Developing Individual, Teams and Organizations

Developing Individual, Teams and Organizations
University
DEVELOPING INDIVIDUAL, TEAMS AND ORGANIZATIONS
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Developing Individual, Teams and Organizations
Table of Contents
Scenario...........................................................................................................................................3
a) Determination of appropriate knowledge, skills and behaviors that is required by HR
professionals across the department (P1):.......................................................................................3
b) Analysis of completed personal skills for audit for an employee in order to identify training
and development needs considering the KSB:................................................................................5
c) Creation of professional development plan for Jane Cambridge in HR office role (P2):...........6
d) Analysis of the difference between organizational and individual learning, training and
development (P3):............................................................................................................................7
e) Analysis for the need of continuous learning and professional development to drive
sustainable business performance (P4):...........................................................................................9
Section 2..........................................................................................................................................9
i) Demonstration of employee engagement and competitive advantage within specific
organizational situations (P5):.........................................................................................................9
ii) Different approaches to performance management and by using different example showing
support of high performance, culture and commitment (P6):........................................................11
Reference list:................................................................................................................................13
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Developing Individual, Teams and Organizations
Scenario
a) Determination of appropriate knowledge, skills and behaviors that is
required by HR professionals across the department (P1):
The organizational development is fairly connected with the human resource development team
and they are the people who actually showcase the strategic management phrase so that the
organization can able to bring growth and development to its current state. Personnel
management and their activities connect with the likelihood of the organization so that group
related, individual and overall organizational development can be maintained in a proper way.
HR practices considers the development phrase in a systematic way so that the effective
organizational purposes can be managed and bring positive results in consideration to the long-
term focus (Jackson et al. 2014). For the staffing purposes, it is necessary that the people who get
assigned for any of the specific task get to know the entire organizational purposes and then start
working with the factor. The necessary qualification for any of the organizational designation is
essential so that they can act with a strong consideration of things. The performance of the
employees is another important factor that can able to assist them for further development. The
organizational HR department deals with one employment cycle that is hiring people selecting
them and at last staffing them for the final progression of things. Assessing their qualification
can bring the strategic growth for the organization can put a strong aspect for the profitability
purposes (Barrick et al. 2015).
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Developing Individual, Teams and Organizations
Figure1: Role of HRM and their purposes
(Source: Yang et al. 2014, p- 44)
The determination criteria for the organizational development count with the requirements for
each of the specific department considering their productivity. The organization will take that
responsibility where they can able to merge people skillfully for the future purposes and the
employees will act accordingly so that it can meet the need of the organization. The effort of the
employees helps the organization to follow up their later purposes as well and it can assume that
the company will get to face the systematic approach of the profitability phrase. As a manager, it
is necessary that the development criteria justify each of the scope and bring growth and working
for the large company need to typically establish the important areas. From performance
evaluation, training practices and put forward other growth related practices to the employees
can bring development (Yang et al. 2014). The upper management will be in the implementation
thing procedure so that it can choose up specific purposes for the long term development. One of
the most important way in order to act with the systematic way within the company is
performance appraisals of the employees so that they get motivated enough to enhance their
skills and knowledge inclusion of performance.
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