
cover need for continuous learning and professional development, how HPW contribute in
employee engagement and lastly different approaches to performance management.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
The human resource of an organisation is considered as the major asset of the company
who works behind the organisation in order to achieve the organisational goals and objectives.
The HR professional must possess itself with requisite skills, knowledge and behaviour so that it
can effectively manage its staff and retain them into the organisation (Brennan and et. al., 2020).
The skills, knowledge and behaviour which are required by the HR professional to contribute
effectively to the company and manage the staff of Hamsley is discussed below-
Skills- It is the ability to do something well or in expertise form.
The HR professional of Hamsley must possess itself with the requisite skills so that it can
plan, monitor, direct and control the workforce effectively. The skills required are as follows-

 Active Listening- This skill requires the HR of Hamsley to concentrate and pay attention
to its workforce so that they can share their information and issues freely. The HR
Professional must take time to understand what the speaker is trying to convey and do not
interrupt in between when the staff is delivering the information or query.
 Time management skills- The HR professional of Hamsley must possess the skill of
managing the time so that it can utilise its own time and of others so that work is
completed before deadline. This will help HR in utilising its resources on time and
delivering the offering to the customers and employees on time (Davenport and et. al.,
2016).
Knowledge- It is an awareness, understanding and familiarity of something.
The HR professional of Hamsley must acquire the requisite knowledge so that it can
work towards the betterment of the organisation by bringing out the best from the employees.
The required knowledge is as follows- Administration and Management- This knowledge involves the HR professional to
acquire the knowledge of management principles so that it can effectively plan and
allocate the resources. It also includes leadership technique to manage the workforce and
coordinate between the employees so organisational goals are achieved are attained
efficiently.
 Personnel and Human resource- This includes knowledge of recruitment and selection
so that productive staff is selected for the organisation. The HR professional of Hamsley
also acquire the knowledge of training, development, compensation and many other so
that it can retain the talented staff and select the best candidate for the company
(Ganguly, Chatterjee and Farr, 2018).
Behaviour- It is something in which an individual acts or conduct its activities towards others.
The behaviour of HR plays a major role in managing and controlling the workforce. It
helps in performance management and employee engagement. The HR professional of Hamsley
must have the behaviour which is discussed below- Solution oriented- The HR professional of Hamsley must have the behaviour of solution
oriented so that it can seek resolution which can satisfy the parties involved in conflict.
This behaviour requires a level of creativity which can solve the problem by breaking the

traditional thinking and bringing something new into the organisation. The HR must be
solution focused not the problem focused so that it can eliminate the problems.
 Technology savvy- The HR professional of Hamsley must get updated with the new
technologies which are prevailing in the environment. It must possess the behaviour of
adopting new technologies into the system of company by balancing the technology and
the human touch (Garavan and et. al., 2020).
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Personal SWOT analysis
The HR Advisor for Hamsley must acquire the requisite knowledge, behaviour and skill
so that it can perform its job roles and responsibilities efficiently. These skills, knowledge and
behaviour are important in order professional develop the workforce for better career
opportunities (Gentle and Clifton, 2017). The Personal SWOT analysis shall help the HR advisor
to identify its strength, weaknbess, threat and weakness so that it can work on its weakness and
threats and utilise its strength and opportunities for further development. The SWOT is discussed
below-
Strength Weakness
 As a HR Advisor, my main strength is
active listening. I attentively listen to
others and then share my view points so
that I can understand the view point of
others.
 My another strength is that I can
administer and manage well. As a HR
Advisor, I will utilise my this strength
to manage my workforce so that I can
contribute to organisational goals
effectively.
 My main weakness lies in lack of time
management skill. I am unable to
manage my time and contribute my
major time to unimportant task. So I
need to work on my time management
skills.
 My another weakness is solution
oriented knowledge. I am unable to find
quick solutions to the problems which
become a hurdle in my overall effective
performance.
Opportunities Threats
 I look for new opportunity in  I see major threat of competition as

technology as I am average in this. In
order to work efficiently, I need to
become technology savvy so that I can
utilise the machinery and human force
effectively for the organisation.
 Another opportunity lies in learning the
personnel and human resource
knowledge so that I can manage my
workforce with full concentration and
effectiveness so that their productivity
can be increased.
nowadays people have become more
competitive and career oriented. My
weakness may allow my competitors to
leave me behind and acquire what I
shall deserve.
 Another threat is the dynamic society
where people's need and demands
changes over night. The lack of good
market research is the threat which is to
be coped up in order to become
efficient HR Advisor.
Personal Skills Audit
It is a process of analysing the skills, behaviour and knowledge which an individual lacks
and which it posses. The HR Advisor for Hamsley shall have the personal skill audit to identify
its required skills and knowledge which is discussed below-
Skills/
knowledge/
behaviour
Poor Average Good Excellent
Active listening
skills
*
Time
management
skills
*
Administration
and management
knowledge
*
Personnel and
human resource
*

Skills/
knowledge/
behaviour
Poor Average Good Excellent
Solution oriented *
Technology
Savvy
*
Personal development Plan
It is that action plan which helps an individual in developing the skills which lacks in it.
The HR advisor for Hamsley may prepare this plan in order to become skilled and competent for
performing this job role. The Personal Development Plan on the basis of SWOT is discussed
below-
Skills Current
ability
Target ability Developing
opportunities
Judging
criteria
Time frame
Time
management
skills- It is a
process if
planning and
organising as
to how to
divide the time
for the specific
activity.
Poor I want to
acquire this
skill
immediately
so that I can
utilise my time
effectively in
managing my
workforce.
I can develop
this skill by
reading
articles of
expert authors
so that I can
acquire tricks
and techniques
to manage my
time.
Additionally I
will develop
the schedule to
manage my
time so that I
can practice
My progress
shall be
judged by my
peers, family
and colleagues
who will guide
me improving
my skills.
Further
feedbacks
from
subordinates
and superiors
will also help
me.
3 months

Skills Current
ability
Target ability Developing
opportunities
Judging
criteria
Time frame
management
of time.
Solution
oriented- It
means to
become such a
kind of
individual who
is focused on
solution more
than the
problem.
Average I need to
develop this
skills as soon
as possible as I
want to
become
solution
oriented rather
than problem
oriented so
that my focus
shall be on
finding
solution.
I can acquire
this skill by
practising on
hypothetical
situations
where solution
can be brought
to imaginary
problems.
The judging
criteria shall
be
subordinates
and superiors
who will help
me in giving
feedbacks.
3 months
Technology
savvy- it is
such an
individual who
have
knowledge of
the modern
technology.
Poor The target
ability of this
skill is high as
I want to adopt
the technology
fastly and
bring
technology
oriented
approach into
the
organisation to
I can develop
this skill by
undergoing a
diploma
course so that
I can learn the
minute details
in Information
technology
sector. Further
books and
articles shall
The judging
criteria shall
be my result
from the exam
which I will
undertake
while
undergoing
diploma
course.
Additionally
my peers and
6 months – 12
months

Skills Current
ability
Target ability Developing
opportunities
Judging
criteria
Time frame
select and
recruit the
staff.
also help me
in acquiring
the same.
colleagues will
give me
feedback on
my progress.
SMART GOALS
Specific Measurable Attributable Reliable or
realistic
Time frame
To inculcate the
Time
management skill
This skill shall be
developed with
the target ability
of nine out of ten.
This skill is
achievable as it is
very much
important to have
basic sense of
managing time.
This shall be
achieved by
reading the
articles and books
of expert authors
and making a
schedule which
will help in
managing time.
The time required
shall be 3 months
for developing
this skill.
To become
solution oriented,
The target ability
of this is 8 out of
ten so that I can
become solution
oriented and
focus on solutions
rather than
problems.
It is achievable as
nowadays people
tend to be more
solution focused
rather than
problem focused.
This shall be
achieved by
practising it on
hypothetical
situations.
It shall be
developed in 3
months.
To become
technology savvy.
Its target ability is
9 out of ten.
This is achievable
as this is a digital
ear where
This can be
developed by
undergoing a
The time required
is 9 to 12 months
for achieving this

Specific Measurable Attributable Reliable or
realistic
Time frame
technology play a
pivotal role.
diploma course to
get proper
understanding of
it.
skill.
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development.
The concept of continuous learning is important for the personal and professional
development of the individual as well as the organisation. In Hamsley, the individual and
organisational learning contributes equally to both as individual development will contribute in
organisation's success and growth (Karam and et. al., 2017). Training and development helps in
individual learning and contribute to achieve organisational success. The difference is given
below-
Individual and Organisational learning
Basis Individual learning Organisational learning
Meaning It refers to a process which starts
when the employee feel motivated
and interested to bring change in its
knowledge so that it can effectively
observe and analyse the people.
It is a process which focuses on
retaining and transforming the
knowledge and skill into the
organisation. It has a focus on
overall development and
improvement of the company so
that new and innovative skills are
created in the company.
Purpose It has a sole purpose of improving
the skills and knowledge of the
individual so that it can perform its
It is aimed to solve the issues and
problems of the company and
improve the overall performance of

Basis Individual learning Organisational learning
job effectively. the organisation (Karau and
Warren, 2017).
Benefit It benefit the individual by
increasing its productivity so that it
can perform better.
It helps in developing the learning
culture into the company so that
employees feel job satisfied.
Training and development
Basis Training Development
Meaning Training can be referred to as the
process through which an
individual develop its skills and
competencies so that it can perform
its job role effectively.
Development is a process which is
mainly concerned with the overall
growth of its employees.
Purpose It is aimed to improve the
performance of the workforce.
It is aimed to make sure that
employees are prepared for the
challenges of future.
Focus It is focussed on present needs in
order to make the employee
efficient to perform its roles and
responsibilities (Lizier and Reich,
2020).
It is focused on future needs as it
makes the employee capable for
future opportunities.
Orientation It is mainly job oriented as it is
given to the workforce for a
particular job role.
It is career oriented as it is focused
on future opportunities.

P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning is the process which self motivate the employees so that it can
acquire the competencies and knowledge in order to expand its skill set and get ready to develop
the new future opportunities. It is a part of the professional development where the employees
are encouraged to learn new skills so that they can become competent to accept any challenge
(Moxen and Strachan, 2017). The HR Professional of Hamsley must focus on continuous
learning so that it can increase the efficiency of the employees and make them prepared for
future challenges. The need for continuous learning is discussed below in context to Hamsley-
 Career development- The continuous learning helps the employees to get ready for
future opportunities which will ultimately help them in career development. Learning can
be done through training, skill development or education which will help in achieving the
objectives so that it can revolve towards new position. This will ultimately help in growth
of Hamsley and the professional development of the employees.
 Maintain competitive edge- the continuous learning will help the company Hamsley to
battle with the competition as the employees will become more productive and efficient
which will bring ideas and innovation in the company so that the rivalry is beaten. The
continuous learning will also boost the confidence of the employees to do better in their
job roles (Zighan, 2020).
TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
The high performing working refers to the general approach which helps in managing the
workforce of the organisation so that they can become more efficient and productive. An
efficient employee can only contribute in achieving the organisational objectives and goals and
this productivity and efficiency can be increased by High performing working. HPW is a
productive approach which can help Hamsley to obtain maximum profit so that it can cope up
with its challenges and threats (Obeidat, Mitchell and Bray, 2016). It is an effective approach for
Hamsley as it will help its workforce in grabbing all opportunities in a better manner so that they
can take the company to higher success through their efficiency and productivity. The

organisation Hamsley uses this practice of HPW in order to contribute to employee engagement
and competitive advantage in following ways- Developing long term goals- The organisations convey the goals to the workforce priorly
in order to make them attentive to achieve them in stipulated time. This helps in
eliminating the confusion or ambiguity so that employees can concentrate on their goals
to sustain profitability in the organisation. The Hamsley communicate the goals to the
staff beforehand so that they can lead towards achieving it effectively.
 Flexible working culture- the companies build a healthy working culture for the
employees so that they feel engaged with each other and feel motivated and encouraged
to achieve the organisational goals effectively. In context to Hamsley, the organisation
makes healthy working environment and render them training sessions so that they can
become efficient to battle the competition and overcome their shortcomings in order to
increase the firm's productivity (Thornton, 2019).
TASK 4
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high- performance culture and commitment.
The performance management practice is aimed to enhance the performance of the
employees so that company's productivity and profitability is enriched. This practice helsp the
manager to evaluate the performance of each workforce so that it can motivate them to render
their best so that ultimate advantage is given to the firm in terms of increased profitability and
productivity. The managers of Hamsley uses various approaches of performance management so
that it can build a healthy working environment in the workplace so that feeling of commitment
is lightened. Different approaches used by Hamsley for performance management is discussed
below-
 Attribute approach- This approach focuses on an extent to which the individuals have
acquired certain traits or attributes which the company thinks is desirable for the growth
and success of the company. Under this employees are evaluated in terms of their
characteristics and attributes. These includes communication, teamwork, innovation, and
many other, for instance, the managers of Hamlsey can judge the performance of its
workforce by using this approach through which they will evaluate every employee's

performance for determining their skills in order to enhance the working culture of the
company (Rowe, Karg and Sherry, 2019).
 Comparative approach- under this approach, the manager evaluate the performance of
an individual by comparing its progress with that of other with a purpose to acquire the
accurate growth level of the organisation and the manpower. The comparison is done
and each employee is ranked from its highest to lowest rank. In context to Hamsley, the
managers can use this approach and compare the performance of each employee and
apply its strategic planning on that employee whose performance is low in order to
overcome its weakness. This will help in building healthy working culture and on the
other hand increase the efficiency of the workers so that they can get committed towards
their work (Safavi and Karatepe, 2018).

CONCLUSION
It is concluded from the above report that an HR professional must possess certain skills,
knowledge and behaviour in order to manage its workforce effectively. These knowledge, skills
and behaviour enable them to bring out the best from their workforce so that their efficiency is
increased and the organisation's productivity is enriched. The personal SWOT analysis and skills
audit has enable the HR advisor to work n its weakness through the personal development plan
so that it can overco0me its weakness. Further the continuous learning is an important part of the
professional development which enables the workforce to become productive and efficient. The
High performance working helps the managers of Hamsley to increase the employee engagement
by developing long term goals and flexible working condition so that organisation's success and
growth is ensured. Further the attribute and comparative approach will help the managers of
Hamsley to effectively manage the performance of the employees.

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