Developing Individual, Teams, and Organisations: A Comprehensive Guide to High-Performance Working

This comprehensive guide explores the key concepts and practices of developing individuals, teams, and organisations for high performance. It delves into the essential knowledge, skills, and behaviours required by HR professionals, examines the importance of continuous learning and professional development, and analyzes the benefits of high-performance working (HPW) in enhancing employee engagement and competitive advantage. Through practical examples and case studies, this resource provides a framework for implementing effective performance management strategies and fostering a culture of high performance and commitment within organizations.

Developing Individual, Teams and
Organisations
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Contents
Introduction................................................................................................................................3
Task 1.........................................................................................................................................4
P1. Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals.................................................................................................4
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role......................5
M1. Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation........................................................................................................7
Task 2.........................................................................................................................................8
Introduction............................................................................................................................8
P3. Analyse the difference between organisational and individual learning, training and
development...........................................................................................................................9
P4. Analyse the need for continuous learning and professional development to drive
sustainable business performance.........................................................................................11
M2. Apply learning cycle theories to analyse the importance of implementing continuous
professional development.....................................................................................................12
D1. Produce a detailed and coherent professional development plan that appropriately sets
out learning goals and training in relation to the learning cycle to achieve sustainable
business performance objectives..........................................................................................13
Conclusion............................................................................................................................15
Task 3.......................................................................................................................................16
P5. Demonstrate an understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation........................................16
M3. Analyse the benefits of applying HPW with justifications to a specific organisational
situation................................................................................................................................17
Task 4.......................................................................................................................................18
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P6. Evaluate different approaches to performance management (e.g. collaborative working)
and demonstrate with specific examples of how they can support high-performance culture
and Commitment..................................................................................................................18
M4. Critically evaluates the different approaches and make judgements on how effective
they can be to support high-performance culture and commitment.....................................20
D2. Provide a valid synthesis of knowledge and information resulting in appropriate
judgements on how HPW and mechanisms used to support HPW lead to improved
employee engagement, commitment, and competitive advantage.......................................21
Conclusion................................................................................................................................22
References................................................................................................................................23
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Introduction
The study of the section includes the developing skill and knowledge set required to achieve
high performance in organizational activities. The study is based on Thomas Cook, a British
airline, headquarter situated in Manchester, England. Thomas Cook airline is a division; it is
part of Thomas Cook Group, who due to its excelling services consists of more airlines i.e.
three, all of which are managed by joint fleet management. Readers will recognize and relate
to their professional development in one go of the study to enhance and grow their respective
performance in related organizations and teams they work. Readers will get familiar with the
concept of learning functions and needs of development and also how they are widely
interlinked with optimizing goals and objectives of enterprises and organizations. With the
successful and fine completion of the unit, students or readers will have with themselves a
laid base for their personal continuing professional development program that will eventually
support and guide them in future for it is a life-long learning. Students can effectively
contribute to the growth of others as well and generate a positive contribution towards
sustainable development and growth of the organization.
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Task 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals.
HR is responsible for the management, direction, recruitment of organization employees. HR
deals and manages situations related to performance management, safety, wellness,
motivation, organizational development, training etc. The duty of HR is directly linked with
the organization and management of people, culture and environment of the organization.
Therefore, the HR of a company is to be effective, filled with knowledge and skills, aware of
the rational and practical behaviour (Bratton & Gold, 2017).
Skills
 HR is expected to be an active listener, understanding, and supportive.
 HR is expected to be an effective speaker to convey his/her management idea, plan
and strategy to employees.
 Effective management is also expected from an HR, with both material and human
resources.
 The efficiency and effectiveness of an HR highly depend on the management of
employees to achieve set goals and objectives of the organization.
Knowledge
 HR of a company is to be well equipped with practical knowledge and theory
regarding procedure that requires training and motivating employees. He/she must be
able to manage the relation and functions of organization and employees.
 HR is to have basic language knowledge to avoid trouble in communication with
clients and employees of the company.
Behaviour
The behaviour of HR is expected to be of a guide, a leader instead of a boss for it would help
in the completion of the task more effectively than under authority influence. An effective
leader plays a vital role in inspiring employees. HR is to be humble, and efficient in
communication. The company policies deal with an HR same ways they deal with an
employee, it is important to make sure that subordinates of HR don’t entertain the condition
otherwise. The trust and faith employees invest in HR has to be carried with safety and
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confidence by HR. The secrecy and confidentiality are important and fragile to maintain.
Therefore, it is appropriate to agree that mentioned above qualities are important for the
effective functioning of HR (Bratton & Gold, 2017).
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P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills
and behaviours and develop a professional development plan for a given job role.
Personal skill audit enhances the current set of skills and knowledge. It provides efficient
knowledge about present weaknesses and strengths so any respective individual can
effectively make the necessary implementations to improve and grow (Brewster, et. al.,
2016). In the case of Jane Cambridge, certain measures can be taken to improve the
development and training she requires:
Training: She requires drafting contacts for training. She needs to enhance individual
knowledge regarding IT (information technology) just so she can efficiently use digital
technology in an effective way. She is required to maintain good communication skills to
build better employee relations within the company.
Development: the development of her abilities and skills is important to grow into a
successful HR manager. She requires to continue learning programs to manage with
fluctuating needs and demands of the business environment. Cambridge needs to improve her
knowledge in the field of selection and recruitment of employees to build a skilled labour
force.
Jane most certainly requires a professional development plan which includes:
Skills Objective Development Duration (Weeks)
IT To acquire a
perspective of
turning and changing
technologies and to
understand the
technology used in
business
management
These skills will
develop with time
eventually when Jane
begins practical
classes that include
the learning usage of
IT.
4 Weeks (Min.)
Communication
skill
It promotes healthy
and effective
business
HR professional
communication skills
can develop with
8 Weeks
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relationships with
fellow subordinates.
most participation in
meetings, seminars
and conferences
Recruitment and
selection
To ensure the
selection of worthy,
skilled, and effective
workforce.
Jane is expected to
engage herself in
learning various
selection methods
recruiting techniques.
8 Weeks
Motivational skill To motivate, inspire,
and encourage the
employed workforce.
These skills can be
acquired through
thorough learning
and reading from
books and relatable
online material.
4 Weeks
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M1. Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation.
According to a personal skills audit, to improve communication, recruitment, informational
technology, motivational skills HRs generally should take training programs and adopt
various methods to engage themselves for an efficient way of working. These skills are not
only beneficial for HR in general but are beneficial for the company overall. In my personal
opinion, personal audit skills are effective and important in the field of work. These make the
individual stand out amongst the crowd, which no matter the condition, is beneficial. It is
important to notice that I who has no in-depth knowledge of monitoring and understanding of
technology am really impressed and moved by such skills and knowledge set. Much to my
own surprise, I now believe I truly do need to improve my brain barrier and include the
knowledge of communication skills and information technology.
In my views, these skills can be improved through a professional development plan to
enhance my currently lacking and inefficient competence.
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Task 2
Introduction
The organization is required to focus on development and learning programs and schemes of
employees to improve business performance. With admirable training, the company can
effectively develop and inculcate skills which will eventually affect work efficiency in a good
way. This study of the report will observe the difference between learning, training, and
development. It will also include the analyses of professional development need and
requirement of continuous learning.
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P3. Analyse the difference between organisational and individual learning, training and
development.
Thomas Cook can efficiently improve employee skills, competencies, and knowledge by
engaging them in the learning process to increase productivity as well as profitability.
Organization Thomas Cook can increase the effectiveness and efficiency of the employees by
learning method of development and training activities which will affect the performance
regarding specified roles and responsibilities in an impressive manner. There are broadly
there two learning ways i.e. organizational way and individual way. Organizational learning
includes the overall development of company whereas individual way of learning includes
individual development and growth (Brewster, et. al., 2016).
Organizational Learning
 Organizational learning emphasises on overall growth and development of
organization for improvement in business productivity and profit.
 The organization includes both personal i.e. individual goals of employees and
organization goals, to reach and achieve.
 Organizational learning is entirely based on systemic disclosing of information and
matters to respective employees which would help them perform the allotted task
efficiently.
Individual Learning
 Individual learning involves personal development and growth. It is widely used for
individuals in specific areas and sections.
 This learning majorly focuses on achieving personal goals and ambitions.
 It also includes self-reflection means to generate best from respective employees, such
as the study of strengths and weaknesses to overcome and improve.
On the basis of observation of mentioned analyses, it can be understood that both
organizational and individual learning methods are two different concepts that focus on
mentioned respective subjects. To implement both learning methods Thomas Cook requires
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approaching training programs to develop competence and skills in its employees (Guest,
2017). Development and training, both are different concepts that can be judged on basis of:
Development Training
 It’s a long process that takes almost
an entire life to develop for an
employee requires time to adapt and
grow.
 Development of Thomas Cook
employees is a currently in-process
process to strengthen operating
business and knowledge regarding
functioning and management more
effectively and an efficient manner of
company.
 Developing skills is highly beneficial
in improving employee skills in
regard to future aspects.
 It’s a short process for it precisely
requires time to improve and enhance
characteristics and skills.
 Training is broadly for people who
require performing advanced and
fresh responsibilities and tasks.
 During training programmes and
sessions, abilities and skill sets of
employees are developed to
strengthen performance.
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P4. Analyse the need for continuous learning and professional development to drive
sustainable business performance.
Today, companies are highly inclining towards trending and developing technologies to
improve business functioning and better and greater profit margins. Cooperation is better for
changing business needs and changing technologies. Thomas Cook is required to introduce
continuous learning program to workers so they understand well upcoming technologies and
avail them for the betterment of company enterprise. There is various other reason for which
Thomas Cook, the company needs to implement professional development continuous
learning programs, such as:
Improved performance: Thomas Cook is of the most famous and used airlines of the UK
which currently has a workforce of about 20,000. Thomas Cook organizes various learning
and training session for employees to interact and improve their present performance while
taking the operation function of the company to a higher level. These activities and seminars
lead to cooperation and harmony amongst employees affecting and improving the growth of
the company (Guest, 2017).
The personal and professional growth of employees: Organization organizes learning and
training programs for the employees so that they can grow in both their professional and
personal life. Thomas Cook has developed special programs to improve employee efficiency
and effectiveness to with motive to contribute in company growth and development.
Enhancing current job performance: Thomas Cook has applied PDP (professional
development program) for employees willing to improve their current condition and
performance at work. With aid of CL (continuous learning) employees can affect change and
increase respective work efficiency resulting in the growth of revenue generated through
travel and tourism.
Employee advancement: The changing and developing IT sector aids in the continuous
learning of employees. With the introduction of continuous learning and advanced
technology, Thomas Cook can certainly reach the heights of business steams furthermore
aiding in increased organizational efficiency (Guest, 2017).
Support and motivation: To boost the confidence level of employees Thomas Cook suggests
frequent training of professional development courses. This keeps employees engaged and
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enthusiastic towards employing hard work and efforts to accomplish and satisfy company
requirements and needs.
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M2. Apply to learn cycle theories to analyse the importance of implementing continuous
professional development.
There are numerous proposed theories of learning cycle by varied researchers and authors.
Thomas Cook considers and implies experimental learning cycle. It is subcategorised in three
stages i.e. reflective observation, active experimentation and abstract conceptualisation,
concrete experience. This theory was proposed by Kolb in 1984. Kolb’s theory includes the
significance of continuous professional development. Learning and knowledge present in
employees are evaluated in concrete experience.
Individuals reflect and manage on their personal weaknesses and strengths on the basis of
currently present information and situations. On the basis of this reflection, individuals judge
their strength and weakness parameter which provides the space to grow and learn. Thomas
Cook, with help of Kolb’s theory, can highly implement and easily continue PDP within the
work area to nurture employee performance and watch it grow.
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D1. Produce a detailed and coherent professional development plan that appropriately
sets out learning goals and training in relation to the learning cycle to achieve
sustainable business performance objectives.
Professional development plan
Professional skills How to develop Time period
(Weeks)
Communication skill One of the most vital roles of HRM is to
appropriately communicate with fellow
subordinates. HR needs to nourish and
grow skill to communicate, which can
be done with interactive participation in
seminars and conferences.
8 Weeks
Motivational skill Motivational skill requires an HR to
perform and push fellow workers to
perform too and through. This
contributes to the input of efforts which
helps in optimizing desires goals. One
of the most effective ways, motivation
can be gained through loads of reading
and general interaction with successful
people to satisfy curiosity and to
observe and learn.
4 Weeks
Recruitment and selection
skill
Selection and recruitment are too most
vital functions of HRM. HR is expected
to recruit labour force that would help in
evolvement and growth of the business.
To improve and enhance knowledge
regarding recruiting and selection, HR
8 Weeks
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can follow varied methods, such as
external and internal sourcing, etc.
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Conclusion
From the study, it has been concluded that learning cycles provide a great understanding of
professional development and continuous learning. Learning theory also supports the
individual in adopting new knowledge and skills in a more productive manner. It is practical
and accomplishing to develop a plan to achieve learning goals and objectives.
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Task 3
P5. Demonstrate an understanding of how HPW contributes to employee engagement
and competitive advantage within a specific organisational situation.
High-performance working highly contributes in employee competitive engagement and
helps in the advantage through the effective framework. In HPW, HR of Thomas Cook
functions in a certain manner to enhance and increase employee as well as business
profitability. Thomas Cook adapts the HPW concept to generate cooperation and
communication level between distributed sections of employees. High performing working
also permits the company to operate business activities whilst maintaining norms and social
culture of business environment affecting factors. To simplify the meaning further, HPW can
be considered as the current need and desperate demand of business environment.
With expanding globalization and the introduction of advanced technology, today almost
every multinational firm, company, the organization is suffering from the drawbacks of rising
competition in the market. To maintain and run a business through circumstances as such
Thomas Cook is expected to employ high performance working for it aids in the high
involvement of employees in company-related aspects and systems. The idea of HPW
effectively increases the attention and focus of employees to provide worthy and encouraging
performances to reach set goals and growth of company boundaries. With cooperation, and
harmony company can achieve better functioning resulting in improved performance,
enhanced competitive nature to outgrow rising firms in the market (Lussier & Hendon, 2017).
Employee involvement can be generated with an appropriate allotment of the task, proper
decision making, and effective delegation. Thomas Cook can widely succeed with the
implementation of these theories to generate involvement and engagement of employees with
encouragement to employ their opinion on company decision-making to make them feel
wanted and respected. This would result in employees making efforts to increase the
respective employee efficiency. In case of Thomas Cook learning and brainstorming over the
rising competition in the market, the company can easily bifurcate and distribute
tasks/management amongst efficient employees so that first, skills support the assigned task,
and second help in raise the company profit margins.
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M3. Analyse the benefits of applying HPW with justifications to a specific
organisational situation.
Today Thomas Cook is suffering from highly failing and falling market shares, revenue of
sales due to rising high market competition. In conditions as such, the company is expected
and advised to take the aid of HPW (high-performance working) to boost the level of
employee engagement and allows the company to surge in the competitive market easily.
HPW, apart from this also nudges the development of positive outlook and attitude in
employees which in return makes them more attentive and responsible regarding their
performance.
This positive outlook and attitude of employees can be highly beneficial for the company for
it generate the itch to innovate and generate a creative mindset thinking that avails them to
perform better and unique in their own respective ways. While following the concept of high
performance working, Thomas Cook can efficiently cooperate with people of the
organization. It is important to note that the advantage of HPW is that it enhances
cooperation, harmony, productivity, of and amongst employees that leads to overall
development of the company in sectors of productivity and growth resulting profit and high
margins and sale. Thomas Cook can overcome the fear of rising competition with increment
in financial profit in the company (Marchington. et. al., 2016).
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Task 4
P6. Evaluate different approaches to performance management (e.g. collaborative
working) and demonstrate with specific examples of how they can support high-
performance culture and Commitment.
The HR uses performance management concept of business to maintain and manage the
working of employees. To achieve/obtain growth and success of the company, it is vital for
HRM to apply varied approaches of the performance of management to manage the working
of employees in systematic and effective manner. Broadly there are three approaches which
are all currently employed in the functioning of Thomas Cook. These three help HRM
evaluate and monitor achievements of employees to make the required changes to improve
current attainment (Lussier & Hendon, 2017).
The collaborative approach encourages workers to function together for a better outcome of
efforts. This approach is applied to maintain a positive relationship between employees.
During organizational misshapen and arguments, Thomas Cook effectively approves of a
collaborative approach to remove dispute and maintain decorum and status of business in and
outside the organization. For better understanding, collaborative approach can also be
considered as creative and impactful organizational culture. In the case of a comparative
approach, the performance management is compared by performance management of fellow
subordinates. This comparison eludes HRM. HRM minutely observes and judges the
performance of employees on the basis of various parameters. Thomas Cook approves of this
approach for it encourages workers to perform and function better than the rest; it provokes
workers to employ their respective best to achieve better, positive, and impactful results.
In the case of attribute approach, the parameter of judgement lies amongst the characteristics
and skills of employees than required by the company. In case employee fails to obtain or
acquire expected result, leads HR to aid the employee to improve through training and
learning programs. This approach is beneficial for employees for it encourages them to
achieve expected goals which effectively impact the performance culture of the company.
Therefore, with implementations of mentioned approaches, Thomas Cook can easily and
effectively maintain and promote performance culture and dedication in the company
(Kerzner & Kerzner, 2017).
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M4. Critically evaluates the different approaches and make judgements on how
effective they can be to support high-performance culture and commitment.
Thomas Cook approves of three varied approaches of performance management in the
company to manage the quality of work of employees.
A. A collaborative approach that focuses on collaborations leading to aid employees to
work on the common ground to achieve respective motives and goals of the company.
The other side that rises refers to negative impacts of collaborative approach leading
to conflict amongst employees due to different styles and management of work. This
then further leads to affect the performance of the company in the market.
B. The comparative approach includes aid from HRM to subject who deserve promotion
and growth. Contemporary to this, the comparative approach also affects the morale
of employees that eventually affects harder their performance leading to disruptive
organization culture.
C. The attribute approach includes encouraging working to enhance workability to reach
the expected outcome and objective through improving the effectiveness of work and
individual efficiency. In case of poor response and performance regard employees, the
attribute approach falls apart leading to a break of confidence that affects both the
professional and personal growth of the employee (Kerzner & Kerzner, 2017).
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D2. Provide a valid synthesis of knowledge and information resulting in appropriate
judgements on how HPW and mechanisms used to support HPW lead to improved
employee engagement, commitment, and competitive advantage.
HPW (high-performance working) is a business concept which would help Thomas Cook
generate efficient and effective working environment where organization employees can
work on their respective assignments with discussion, mutual consent and understanding, and
highly valued knowledge. Broadly, high performance is an aspect that nudges and initiates
the cooperation and communication in the work area that affects employees at various levels.
The involvement and cooperation of an employee in decision making boons the confidence
level of the employee leading to employee feel valued and significant, the respective
employee than provides the best of potential to prove him/herself worthy of status and
attention. Employees function exceptionally in their respective fields which is agreed and
seen in most organizations but with the influence of positive energy and attention, the
employee will most definitely yearn to achieve the set goals and motives of the company
instead of valuing own needs forth. This leads the company to worry less about rising
competition in the market for the employees have gained a new perspective to achieve more
and better each turning day (Marchington. et. al., 2016).
With HPW, Thomas Cook can promote the employee commitment towards the job or
assigned a task to achieve goals and company objectives. Therefore, it can be easily derived
that HPW in business develops an advantage of competition within changing and rising
competitive environment of business.
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Conclusion
The study of the section included the learning, development, and training of the employees
are most vital aspects of the organization which help the organization face multiple
challenges with the efficient skill set and knowledge. It has been discussed and studied the
requirements of a successful and effective HR professional which included elaborated
description of strengths, the area of function, weaknesses, and ways to overcome the
drawbacks of surprising situations. To reach success Thomas Cook required availing
learning and training programs in company to encourage and enhance employee
performances. The requirement and need to train employees has been thoroughly discussed in
various sections of the study. High performance working has been introduced to engage
employees in better functioning to avoid and overcome rising competition in market.
Collaborative and contemporary theories and approaches have been discussed in the later part
of the study. The study is concluded with valid and authentic resources.
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