Organizational Development & Leadership Analysis

This assignment requires a comprehensive analysis of an organization's structure and leadership styles, focusing on their effectiveness. Utilize theoretical frameworks from 'Sociological Paradigms and Organizational Analysis' by Burrell & Morgan, 'Requisite Organization' by Jaques, 'Employee-Organization Linkages' by Mowday et al., and 'Strategic Human Resource Management for Resilience' by Lengnick-Hall et al. to evaluate the organization's structure, leadership styles, and HR practices. Additionally, consider how these aspects influence employee engagement and organizational performance.

DEVELOPING INDIVIDUAL,
TEAMS AND
ORGANISATION

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
P1 Appropriate knowledge, skills and behaviours required by HR professionals for
Sainsbury's organisation ........................................................................................................1
P2 Professional development plan for Jane Cambridge in her HR Officer role....................2
P3 Difference between organisational and individual learning ; training and development..3
organisational and individual learning..................................................................................4
Training and development......................................................................................................4
M1 Personal skills audit for an employee (Jane Cambridge) to identify needs of training and
development...........................................................................................................................5
P4 Needs for continuous learning and professional development for sustainable business
performances..........................................................................................................................8
M2 Learning cycle theories and its impact on professional development.............................9
Section 2 – Essay ..........................................................................................................................10
P5 Effective use of high-performance working (HPW) framework and performance
management models to support high-performance culture..................................................10
M3 Analysing the benefits of HPW to an organisational situation......................................11
P6 Evaluating various approaches to performance management.........................................12
M4 Evaluating various approaches on supporting efficiency in culture and commitment. .13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Sainsbury's is a retailer company situated in United Kingdom. In this unit employees can
learn about the company and its HR professional requirements. The aim of this project is to
provide opportunities to employees for achieving high performances towards organisational
activities. From these employees can understand about the skills, knowledge and behaviours
required for HR manager. Readers can analyse complete personal skills audit of Jane Cambridge.
There are some development plans for employees that is beneficial to improve professional skill.
In this unit employees can analyse the difference between organisation or individual learning and
training or development activities. Here is a table which is helpful to understand the differences.
In this project reader can find the importance and needs of continuous learning and professional
developments which is very important for sustainable business performance(Goetsch, and Davis,
2014).
P1 Appropriate knowledge, skills and behaviours required by HR professionals for Sainsbury's
organisation
Sainsbury's is situated in United kingdom. It is the largest chain of supermarkets in UK.
As a HR manager of the company a person requires more knowledge and skills tan other
employees. Human resources officers have to develop and implement policies for effectiveness
of employee works. In the organisation there is a aim of HR to ensure organisational work done
by employees and their experience. As a HR manager there are some duties towards the
organisation like providing training and development opportunities to employees and to make
strategies to achieve organisational goals.
Human resource manager requires the knowledge of negotiation technique to satisfy staff
and other candidates. This knowledge helps to avoid conflicts between staff. They have to deal
with grievances, so by the knowledge they can handle any situations. They must know about
health and safety of employees and other members. The knowledge of recruitment process helps
to get efficient candidates for the company. HR manager is a representative of the company,
experience of handling issues relating to candidates helps to reduce conflicts(Mowday, and
Steers, 2013).
HR managers promotes the company towards customers and candidates, they should have
a great maintaining and advising skill. It includes promotions, recruitment staff, development of
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job descriptions, specification of person, checking application forms of candidates, determine
working conditions of employees, providing opportunities to employees and other management
performances. HR of the company have to understand salary procedures, for this HR requires the
skill to undertake salary reviews. Planning, advertisement, organising, recruiting, training and
controlling all this process implemented by HR in the company, so there must be a skilled person
to deal with it. They should have the ability to understand benefits of the company and how can
achieve them. Remunerations to the employees creates conflicts within the organisation, HR
must solve that problems and other issues by making strategies and policies(Lengnick-Hall,
C.A., Beck, T.E. 2011).
In the Sainsbury's corporation human resource manager must follow rules and regulations
developed by the company from which employee will also learn and follow policies. Behaviour
of HR should be very calm and easy to understand. They must implement disciplinary
procedures. Working with employees closely increases consultancy power in HR. At the time of
advertising, interviewing, representing the company and selecting candidates HR manager
should perform very well. They should interpret employment law and recognize strategies to
achieve long term goals of the company(Harris, A., 2013).
P2 Professional development plan for Jane Cambridge in her HR Officer role
Professional development plan is a strategy that documents the goals of Sainsbury's
corporation. It is a development process of employees from which ability of working as HR
manager can be increased(Maxwell, J.C., 2011). Jane Cambridge has experience in many fields
but also has lack of knowledge in many processes. It is important to create plans that helps to
increase capacity of working as a HR manager.
Assessment of skill level- Jane Cambridge can improve her technical and social skill.
She can make plans that how do she work with other employees. She is to assess our actual skill
level after then creating strategies can help to improve technical and social skills(Perez, 2010).
Development academy- Academy is a centre in which training facilities are provided.
Jane Cambridge can join development academy that provides training programs of identifying
staff needs, resources required for the organisation. It offers long term training facility that
improves employee's skills and develops capabilities of employees. From this kind of academy
Jane Cambridge can gain more opportunities to develop our skills.
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Seminars- Seminar is a learning part that is important for professional development. In
the organisation seminars and workshops helps to develop work and technological skills. By
attaining seminars employee can assume our capability and can get ideas to improve them.
Seminars is a learning process of productivity and profitability in the market. For example-
Sainsbury's corporation want to increase our productivity 20 % than last year. So by attaining
seminars Jane Cambridge can improve our productivity skills.
Education opportunities- There are many opportunities available for education of
human resource professional. Education facilities improves current skills in the employees. It
presents unique ways to develop certain skill.
Observation of enhanced knowledge- this technique is beneficial for development of
professional skill of Jane Cambridge. She can observe our knowledge that helps to achieve
organisational goals. From these employees can understand the needs of progress towards goals.
Mentorship- Mentorship can play an effective role for the development of professional
skills. It includes the pairing of staff members. Each employee who is interested in pairing can
use this technique. Mentorship is very important to develop certain professional knowledge. This
activity of mentorship include shadowing, tutorials and information interviewing. Mentorship
helps to determine professional goals and to improves mentoring relationship(Burgoyne, J.,
2012).
Explore professional developments by strategies- development of personal skill can be
done by improving our knowledge and experience. Jane Cambridge can create strategies relating
to development of our skills(Jaques, E., 2017.).
P3 Difference between organisational and individual learning ; training and development
Organisational and individual learning is based on group activities to achieve
organisational goal of Sainsbury's from improving employee's skills. This process includes
motivation technique that helps to focus on more developments.
Training and developments is based on individual activities to gain specific skill. It
includes effectiveness and efficiency at the time of working in the organisation. In this
techniques helps to gain personal development.
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Basis organisational and
individual learning
Training and development
Development Organisational and individual
learning taught by introducing
group activities. It increases
organisation's inside
knowledge by changing
behaviours.
Training and development
taught by lectures and
exercises. It increases personal
skills by changing behaviours.
Focus It focusses on organisational
soft skills.
It focusses on individual
technical and soft skills.
Method In this organisation can use
method of group setting, one
on one, group's work location
and off site(West, M.A.,
2012).
In this individual can use
method of online learning and
on the job.
Goal Main goal of organisational
and individual learning is to
improve knowledge and skills
within a group. It includes the
process of motivation, inspire
and behaviourally processes.
Main goal of training and
development is to develop
efficiency and effectiveness of
employees. It includes
individual motivation and
behaviour.
Common activities Common activities in this
implemented by group of
employees or other members.
Activities includes team
building exercise, job design,
role clarity, events,
competency modelling,
organisational structuring and
leadership coaching(Purpura,
Activities in this implemented
by individual employee. It
includes the training activities
in a specific skill and
competency. Such as
improvement in technical
skills, writing skills, soft skills
etc.
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J.E., 2013).
(M1) Personal skills audit for an employee (Jane Cambridge) to identify needs of training and
development
To become a human resource manager Jane Cambridge must have the knowledge and
experience which is beneficial for Sainsbury's corporation. There are some personal informations
regarding to skills required for Jane Cambridge.
Skills required in relation to the information technology
Information
technology
No experience Good Very good Excellence
Use Microsoft
office ward
✓
Use Excel
spreadsheet
✓
Use the internet ✓
Use data base ✓
Use power point ✓
Use specialist HR
software
✓
Communication skills required for employee
Communication
skills
No experience Good Very good Excellence
Use e-mail ✓
Taking notes of
disciplinary
✓
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hearings
Drafting contracts
of
employment
✓
Produce material
to support
presentations
✓
Write reports ✓
Delivering a
training session
✓
interviewing ✓
Advising on HR
issues
✓
Resolving
disputes and
complaints
✓
Problem solving skills required for employee
Problem solving
skills
No experience Good Very good Excellence
Make good use of
Verbal reasoning
skills,
able to handle
complex
✓
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data and make
selective use of
information
Consider the
ideas of
others to help
solve
problems
✓
Explore more
than one
solution in order
to
solve a problem
✓
Other experience required for candidate
Supervisory
Management
None 1 to 5 5 to ten More than 10
How many people
have
you managed at
any
✓
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One time?
Supervisory
Management
No experience Less than 6
months
Less than 1 year More than 1
year
How much
experience
have you had in
your
Placements ?
✓
In relation to information technology she has experience of using internet, e mail, power
point, Microsoft office words and excel spreadsheet but there is a lack of using specialist HR
software. She is to improve this skill. Communication skills are very important for HR
manager(Pohl, K., 2010). She is good in Taking notes of disciplinary hearings, Writing reports
and Drafting contracts of Employment but there are lack of Produce material to support
presentations. She can do interview, resolve problems and give advice on HR issues. She is able
to handle complex in work and explore ideas to solve them. She can handle 5 to 10 employees at
same time. She is to improve our capacity to handle more than 10 employees and training
process.
P4 Needs for continuous learning and professional development for sustainable business
performances.
Sainsbury's is a retailer company it focusses on continuous learning and professional
development process. Every one needs to improve continuously whether he is owner or
employee of the company. It is beneficial for both company and employees. Continuous
learning and professional development increases success in market of the company. It can be
understand by developing new ideas and innovation techniques for the organisational activities.
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From learning employee meets new technologies that helps to create productivity by new
methods(Almond, G.A. 2015).
Continuous development increases productivity of the organisation and also increases
loyalty in employees. Learning abilities fulfils individual as well as organisational goals.
Productivity is a result of demanding products that occurs higher retention rates. There are some
advantages of continuous learning and professional developments, it promotes development
opportunities for employees, management department can creates planning strategies to achieve
long term goals very easily. The organisation can analyses needs of future training programmes.
From these employees can quickly determine the solutions of tricky problems. Businesses that
follows continuous learning and development processes attracts key players for the industry.
Continuous learning and professional development enhance the performance of
organisation and its members and updated knowledge. It is beneficial for applying different
routes for the developments. There are some ideas of continuous learning and development like
reading professional books, articles, research papers and journals. Coaching, training, mentoring,
conferencing and academic study. Voluntary works and event management is a part of personal
development. Doing research activities and publishing articles helps to learn new things.
Spending time with customers, stakeholders, suppliers and other trade bodies increases
knowledge. Providing training facilities and giving presentations at conference increases skill
development(Almond, G.A.2015).
However, continuous learning and professional development increases knowledge of
employee and manager of the company. This technique takes time and our comfort zone and
some time energy. But if the company and its employees keeps learning habit in their career than
there are more possibilities to expand business.
M2 Learning cycle theories and its impact on professional development
Learning cycle theories can actually help in implementing professional development of a
person and it is being done by involving various steps that are to be adopted and then
implemented by the person so that they can be able to seek for a professional as well as personal
growth. Although there are various learning cycle theories but a few of them are described as
below to represent its influence on the professional development of a person. This has been
discussed as below :
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Kolb learning cycle theory
Kolb's learning theory can be considered as a very well known example of a theory that
makes a sort of argument on various important factors of life that involves experiences,
reflection of what one has done, making generalisations and a well planning about the
conclusions and outcomes. So, it is classified into four stages, Experience, reflection,
conceptualisation and planning. By implementing efficiently all these stages, it can actually help
the person in achieving all the targets and goals at a much faster rate, thus modifying the
professional development of a person as well.
Section 2 – Essay
P5 Effective use of high-performance working (HPW) framework and performance management
models to support high-performance culture
Engaged employee is productive, active and disciplined which are the keys to success of
Sainsbury's. Employee engagement is based upon trust, integrity and communication between
employees and the organisation.
HPW has a main role in employee engagement. High performance work system is
followed by mentioned organisation to improve effectiveness and productivity of their workers.
Employees who are highly involved in conceiving, designing and implementing workplace
processes are more engaged. In this system employee has greater involvement and
responsibilities. Employee works with high performance; which increases the productivity of
Sainsbury's and also enhances benefits. In HPW system employee determine what are the
company’s needs how they can satisfy their customers. HPW system can reduce cost of
Sainsbury's. HPW system are perceived to create value for Sainsbury's by reducing the cost and
improving productivity(West, M.A., 2012).
The main aim of high performance work system is to examine the role of employee
engagement. Worker of Sainsbury's continuously focus upon new technology and they try to
perform at the best level. When employees learn new skills; than he/she will satisfy the
customers from his services very well and this process will help a lot to improve the market
reputations and benefits of Sainsbury's. By following HPW system; the mentioned company can
attract their customers to visit their company. To launch any new product organisation needs new
technology and ideas HPW system brings new ideas which are very useful in new product launch
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in Sainsbury's. HPW system established a team work when employee gets new idea he will share
with other workers so by this process the teamwork is generated for the organisation. In addition,
Sainsbury's can use the reward schemes to improve performance(Suddaby, R., 2010).
High performance work system affects overall Sainsbury's performance. Due to
increasing competitive market, companies are forced to find the way to remain famous and on
top while offering high-end product and services. So, to overcome these challenges the
Sainsbury's is focus on HPW system.
In this system when one employee of organisation works at high level and get some extra
payment and reward than other employee also try to do his task efficiently. By this chain; the
Sainsbury's organisation gets new ideas and skills to complete the goal. When workers try to
learn new techniques they will try to save the time and it will increase the productivity of
organisation. Every employee will perform at the best level and try to complete more tasks and
give the more outputs to Sainsbury's.
There are some system which are adopted by the Sainsbury's to increase the HPW
system. These are as follows:
Sainsbury's offers the development trainings to their staff. The mentioned company offers
the training to the employee on the regular basis to enhance their competency. These activities
certainly motivate the workers. Sainsbury's focuses upon individual and team performance to
achieve the success.
Sainsbury's always try to give task according to employees’’ interest and qualification.
When employee is happy with his job he will do work hard continuously and perform at high
level. HPW is a simple way which is used by Sainsbury's Company to maximize the benefits and
productivity(West, M.A., 2012).
Measuring performance of employee is the backbone of Sainsbury's. In this process the
mentioned organisation usually measures workers’ performance by assessing how much
contribution the employee is making to the business growth. In this process the Sainsbury's
established a team who always focus and analysis the performance of individual and after the
measuring the performance of each employee they give feedback to their employees, and
motivates them to work more effectively. They measuring the overall performance of employee.
Employee's overall performance is depended upon a number of factors such as conductive work
environment, work profile, compensation, bonus system, job satisfaction, company policies and
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technology. Sainsbury's gives all these facilities to their employee. The mentioned company
provides the bonus system to their employee to motivate them it also provides the task according
to employee's interest. When employee gets interested task than he will get satisfy with his job.
Sainsbury's provides new technology and sources to their employee so employee can complete
the task easily without wasting the time(Purpura, J.E. 2013).
M3 Analysing the benefits of HPW to an organisational situation
High performance working (HPW) can actually prove very beneficial for various
situations when seen as an organisational context. There are various factors that can be benefited
by the involvement of high performance working system and these involve that it helps in
making the attitude and behaviour of the employees more better as they also consider the fact
that they are able enough to take any responsibility that can make improvements and
modifications in the products and services of the organisation. Also, it helps in making the
environment of the company happier and healthier which maintains positivity in the environment
that encourages the employees to focus harder on achieving the targets and requirements.
P6 Evaluating various approaches to performance management
Sainsbury's uses different approaches for the purpose of measuring performance of their
employee. They use Comparative approach, Attribute approach, Behavioural approach, Result
approach and
Quality approach. All approaches works on different strategies and have different role in
performance measuring.
In comparative approach the team of this approach compare the performance of employee
with the other. This approach involves ranking an employee's performance with respect to that of
others' in group (Purpura, J.E., 2013). In this approach individual are ranked on the basis of
highest and lowest performance. In this approach management of Sainsbury's gives the reward to
employee who perform at highest level and provides the development training for the lowest
performer to develop new skills.
The other approach which are used by Sainsbury's is attribute approach. In this approach;
employees are rated on the basis of specific set of parameters such as problem solving skills,
communication skills, creativity and innovation(Suddaby, R 2010).
Behavioural approach has main role in measuring the performance of employee.
Behavioural approach is suitable for reliability and accuracy. Sainsbury's focuses on this
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approach mostly because a positive attitude is very necessary for this organisation. Sainsbury's
analysis the behaviour of each employee they analysis that how the employee gives his/her
services to the customer how they satisfy their customers with the positive attitude. When
employee have positive attitude he will try to solve their customers’ problem as soon as they can.
And always provides the best performance to their customers. By this approach the management
analysis that how the staff are follows the rules and regulation of their business. They focus also
on the punctuality.
Result approach is the last one which is followed by the Sainsbury's. They believe that
results are one of the big sign of how the employee's performance has contributed in organisation
success. This approach is very easy and simple. Management analysis that employee is done
his/her task properly or not. If employee done his/her task on right time and gives the output to
the organisation than he will come in the list of high level performer(Purpura, J.E., 2013).
M4 Evaluating various approaches on supporting efficiency in culture and commitment
When analysing between different approaches, it can be classified that in the behavioural
approach, basic human behaviour is being taught which can help in replacing the ones that are
not worthy enough and are responsible for making inefficiencies in life. So, behavioural
approach is considered as one of the efficient approaches that can help in maintaining a happy
culture in the organisation and also, a word of commitment between the employees that they tend
to cooperate with each other and provide support whenever whosoever requires it. IN
contradiction to this, result based approaches are also efficient and appropriate enough that has
its focus on the overall performance of the organisation and in that, they also check if there are
some areas that needs to be modified or improved. Thus, these approaches can help in managing
the culture as well as commitment in the organisation.
CONCLUSION
The main objective of these project is to develop skills of employees and organisational
members. It will help to identify the values of continuous learning and professional
developments. There are some theories to demonstrate understanding of HPW's contributions to
employee engagement. From this it can be analyse that applying HPW is beneficial for
organisation. There are different approaches to performance management.
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Harris, A., 2013. Distributed school leadership: Developing tomorrow's leaders. Routledge.
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Leinhardt, S. ed., 2013. Social networks: A developing paradigm. Elsevier.
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