Developing Individuals, Teams, and Organizations

This report examines the importance of individual and team development within organizations, using Hilton Hotel and Resort as a case study. It analyzes the necessary knowledge, skills, and behaviors for HR professionals, the differences between organizational and individual learning, and the role of continuous learning and professional development in driving sustainable business performance. The report also explores the benefits of a high-performance work system (HPWS) and critically evaluates different approaches to performance management, highlighting their impact on employee engagement, commitment, and competitive advantages.

DEVELOPING INDIVIDUAL, TEAMS
AND ORGANISATIONS

Contents
INTRODUCTION...........................................................................................................................1
SECTION 1 .....................................................................................................................................1
P 1. Determination of appropriate knowledge, skills and behaviour...........................................1
P 2. Create professional development plan .................................................................................4
M 1. Personal reflection and evaluation of PDP..........................................................................5
P3. Differences between organisational and individual learning; training and development .....6
P 4. Analysis of need for continuous learning and professional development for driving
sustainable business performance................................................................................................7
M 2. Applying learning cycle theories.........................................................................................9
D 1. Professional development plan, training and learning cycle to achieve sustainable
business performance objectives ...............................................................................................10
SECTION 2 ...................................................................................................................................10
P5. Demonstrating HPWs contribution to employee engagement and competitive advantages
within organisational situation...................................................................................................10
P6. Evaluation of different approaches to performance management by using specific
examples and their support to high performance culture and commitment...............................13
M 3. Benefits of HPW with justification ..................................................................................16
M 4. Critically evaluating different approaches and make judgement to support high
performance culture and commitment.......................................................................................16
D 2. HPW leads to improved employee engagement, commitment and competitive advantages
....................................................................................................................................................17
CONCLUSION .............................................................................................................................17
REFERENCES .............................................................................................................................18

INTRODUCTION
The role of individual development in team is essential for organization. It helps in
effective organizational culture. High working performance team is a building block of company.
Team and individual development increases skills, knowledge and behaviour for better working
in a firm. With the help of professional development, team and individual are improving
performance in organization (Raes and et.al., 2015).
This report is based on Hilton Hotel and Resort. It is a global brand of hotel and resort
services. The brand targets at both business and leisure travellers with location of major city
centres and popular holiday destinations around the world. This assignment will determine
appropriate knowledge, skills and behaviour that are required by HR professional. It will
evaluate completed personal skills audit and also create professional development plan. It will
also analyse differences between organisational as well as individual training and development.
It determines needs for continuous learning and professional development in terms of sustainable
business performance and objectives.
SECTION 1
P 1. Determination of appropriate knowledge, skills and behaviour
Professional Knowledge
HR officer must have knowledge of different business activities such as improving
performance of staff, implement policies and procedures, developing HR planning strategies etc.
(Ursat and et.al., 2017).
Education required: Being HR professional, it has required graduation in B. Com and
MBA in human resource management. He\she must have experience of some years. So that, they
have to implement strategies and policies of company.
Implementing policies and procedures: HR officer of Hilton must have knowledge about
policies and procedures such as performance management, equal opportunities and disciplinary
procedures. They must work closely with other departments. They must have understood and
identified various plan of actions to achieve goals and objectives.
Laws and regulations: HR officer must be updated regarding employees’ laws like
Consumer Protection Act, Labour Law and other regulations. They make sure that all regulations
1

are followed at workplace carefully. They also ensure that by providing healthy and safe
environment, smooth business can be run (Quendler and Lamb, 2016)
Maintaining payroll records: It is essential for maintaining records of payroll of
employees as well as employers of Hilton. So that, HR officer must understand different policies
which are implemented in wages and salary of employees. Therefore, they should maintain
proper payroll records (Hancock and Walsh 2016).
Professional Skills
They must have professional skills for giving training, managing performance, analysing
training for employees, dealing with grievance and other activities.
Creativity and confidence: HR officer must be creative, innovative and confident for
giving training and development to new as well as existing employees of Hilton. They organize
different seminars, conferences for employees. With self-confidence, HR officer can give the
best training to the staff. Through creativity, they can improve workplace culture effectively.
With the help of confidence skill, HR officer is facing all situation regarding interpersonal
conflicts, training and development etc.
Communication and time management: HR officer must have effective communication
and time management skills for understanding and resolving issues in Hilton. There are many
issues regarding wages, trade union etc. creating at workplace. With the help of effective
interaction with employees, HR officer is solving all issues of employees. Through time
management skill, they are solving all problems and managing their work (Magee and Webb,
2015).
Decision making and conflict resolution: HR officer must have decision making and
conflict resolution skill. With the help of this, he\she can solve all issues regarding company’s
policies and procedures. They follow different methods collaborating, accommodating for
resolution of conflicts.
Professional Behaviour
Communication skills and dress up: Being HR professional, it is essential that formal
dress up and linear communication skill. So that, it is positive impact on other employees in the
workplace.
2

Coordinating: HR officers must have coordination with their employees’ tasks at
workplace. With coordination, they can solve issues of employees regarding payroll, health and
safety, training etc. He\she gives advice about performance, remuneration, promotion and
benefits. Through this skill, HR officer is solving all issues regarding employees (Megginson and
Whitaker, 2017).
Problem solving: HR officer must have problem- solving ability. With the help of this
skill, they are solving all the issues. They must promote equality and diversity as part of culture.
Problems like training and development, implementing policies, performance review, recruiting
staff and interviewing. For solving such problems, the HR officer discusses it with the top
management as well as employees at workplace.
Adaptability: HR officer must have adaptability for giving guidance relating to
performance, developing skills of team members. They are also giving suggestion for improving
productivity and improving knowledge about work based activity.
3

(B) Analysis personal skills audit
Strengths
Good knowledge of internet.
Good information about e mails.
Great report writing skills.
Good Creative and innovative skills.
Weaknesses
Lack of knowledge of excel spreadsheet.
Poor presentation skills and power point
knowledge.
Lack of conflict resolution capability.
Poor knowledge of data base.
Lack of awareness of HR software.
Opportunities
Solving disciplinary actions by taking notes.
Resolving disputes and complaints by using
different techniques such as involving
employees, accommodating etc. at workplace.
By technology development, she can create
opportunities for developing career.
By market development, she can increase job
satisfaction.
Threats
She is not making good use of verbal reasoning
skills.
Poor handling of complex data by using
selective information.
Cambridge is also not good at advising HR
issues at workplace.
Poor knowledge of Microsoft Office Word.
As HR has poor knowledge of excel thus, she is required to get training of MS
spreadsheet. Jane is required training for increasing knowledge power point presentation. Jane
needs training and development for reducing weaknesses at workplace.
With the help of training, she can use excel spread sheet for maintaining pay roll of
employees. As per problem solving, she could find all solution and taking advice from superior
for developing this skill. Jane is also required to get training for MS office word. She is taking
advice for solving complex issues of company. As per poor capability of conflict resolution, she
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is taking guidance for improving conflict resolution skill. As per lack of verbal reasoning skill,
she is required training session at workplace for improving this skill.
P 2. Create professional development plan
Skills to be
achieved
Current
proficiency
Target
proficiency
Strategies Time frame
Technical skill
and knowledge
Jane has
knowledge about
programs but she
can use updated
software such as
data base, HR
software for
improving
technical skills.
With the help of
updated
programs, she can
develop her
technical
knowledge.
By using different
strategies, such as
reading about
updated software
Jane is increased
knowledge about
Microsoft word.
Within 1 month.
Conflict
resolution skills
Jane is not able to
solve conflicts at
organization, so
can develop this
by following
different
techniques such
as including
group
collaboration
activities,
encourage active
listening etc.
She can attend
training sessions
at workplace.
Jane is taking
advice from
superiors for
solving conflicts
of firm.
1 month
Decision making
skills
Jane is not taking
immediate
With the help of
approaches such
By consulting
with the top
2 weeks
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decision, so that
she is developing
this skill.
as command,
consult,
consensus. Jane
is making
decisions related
to staff
performance,
implementing
policies and
procedures.
management, she
can make
decisions.
Communication
skills
Cambridge is not
good verbal
communication,
so that she is
developing by
attending training
session.
By attending
training sessions,
she can develop
this skill.
Through
attending training
sessions, she is
improving
communication
skills.
Within 1 week
Problem solving She is good at
solving various
problems, but
Jane is improving
this skill by
consulting her
superiors.
With the help of
methods like
identifying, and
analysing of
problems; she can
provide solutions.
By taking advice from
superior, Jane is
developing problem
solving skill.
Within 1 week
M 1. Personal reflection and evaluation of PDP
Personal skill audit and professional development plan indicates personal reflection and
evaluation. With the help of personal skills, Jane identified her weaknesses and threats. She is
also developing skills and knowledge at workplace. Through professional development plan,
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Jane Cambridge will develop and improve their weaknesses in the organization. Continuous
professional learning is developing on productivity, skills and knowledge for better working
performance in organization.
P 3. Differences between organisational and individual learning; training and development
Basis Organisational training and
development
Individual training and
development
Purpose To achieve goals and objectives. As compare to, the aim is
increasing skills and knowledge of
individual for effective working.
Benefits Organisational training is beneficial for
increasing stability and flexibility of
company (Megginson and Whitaker,
2017).
Individual training is advantageous
for enhancing performance at
workplace.
Importance It is important for reducing supervision
and increasing position of employees in
firm.
As opposed to, it is essential for
increasing job satisfaction.
Focus It focuses on increasing productivity. On the other side, Individual
training and development is
centralized on overcoming
limitations of an individual (Liang
and et.al., 2015).
Advantages To reduce learning time, accidents at
workplace etc.
To improve performance of individual.
Activity Organizational training and development
is activity of improving productivity of
company.
This is activity of development of
individual at workplace.
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Difference between organisational and individual learning
Organisational learning Individual learning
Organizational learning is procedure of
creating, retaining and transferring knowledge
with in company.
It is activity of increasing skills and knowledge
of individual.
It is essential as a strategy for adaptation and
flexibility of firm (Purtle, 2018.).
It is important as tool for quality of person.
It allows teams to learn about tasks and
specialities.
On the other side, individual learning is
important for improving performance,
developing skills and knowledge at workplace.
Organisational training assists to identify needs for future position in company. As
compared to, individual preparation helps in growth and development of single person.
Organizational and individual training and development is beneficial for achieving goals and
objectives. A positive environment for learning is always crucial for success. Organisational
learning is important as a strategy for adaptation and flexibility of firm (Silberman, 2013).
Training and development is important for both individual and organisation. It helps in
addressing employees’ weaknesses, consistency in duty performance, improving quality of
products and services and reducing cost. Individual learning is beneficial for rising motivation
level, increasing productivity and managing time for completing projects of company. As
compare to, organization learning is good for increasing flexibility and productiveness of
company.
Organizational training and development is a tool which company used for bringing
modification of company policies rather than focusing attention on individuals. This activity
assists in problem solving and conflict resolution of organization(Ford, 2014). With the help of
Individual development, single person is increasing awareness, identify skill, and develop talents
and potential. It is also helping for rising quality of life and increasing knowledge.
8

P 4. Analysis of need for continuous learning and professional development for driving
sustainable business performance
Continuous learning and professional development is the greatest asset for company's
workforce (Birasnav, 2014). Thus, this consistency in learning is to expand ability of learning by
regularly increasing knowledge and update skills. Professional development refers to as training
in a wide variety or can be considered as an advanced professional learning, that is intended to
help administrators and employees to improve their knowledge and effectiveness professionally.
Hence, many companies use various methods to train employees with right skills that helps
enterprise in meeting business objectives.
Therefore, to improve sustainability for business performance, implementation of
continuous learning and professional development can be done in the following context-
 Improves performance in current job- Learning continuously helps employee to
update their skills and knowledge that leads in increasing productivity. Thus, if
employees receive necessary training they become abler to perform their current job. In
order to alter employee performance, continuous learning and professional development
plays significant role as they build responsibility and confidence with their role.
 Sustain performance in current job- training creates sustainability in performance of
employees at workplace. Thus, continuous learning and development creates access about
that which customers did not know before and they sought out themselves. Hence,
employees of Hilton feels challenged and appreciated that leads to sustain performance
and growth.
 Training employees for diversification- Training plays significant role in expanding
organisation. Consistent training of workers helps them in developing skills and
background knowledge that are relevant in procedures and policies which assists in
diversification of a particular firm.
 Enjoy Competitive advantage- Hilton must ensure that employees get constant training
which helps in moving forward and achieving competitive objectives. Therefore,
company must give regular trainings with help of updated technology to workers so that
firm can survive in competitive market.
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 Enhances company reputation and profile- Training and professional development
helps in making enterprise more attractive so that employees may seek to improve their
skills and gain opportunities that is associated along with those skills. Hence, it leads in
achieving targeted goals and maintaining company's goodwill.
 Addresses weaknesses- Each and every employee in organisation has positive or
negative points. Thus, constant training helps management to address negativity which is
needed to be changed so that they can easily improve themselves by gaining updated
knowledge and skills. These skills of workers help management to complete tasks and
compete in global market.
 Increases job satisfaction level- Regular training and professional improvement
increases job satisfaction of staffs that leads in increasing motivation towards work. Thus,
it reduces employees turnover and increase productivity and efficiency. Furthermore, it
prevents competitors to take away skilled employees by offering high training or
incentives.
 Maintain knowledge and skills- It assists in maintaining skills and knowledge so that
the elements of a particular process are refreshed on daily basis so that they may not
forget which helps in achieving targeted goals. Thus, it plays significant role in
maintaining reputation and image of the cited company.
 Attract new people- Every business wants to have new and fresh workers to work with
them, so on- going training helps them to target new talents that may help business to
secure its goodwill and their talented workers.
M 2. Applying learning cycle theories
There are four steps that included in experiential learning cycle theory such as concrete
experience, reflective observation, abstract conceptualisation and active experimentation. This
theory helps in implementing continuous professional development (Paul, 2014). There are
different styles of learning such as diverging, assimilating, converging, accommodating.
Another learning style is Honey and Mumford. This theory is helping for finding out
correct learning style or preferences. There are four learning styles such as activists, theorists,
pragmatists, reflectors. This theory analyses implementation of continuous professional
development. Continuous professional development(CPD) is important for keep pace with
10

current standards of other. It is to maintain and increase knowledge and skills. CPD assists
continue to make meaningful contribution in team.
D 1. Professional development plan, training and learning cycle to achieve sustainable business
performance objectives
Professional development plan(PDP) is to identify skills and knowledge of individual. It
is important for improving weakness and developing strength of single person. This plan helps to
achieve sustainable objectives and performance of individual as well as organization (Guis and
et.al., 2017). PDP is essential for identifying training and development needs and increasing
learning skills. It is also helping for personal development and creating professional
development. It aids in career development and succession planning of individual. PDP is
important for increasing experience at workplace. It is rising confidence and credibility,
efficiency of employees. It helps to become better worker in the organization.
SECTION 2
P 5. Demonstrating HPWs contribution to employee engagement and competitive advantages
within organisational situation
High performance work system refers to as systematic approach to organisational design
seeking to align organisation and business environment to achieve operational effectiveness.
have become important source for competitive advantages and employee engagement in today's
business environment (Pulakos, and et.al, 2015). Thus, this is referred to as an environment that
has large number of employees and set of management practices that are followed. Therefore,
main aim of this work system is to achieve broad execution culture in which there is a
combination of values, norms and HR practices of a firm in which positive climate is created that
helps in achieving performance at higher levels. It focuses in solving operational problems and
implementing competitive strategies of organisation.
Hence, elements of HPWS have been discussed in below context-
 Organisational structure is one of the element. In this Hilton groups its people according
to skills they acquire into useful divisions, departments and reporting relationships that
leads in achieving targeted goals for selected company.
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 Designing of a task is done as it determines about activities that are necessary in an
organisation which may grouped as per team responsibilities or job. This determination
helps in grouping members according to skills or knowledge they acquire.
 HPWS helps Hilton to achieve its objectives by giving necessary training to people so
that they become well prepared and well suited for a particular job.
 Hilton motivates personnel by rewarding them with incentives and awards which in turn
leads to achieve organisational goals and targeted objectives. Thus, reward system helps
in assisting an enterprise in increasing productivity and efficiency.
 HPWS enables quoted company to share their information in wide manner. It is done
through information system. It is a software that helps enterprise to organize and analyse
data. Thus, it is an integrated set of components of collecting and storing data and
provide digital products.
Outcomes of High performance work system
 Higher productivity and efficiency- HPWS is a set of practices of management that
attempt in creating such environment of organisation in which employee has greater
involvement and responsibility (Fejes, 2016). Thus, workers in firm put efforts in
adequate manner as they are motivated by reward system that leads in increasing
productivity and efficiency.
 Higher profits- Due to high productivity, there would be increase in profits if ratio
between inputs and outputs are high.
 High product quality- HPWS is a group of human resource practices like selection,
training, performance appraisal and compensation that is designed to enhance
effectiveness of employees. Hence, groups are created of employees having specialised
skills so that they can maintain and improve quality of a product.
 Great customer satisfaction- Customers are health conscious nowadays so they prefer
high quality product even if they have to pay premium price which in turn leads in
increasing productivity and efficiency.
12

 Low employee turnover- Customers are more satisfied with their jobs due to HPWS so
this helps in strengthening bonds between management and employees that assists in
increasing motivation level of worker and efficiency.
Thus, when objectives of particular firm are changed, people involved in group becomes
flexible and make changes as per need arises. Therefore, individuals in Hilton works efficiently
to provide high quality goods and services to customers which helps organisation to meet
targeted objectives smoothly.
Conditions creating High Performance Work System
 Team work and active participation- To create HPWS, it is important for workers to
work as team and have active participation in decision making by sharing their views
regarding business objectives that leads in achieving goals of enterprise in smooth and
easy way.
 Constant feedback- Frequent feedback helps in increasing employee engagement by
way of conducting meetings. Thus, critical reply regarding their work will assist them to
correct their issues and positive response helps them in maintaining their quality of
action. Hence, constant feedback is significant, if there is any problem with employees’
performance.
 Ongoing training- This plays significant role in business environment. Hence,
surrounding of enterprise has significantly changed over years and it becomes important
for workers to improve their skills day to day. Thus, it helps in employee engagement
towards work and achieve competitive advantage.
 Cutting edge technology- It is developed technology features and poses unreliability
risks to users as it is new. Hence, it creates bright workforce management ecosystem
working. Thus, to achieve this, organisation has to find user friendly technologies that
enable team to work better that leads in employee engagement and achieve competitive
advantages.
13

P6. Evaluation of different approaches to performance management by using specific examples
and their support to high performance culture and commitment.
Performance management is a process in which managers and employees are running
together for planning, monitoring and review work objectives of worker and overall contribution
(Valmohammadi and Ahmadi, 2015).
Activities of performance management
The activities included in execution management ensures that goals that are targeted met
in effective and efficient manner by focusing performance of an organisation or department for
building product or service.
Thus, their activities have been discussed as follows-
 Manager must be job specific; a broad range of jobs has to be covered in Hilton.
 They must provide performance picture accurately of each employee working in Hilton.
 Organisation has to create clear and wide communication between employees and
manager about goals they have to achieve.
 Staffs of enterprise must be supported to achieve work and career goals and identify their
needs for training and development opportunities.
 They must identify and recognize workers’ accomplishments.
 Hilton must provide both positive feedbacks for well doing of job and negative feedback
if improvement is needed.
 The cited company must provide training and development opportunities to improve self-
performance of employees.
 They should provide continuous feedback to staff involved in a particular process.
 They must monitor and measure their results so that it helps workers to work accordingly.
 Hilton must provide legal documentation to demonstrate for legal challenges.
 Identify that area where staffs perform poorly and accordingly improve performance by
proper training and development
14

Thus, selected company must support in administrative decision making about promotions,
termination, compensation and rewards.
Purpose of performance management systems
Performance management means to get results which includes getting the best from
people and helping to achieve employees’ potential (Taylor, Doherty and McGraw, 2015). Thus,
establishment in presentation helps in improving work performance of employees and provide
information to managers and employees in making work related decisions. Hence, purpose of
performance management system has been described as per below context-
 Feedback mechanism- This management process provides feedback to workers that
leads in personal and career development. They must clear views about their performance
so that they get an idea about their own skills and knowledge. Hence, if there is no proper
two-way feedback about their efforts in a particular work and their effective performance,
it may create risk in decreasing their motivation.
 Development concern- Performance management process in Hilton helps in identifying
development needs of worker so that objectives are established with proper training
process. This mainly refers to those sectors where there is deficiency or where employee
can work better by putting efforts and enhance performance.
 Documentation Concern- this system may be neglected if it did not concern itself with
legal aspects of employee performance. The measures related to jobs must be supported
by performance when HRM decision affects current employees.
 Diagnoses of Organizational Problems- For proper specifications of performance
levels, appraisals help in diagnosing organisational problems. This is done by identifying
needs of training and knowledge or other features considered in hiring process (Purposes
of Performance Management System, 2012).
 Employment decisions- This process provides legal and formal organisational
justification for decisions of employees to justify increase in merit and for reducing size
of workforce.
 Methods for measuring performance

 Comparative approach- This involves employees’ performance ranking with respect to
others in a particular group. Thus, they are ranked as per biggest to the lowest performers.
Furthermore, there are several techniques like forced distribution, paired comparison and
graphic rating scale etc will be involved.
Illustration 1: Performance management approach
(Source: Approaches for measuring performance of employees,
2010)
 Behavioural approach- It is the oldest measurement technique for performance. Thus, it
consists of series of vertical scales and it is done by using BARS or BOS technique.
Hence, this approach is suitable for reliability and accuracy.
 Result approach- This is concept of simple and straight forward, in which employees are
rated as per their performance results by organisation. It (Approaches for measuring
performance of employees, 2010) main advantage is to convert strategy into operations to
a positive result.
 Quality approach- It focuses on improving customers’ satisfaction by minimizing errors
and achieving betterment in service continuously. Thus, all approaches like system and
person are taken into consideration.

 Attribute approach- In this type of approach, Hilton rates their employees on basis of
specific set of parameters like skills of problem solving, teamwork, innovation etc. \
M 3. Benefits of HPW with justification
High performance work is the sources of competitive advantages of organization. HPW
system had significant higher labour productivity than their competitors. The benefits of HPW is
to improving high work performance culture of organization. It also helps in succession planning
of employees. For instance, if job satisfaction level is decrease in Hilton, so that HPW is
beneficial system that encourages employees’ commitment and self-efficiency in strategic human
resource management (Wilson, 2014). This system is beneficial for increasing employees'
satisfaction, esteem and commitment. It is advantageous for managing performance of
employees. For example, if Hilton is facing more competition, so that HPW is more beneficial
for engaging employees in different activities of organization. It is also beneficial for
empowering workforce, improving quality, reducing operational costs and rising employee
commitment at workplace.
M 4. Critically evaluating different approaches and make judgement to support high performance
culture and commitment
There are many approaches to manage performance of employees at workplace.
Comparative approach includes ranking an employee's execution with the respect to that of other
in the group. The disadvantage of this approach is unsuitable in case of firm with large number
of worker. HR officer used different techniques such as forced distribution, paired comparison
and graphic rating scale. In critically analysis, attribute concept includes various parameters like
problem solving, team work, interaction, creativity and innovation (Baron and Parent, 2015). the
disadvantage of this approach of performance measurement is that of subjectivity. In contrast,
result theory focuses on many perspectives financial, customers, operation, learning and growth.
These approaches are supporting high performance culture and commitment of employees in
organization. The cons of this approach is lack of human resource aspect and absence of certain
key stakeholder in the indicators.
D 2. HPW leads to improved employee engagement, commitment and competitive advantages
High performance work is the system which leads to engage employees, commitment and
competitive advantages of company. With the help of high performance working, staff is more

involved and committed in different activities of organisation, which helps in competitive
advantages. This system is improved creativity and innovative skills of employees (Ford, 2014)..
This system is decrease costs and improving productivity as well as creating worth of workers. It
is also detected to make value for firm. HPW system is developing high performance culture of
organization.
CONCLUSION
This report summarised that appropriate knowledge, skills and behaviour are required by
HR officers. It can be concluded that personal skill audit for identified training and development
needs. It includes professional development plan for Jane. It involves evidence of personal
reflection and evaluation. It can be discussed that difference between organizational and
individual training and development. It can be analysed that meaning and importance continuous
professional development in relating sustainable business performance. It includes applying
learning cycle theory for need of continuous professional development.
Furthermore, report completed that contributing of high performance work system for
employees’ engagement and competitive advantages. It can be concluded that by using various
approaches to manage performance in relation to high performance culture and commitment. It
completed that benefits of HPW and pros as well as cons of approaches to manage performance
for effective competitive advantages and employees’ engagement in organization.

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