Organizational Leadership and Learning

This assignment is based on a collection of references from books and journals that focus on organizational leadership and learning. The selected articles and chapters provide in-depth analysis of the role of leadership in promoting innovation, adaptive performance, and work motivation within organizations. Additionally, it includes online resources that offer approaches for measuring employee performance. This assignment aims to help students understand the significance of effective leadership in driving organizational success and learning.

Developing Individual,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Appropriate skills, knowledge and behaviour required by HR professionals..................1
P2Personal skills audit and professional development plan for Jane Cambridge..................2
TASK 2............................................................................................................................................6
P3 Evaluation of difference between individual and organisational training and development
................................................................................................................................................6
P4 Need of continuous learning and professional development in business performance.....8
TASK 3............................................................................................................................................9
P5 Contribution of High performance worker in employee engagement...............................9
TASK 4..........................................................................................................................................10
P6 Different approaches of performance management and their contribution in high
performance..........................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Development is a basic factor which needs to consider by an organisation with the goal that they
end up ready to manage at the market for long period of setting (Ainscow and Sandill, 2010).
2010). People are alluded to all such staff who are working in an association and devoted to
filling in too. The group is considered as a unit in which all individuals are not quite the same as
each other however cooperate for accomplishing a typical target.
Subsequently, it is fundamental to consolidate all individual together and make a group with
the goal that development for a substance get find out legitimately. This undertaking depends on
Unilever PLC which is one of the finest retail segment venture in the UK. Every one of the
partners are cooperating with a mean to boost income and in addition administration capacity for
supporting. In this venture different information, abilities and qualities which required by HR
expert will get assessed. For actualizing the supportable advancement and development,
administration need to consider all related elements and components legitimately. Although, it is
really essential to draw valid and appropriate things in frame so that suitable competitive edge
could be assess in better and definite manner of course.
TASK 1
P1. Appropriate skills, knowledge and behaviour required by HR professionals
There are various functions and activities needed to be performed by Human resource
manager of Unilever Plc in order to control entire activities of business in effective manner. For
this motive, it is needed to have appropriate behaviour, knowledge and skills by the HR
Manager. These quality assist them to increase performance of workforce and recognise issues
which arise in the company during its production activities. Therefore, HR Manager of the
company has different responsibilities and roles which are explained as below:
Retain strong relation with other departments of organisation: It is identify as a main
role of HR officer in order to create an impressive coordination with other division of firm
(Bolman and Deal, 2017). This assist to direct the other administrator in development of
procedures and policies. It will give a better chance to have proper communication within
enterprise.
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Health and safety measures: It is another role of human resource to take an accurate
decision regarding employees health and safety. For this achievement, company have to develop
safety and health policies in order to consider employees safety in proper manner.
Training and development program: Under this, role of HR manager is to provide
accurate training to their staff members. Thus, it support them to develop their personal and
professional goals in systematic manner.
Selection and recruitment: It is another role of human resource officer to recruit talented
and knowledgeable workforce either internal or external factor. It assist the business to increase
their sales and revenues within predetermined period of time (Chen and et. al., 2013)
Implementation of different employment legislation: In this business implement all rules
and regulations in an effective manner. If the responsibility of HR is to identify all rules are
accurately fulfilled by administration.
P2Personal skills audit and professional development plan for Jane Cambridge
In Unilever Plc, Jane Cambridge play important role as a human resource officer. There
are different functions or activities are executed by her in organisation with motive to attain
desired objectives and goals (Kilduff and Brass, 2010). In order to enhance performance and
productivity of Jane Cambridge, it is needed by them to do their personal audit. It will supports
in determination of skills or ability in which they enhance their performance level. The personal
skills audit as well as professional development plan of the Jane Cambridge in order to execute
their functions and activities in proper manner. Thus Jane Cambridge personal skills audit are
explained as below:
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft office
word
✔
Use Excel
Spreadsheet
✔
Use specialist HR ✔
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software
Use a database ✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicatio
n skills
Drafting
contracts of
employment
✔
Taking notes of
disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on
HR issues
✔
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Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good use
of verbal
reasoning skills,
able to handle
complex data
and make
selective use of
information
✔
Explore more
than one
solution in
order to solve a
problem
✔
Consider the
ideas of others
to help solve
problems
✔
Supervisory Management
How much experience
have you had in your
placements?
< 1 month
✔
1-3 months > 3 months
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How many people
have
you managed at any
one time?
None 1-5
✔
Above 5
Above mentioned skills audit of the Jane Cambridge, it is seen that there is higher requirement
to enhance problem solving and communication skills. Such training and development assist in
the improvement of accurate skills and enhance her performance or productivity as well.
Personal development plan for Jane Cambridge as a role of human resource officer: From
the above mentioned audit, administration recognise the requirement of implementing personal
development of these person. It is made by administration in order to implement her problem
solving, leadership and communication quality.
Development
necessity
Development kind Development Time needed
Communication ability Self development Communication power
of Jane Cambridge is
normal, it is known
that there is necessity
to enhance such type
of skill. It assist her to
create impressive
communication with
another director and
division of
organization and
develop coordination
between various
activities. .
Time needed to create
communication power
in Jane Cambridge is
approximately 3
moths.
Problem solving skills Self development It is determined that
Jane Cambridge
In improvement of
problem solving
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featured the difficulty
about solve the
problems which are
originate on regular
basis in company.
ability 2 moth is
necessitate.
Leadership Power Self development Jane Cambridge is
poor leader. This
impacts her power to
encourage the worker
in organization to
work difficult with
maximum passion.
This will influence the
whole performance of
entire teams and
enterprise.
To create such ability
there is need 10 days
of time.
TASK 2
P3 Evaluation of difference between individual and organisational training and development
Training and development is important part for the each and every employee to
maximise their knowledge and skills on particular matter of company (Leggat and Balding,
2013). All these aspects are highly essential for the employee to maximise their productivity
and performance. Training and development both are different which are explained as below:
Basis for comparison Training Development
Meaning Training is the program which
is develop by organisation to
create the particular skill and
cognition of their worker
which assist to execute their
function in an effective
Development programmes are
formed by organization to
enhance entire attribute of their
worker and assist them to
make their professional
development. Under this event,
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manner. they have to emphasis on the
improvement of every skills.
Emphasis on Present Future
Objective To improve the existing skills
of their employees
To prepare the employees to
effectively deal with the
problems
There are also difference between organisational and individual learning. It can be known from
the meaning that under specific elements have to emphasis on individual learning.
Individual learning: It is identify as an effective process which help the employees to
recognise their strength and weakness in systematic manner (McKenzie and Aitken, 2012). It
help an individual to increase their performance as well as motivation level also.
Organisation learning: It includes an effective activity of developing and conveyance
the knowledge and skills within an enterprise. It is better and essential process of implementation
of innovative procedures and policies which are followed in the Unilever Plc to achieve their
targets and goals within specified time period.
Difference between Organisational and individual learning
Individual learning Organisational learning
This consist the procedure of learning of an
individual of Unilever Plc. This type of
learning system assist in improvement of their
particular knowledge and power.
This consider the procedure of development of
innovative policies or strategy which are
needed to follow by the administration and
conveyance the cognition among entire
departments of enterprise.
In individual learning, a person have to yield
focuses on personal weaknesses and strengths
and render the learning in order to remove
difficulty.
In this they have to yield focuses on learning of
entire enterprise by adoption of innovative
techniques and process.
This assistance in betterment of quality of an
individual and raise execution regarding plan
This assist in improvement of great group
among the enterprise and enhances the whole
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of action of their activity within stipulate time. performance of all business.
P4 Need of continuous learning and professional development in business performance
In the organisation large significance of professional development and continuous
learning in enhancing the performance and profitability of Unilever Plc. In this learning is an
effective process of increasing skills and knowledge by getting and studying practical experience
(Prugsamatz, 2010). Different requirement for non-stop learning as well as professional
development which is explained as below:
Development of skills: In this role of the human resource manager is to follow different
methods of learning with motive to maximise basic knowledge and skills of entire workforce.
This involves in windup of entire tasks and activities in an effective and efficient manner. This
assist in satisfying basic needs and wants of their target audience and sustainability in business
performance.
Enhancement of coordination and communication: Continuous learning is more
essential and important part of the worker to work together and accomplish their goals within
predetermine period of time (Ramos and Ford, 2011). Such kind of learning assist in making of
supportive action among entire workers and develop positive working environment.
Employee relation: Professional development plan and continuous learning supports the
administration of Unilever Plc to make an effective and strong relation with their workforce. It
will assist to determine various requirement of clients, identification of challenges and many
other. Thus it support in accomplishment of goals and secure their strong position at international
market.
Accomplishment of various objectives: It is another important and beneficial part for the
business to maximise their sales and revenues in limited time period (Rosen and et. al., 2011).
Thus profession development plan and continuous learning support in achievement of long term
objectives and goals about enlargement of their business operations, functions, customer
satisfaction and activities. It can be attained with the help of learning which is essential for the
company to save their time.
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TASK 3
P5 Contribution of High performance worker in employee engagement
High performance working is an important and essential aspect which need to understand by
managers of a company in better and definite manner. with effective and better working of an
individual, management would become able to accomplish each and every target properly so that
define outcome could be assess in suitable and designing manner. Although, management have
to determine and provide better training to each and every associate so that they could enhance
their performance and skills in define manner (Schalock and Verdugo, 2012). This result in
proclaiming better results in frame through which each and every objective get assess for gaining
and defining long period outcome.
High Performance working is helpful to increase ability to perform task properly which
contribute not only level determination but also it will contribute company better engagement as
well. This high performance working is appropriate for employee engagement which facilitate in
gaining and accomplishing each and every target properly. But a small and little thing which
need to understand by managers is that such kind of practices get done only in large firms as they
have sufficient fund to perform this aspect in defining manner of course. Thus, this enable and
support in order to manage their competencies properly so that a competitive advantage could be
gain which directly used to reflect on growth which further boost sales and contribute in
economic development as well. Thus, one of a major aspect of high performance working is
related with environment. Management of a venture have to provide better environment to each
and every single individual so that they could retain maximum number of employees in frame as
well. Thus, all such aspects are helpful in order to determine better employees whom support in
accomplishing all targets properly and in designing manner. This HPW contribute in gaining
better growth by a firm in keen competitive world so that sustainability could be manage.
Unilever PLC could opt this method in account so that effectiveness and efficiency get maintain
and manage.
In this way, they can do their work successfully and will accomplish hierarchical
objectives and targets inside gave timeframe. Aside from this, focused advantages can be proper
at premises as a result of numerous reasons. This can be in two frame i.e. Money related and in
addition non-fiscal (Svejenova, Planellas and Vives, 2010). So that, organization will make items
at sensible costs and achieve requests of their client's arms per their necessities. Subsequently,
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firm can upgrade their deals and take profits by their rivals. This will help them to enhance their
incomes and notoriety at commercial centre.
With help of high work execution rehearses, chief of Unilever PLC can make their business
procedure and also arrangements more compelling. To enhance contribution of staff individuals,
business can build up a few exercises. Subsequently, profitability of affiliation will make strides.
Alongside this, specialists will ready to rival outside condition and get openings. This will help
them to take upper hands at commercial centre (Waddock, 2010).
Unilever PLC can utilize superior working representatives in a relationship by giving them
fitting preparing through which they end up ready to determine all objectives and focuses in a
suitable way. This factor is useful in long haul setting of a relationship through which they end
up ready to improve and powerful result.
TASK 4
P6 Different approaches of performance management and their contribution in high performance
Each individual is particular from other associates which used to present in a company and
their capacity to perform undertaking likewise get fluctuate from an associate to an individual. It
is fundamental to gauge each individual execution with a course of time through which odds of
increasing legitimate outcomes get improve. Hierarchical supervisors need to counsel with
different execution administration assent through which deviations in tasks get distinguish from
the side of a man. Alongside this, based on execution, appropriate criticism would be picking up
which additionally help in enhancing them too.
Unilever PLC is utilizing an assortment of strategies through which they are increasing
fitting result about each assent activity through which elite culture and responsibility would be
defined as follow:
Comparative Technique: based on this method, the significant examination between at least two
individual complete amid a solitary timeframe. It empowers a relationship to enhance odds of a
negative result and improve efficiency too. Unilever PLC is characterizing their instrument in
such a way under which assortment of classes are separated. Each representative execution
decides at the remainder of each three month and such person who picks up bring down rank get
preparing and improvement session.
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Quality Approach: - A major thing which is associated with business is quality of working and
activity. Managers have to use suitable technique which help in improving quality of
performance by every respondent and work in an ethical manner as well. Chances of ascertaining
objectives is usually high as compared to other tool. Unilever PLC using this technique in
relation to maximising the performance context of each and every performance so that
appropriate quality standard culture could managed.
Attribute Approach: - This approach set an attribute under which various dimensions get
identify which support in providing rank and analyse performance of a person (Wegge and et. al.,
2012). This is helpful in evaluating a person ability for performing task so that corrective activity
will be going to give to such person. This concept is helpful in long term context of development
of an association. Unilever PLC can apply this tool in business under which managers and
personnel are divided on the basis of problem solving skill, decision making skill etc.
Result Approach: - This approach provide result on the basis of a person working pattern.
Organisation give target to every personnel whom have to get attain by a person so that they
enable in maximising their working criteria. For this perspective balance score card is a
beneficial tool. Unilever PLC have to provide rank to every person according to their ability to
do task and then provide appropriate numbering to them as well.
CONCLUSION
From above mentioned report it has been evaluated that upgrades are must for every single
kind of organization. It accept an unmistakable part in achieving both sort of destinations and
targets i.e. Hierarchical and individual. Staff individuals need to enhance their capacities and
abilities; in this manner, they can give best administrations in firm adequately and proficiently.
In this task, there is a portrayal in regards to information and abilities which should be controlled
by human asset administrator. Alongside this, individual and in addition proficient improvement
design is talked about to analyse self-capacities. It is key for a business to lead authoritative
adapting; along these lines, worker can enhance their capacity and moreover gain some new
useful knowledge which will be favourable for them. Thus, for maximising ability of a company
it is really essential to implement such techniques which facilitate to develop not only an
individual but a team and organisation as well so that better and determined outcome could be
drawn in better course of manner.
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