Developing Individual, Teams and Organisations

This report discusses the development of individuals, teams, and organizations by enhancing their knowledge and skills. It explores the evaluation of knowledge, skills, and behaviors required within HR professionals. It also highlights the difference between organizational and individual learning in training and development. Additionally, it emphasizes the need for continuous learning and professional development to drive sustainable business performance. The report focuses on Hightown Housing Association as a case study.

Developing Individual ,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Evaluation of knowledge, skills along with behavior that are required within HR
professional..................................................................................................................................1
P2 Personal skills audit to identify appropriate knowledge , skills and behaviors for developing
a plan of given job role................................................................................................................3
TASK 2............................................................................................................................................5
P3 Difference between organizational and individual learning in training and development.....5
P4 Need for continuous learning and professional development to drive sustainable business
performance.................................................................................................................................7
TASK 3............................................................................................................................................8
P5 Covered in PPT.......................................................................................................................8
TASK 4............................................................................................................................................8
Covered in PPT............................................................................................................................8
CONCLUSION................................................................................................................................8
REFERNCE...................................................................................................................................10

INTRODUCTION
Individual development refers as development tool hat assist employees in career and
personal development. Individual and team development is important part of organisation that
helps to understand the problems and provide a optimum solution (Whittington, 2016). It
involves improvement in knowledge, capabilities, potentialities and skills that make competent a
person and improve the performance. To understand about the concept of developing individual,
team and organisation Hightown Housing Association has been chosen that is charitable
organisation operating its business in different countries of England like Buckinghamshire,
Bedfordshire , Hertfordshire and Berkshire so on. It has more than 900 staffs who are managing
business in approximately 6500 homes in cities of Decorum, Watford, Aylesbury, St Albans and
Hertsmere. This report is about development of individuals, team and organisation by enhancing
their knowledge and skills, factors which are considered to implementing and learning
development for driving sustainable performance. Moreover, knowledge and understanding
about high performance contribution to employee engagement, performance management,
collaborative working and effective communication are consider in this report that will helps to
improve the knowledge.
TASK 1
P1. Evaluation of knowledge, skills along with behavior that are required within HR
professional.
HR is a major role which is performed by those person who have high knowledge and
skills of managing a business successfully. It performs various functions which are important for
organisation for the purpose of organisation welfare and profitability. The HR professional has
more responsibilities that are important to perform in well manner and increased the
productivity. Such as it analysis the vacancy within organisation and recruit the best employees
for getting work done (Drury, Conboy and Power, 2012). Sourcing, directing, screening,
formulate the policy, employees compensation and benefits, payrolls, interviewing etc. are the
functions of HR professional that helps employees to work properly and increase the production
of business enterprises. For example, Hightown Housing Association is a non profit making
organisation that offers low cost social housing for people who needs a home. The HR advisor of
such organisation is playing an important role in which it make plans, guides employees,
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manages businesses and control over administration which are associated with organisational
performance in order to improve the productivity and profitability.
The required knowledge, skills and attributes for the purpose of carrying HR advisor role
are as defined:
Knowledge requirements: This means awareness, understanding and familiarity of
individual that helps to understand the obstacles and get a solution effectively. Understanding
includes awareness for a particular subject that is connected with acknowledgement capacity.
Following required knowledge for HR advisor in selected organisation are as defined:
Management knowledge: Management is the prior function of all organization that
helps to operate business effectively and maintaining productivity. It helps to fill the vacant post
by hiring the people and make efforts to accomplish business goals. In context to, HR adviser of
Hightown Housing is required this knowledge that helps in operations and increases the
productivity. Moreover, it assist employees and provide training to accomplish the business goals
(Tosi and Pilati, 2011).
Legislative knowledge: Rules and regulations are important for organization that helps
to manage all business functions and activities effectively. It is important for HR to have
knowledge about legislation and laws that helps to handle all problems within businesses. In
context to Hightown Housing Association, HR advisor have knowledge about legislation such as
minimum wages act, equal remuneration, Labor Standard Act, health and safety act, Patient
Protection together with Affordable Care Act that helps to perform all business functions by
motivating employees and maintaining relations between employees.
Skills required: Skills are refers as qualities and abilities of a person that helps to
complete the work within particular period. It helps to deliberate the complex tasks between
employees in order to execute smoothly in order to growing individually and collectively.
Administrative skills: To play a role of HR adviser such skills is most important that
used in effective operations (Required skills within HR advisor, 2019). In context to Hightown
Housing Association, HR adviser must need this skills in order to adopt new technology,
managing time, complete targets and formulating strategies in order to perform well.
Communication skills: To solve the problems and make correct decision communication
skills are important for organization. It should be among all members and individual in order to
share the problems and get solution of their problems. It is required in HR adviser of Hightown
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Housing, in which they can deal with critical situations by listening and getting suggestions from
all. It is must in business organization such as it helps employees to share the ideas with superior
and make correct decisions.
Attributes or behaviours required: This refers as characteristics of an individual and
team helps to perform the role of HR within business industry (West, 2014). Behaviours states as
value and beliefs of a person that helps to perform the HR role effectively. HR adviser is
required good attribute and behaviours that is described as:
Influencer: People get influence by good and encouraged behaviour that helps to work
accordingly and accomplishment of business goals. This behaviour is required for Hightown
Housing Association's HR in which it understand the situation and formulate different policies to
influence employees for the purpose of attaining business goals.
Collaborative: This means to take working action with someone in order to produce
something and maintaining business performance. The HR professional of Hightown Housing
Association are required collaborative capabilities that can help to work collectively in order to
move towards organisational goals.
P2 Personal skills audit to identify appropriate knowledge , skills and behaviors for developing a
plan of given job role
A skill is defined as ability of doing and showing something in a proficient manner. This
is acquired or developed through experiences and training that helps to perform good. Skill audit
is a step of measuring and recording the skills of a person and a team in order to know their
capabilities (Landsberg, 2015). This tools is used to identify strength and development of a
person in order to develop their future. An organisation should use skill audit to analysis the
abilities of their employees that helps to assign the work accordingly. In context to Hightown
Housing Association, HR advisors perform this function by using skill audit in order to
recruiting and delegating task between employees. By using this, they decide the goals of
organisation and delegate among employees by knowing their skills. It may be a crucial for HR
to conduct skill audit for knowing the personal skills. Therefore, skill audit for designation of HR
advisor are defined as:
Skills, knowledge and attributes Very good Good OK Basic
Communication Skills ✓
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Administrative skills ✓
Management knowledge ✓
Legislative knowledge ✓
Influencer ✓
Collaborate ✓
From this audit, it can be defined as all required knowledge, skills and attributes of HR
advisor in context to Hightown Housing Association helps to strengthen the work efficiency
level and organisational productivity. Legislation and management knowledge of a person helps
to manage the business activities and attracts employees to work for long period (Zedeck, 2011).
Skills like administrative, communication and leadership are benefited organisation to motivate
the employees and accomplish business goals by accepting challenges. Moreover, influencer and
collaborative behaviour of HR advisor influences staff and provide them opportunity to show
their talent and develop their knowledge.
From the above skill audit, it can be said that legislative knowledge and communication
skills are weakness of HR advisor that can impacts negatively on business organisation as it can
not retain employees for long term if they are not able to formulate policies and employees
legislation (Chaskalson, 2011). Due to lack of communication skill it cannot share thoughts and
ideas with employees that can create conflicts and confusion in their work which reduces
production level of business entity.
For overcoming weaknesses, personal development plan is defined:
Goals or
objective
s
Skills and
knowledge
Resources Activities or
operations
Status
Short
term
Communication
skills
There are different
resources that can help to
improve the
communication skills
such as presentations,
attending meetings,
shareholder discussion ,
Give priorities to
communication,
expressing
thoughts,
listening
problems and
new thoughts and
Initiated
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participation in debates
and sharing problem
with others.
interacts with
people helps to
remove the
weakness.
Long
term
Legislative
knowledge
To understand the laws,
formulation of policies,
have knowledge about
employment laws and
health and safety act that
can attracts employees
and retain them for long
period of time.
Employment
laws, sharing
problems with
employees, to
make new
policies for
organization and
employees
welfare, security,
compliance and
business policies
can remove the
weakness.
Initiated
TASK 2
Inclusive learning and development culture
P3 Difference between organizational and individual learning in training and development
Organisational learning: It is connected with generating, retaining and transferring the
ideas in business enterprises for the purpose of long term plans. It helps to increase the ability of
individual, team and whole organisation for accepting and responding towards changes in
business organisation (Moxen and Strachan, 2017). In Hightown Housing Association, HR
advisor focuses on organisational learning in which it accept the changes and implement them in
order to develop the business.
Individual learning: This learning is related with individual where new things and skills
are enhanced by individual in order to grow continuously. It is the process of individual changes
and learning that helps to accomplish new working methods in order to complete a target. In
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context to Hightown Housing, individual learning of personnel (HR advisor) motivates
employees, delegate task among employees, increases confidence in order to perform good and
sustainable development of individual as well as organisation.
Kolb’s learning cycle model is learning cycle model that was given by David Kolb in 1984. It
covers following stages of learning that are as defined:
Concrete Experiencing stage: This covers new experience and reinterpretation of exist
experience in order to improve performance (Learning cycle, 2019). In context to Hightown
Housing Association, this experience is linked with overall experience and performance.
Reflective observation: It arises after identifying the new experience by learning new
ideologies and preconceived notations. In context
It occurs after identifying new experience and is impacted by learned ideologies as well as
preconceived notations. In context to Hightown Housing Asoociation, employees reflects on
experience in order to accept challenges and solving problems by observing managers.
Abstract conceptualization: It reflects on creation of new idea, modification of existing
concept and new thoughts to get optimum solution. In Hightown Housing, HR advisor,
employees and members uses their skills that helps to innovate new ideas and perform business
functions.
Active experimentation: This steps involves current ideas and thoughts in order to create
new experiences. In context to Hightown Housing Association, new ideas and thoughts are
implemented by managers to know that what is happening within organisation.
Difference among organisational learning as well as individual learning:
Basis of
differentiation
Individual learning Organisational learning
Definition It is the process of creating,
capturing, distributing and using
knowledge effectively that helps to
perform business activities.
It is the process of learning, building
and transacting the knowledge with
each other within organisation.
Focus The main focus of individual
learning is to increase the learning
abilities of single person.
It mainly focus on group performance
that increases knowledge of team and
members.
Time It is continuous method which is This learning is conducted on special
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frequency used to learn new thing time to
time and on special requirement.
requirement that helps organisation to
provide employees training for
organisational development.
Difference among training and development:
Differentiation basis Training Development
Meaning This is said to a learning
process for new as well as
existing employees that helps
to know what skills are
required to perform a job
role.
This said to a organized
activity where individual and
organisational power learn
new thing in accomplishment
of career growth.
Emphasis It emphasis on improvement
of present problems.
It emphasis on future
problems that can be solve
with the help of employees.
Objective To improve the existing work
performance by accepting
new challenges with the help
of training.
To prepare employees for
future development who will
help to accept the challenges
and hurdles.
P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning is refers as ongoing learning where people learn new thing and
knowledge on continual basis. It is related with continuous expansion of business performance by
using new skills and thoughts (Parmenter, 2015). It helps business organisation to get sustainable
performance. It mainly focus on needs and wants of individual and organisation then enhance
their knowledge in order to respond towards technological changes effectively.
There are some needs of continuous learning at Hightown Housing Association:
Preparing for unexpected: This is require to within business organisation in order to
face the unexpected problems. There are contingencies which can arise in businesses, can impact
on business negatively. So, it is helpful for Hightown Housing association and others to focus on
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continuous learning and adopt the unexpected changes in order to perform business activities
effectively. It also helps ot boost the motivational level of person who create new opportunities
for business entity as well as individual.
Sparking new ideas: By using continuous learning individual can spark their new ideas
that is good opportunities for business organisation and individual to enhance their growth and
development. It is required in Hightown Housing organisation to innovate new ideas of
manpower and get innovation solution also that drives sustainable performance of organisation.
Professional development: This is related with professional skills and capabilities which
helps to improve the organisational performance. It helps to keep up to date the professional
authorities and enhance more skills in order to solve future problems. It is required in Hightown
Housing Association such as:
Increasing innovation: By using professional development an organisation can develop
their business activities by innovating the new ideas. It helps Hightown Housing to innovate new
ideas and implement within organisation by using new system and strategies that drives
sustainable business performance.
Influencing and leading: Employees are influenced by good and influencing behaviour
of their superiors which helps to gain knowledge and skills in order to solve futuristic problems.
Moreover, it leads employees towards accepting new challenges in order to attain targets that
drives sustainable performance of respective company.
TASK 3
P5 Covered in PPT
TASK 4
P6 Different approaches to performance management which support high-performance culture
and commitment
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Covered in PPT
CONCLUSION
From this report it can be concluded that individual, team and organisation are playing
important role within organisation that helps to perform all business activities and manage the
work. The meaning of development is growth of particular person or organisation. As it helps to
describes the new ideas and thoughts which helps to maintain the productivity and profitability.
Individual learning focus on individual skills, knowledge and attributes that helps to accept the
challenges and create sustainable development.
REFERNCE
Books and Journals
Whittington, J., 2016. Systemic coaching and constellations: The principles, practices and
application for individuals, teams and groups. Kogan Page Publishers.
Drury, M., Conboy, K. and Power, K., 2012. Obstacles to decision making in Agile software
development teams. Journal of Systems and Software. 85(6) pp.1239-1254.
Tosi, H. L. and Pilati, M., 2011. Managing organizational behavior: Individuals, teams,
organization and management. Edward Elgar Publishing.
West, J., 2014. Managing Teams from a Distance: Making the Most of Virtual Meetings.
Landsberg, M., 2015. The Tao of coaching: Boost your effectiveness at work by inspiring and
developing those around you. Profile Books.
Zedeck, S. E., 2011. Handbook of industrial and organizational psychology, Vol 1: Building and
developing the organization. American Psychological Association.
Chaskalson, M., 2011. The mindful workplace: Developing resilient individuals and resonant
organizations with MBSR.
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning
KPIs. John Wiley & Sons.
Online:
Learning cycle. 2019. [Online]. Available through: < https://online.norwich.edu/academic-
programs/resources/4-components-experiential-learning-cycle>
Required skills within HR advisor. 2019. [Online]. Available through: <
https://hrdailyadvisor.blr.com/2006/07/18/the-9-essential-skills-of-human-resources-
management-how-many-do-you-have-2/ >
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