Individual and Team Development in Organizations

This assignment analyzes the impact of individual and team development on organizational performance. It explores how organizational tasks rely on employee knowledge and behavior, emphasizing the importance of skills like decision-making for future employability. The report highlights the role of Human Resource Professionals (HRPs) in fostering engagement and collaborative approaches to enhance organizational outcomes.

Developing Individual,
Teams and Organisations
hi, I checked your work and can you give me some changes? Why used
"Jane Cambridge"? please provide about Jane Cambridge (see appendix B). please change
in all text.

Table of Contents
INTRODUCTION...........................................................................................................................1
Section 1...........................................................................................................................................1
P.1 knowledge, skills and behaviours that are required by HR professionals across the
department..............................................................................................................................1
P2 Audit of personal skills and personal and professional development plan.......................2
P.3 Difference between organisational and individual learning, training, development........4
P4 Need of continuous learning and professional development...........................................5
Section 2...........................................................................................................................................6
P5 Role of high performance working in employee engagement and competitive advantages..6
P6 Approaches to performance management.........................................................................7
CONCLUSION................................................................................................................................9

INTRODUCTION
Individual and team developing in organisation is the important in chosen organisation
Jane Cambridge. As the Jane Cambridge is an Education Institution which they need more
technical human resource with knowledge, skill and behaviour for better performance in
organisation. The important for the human resource is to maintain the employee relations and
other is to implemented the policy to improve the employee performance. Scope of HR
professionals scope Human resource is to utilise the organisation resource with better strategies.
It is important for the organisation to audit the skill and personal and professional development
plans. The role of HWP is the important aspect in the organisation tom boost the performance of
employee. To measure the organisation performance different approaches will help to brining
out the effective result.
Section 1
P.1 knowledge, skills and behaviours that are required by HR professionals across the
department.
For every organisation human resource manger is the responsible person to maintain the
relationship with employees. as the human resource they have to coordinate with all the
department for better performance and achieve the organisational objectives. It is necessary for
any HR professional need the right approach during the deal with employees. various skills and
behaviour with better knowledge for HR professional required in Jane Cambridge.
Knowledge: For the human resource manger right knowledge will help to develop the team in
organisation with proper training and development process. As they required different
knowledge in human resource management.
Personnel and human resource knowledge: To develop the individual and team in Jane
Cambridge human resource require personal as well the human resource management. For
human mange they need to take the some discussion which are beneficial for the organisation.
As they need to be know the right approached for the decision taking so that the organisation can
get the better outcome main their operations (Amabile, 2012). Also they should know the
knowledge of human resource concept that can be the compensation and training and
development so that whenever the organisation required such operation for the developing the
employee and boost their performance for effective result in organisation human resource can
conduct training with effective methods. As per the compensation part can play they important
1

role I the organisation for Jane Cambridge to giver the reward s and recognition to the employee
for more outstanding performance in organisation.
Skills:
Active listening: it is important for the human resource professional have the skill to listen each
and every individual in effective manner. If they don't listen that it could be possible to arise the
conflicts in organisation.
Negotiation skills: it is important role skill for the human resource have in their professional to
deal with each and every individual in organisation(Bolman and Deal, 2017). If the conflicts
may are arise in Jane Cambridge than it is the human resource responsibility solve the problems
with right approach of negotiation. With this skill they can give more befits to organisation in
which time and cost can be save.
Behaviours: For the human resource is is important for to be effective behaviour in the
organisation in terms for communication with others. because human resource professional need
to be decent behaviour in every situation in organisation. They should be self motivate and also
motivate to mother so that the effective work performance of employees will help to achieve the
organisational goals. It is important form them to understand the employee problem and give
better situation to them so that they feel part of the organisation.
Therefore the Jane Cambridge Human resource manager need the these all skill, knowledge and
behaviour for more their personal and professional development ads well it help to develop the
employee in organisation for effective result (Drury, Conboy and Power, 2012). If the right
knowledge the set the better policies for organisation and attitude and behaviour will help them
to make their working environment more better.
In cited organisation ,each ad every person behaviour is different as compared to others so that
organisation require efficient employee so that better results can be come out from different
approaches. The personal audit skill is required under professional and personal development
plan and it can be tested with the help in SWOT analysis.
Strength
2

 Strong skills and knowledge is there under employees so he adopts changes under
organisation.
 Time management helps down top level management to complete the effective work on
time.
 Good communication skills is the core strength of Jane Cambridge
Weakness
 Decision making is not so strong and it made an adverse effect on Jane Cambridge and
outcomes will not been possible.
 Problem solving is also the weakness of the organisation and by that human resource
professionals are not been able to solve the problem within effective time.
 Management skills under organisation is not effective.
Opportunities
 Globalisation process
Threats
 Increasing competition and raising demands are the thereat under cited organisation .
P2 Audit of personal skills and personal and professional development plan.
In Jane Cambridge each and every individual have the different behaviour and attitude.
So that the organisation need to be more effective employee to bring better result in terms of
organisation activity with different approaches. As it is important to audit personal skill in which
personal and professional development plan can be made for Jane Cambridge with help of
SWOT analysis of peroneal skills as follows:
Strength: Strong knowledge in the employee of Jane Cambridge will help them to set he better
plans to bring changes in organisation. Time management of the top Management of
organisation is the key strength to bring the effective work on time. Monitoring skill of the
human resource profession in Jane Cambridge organisation is also the key strength as thyme
have the monitor the employees during the operation so that feedback can be taken by
employees.
3

Good Communication skills: it is key strength of Jane Cambridge that they have the effective
communication skill of Human resource professional in organisation.
Weakness: De scion Making is the major weakness of the Jane Cambridge Manger bring the
adverse outcome in organisation.
Problems solving is also the weakness for the organisation human resource profession that they
are not able to solve the problems of organisations.
Risk management skill is also one of the weakness .
Opportunities: Globalisation
Threat: High competition and Demands as well new trend are the key threat for the
organisation.
The above SWOT analysis of the organisation will help to make the personal and professional
development . As I had made the plan for my own personal and professional development.
Issues Objectives Mitigation strategy Time
Decision making To understand certain
key feature form the
decision making in
organisation certain
plans and process
followed by the
personality in their life
for effective decision
making
For that I had make
better plans to attend
the various workshop
and training session
conduct by the
different personality
who help me out to
improve the decision
making in personal
and professional
development.
3 months
Problem solving To increase the better
skill for the problems
solving to avoid the
conflicts situation in
personal and
I plan to attend the
various workshop and
conference for
problem solving
decision be made in
2 month
4

professional life of an
individual.
organisation.
Risk management
skills
Improve the skill for
better action can be
taken during the risk.
For that I will solve
the various risk
management case
study in of different
organisation which can
help me out the for
effective decision and
also the take can be
mange during different
risk arise in
organisation.
3 months
As per the plan I Wil try improved my weakness, and enhancing strength so that I can take the
better decision during my professional career. For the human resource professional it is
important to bring out certain skill and knowledge is important according mental ability
individual in organisation (Erez Lisak and Harush, 2013). As per the plan it takes the 3 month to
make better decision during the personal and professional life with help of various workshops
and seminars of key personality of institutions and my senior also give suggestion to me for
effective decision making which will implement during my career. As per plan I need 2 month to
solve the effective problems in my career. So that during any conflicts situation I will definitely
solve the problems with effective solutions. Also to mange the risk that I will mange within 3
month by reading various articles and risk management case study which will help me if any
risk situation arise in front me during my personal and professional career.
P.3 Difference between organisational and individual learning, training, development.
Organisation learning :- organisation learning it means the overall learning of the
particular organisations or other particular other field. In organisation learning there are learned
new employees or can say workers complete feedback about it.
5

Individual learning :- In individual learning is to learn about the particular work in there
organisation or Jain Cambridge is focus on individual learning so employees can understand the
whole work.
Training and development : - Training is very important to develop overall working
environment. Training means to trained new employees about there work or work environment.
Development :- Development is very important to the growth of the organisations.
Difference between training and development :- Training is very important to new employees
because if Jain comb ridge is focus on best training to a new employee than development is
good in future.
For every organisation each and every individual is different their mental ability of
for learning and development and different training will help,to improve the employee to
better performance. Organisation learning emerging with different theory of individual learning.
Individual learning have different process while organisational learning will be help to achieve
the organisational goals by improving individual performance.
Organisational learning is continues process will focus on the mission and vision to bring the
better learning process to achieve higher growth in organisation. As the organisational try to
adopt various method of the learning to avoid the weakness in individual. As the organisational
learning is complex (Goodwin and Dixon,2014). As these complexity will arise more with
diverse individual learning. The more issue of motivation and related to the compensation will
arise which is the important role in organisation as well individual learning. As the
organisational is the behavioural system to make the individual in better team. The more the
individual will focus on thee learning with origination learning will help the individual to makes
better efforts in personal growth with better training and development. Organisation is as
interpretation system for the learning and their growth. While the individual learning will focus
on the end result which can be easily analyse the output of an individual In organisation. As the
organisation learning will be part of individual learning and individual learning is the part of
organisation which have the specific objectives. While the individual learning and organisational
learning is to maintain the consistency growth of the firm. As the individual learning in terms of
behaviour and attitude which will improve the communication in organisation. While the
6

organisation learning is motive to set the better working condition of the organisation so that
each and every individual can focus on their work.
Organisation learning, training and development aim is to boost the employee performance.
Individual learning, training and development aim is to develop the certain skill which can be
part of growth in individual life.
P4 Need of continuous learning and professional development.
For every organisation each and every individual have the ability of learning. But it is
important for the individual to continues learning and professional development. The more they
have better resourceful learning will help to more grooming personality of an individual which
will give better result in organisation. Following reason for need of continues learning and
professional development.
CPD Cycle it the cycle which used to know the proper step for the learning and development of
an individual.
Needs for CPD:
7

Future employability: These is the most important for individual to continues learn which will
help in future employability which will help to give higher growth in the jobs. As the continues
learning will be bring ability to perform in jobs (Ham and Walsh, 2013). For better promotion
and to improve the efficiency during the employability in future requires professional
development. For every individual jobs will also give better learning in their life as the type of
roles and responsibility given to them which can be more improved by continues learning.
The growth of team: In every organisation team will be performed on the basis of individual
ability. If the performance of individual is not effective in the organisation will damage the team
growth (Rock, 2014). So that continues learning is most important part in personal and
professional career. If the tram will be perform than chance of individual learning will increase.
So it is important for the continues learning for better and effective team growth in organisation.
Retention: Human resource will play the important role in organisation. A they have to retain
the employees to maintain the balance of work in organisation. The more the continues learning
will be adopt by the organisation the employee will be very less to leave the jobs and as human
result have to bring the better policies for the retaining of employee as per the current experience
in organisation with different individual. If the employees are not able to feel part of
organisation in which human resource will arrange better activity to engage the employee in
organisation.
Enrich the employees performance: If the continues learning and professional development will
boost the growth of an individual performance as well help in future employability. The more
the diverse work force in organisation the learning will be continues for individual. It is also
need to retain the effective and effective employee in organisation to brim ng out future
requirement of organisation. If the employee not able to perform in the organisation it will be
responsibility of management to conduct the different training for employee to more effective
and efficient performance can be get form the individual.
Section 2
P5 Role of high performance working in employee engagement and competitive advantages.
High-performance work system – it is refer as the process in which the employee performance
can be measure. It can be done through operation of organization should be based on the
technologies.
8

Elements of HPW
For every organisation human resource will try to bring out the certain activity to engage
the employees for better outcomes in their work. High performance working system is consider
of different practices of human resource. This practice will to increase the employee
performance in organisation (Serrat, 2017). These can be with the help of better selection,
training, performance appraisal compensation in the organisation. The high performance will be
depends on employees ability of learning and development in organisation. Implementing this
activity help firm by gaining the loyalty of labour they become more committed toward the firm.
It also increases the job satisfaction of workers and empower them. HPW has significant impact
on the attitude of staff it has positive behaviour on their attitude and enhanced the organizational
citizenship behaviour. It will affect to all the division in organisation with better operation work
can be completed with coordination of every department. As Methods will help to employee
performance in organisation with implementation of higher performance in organisation.
The future perspective HWP is focus on the different practices in organisation such as
selectional recruitment of the employees as well share the information and performance
management will help to better quality performance in organisation. As these practice will help
gaining job satisfaction and commitment which play major role in changing the perceptive and
attitude of employee towards the firm. These activities attract develop and maintain the human
9

resource of firm. This practices play major role in enhancing the skills' knowledge abilities of
employee and motivate them to achieve the higher level of productivity this also help in
enhancing the performance of whole organisation. This practices if used in effective manner help
in strengthening the bond between employees and promote employee relation. The more the
better relation with employee will bring the better performance in organisation.
The employee empowered by the different about in organisation which will make better
performance more vital. From the HPW index of growth will be increase in organisation. More
better training is necessary for the efficient working of firm it has also been noticed that
empowerment doesn't give desired result if proper training is not given to employees. these
practise will provide the organisation to retain the employee as well. It will help to boost the
performance in organisation. The more they tried to bring out activity for the employee higher
performance will get from such activity swell the employee fell motivate. Also the employee
performance is the important role in organisation that io will achieve the organisational
objectives. So it is important for the organisation to implement the HWP which will give more
vital outcome in organisation with training and development of employee as well the employee
will be more responsible towards the organisation to bring changes in structured ans well the
future plans.
P6 Approaches to performance management.
Performance management is the systematic approach to find out the end result of
employees.
Purpose of Performance management is to bring improve the employee productivity and achieve
the organisational objectives.
The more the employees will be performed in organisation it is the responsibility of the
management to make better approaches for employee performance manger as well organisation
performance. For that different approaches organisation will help to maghe the performance in
organisations such as:
 Collaborative approach: In organisation it is important to achieve the objective with
help of better performance. As the better coordination min organisation will help to
manage the performance of employees. the collaborative approaches will help out the
organisation to retain the employees structure more better. If any evetn will launch the
10

different source in organisation all the division of employee will make efforts form
successful implementation of that event in which organisational performance can be
manage easily in front of the other competitive market.
 Comparative approach: these type of the approaches will help to compare the
performance of the organisation. Individual will work for more better result with
comparison of other competitor. As in these approaches will make the better idea with
presentation of graphs and chart in front of the management to know the individual
performance as well team performances in organisations. To help in selecting the better
appraisal techniques can be identified in organisation. Jane Cambridge will help to
mange the employee performance with the comparison approaches as they have the
better appraisal system makes the more vibrant result for organisation. Employees are the
most important in organisation as the Jane Cambridge have adopt the 360 degree
appraisal system in organisation to management the employee performance as result all
the employee and other division will give review on performance of employees.
 Behavioural approach: these the traditional team approach for the performance
management in organisation to the better management. In these approach there are two
types of approaches which is BARS or BOS. In which can helps employees are evaluate
on the basis of organisation set of performance appraisal. As the technique can be used
by the Jane Cambridge organisation tom bring the better performance of employee it will
help to make easy decision in front of management on the basis of different approaches.
Other than above mentioned three company can also use other approaches such as result
approach or quantity approach for the proper evaluation (Woodcock, 2017). By this
evaluation company can arrange necessary steps for the improvement of employees.
 Result approach: as the result approaches will help to bring out the end result of the
performance management in organisation. These type of approaches will need time and
cost of the organisation which will bring employee underperformed in organisation.
Result approach need better outcome in terms of employee performance and
organisational objectives.
 Quality approach: it is the main approach to bring the employee performance in a better
quality.
11

CONCLUSION
From the report Individual and team developing concluded that in Jane Cambridge
organisation is depends on the human resource knowledge and behaviour according to the right
skill in between organisational task. It is important for the human resource profession to need the
better future in employability need to improve the decision making and other key skill which are
important part of their growth. HWP is will pay the important role to engage employee and
collaborative approaches will measured the performance in organisation for more better outcome
from individual and team.
12

REFERENCES
Books and Journals
Amabile, T., 2012. Componential theory of creativity(pp. 3-4). Boston, MA: Harvard Business
School.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
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.
Erez, M., Lisak, A., Harush, R., Glikson, E., Nouri, R. and Shokef, E., 2013. Going global:
Developing management students' cultural intelligence and global identity in culturally diverse
virtual teams. Academy of Management Learning & Education.12(3). pp.330-355.
Goodwin, N., Dixon, A., Anderson, G. and Wodchis, W., 2014. Providing integrated care for
older people with complex needs: lessons from seven international case studies. London: King's
Fund.
Ham, C. and Walsh, N., 2013. Making integrated care happen at scale and pace. London: The
King's Fund.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Mendenhall, M.E. ed., 2012. Global leadership: Research, practice, and development.
Routledge.
Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual teams.
Information & Management.50(4), pp.144-153.
Rock, D., 2014. Quiet leadership. HarperCollins e-books.
Salas, E., Tannenbaum, S.I., Kraiger, K. and Smith-Jentsch, K.A., 2012. The science of training
and development in organizations: What matters in practice. Psychological science in the public
interest.13(2). pp.74-101.
13

Serrat, O., 2017. Social network analysis. In Knowledge solutions(pp. 39-43). Springer
Singapore.
Woodcock, M., 2017.Team development manual. Routledge.
14