Analyzing Research Papers and Assignments

This assignment involves analyzing a series of research papers and assignments across various fields, including organizational development, team science, psychology, and more. The task requires identifying relevant concepts, understanding the relationships between them, and extracting key information for presentation in a specific format. This detailed analysis aims to provide a comprehensive summary of each paper or assignment, highlighting important findings, methodologies, and conclusions. By following this approach, students can gain a deeper understanding of complex topics, improve their critical thinking skills, and develop effective methods for presenting and communicating complex information.

Developing individual, Teams
and Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Requirement of knowledge, skills and behaviours in the department by Human resource
management............................................................................................................................1
b) Analyse and the skills audit for the employee..................................................................3
c) Plan for professional development ....................................................................................6
Task 2...............................................................................................................................................7
d) Difference between organisational and individual learning...............................................7
e) Requirement of continuous learning and professional development.................................9
TASK 3..........................................................................................................................................10
i) Contribution of high performance of the employees and benefits within Morrisons
organisation .........................................................................................................................10
ii) Approaches to performance management and support culture of high performance and
commitment..........................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Developing individual, team and companies is a process of specific activities which
require in the person, team and company. In order to developing individual or team, there are
different types of activities which can help at workplace. This present report based on Morrisons
organisation which was registered in 1899. It is the fourth biggest chain of supermarket business
in the UK. This report will focus on the knowledge, skills and behaviours which required by
human resource management. Along with this report cover the points of professional plan for
individual learning and organisation learning.
TASK 1
a) Requirement of knowledge, skills and behaviours in the department by Human resource
management
Human resource management department is the backbone of the company. Through
HRM, they hire the people who has knowledge, skills and good behaviours. Human resource
professionals are most important in the organisations. Human resource, require lot of knowledge,
skills and behaviour so they can able to accomplish their task and hire the best employees for the
organisation. Good hiring is based on the team who recruit the people, and they observe that
people in professional way (Bolman, and Deal, 2017). Further, they select the people as
company's employees. In the human resource should be knowledge of entire policies, skills of
communications, interaction, professional skills and managing team skills and good or soft
behaviour which required by Morrisons organisation. The knowledge, skills and behaviour
should be in Human resource as below mentioned :
Knowledge - In HRM, there is a requirements of understanding of concepts and different type of
skills in order to accomplish the task. They should have the knowledge of how to recruit the
staff, how to arrange interviews and how to select them. Other than that, they should be able in
working closely with various department and increasing in a consultancy role. Consultancy help
HRM to hire people for the company, so they should have knowledge of how to increase
consultancy role in the organisation (Katzenbach, and Smith, 2015). They should have
knowledge of company's policies and should be able to understand, effective changes and
implement in policies and procedures. Morrisons company has the culture of promoting equality
and diversity, so they should have knowledge for the same. HRP should have knowledge of

Personnel and human resource, administration and management, English language, personal and
customers services, company low and government, psychology, counselling, Public safety and
security, economic and accounting, computers and electronics etc. These entire knowledge
should have in a person for the Human resource profession, because through these knowledge,
person can hire a best employee for the company and accomplish their all task in professional
way at their workplace (Woodcock, 2017)
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Skills and behaviour of trainners-
In order to provide effective training and development to the employees is an important
part to manage the performance of business enterprise. With the help of this the firm is able to
achieve the better outcomes. Thus, it can be said that the training is helpful in order to obtain bets
outcome. In this manner the trainer need to have these skills at the tie of providing training to
their employees.
A deep knowledge of business- The trainer should have detailed knowledge about the operation
of the firm so that they are able to provide good training skill to the individual so that they are
able to carry out the operation of firm effectively.
Ability to measure and assess staff training needs- The good manager can easily understand
the problem in relation to faltering productivity and this all happened due to lack of focus,
confusion situation, technological challenges etc. with the help of providing effective training
opportunities they are able to develop the things in the effective manner. With the help of
effective measurement of the training needs they should take initiative with the help of which
they can develop potential of staff. `
Strong communication- communication plays it role as the essence of management. With the
help of this there can be solution to understanding the problems, conveying good ideas so that
activities can be carried out effectively. With the help of better communication between the staff
and managers they are able to break complex situation.
Passion for continuous learning- In this it can be stated that the learning is the continuous
process. They need to listen to their staff so that effective training can be provide to them. With
the help of this kind of activities they are able to deal with the function of the enterprise.
3

Skills - In a human resource profession, should have lot of skills, which help them in recruiting
and at work place in the organisation. There are different types of skills, which should be in
human resource profession at their workplace. These skills are as active listing, speaking, social
perceptiveness, management of personnel resources, coordination, critical thinking, reading
comprehension, negotiation, which should be in the human resource profession. Through these
all skills, they will be able to accomplish their task at their workplace in profession way. Other
than that, they should have skills of judgement, system investigation, time management, decision
making, system rating, communication, monitoring, complex trouble resolution, active learning,
written material, instructing, service placement, acquisition planning, mathematics, management
of financial resources and operational analysis. Through entire skills, they will be able to provide
their best to the organisation and company get the best human resource profession in their human
resource management. These knowledge and skills are the key of quality recruitment and
company's best culture (Aarons, and Sklar, 2014).
Various skills of HR trainee
 Interpersonal skills: There are several skills that are included in the interpersonal skills
such as communication, relationship etc. Communication is very important skills for the
human resources, this helps to build confident among the employees.
 Team work: This is very important skills for the employees as human resource need to
be leader for the workers. This is because they have to handle all the activities of
employees.
Behaviour - Human resource profession is based on their behavioural factors, because a person's
behaviour show their nature of quality. So this profession should have good behaviour, being
honest and ethical, integrity, stress tolerance, leadership, initiative and dependability obligations.
Further, the behaviours require in the person are they should have self control, cooperation,
concern to others, adaptability or flexibility, analytical thinking, attention to details, social
oriented, independence (Eime, and Payne,2013.). Their behaviour should be in integrity,
innovative and continuous learning. This profession needs establishing and managing personally
ambitious accomplishment targets and effective attempt toward mastering works. This job needs
creativeness and secondary thinking to create new content for answerers to activity related
trouble. So they should have these all skills, knowledge and behaviour for the recruiting perople
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and through that a person will be able to do their task in professional way and also able to hire
best employees for the organisation (Cummings, and Worley, 2014).
Behaviour of a HR trainee
 Manage performance in proper meaner: There are several responsibilities and
authorities need to be fulfilled by the employees, on the basis of their work, their
performance have been evaluates.
 Leadership: Human resource manager should be good leader for the employees so that
they can influence their team in the right direction.
 Accountability: Human resource officer must be accountable and responsible for his
activities. This will help him in effective growth and development
In the organisation, there are different responsibilities for the human resource profession.
company require that they will be able to complete their responsibilities at their workplace. So
company want these entire knowledge, skills and behaviour in human resource profession for the
good culture (National Research Council, 2015.).
b) Analyse and the skills audit for the employee
Information
Technology
Very good Good Adequate Little or no
experience
Utilization of
Microsoft office
word
✓
Utilization of
excel spreadsheet
✓
Use a database ✓
Use specialist HR
software
✓
5

Usage of the
internet
✓
Usage of an e-
mail
✓
Utilization of
power point
✓
Communications
skills
Very good Good Adequate Little or no
experience
Drafting contracts
of employment
✓
Taking notes of
disciplinary
hearings
✓
Write reports ✓
Produce material
to support
presentation
✓
Delivering a
training sessions
✓
Resolving
disputes /
complaints
✓
Interviewing ✓
Advising on HR
issues
✓
6

Very good Good Adequate Little or no
experience
Problem solving skills
Make good usage
of communicative
reasoning skills,
able to manage
complex data and
make exclusive
utilization of
information
✓
Explore more
than one solution
in order to solve a
problem
✓
Consider the
ideas of other to
help solve
problems
✓
Supervisory Management
How much experience
have you had in your
placements ?
1 Month 1-4 Months 4 Months
How many people
have you arranged at
None 1-6 Above 6
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any one time ?
Audit of skills -
It is the procedure that can be utilized to determine the ability gaps in the company. The
benefit is the training requirement investigation that identifies where training required. From the
above report we found that employees are good in Microsoft office word, adequate in excel
spreadsheet, very good in database, no experience in specialist HR software, very good in
internet, good in e-mail and no experience in power point. Other than that, employees Adequate
in drafting contacts of employment, good in taking notes of disciplinary hearings, very good in
write reports, no experience in produce material to support presentation and Adequate in
Delivering a training (Zohar, and Polachek, 2014).
Audit of skills - Analysis of Communication skills: After analysing the communication skills of Jane
Cambridge, it has been founded that she is very effective and efficient in writing the
different reports and have good skills to produce information for presentation. Other than
that it have been founded that she is very good in the writing the notes of different human
resources aspects.
 Analysis of problem solving skills: After evaluating the problem-solving skills of Jane
Cambridge it was identified that she can find different alternatives in order to solve
different problems of human resource. Other than that it have been founded that she have
good skills to find the pros and cons of every alternative and select the best one to solve
the problem.
Training need -
Training need is based on audit report and weakness of employees. When organisation
found that in which work, employees are working not good, then they arrange training for that
employees. In the above report company found that employee's weakness and strength. So
employees are weak in excel spreadsheet, specialist HR software and power point. So they need
the training for finish their weakness (Pedler, and Boydell, 2013). Other than that, employees
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need training in drafting employment contracts, support presentation for the produce material,
training delivering , Investigate more than one resolution in order to resolve the issues and
Consider the opinion of other to help resolve issues (Breaugh, 2017).
c) Plan for professional development
The professional development strategy is a goal, that required skills and ability
development, and purpose an employees will require to complete in order to help nonstop
improvement and professional development.
Sr. No. Learning
objectives
Target
proficiency
of target
1 = Weak
5 = Strong
Opportunit
ies availed
for
developmen
t
Success
criteria
Time span
( Week )
1 Commutatio
n skills
In the skill
of
communicat
ion, I can
communicat
e in
professional
way and for
this skill I
will give 4
marks to
me.
I can learn
the more
communicat
ion skills
through
interact with
my
superiors
and
managers.
Through
this skill, I
can achieve
the goal of
the
company
and I also
will be able
to grow in
my personal
life
3 week
2 Team
management
skills
I am good in
this skill,
but some
time I can
When I
handled 15
people of
team, then I
When I will
be able in
this skill,
then I will
5 week
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not handle
the big team
which can
be above 15
people team.
So I will
give 3
marks for
this skill.
will be able
to handle for
the same
and I will
also learn
from the
team
management
books and
videos.
be
successful
person in
my life and
it help me to
reach on
top.
3 Time
management
skills
This skill is
very good in
me, because
I can
accomplish
entire work
on time at
workplace.
So I will
give 5
marks for
time
management
skill.
This skill is
most
important in
any
organisation
and I want
to learn
more in it
through
handle more
task in a
day. Other
than that, I
want to be
multitasking
person in
my life.
Through
this skill, I
can handle
the team
with time
management
and able to
accomplish
the entire
task on
time.
2 week
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Task 2
d) Difference between organisational and individual learning
Organisational learning provide by the company to their employees in order to achieve
the goals. Individual learning is based on particular person, who learn from self an from their
friend, family member, relatives or any other sources. There are lot of difference between
organisational and individual learning.
 Organisational learning is provided by the company and individual learning provided by
self or any other source like study, research or books.
 In the organisational learning, company arrange events, training sessions, development
program for entire employees but in individual learning, a particular person get the
information from different sources like reading books, and theories.
 Through Organisation learning, company develop their employee and individual learning
a person develop themselves only (Breevaart, and Demerouti, 2014).
 This benefits provide to entire employees but it is beneficial for only a person.
 This is very expensive learning method compare to individual learning, because an
organisation has to arrange different types of training session, and development program
but a person can learn from everyone , who survive on the global.
 In order to achieve company's target and goals, that why this learning session provide by
any of the organisation but individual learning purpose is not only self career but also self
motivation and its help company for achieving the goals (Fernet, 2013.).
Difference between training and development :-
Training and development is vital part of the human resource management. Training is
the procedure of learning, that worker can acquire an opportunities to develop a skills and
knowledge according to job requirements. Development is an educational process, which based
on employee's overall growth (Trépanier, and Vallerand, 2014).
 If any company provide training to their employees, so it can be accomplish in short
term, but development process is a long term process.
 Training provide by the company, In order to complete present task, but development
process for the future.
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 Training session is for job orientation and development is for career orientation.
 When company arrange the training session then its provide by the trainer and
development provide by self.
 Purpose of training is, to improve the work performance of the all employees and
development's purpose is, to prepare employees for future challenges.
 Aim of training is for particular job related and development aim is for general
knowledge.
 Training is provided in so many people but development provide in only few people.
e) Requirement of continuous learning and professional development
Continuous learning is a daily basis learning, which can be get from anyone, anywhere on
the global. This learning process is for increase more skills, knowledge and expand the abilities
of individual. This learning method is most important for the organisation and a person who
believe in continuous learning. Through this method, a person can able to get their goals and get
the lot of information and knowledge. This process help to the person in increasing their skills
and knowledge, information and abilities. It can learn through training session, development
program, development program, motivation videos, research, books, theories etc. These all stuff
hep to person in increasing their personal knowledge. It will help company, at workplace, in
achieving the goals, accomplish the target and making smooth work culture of the company. If
any organisation get the employees, who believe in continuous learning, then it is very effective
for the company in term of business, growth and profitability. Company can easily achieve the
target and goals, which was set by the managers. So this learning process not only important for
the specific person but also for the organisation.
Professional learning is learning to increase and manage professional credential such as
academic degrees to formal coursework, conference and casual learning chance situated in
activity. It is a process of improving and increasing capabilities of employees through training
session, development program and training opportunities in the workplace. It cane in office
premise and outside also (Carmeli, and Hardin, 2015. ). It is a process of developing in the
employees according company's requirement. professional development helps in building and
maintaining values of employees and its thought to attract higher quality staff to an organisation.
12

it is called staff development. Through these types of activities, company can easily get their
target and goals and their employee also learn many more thing from professional development.
Employee can easily get the skills and development in few time. This activity is not only for the
organisation benefit, but also its for entire employee, who can use their development in another
place or company. So professional learning is also important method for an organisation for
achieve the goals and making smooth culture. Company arrange an event of development,
training sessions, development program with lot of employees and provide them a lot of
knowledge (Jaakkola, and Alexander, 2014). Through both method of learning, company's
performance will be increase as good as they work.
TASK 3
i) Contribution of high performance of the employees and benefits within Morrisons organisation
A broad to maintaining companies that purpose to simulate more effectual worker
participation and commitment in order to get high levels of execution, designed to raise the
discretionary attempt worker put into their work, and to fully use the ability that the possess.
HPW is a most effective thing for the company and employees. There are lot of development
increase through HPW in employee. That are leadership development, management
development. Its help to in making strategic workforce planning and succession planning. Its
help organisation in increasing company's development. Employee can increase their knowledge
and development from HPW. In order to achieve the goals, company make a strategy for high
performance working. When an employee gives their best at workplace, then according to
organisation policy, they gives incentives or bonus to the employees who gives best performance
to the company. It attract to employee for the work hard and work more at their workplace.
Through this method workers will be motivated and want to give their best services in the
organisation.
Advantages -
 Employees attitude will be better at their work place in the Morrisons.
 If their attitude will be better, then they will be able to attract customers to buy the
products.
13

 Better cooperation in the company's premise and outside the organisation. In the office,
entire employees interact with one another in very good way, so customers also notice
that thing and attract to the company's environment.
 Through HPW financial result will be better of Morrisons. This financial result hep
company in increasing profitability and growth level.
 The organisation will become better company, so that their employee will be satisfied and
their customer's also will be satisfied from the services and products.
 Morrisons get the competitive advantage as if company's culture will be better then
another competitor will not be able to beat the Morrisons in the market. When company
will get the better financial result comparison with its competitor, then Morrisons will be
on top and able to achieve their goals.
ii) Approaches to performance management and support culture of high performance and
commitment
In order to accomplish the task or work with accuracy and efficiency which given by the
company to their employees is called Performance. When company gives the task to their
workers and they complete that work on time and with accuracy, then organisation know their
employee's performance.
Collaborative working approach - Collaborative methods are processes, behaviour of the
employees and conversation that relate to collaboration between all employees. This approach
purpose is increase the success of team as they can help to solving problem of one another. Its
support to company in culture and high performance. Through this method company's employees
collaboration will make smooth work environment and culture.
Attribute approaches - This method identify that, what employees want from the company and
what they are willing to pay. After knowing their expectation, company decide that, how can
they fulfil their requirements in the company. Further, they will fulfil their demand and employee
will satisfy with the company's services. This method also increase the employee's performance
and productivity and its support to the company in good culture and smooth workplace. If
employees will happy with organisation, then it will be automatically beneficial for the
Morrisons. It help company in growth level and increasing of profitability.
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CONCLUSION
In this report it is recognised about requirement of knowledge, skills and behaviour in
human resource profession. Continuous and professional learning considered as beneficial and
effective for individual to increase the skills of their employees at work place. It is concluded
that how company can develop their employees through skill audit. Advantage of High
performance working is support and help company in growth and achieving goals. Other than
that, its also concluded that method of collaborative approaches and attribute approaches are very
effective method for the in the organisation.
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REFERENCES
Books and journals
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Woodcock, M., 2017. Team development manual. Routledge.
Aarons, G. A., Ehrhart, M. G., Farahnak, L. R. and Sklar, M., 2014. Aligning leadership across
systems and organizations to develop a strategic climate for evidence-based practice
implementation. Annual Review of Public Health, 35.
Eime, R. M., Young, J. A., Harvey, J. T., Charity, M .J. and Payne, W. R., 2013. A systematic
review of the psychological and social benefits of participation in sport for children and
adolescents: informing development of a conceptual model of health through sport.
International Journal of Behavioral Nutrition and Physical Activity, 10.
Stephens, J. P., Heaphy, E. D., Carmeli, A., Spreitzer, G. M. and Dutton, J. E., 2013.
Relationship quality and virtuousness: Emotional carrying capacity as a source of
individual and team resilience. The Journal of Applied Behavioral Science.49(1). pp.13-41.
Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
learning.
National Research Council, 2015. Enhancing the effectiveness of team science. National
Academies Press.
Zohar, D. and Polachek, T., 2014. Discourse-based intervention for modifying supervisory
communication as leverage for safety climate and performance improvement: A
randomized field study. Journal of Applied Psychology. 99(1). p.113.
Pedler, M., Burgoyne, J. and Boydell, T., 2013. A Manager's Guide to Self-development.
McGraw-Hill Education (UK).
Breaugh, J. A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention, p.12.
Breevaart, K., Bakker, A. B. and Demerouti, E., 2014. Daily self-management and employee
work engagement. Journal of Vocational Behavior. 84(1). pp.31-38.
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