Developing Individual, Team, and Organisation Performance: A Comprehensive Guide

This report explores the crucial role of human resource (HR) in developing individual, team, and organizational performance. It delves into the knowledge, skills, and behaviors (KSB) required by HR professionals, analyzes individual skills audits to identify training needs, and examines the differences between organizational and individual learning. The report further emphasizes the importance of continuous learning and professional development for sustainable business performance. It also investigates how high-performance working contributes to employee engagement and competitive advantage, and evaluates different approaches to performance management that support a high-performance culture and commitment.

Developing Individual, Team and
Organisation
1

Contents
Introduction......................................................................................................................................3
LO1..................................................................................................................................................4
P1-Determine appropriate knowledge, skills, and behaviors (KSB) that are required by HR
professionals across the department.............................................................................................4
P2 Analyze a completed personal skills audit for an employee: Jane Cambridge to identify
training and development needs considering the knowledge, skills, and behaviors you
identified in task...........................................................................................................................6
LO2..................................................................................................................................................8
P3 Analyze differences between organizational and individual learning; training and
development.................................................................................................................................8
P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance..............................................................................................12
LO3................................................................................................................................................14
P5 Demonstrate understanding of how high-performance working contributes to employee
engagement and competitive advantage within a specific organizational situation.................14
LO4................................................................................................................................................16
P6 Evaluate different approaches to performance management and using specific examples
showing how they support high-performance culture and commitment....................................16
Conclusion.....................................................................................................................................17
References......................................................................................................................................18
2

Introduction
The overall project has been based upon the focus of the HR on the development of the
individual personally and professionally so as to grow the organization in the future. The various
features of the HR have been discussed that may range from the communication skills and the
way of communicating and working for the employees and eventually motivating them to work
in future. There has been a factor that has been required in order to do the training and
development of the overall process has also been discussed. The various positive and negative
effects of the same on the organization have also been explained. The various measures taken by
the HPW in order to develop the employee and engage them has also been seen. This is done by
making a performance evaluation by the HR so as to improve and sustain the organizational
structure.
3

LO1
P1-Determine appropriate knowledge, skills,andbehaviors (KSB) that are required by HR
professionals across the department.
The human resource is the concept of managing all the aspects of the employment, starting from
hiring to the compensation of employee to the labor law to the dealing with the firings and
retirement. The job in the department includes the HR manager, HR specialists, recruiters,
training manager and many others.
The skills which are used in Human Resource
1. Developing planning strategies: This is the main and critical soft skills for the employees who
are working in the human resource department. The human resource manager needs to make
strategies effectively with the employees in the organization. The HR of the company must
explain verbally and in writing all the information related to the policies of the company. In
addition, the employees in the
2. Recruiting staff: Human resources have to conduct the interviews, lead the mediations and give
the presentation. This all includes the strong skills of communication (Benjamin, 2012).
3. Negotiating with the staff: The employees in the HR department make many decisions for the
organization, deciding to whom to hire to how to resolve the disputes among the employees. This
can be said that they are the critical thinkers who can weigh the cons and pros of the program
and take the decision.
4. Administering: The employees of the HR department have to handle the information on
personal and the sensitive information like salary and payroll about the organization and
employees. The HR manager needsto make sure about both the employers and employees that
they are following the regulations.
5. Analysing and training: HR is needed to be relational to all the employees and along with that
there have to be certain other features like any new training need that have to be given to them
inorder to relate to the employees and making the work as per the organization code of conduct
and follow the policies.
4

6. Liaoning with the range of people: The empathetic behavior of the HR has to be seen as the
same decides the overall business development and growth of the people, as well as the whole
process, is being covered as per the development and achieving of the goals (Benjamin, 2012).
7. Preparing staff handbooks: The market knowledge and the respectivebehaviorreflect how
aware the HR is about the other competition and the respective changes that were seen in the
system. This might also show the respective expectation that might have been needed from the
employees. This is the process of accepting the responsibility for own actions, decisions and
demonstrates a commitment to the accomplishment of the work in the efficient, ethical and the
cost-effective manner. This is the process for adjusting the planned work by gathering the
relevant information and also by applying the critical thinking to address the multiple demands
and the competing for the priorities in the changing environment.
8. Advising on pay and remunerations:The more there is discussion the more there can be the
clear and confident approach towards the development and the salary structure and needs of the
resources and thus the goals and objectives are being properly explained. Thus using the same in
order to see the effective salary and thus helping the same in the organization.
9. Employee grievance handling:The grievance and the handling of the issues of the employees
show there interest towards the respective fields and the values around (Kooij, et. Al., 2013).
5

P2 Analyze a completed personal skills audit for an employee: Jane Cambridge to identify
training and development needs considering the knowledge, skills,andbehaviors you
identified in task
B) The personal skill audit that has been done by Jane Cambridge in order to see the skills and
the effective ways that have been used in order to see the results of the same, there has been an
employee taken and the performance audit has been observed as per the criteria decided by the
HR team. It has been observed that the Jane Cambridge has been having intermediate technical
skills and is thus needed to see the effective way in which she can be trained and used
accordingly. Her MS office skills are good but at the same time is excel knowledge is adequate
enough that cannot be considered as satisfactory. Jane Cambridge has no experience in the HR
software and utility and is thus one of the minus points in her area. Jane Cambridge has been
observed to be the good use of internet and is an effective user to use email and PowerPoint.
Thus he might be given work according to that. There will be negotiated in the job role and the
salary negotiation.
She is weak in drafting the employee contract but at the same time good in communication skills.
Jane Cambridge has been an average user in taking disciplinary notes and is thus not effectively
used in that role. Jane Cambridge is good at writing report sand making PowerPoint
presentations. But poor in delivering training sessions to the new employees and other
colleagues, Jane Cambridge is average in resolving issues and advising anything to the people.
She is an average performer in verbally using the data and analytical skills and is thus good and
efficient in using more than one option whenever the issues arrases. Jane Cambridge is
considerate in taking new ideas and suggestions from others. Being less than 6 months of
experienced worker it is difficult to judge from that, thus Jane Cambridge can be hired in the HR
role on probationer basis.
6

c) Professional development plan
Goals Purpose Time
Frame
Review Date
MS Excel and HR
software skills to
be improved
The main purpose of
this is to improve
the excel skills and
develop the future
policies effectively
of Jane Cambridge
3 to 4
months
4thNovember 2018
More
communication
skills
development
Properly
communicating the
company policies to
all the employees
and drafting
contracts by Jane
Cambridge
2 months 10thOctober 2018
More training
delivery skills to
be used
Through this skill to
communicate and
resolve the issues
fastly and
effectively , it is
important for all.
3 months 20thNovember 2018
Complex
situation
handling skills to
be enhanced
Handling the
grievances by Jane
Cambridge and the
respective issues
that might arise in
the whole lifetime
the employee has
been associated
with the
organization
2 months 7thSeptember
The development plan indicates the time that will be required by Jane Cambridge she is being
given responsibility. Thus after approximately 3 months the review will be done and used and
will give affective performance.
7

LO2
Introduction- The report has been made in order to determine the various features that have to
be considered by the HR that has been using the same in the development of the organization.
There have been various training and development features to be implemented in the
organization to enhance the skills and productivity of the people and achieving organizational
goals.
P3 Analyze differences between organizational and individual learning; training and
development.
Organizational training and development-
BASIS OF COMPARISON TRAINING DEVELOPMENT
Meaning Ther is the type of learning
process which allows the
employees to develop the
skills, knowledge,and
competency as per the
requirement of the job. They
will take the internaland
external development of the
organization and will sustain
the growth of the company in
the future (Jones and Klin,
2013).
Ther is the process of
education which is concerned
by the overall growth of the
employees. Ther will use
every effective way that can
be used in order to see the
employees performing
towards the expected features.
Terms Ther process is short-term.
Thus the effect has to be done
Ther process is long-term.
Thus the overall process is a
8

within the given time frame.
ther is more productive and
highly influencing, the course
content has to be decided
accordingly.
long run process thus there has
to be a course content well
built in order to cover all the
surface and thus has more
long lasting features on the
employee development(Jones
and Klin, 2013).
Focus on Ther process is done at the
present time. Thus the focus is
more on the current quality
development and thus the
same is to be done to cover
maximum in the shortest time.
Ther process is for future
purpose. Thus the process is
detailed and thus the effect is
also on the basis of the same.
Ther has a detailed format and
thus the same will reflect on
the overall process
Orientation Ther process is job oriented
and is mostly used in order to
explain the company policies
and rules and regulations in
the system.Ther will also help
in the development of the
overall process and work
culture development (Jones
and Klin, 2013).
Ther process sis career
oriented. Thus the frequency
of the same should be very
much in the favor of the work
and other resources and thus
develops the overall structure
and performance of the
employee
Objective Ther process is to improve the
performance of work of the
employees
Ther is the process for
preparing the employees for
the future challenges
9

Motivation In therprocess, the motivation
is given by the trainer. Ther
makes the basic and the most
common features of the
company clear and thus has
been very effective
In therprocess, the motivation
is done by self. Ther process is
not that common but at the
same time ther has been used
in the development of
organizational structure and
sustain the same.
Individual training and development
BASIS OF COMPARISON TRAINING DEVELOPMENT
Terms Ther is the short term process
which includes 3 to 6 months
Ther is the continuous
process, so ther is known as
the long-term process.
Focus on Ther is the process which
focuses on developing the
skills and knowledge of the
current jobs.
Ther process focuses on
building the knowledge,
competencies, and
understanding for overcoming
with the challenges in future.
Orientation Ther process has the limited
scope,ther is still the
orientation of job.
Ther process is career
orientation and it has wider
scope comparatively to
training.
Objective Ther process has been given
by the trainer who instructs
the employees at the time of
Ther process is done by self as
the manager directs the
employee for their future
10

training. assignment
Many people attend the
training program
Ther is the self- assessment
process, means an individual
is a responsibility for its
development.
Motivation The individual is motivated
immediately and thus the same
has been used in the
development of the employee
to see the effect of the policies
and regulations on the same.
The motivation is for the
achievement of the long-term
goals and the effective
utilization of the same on the
clarity of the factors on the
individual (Jones and Klin,
2013).
11

P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance.
In every business, there are constant changes. The business has the countless innovations, sifting
of goalposts, a technological development which helps in maintaining the status quo which can
be challenged. Sometimes these changes are implemented for making the business more
efficient.
The importance of the continuous learning
1. Lead from the top- The learning process starts from the top level as there is a battle for
maintaining the productivity and keep motivating the employees for getting the best performance
as well as aiding them for their development in their careers. The employees of the organization
must be convinced about the benefits which the continuous learning can bring for both the team
and the goal of the organization (Taylor, et. al., 2015).
2. Recognize talent-In the department of human resource the employees work effectively, then the
employees in the business are talented and they wait for the challenges. In business, the good
manager identifies the strength of the team and then creates the custom learning programs to
nurture the talent. The good manager finds the new ways of communicating with the employees
and helps them for working in the comfort zone and to create the positive career development.
3. Set clear goals- Every employee and the organization has the goal which is the benchmark for
them. Individual and the team must have their own program of learning for meeting their
requirements. Ther must be discussed in the starting of the activity with achieving the goals
which are set based on the amount of time dedicated to learning and the resources which need to
be available.
4. Provide resources-Most of the managers hope that the members of them could learn skills of the
workplace by themselves in their free time. But the employees don’t want to learn by themselves
in their free time, ther is impractical. The learning materials are provided in the workplace which
is something setting the library for the specific learning material. The most important resources
which can be provided to the employees is to help them better themselves is time(Taylor, et. al.,
2015).
12

5. Time management –The time management skills get improved eventually as per the continuous
development of the employees. They are more capable to learn something new and thus they
apply the same in their work ethics. Time management also helps in the prioritizing the things
and work and the same reflects upon the growth and working style of the employee. Ther will
also help in the structure of the future goal and consecutive strategies are also made eventually in
the process development.
6. Performance development –The continuously learning develops the employee performance as
they have been improving themselves and using the same in the development of the structure and
growth of the people. The performance development will eventually develop the career and the
qualities of the individual. Being a leader it is important to learn something new always so as to
make sure all the subordinates are learning from that.
7. Career and personal growth- The career development is developed as per the overall process
and making sure that there are overall development and implementation of the goals and
practices. The personal development has also been achieved in order to see the effective way in
which the development is done. Ther also helps in the development of the personal life and
proper grooming. Ther increases the performance and job satisfaction among the people(Taylor,
et. al., 2015).
Conclusion- The report has been focusing on the various features that have been used in order to
see the effective way that has been used in order to reflect the same in the development and
growth of the employee and the organization. The various aspects of the training and
development have also been observed along with the effect of the same on the employee and
organization’s work culture and style. There have also been a certainfeature that has been used in
order to see the effect of continuous learning and development on the individual’s overall
performance and the various measures taken b by them in the average development of the
resources.
13

LO3
P5 Demonstrate understandingof how high-performance workingcontributes to employee
engagement and competitive advantage within a specific organizational situation.
The high-performance working affects the behavior and attitude of the employees in the way
where the performance of individual is improved. The high-performance working helps in
improving the skills of employees, productivity,and commitment. Ther states the performance of
organization which is depending on the motivation, ability,and opportunity of the employees.
The component of ability refers to the ability of the employee to perform by providing the formal
program of selection and the training of the employees. In addition, the role of Human resource
department is to select the employees with the correct abilities for the particular job. The
business hires the employees and then enhances the abilities of employees by providing them the
accurate training. The second component is to motivate the employees for performing better by
implementing the practices such as payment which isperformance-based and the promotion
system. The incentives motivate the employee for performing effectively. The last component is
the opportunity which suggests that the employees must receive the opportunity for performing
by realizing the practices like the autonomy and involvement in the workplace (Nickson, 2013).
Through the practices of HPW, the employees receive the command about how to enhance the
performance of the organization. The importance of employees interprets the signals as each
employee interprets the components in a different manner which are based on the differences in
the experiences, preferences,and values. The study has been done which has investigated
whether the employee’s satisfaction withHPW practices mediates the relation between the HPW
which has been experienced by the employees and the commitment of the organization. The
satisfaction of HPW system practices displays that the employees are satisfied with the
implementation of HPWS in the organization. The information is gathered by the HRM
managers as they filled out the questionnaire about the justice perceptions of HRM. The result of
the information shows that the procedural justice, interactional justice,and distributive justice are
fully mediated the relation between the system of HPW which are perceived by the employees
and the commitment of organization (Nickson, 2013)..
14

15

LO4
P6 Evaluate different approaches to performance management and using specific examples
showing how they support high-performance culture and commitment
The HR uses different ways in order to rate the performance of the employees. As per HPW,
they are initially studying the current performance of the individual and along with there have
been certain other ways that have used. For example, the target achievement and the methods
taken in order to achieve the target has been observed. Apart from that, there have been other
features that have also been used in order to see the goal has been set for the employees and the
same has been made clear and understood to see the effective ways in which the overall
performance has been rated and used accordingly. The desired resources are being observed and
then the internal and the external factors are being seen and the arrangement of the same has
been used in order to see the effect of the same on the development of the employee’s quality of
knowledge and work culture (Hollenbeck, et. Al., 2018).
The performance with respect to the individual’srespective knowledge has also been seeing and
as per that there have been other features taken care of eventually. The employee’s performance
has been observed and rated as per the new factors being introduced to the employees and their
respective behavior and performance in the same scenario. The eventual improvisation in the
strategies has also been seen in order to develop the future goals and tactics to be followed in the
same.Ther will help in the overall development of the features and eventually lead to the
organization’s growth and development (Eisenbeiss, et. al., 2015).
16

Conclusion
The report has been a reflection of the overall work culture and the scenario that has been
observed by the HR and the various adaptation taken by them in order to develop the individual’s
performance and thus eventually developing the overall performance of the organization. The
advantages and disadvantages of the policies and the various training and development programs
that have been made, in order to have an effective way to see the development being done
effectively. The behavioral and communication techniques have also seen the effect of the people
on the development of the individual. The various methods of sustainable development have
been taken in order to measure the performance of the employees and providing them with
effective resources to make sure they don’t lack in any new feature or any new path to achieve
company goals.
17

References
 Benjamin, A., 2012. Human resource development climate as a predictor of citizenship
behaviour and voluntary turnover intentions in the banking sector. International Business
Research, 5(1), p.110.
 Kooij, D.T., Guest, D.E., Clinton, M., Knight, T., Jansen, P.G. and Dikkers, J.S., 2013.
How the impact of HR practices on employee well‐being and performance changes with
age. Human Resource Management Journal, 23(1), pp.18-35.
 Jones, W. andKlin, A., 2013. Attention to eyes is present but in decline in 2–6-month-old
infants later diagnosed with autism. Nature, 504(7480), p.427.
 Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations:
A strategic human resource management perspective. Routledge.
 Nickson, D., 2013. Human resource management for hospitality, tourism and events.
Routledge.
 Hollenbeck, J.R., Noe, R.A. and Gerhart, B.A., 2018. Human resource management:
Gaining a competitive advantage. McGraw-Hill Education.
 Saks, A.M. and Burke, L.A., 2012. An investigation into the relationship between
training evaluation and the transfer of training. International Journal of Training and
Development, 16(2), pp.118-127.
 Song, J.H., Chermack, T.J. and Kim, W., 2013. An analysis and synthesis of DLOQ-
based learning organization research. Advances in Developing Human Resources, 15(2),
pp.222-239. Park, Y.K., Song, J.H., Yoon, S.W. and Kim, J., 2014. Learning organization
and innovative behavior: The mediating effect of work engagement. European Journal of
Training and Development, 38(1/2), pp.75-94.
 World Health Organization, 2013. Transforming and scaling up health professionals’
education and training: World Health Organization guidelines 2013. World Health
Organization.
 HASAJ, A. and KRUJA, D., 2012. The Marketing Concept: Market Orientation and the
Performance of Nonprofit Organizations in Albania. International Journal of
Interdisciplinary Research SIPARUNTON, 1(2).
18

 Kruja, a.d.d., the marketing concept: market orientation and the performance of nonprofit
organizations in albania. In regional science conference with international
participation (p. 197).
 Eisenbeiss, S.A., Van Knippenberg, D. and Fahrbach, C.M., 2015. Doing well by doing
good? Analyzing the relationship between CEO ethical leadership and firm
performance. Journal of Business Ethics, 128(3), pp.635-651.
19