Developing Individuals, Teams and Organisations

This document discusses the knowledge, skills, and behavior essential for HR professionals, personal skill audit, professional development plan, and the importance of continuous learning and professional development for driving sustainable business.

Unit – 35
Developing
Individuals,
Teams
And
Organisations

Table of Contents
INTRODUCTION..........................................................................................................3
SECTION 1...................................................................................................................3
(A.) Analyse knowledge, skills and behaviour which are essential for HR
professionals.............................................................................................................3
(B.) Demonstrate personal skill audit with application of professional development
plan in business.........................................................................................................5
(C.) Differentiate between organisational and individual learning followed by
training and development..........................................................................................9
(D.) Describe the importance of continuous learning and professional development
for driving sustainable business..............................................................................12
SECTION 2.................................................................................................................13
(A.) Covered in PPT................................................................................................13
(B.) Covered in PPT................................................................................................13
(C.) Covered in PPT................................................................................................13
(D.) Covered in PPT................................................................................................13
CONCLUSION............................................................................................................13
REFERENCES...........................................................................................................15

INTRODUCTION
The Human Resource Management is described as a procedure through
which managers of company employ new candidates within an organisation by
developing strategic decision-making. This project is based upon Hightown Housing
Association as being operating principally in Hertfordshire, Bedfordshire, Berkshire
and Buckinghamshire. It consist over 6,300 homes and employ more than 1000 full
and part time staff across the Home Counties with its annual turnover of US $ 82
million. This project analyse knowledge, skills and behaviour that are essential for
HR professionals (Beall, Crankshaw and Parnell, 2014). It further demonstrates
personal skill audit with application of professional development plan in business.
The company differentiate between organisational and individual learning followed
by training and development. Additionally, it describes the importance of continuous
learning and professional development for driving sustainable business.
SECTION 1
(A.) Analyse knowledge, skills and behaviour which are essential for HR
professionals
Continuing Professional Development (CPD):- It is described as the
procedure through which managers keep on improving the knowledge, skills and
behaviour of employees. The main motive for managers of Hightown is to provide
training and development programs which encourage workers to give their best in
business activities. It results in achieving business goals and objectives within
particular duration for sustaining in global market (Capdevila, 2015).
Framework of Continuing Professional Development (CPD):-
Professional Skills:- The skills of professional includes effective
communication, interpersonal skills, target-oriented, self-motivated, etc. Some of
these professional skills of Human Resource are been explained for manager of
Hightown as:-
 Target-Oriented:- The main purpose of managers is to accomplish target at
certain specified time for competing with rivalries through developing

competitive strategies. Managers of Hightown focus on target-oriented
business actions as well as in taking precautionary steps to minimise threats.
 Self-Motivated:- It is described as the process through which manager aims
to be encouraged for motivating its workers to achieve individual and
organisational goals. The managers of Hightown are self-motivated which
inspire leaders and workers to complete their task at particular duration for
achieving rewards to increase their morale (Chambliss and Schutt, 2018).
Professional Knowledge:- It refers as the ability of managers to increase
and update their knowledge by identifying new technologies being adopted by its
competitors. Managers of Hightown further focus on analysing the current business
activities being performed by its workers that will lead to achieve success.
 Explicit:- The explicit knowledge refers as process through which training and
development programs are being provided to its workers for improving and
updating knowledge. Managers of Hightown use this as to take precautionary
steps for dealing with various problems of business that might impact stability.
 Implicit:- It refers as the ability of employees to restrict the possibility of errors
by developing skills to perform actions in accordance with situation. Managers
of Hightown focus on dealing with problems by identifying errors and to
develop innovative idea for taking corrective measures.
Professional Behaviour:- The main duty and responsibility of managers is to
build employee relations through guiding their workforce to respect beliefs, norms
and values of other person while performing their varied actions. Managers of
Hightown are beneficial with this as it results in developing collaboration and leads to
share views and information.
 Autocratic:- The autocratic is defined as ability of workers to follow the
instructions being imposed by its supervisor for achieving goal at prescribed
team. Managers of Hightown focus on directing and controlling the actions of
its workforce for accomplishing success efficiently by restricting errors
(Dahama, 2019).
 Supportive:- It is described as the workers support each other for completing
their task within particular duration to sustain in global market. The managers

of Hightown are beneficial as they develop employee engagement and
involvement for achieving specified target efficiently.
Reflective Learning:- This refers as the procedure through which managers
provide training and development programs to its workers for improving their skills,
knowledge and behaviour. Managers of Hightown are advantageous as they analyse
the change in workers after providing them training and record the improvement.
(B.) Demonstrate personal skill audit with application of professional
development plan in business
Personal Skill Audit:- It is a written document which clearly describes the
improvement in skills and knowledge of workers by encouraging them to give their
best efforts in completing its goals. Managers of Hightown are advantageous as it
advance the skills of labours through training and development programs which
increase specialisation and result in accomplishment of success efficiently.
Professional Development Plan (PDP):- The professional development plan
refers as achieving career goals through gaining specific insight of workforce (Dixon,
Holoshitz and Nossel, 2016). Managers of Hightown are advantageous in building
professional development plan as it leads to analyse the strategy of business in
identifying and bridging the gap.
Development
Objectives
Priorit
y
Activities
to be
undertake
n
Resource
s
Target
(Start
Date)
Target
(End
Date)
Criteria
For
Succes
s
Effective
Communicatio
n
Moder
ate
2 months The main
duty and
responsibili
ty of
managers
is to
concentrat
e on their
effective
speaking
01/06/20 31/07/20 The
manager
s of
Hightow
n
focuses
of verbal
and non-
verbal
commun

style which
emphasize
workers to
perform
their action
with
motivation
and good
morale.
ication
skills as
to direct
and
guide
workforc
e for
giving
their
best
efforts
towards
goal
achieve
ment.
Leadership
skills
Low 4 months The
leaders of
an
organisatio
n aim to
adopt
various
leadership
styles in
order to
complete
the target
with
developing
good
employee
relations.
01/08/20 30/11/20 Leaders
of
Hightow
n are
advanta
geous
as the
workforc
e
perform
its action
with
collabor
ation
that
result in
achievin
g target
within

specified
time.
Training and
development
Moder
ate
2 months It is
essential
for an
organisatio
n to
provide
training
and
developme
nt
programs
which
result in
improving
skills,
knowledge
and
behaviour
of workers
for
restricting
errors.
01/12/20 31/01/21 Manager
s of
Hightow
n are
profitabl
e as
their
workers
complet
e task
by
restrictin
g errors
which
result in
goal
achieve
ment
efficientl
y.
Identification of
problems
High 2 months It is most
important
task for
managers
in
analysing
the gap
between
expected
and actual
01/02/21 31/03/21 The
manager
s of
Hightow
n
monitor
and
control
action of
its

performan
ce of its
workers
that might
delay in
accomplish
ment of
success.
workers
by
identifyin
g
mistakes
which
lacks in
goal
achieve
ment
and
might
create
instabilit
y for
business
.
Solving the
issues
Moder
ate
2 months The main
purpose of
managers
is to solve
the
problem
through
developing
innovative
ideas by
strategic
decision
making
procedure
for
corrective
measures.
01/04/21 31/05/21 It is the
main
duty and
responsi
bility for
manager
of
Hightow
n by
impleme
nting
new
ideas to
solve
the
problem
of errors

with
correctiv
e
measure
s to
bridge
the gap.
The benefits and limitations of professional development plan are as
follows:-
 Benefits:- The professional development plan plays major role in business
for organising the business activities by encouraging workers to improve their
skills which leads in professionalism. Managers of Hightown are
advantageous as they increase the capability of its workers through
developing their skills which result in specialisation and reduce time
consumption (Finkler, Smith and Calabrese, 2018).
 Limitations:- The limitations of professional development plan is to perform
business activities through improving skills. Managers of Hightown are
adversely affected as they provide training and development program to its
workers which result in high cost for the company.
(C.) Differentiate between organisational and individual learning followed by
training and development
Organisational Learning:- It is the main duty of managers to provide
continuous learning programs by making workers to learn from their past mistake.
Managers of Hightown are beneficial as it encourage worker to recognise their
previous errors and restrict the same faults again and again which lacks in goal
achievement.
Individual Learning:- This is described as the process through which
managers provide training and development programs for improving and updating
the skills and knowledge of workforce. Managers of Hightown focus on developing
skills of individual which leads worker to complete their task before time and restrict
the possibility of errors. It creates opportunity for company to sustain in perfect

competition market by achieving its success efficiently (Hollnagel and Braithwaite,
2019).
Differentiate between organisational and individual learning:-
Features Organisational Learning Individual Learning
Definition It is the main duty of
managers to provide
continuous learning programs
by making workers to learn
from their past mistake.
This is described as the process
through which managers provide
training and development
programs for improving and
updating the skills and
knowledge of workforce.
Goal The goal for managers of
Hightown in organisational
learning is to achieve
organisational goals and
objectives.
The goal for managers of
Hightown in individual learning is
to achieve monetary and non-
monetary rewards such as
bonus, incentives, degrees,
certificates, promotion,
performance appraisal, etc.
Functions The main function of
organisational learning is to
develop competitive
strategies for remaining
stable in perfect competition
market.
The function of individual
learning is to improve skills and
knowledge through attending
training and development
programs for restricting the
possibility of errors
(Jarzabkowski and Kaplan,
2015).
GAP Analysis:- It is a framework which describe the comparison between
expected and actual performance of its workers for analysing the gap. It is essential
for an organisation to analyse the customer satisfaction and experience with their
product for analysing the commodity is able to meet their requirements. Managers of
Hightown focus on monitoring and controlling the action of workforce for identifying
errors and to solve it efficiently by implementing corrective measures.

 Current State:- This refers as the procedure through which managers
analyse the current state or position of their business activities for analysing
the ability of workforce to meet specified target. Managers of Hightown focus
on the current scenario of employees as to develop plan for achieving
success (Masterman, 2014).
 Future State:- It is the process that enables managers of a company to
forecast vision, mission and objectives for business to achieve success.
Managers of Hightown focus on this as to predict goals and objectives for
organisation that are to be accomplished by workers in future.
 Gap Description:- The gap description refers as ability of managers to
compare the actual performance with estimated prospect for analysing the
gap or errors. Managers of Hightown implement this as to monitor and control
the actions of workers for analysing errors which are to be solved with
corrective measures.
 Next step and proposals:- It is the process described as bridging the gap
that managers emphasize leaders to develop strategy for controlling and
restricting errors with corrective measures. Managers of Hightown focus on
this as to solve problems efficiently for achieving success at particular
duration.
Training and Development:- The managers of Hightown are advantageous
as they develop the skills of workforce which result in restricting the possibility of
errors and lead to achieve goals efficiently. It creates opportunity for business to
build competitive strategies that leads to sustain in perfect competition market (Mol
and Birkinshaw, 2014).
Comparison between training and development:-
Features Training Development
Definition The training is defined as
learning capacity of
workers for improving their
skills, knowledge and
behaviour.
The development means
the ability to be
professional by adapting
the specialised skills which
result in learning and
updating knowledge.

Focus The managers of
Hightown focus on
providing training for
updating and train
workforce to improve their
skills, knowledge and
behaviour as
precautionary steps for
future problems.
The managers of
Hightown focus on
building development as to
achieve individual and
organisational goals that
leads to motivation
(Perlow and Kelly, 2014).
(D.) Describe the importance of continuous learning and professional
development for driving sustainable business
Learning Cycle:- This learning cycle refers as the ability of individuals, team
and organisation that leaning form their previous mistakes and give their best effort
to repeat the same mistakes. Managers of Hightown implement this learning cycle as
to encourage workers for taking high risk which has to be solved effectively and
result in high return at future.
Kolb’s Experimental Learning:- The Kolb’s experimental learning theory
was established by great philosopher David A. Kolb as being inspired from Kurt
Lewin in 1984. The managers of Hightown implement this theory as to enter in any
process of logical sequencing model.
 Diverging:- Managers of Hightown focus on new experience or situation
which is encountered or interpreted by analysing previous mistake as to
restrict the possibility of errors (Sabharwal, 2014).
 Assimilating:- The managers of Hightown have particular importance as any
inconsistency between experience and understanding.
 Converging:- Managers of Hightown focus on converging type as to solve
their problems through taking strategic decision making procedure for
corrective measure.
 Accommodating:- The managers of Hightown focus on individuals with this
kind of learning style as to prefer in doing things practically.

Continuous Learning:- The managers of a company emphasize its
workforce for providing continuous learning to their workers by improving their skills
which result in completing their target efficiently. Managers of Hightown focus on
their goals and objectives of business to accomplish success at certain specified
duration.
Professional Development:- The professional development focus on
improving knowledge, skills and behaviour of workers by providing them training and
development programs. It creates opportunity for business to remain stable in global
market by developing its competitive strategies. Managers of Hightown focus on
developing professionalism which motivates workers to achieve individual and
organisational goals (World Health Organization, 2014).
 Develop employee relation:- Managers of Hightown are advantageous as
they develop good employee relation which result in goal accomplishment
effectively. It further improves competitive strategy to compete with rivalries
through their strength and opportunity for controlling weakness and threats.
 Improve skills to solve problems:- The managers of Hightown emphasize
leaders to improve skills for solving problems easily that result in stability of
perfect competition market.
SECTION 2
(A.) Covered in PPT
(B.) Covered in PPT
(C.) Covered in PPT
(D.) Covered in PPT
CONCLUSION
From the above discussion it have been concluded that human resource
management plays major role in increasing the intrinsic strength of workers by
improving their capability to sustain in global market. This project analyse
knowledge, skills and behaviour that are essential for HR professionals. It further

demonstrates personal skill audit with application of professional development plan
in business. The company differentiate between organisational and individual
learning followed by training and development. Apartly, it describes the importance
of continuous learning and professional development for driving sustainable
business.

REFERENCES
Books and journal
Beall, J., Crankshaw, O. and Parnell, S., 2014. Uniting a divided city: Governance
and social exclusion in Johannesburg. Routledge.
Capdevila, I., 2015. Co-working spaces and the localised dynamics of innovation in
Barcelona. International Journal of Innovation Management. 19(03). pp.
1540004.
Chambliss, D. F. and Schutt, R. K., 2018. Making sense of the social world: Methods
of investigation. Sage Publications.
Dahama, O. P., 2019. Education and communication for development. Oxford and
IBH Publishing.
Dixon, L. B., Holoshitz, Y. and Nossel, I., 2016. Treatment engagement of individuals
experiencing mental illness: review and update. World Psychiatry. 15(1). pp.
13-20.
Finkler, S. A., Smith, D. L. and Calabrese, T. D., 2018. Financial management for
public, health, and not-for-profit organizations. CQ Press.
Hollnagel, E. and Braithwaite, J., 2019. Resilient health care. CRC Press.
Jarzabkowski, P. and Kaplan, S., 2015. Strategy tools‐in‐use: A framework for
understanding “technologies of rationality” in practice. Strategic management
journal. 36(4). pp. 537-558.
Masterman, G., 2014. Strategic sports event management. Routledge.
Mol, M. J. and Birkinshaw, J., 2014. The role of external involvement in the creation
of management innovations. Organization Studies. 35(9). pp. 1287-1312.
Perlow, L. A. and Kelly, E. L., 2014. Toward a model of work redesign for better work
and better life. Work and Occupations. 41(1). pp. 111-134.
Sabharwal, M., 2014. Is diversity management sufficient? Organizational inclusion to
further performance. Public Personnel Management. 43(2). pp. 197-217.
World Health Organization, 2014. Compendium of innovative health technologies for
low-resource settings: assistive devices, eHealth solutions, medical devices.
World Health Organization.
World Health Organization, 2016. WHO recommendations for prevention and
treatment of maternal peripartum infections. World Health Organization.