Developing Individual, Teams and Organisation

Developing • |Teams and Organisation INTRODUCTION 1 LO 1 1 Determine the appropriate and professional knowledge, skills and behaviours that are required by HR professionals in an organisation 1 Personal skills audit to identify appropriate knowledge, skillsand behaviours and develop a professional development 2 LO 2 5 Overview of organisation 5 Differences between organisational and individual learning, training and development 5 Need for continuous learning and professional developmenttodrive sustainable business performance 8 LO 3 9 Understanding of how HPW contributes to employee engagement and competitive advantage.9 LO

Developing Individual, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
Determine the appropriate and professional knowledge, skills and behaviours that are required
by HR professionals in an organisation..................................................................................1
Personal skills audit to identify appropriate knowledge, skills and behaviours and develop a
professional development.......................................................................................................2
LO 2.................................................................................................................................................5
Overview of organisation.......................................................................................................5
Differences between organisational and individual learning, training and development......5
Need for continuous learning and professional development to drive sustainable business
performance............................................................................................................................8
LO 3.................................................................................................................................................9
Understanding of how HPW contributes to employee engagement and competitive advantage
................................................................................................................................................9
LO 4...............................................................................................................................................10
Different approaches to performance management (e.g. collaborative working)................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Developing teams, organization and its individual is essential work which encourages
people of enterprise and their outcome in efficient manner (Belbin, 2012). People require proper
support and training throughout careers both as teams and individual to improve their skills and
continue to perform better. Starbucks is chosen for the further study which is an American
Coffee chain expanded worldwide. In this report, required skills, behaviour and knowledge for
an HR professional will be assessed. In addition, skill audit will be analyzed to demonstrate
one’s strengths and weaknesses. Concepts of organizational and individual learning along with
training and development will be evaluated. Approaches of performance management will be
demonstrated along with continuous development in the present assignment. Also, high
performance working environment and its importance is mentioned in following document to
carry out deep understand about it.
LO 1
Determine the appropriate and professional knowledge, skills and behaviours that are required by
HR professionals in an organisation
This is requisite for an organization to maintain their personnel relations to manage their
affairs and improve their productivity. Hence, human resource manager is crucial player within
company in regard of accomplishing business objectives of Starbucks (West and et. al., 2014).
Starbucks has a large employee group which require a better human resource manager in order to
improve their workforce’s efficiency. Here is mapped comprehensive view of skills, behaviour
as well as knowledge to be an effective HR that adds value to enterprise mentioned as below:
Skills
 Communication Skills: An HR should be an effective communicator as he/she is liable for
transporting information of essential policies, knowledge, activities and affairs between
organisation and its functional units including its people. Hence, Starbucks’s human
resource manager should be efficient be in this skills and should have good English
speaking skills to maintain diverged personnel of enterprise worldwide. Leadership Skills: Human resource manager directs personnel of enterprise and lead the
information in right way to people of Starbucks. They are the individual who create
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collaborative working environment that can emphasise the productivity of enterprise.
Therefore, they should be a good leader (Mahembe and Engelbrecht, 2014).
Knowledge
 Management: Information associated with administration of division, personnel
management, training and hiring, designing affairs etc. are required for an effective HR
professional of Starbucks.
 Legislative knowledge: Information associated with legal codes, procedures, contract
legal courts process, precedents etc. are required to have by HR officer in order to
function workforce, create policies, maintain ethical affairs in relevant manner.
Behaviour
 Decisive Thinker: HR of Starbucks should be able to demonstrate the qualities to
understand and analyse information and data quickly. As company is expanded to large
extent, human resource manager should be able to drive tough decision linked with
people, polices and enterprise effectively.
 Collaborative: HR should work inclusively and effectively with range of individual, both
outside and within the enterprise. Learning, development, change and diversity are
entirely core driver that should be included in HR of Starbucks.
Personal skills audit to identify appropriate knowledge, skills and behaviours and develop a
professional development
A core information piece which a company needs is to understand what skills, attributes
and qualities their workers have. Skill audit can refer to the procedure which is used to determine
qualification and skill gap within an enterprise (Swanwick and McKimm, 2017). As human
resource manager of Starbucks, I need to continuously enquire audit of my skills to understand
the present qualities and skills i.e. requisite in the organisation to be an effective HR
professional. Here is elaborated analysis of my own skills i.e. identified through SWOT analysis
techniques mentioned beneath:
SWOT analysis
Strengths Weaknesses
 I have knowledge of all requisite
technical skills which is essential for
being an effective HR professional at
 My communication skills are not very
impressive i.e. major drawback for me
as this can lead to conflicts and
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Starbucks. This can prosper my
growth and tend to develop my
recognition.
 My decisive personality is my major
strength as I am good at making
judgements even in more complex and
stressful situation.
improper interaction within enterprise
due to miscommunication.
 I am not good at administrating
activities which is essential for being a
good HR professional. Hence, this is
my major drawback that I need to
improvise.
Opportunities Threats
 Training and learning programs which
organisation organise can create
learning opportunities for enhance my
basic skills as an HR professional.
 My good patient behaviour and,
potential can direct me toward quick
learning.
 I am a slow learner. This behaviour of
mine can create obstacles in my
learning procedure and restrain my
growth.
 High competition among individuals
can retard growth and development.
Therefore, this can comprehend from mentioned analysis that my strengths are my
technical skill and decisive personality that are useful for performing numerous operations in
Starbucks (Mahembe and Engelbrecht, 2013). On the other hand, my weak management and
interaction skills can hinder my growth and create obstacles to attain the targeted goal.
Therefore, in regard of improving these drawbacks, personal development plan is employed by
me:
PDP: Personal development plan is a process of designing activities associated with
awareness, values, planning, targets and goals setting for individual’s relationship, self-
improvement and carrier education and many more. In order to improve my communication and
management skills, I have opted this techniques following SMART technique which is
mentioned as below:
OBJECTIV
ES: What
do I
want/need
to learn?
What will I do to
achieve this? Or
What resources or
support will I need?
What would be
the hurdles in
achieving my
goals
What will my
success criteria
be? / How the
progress will be
monitored?
Target dates for
review and
completion
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(workshop
feedback, class
feedback, tutor
feedback, by
applying to work
etc)
Administrat
ive Skills
Manager should be
more responsible in
performing the
administrative
actions as they sets
the basic parameters
of judging and
maintain as well as
align work as per
organisation skills.
Hence i need to
improve this skills of
mine to administrate
workforce effectively
(Duffield and
Whitty, 2015).
Lack of practices
and management
Peer review and
colleague
evaluation.
Within 15 days.
Communica
tion Skills
Communication is
significant skills for
HR as they are the
communication
bridge of enterprise
and its worker.
Hence, as an HR
manager of
Starbucks, i need to
Lack of
confidence and
hesitation
Reponses of co-
worker and
senior members
2 Months.
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be more efficient in
this skill.
Hence, by using SMART personal development plan, I have improved my
communication and management skills i.e. not only beneficial for me but for Starbucks to
perform roles and responsibilities with enterprise in efficient manner. It will effective for me as
this is impressive techniques that has helped me in developing basics of mine within 3 month
period.
LO 2
Overview of organisation
Starbucks Corporation is one of the largest American Coffeehouse chain and organisation
which was primarily introduced at Seattle in Washington in 1971. The enterprise performs their
business with more than 28,218 workers worldwide (Duffield and Whitty, 2015). It is considered
one of the core demonstrators of second wave coffee, initially differentiating themselves from
other coffee serving venues in United States by taste, quality and experience of customer while
getting famous for their intriguingly roasted coffee. The eatery deals with hot and cold drinks,
entire coffee beans that include various services like espresso, caffe latte, loose and whole led tea
etc. The company deals with numerous Frappuccino, various drinks, La Boulandge, snacks,
pastries and many other products those are certain as per seasons and locality. This is known for
their service and product quality along with their consumer experience which they deliver along
with value added beans quality.
Differences between organisational and individual learning, training and development
Learning: It can the process of attaining new skills and advancement in existing values,
preferences, knowledge, skills etc. There are often two kinds of learning process which
Starbucks can opt that are mentioned beneath:
Organisational Learning: This can be describe as the procedure of transferring, retaining
and creating skills and knowledge within an organisation (West and Lyubovnikova, 2013).
Starbucks can improve their outcome as it can assist in enlarging their employee’s knowledge
and experience. This basically promotes these core units; inter-organisational, individual and
firm’s learning. It is one of easy way to estimate their learning curve.
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Individual Learning: It refers to as the capacity to improve knowledge by personal
reflection about extrinsic sources and stimuli and by the personal re-assessment of personal
experience and knowledge in light of communication with other and with environment.
Starbucks’s worker improves their individual qualities through different learning using styles of
learning such as Kolb’s learning method etc.
Illustration 1: Individual and organisational learning
Source 1: Individual and organisational learning, 2018
This above illustration is demonstrating the interrelation within organisational and
individual learning. This is coherent that individual learning directly and indirectly supports
organisational learning and organisational learning promotes individual learning. It is a cyclic
process in through team learning both can be attained and achievement of one learning will
certainly stimulate other.
The organisation uses both methods for gaining betterment within their workplace and to
thrive success. Starbucks is people-oriented organisation which promotes worker growth along
with enterprise. Both learning styles are different from each other on the grounds of their target,
goals and roles discussed following:
Organizational learning Individual learning
Organisational learning is associated with applying
knowledge for learning and education purpose and
from the results.
The sort of learning is self-directed
process associated with personnel and
workplace. It is interlinked with
workforce and promotes engagement to
more development.
This copes with improvement of entire learning,
skills, knowledge, learning of entire Starbucks’s
Individual learning, on the other side,
cooperate with need of a person and
develop skills, knowledge and attribute
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productivity. of individuals through helping
betterment.
Thus, both of these are requisite for Starbucks that assist enterprise in improving their
workplace productivity and outcome whereas other tend to improve betterment of enterprise,
improve sustainability and increase competitive edge with organisation’s capabilities and skills.
Training: It refer to process of developing and learning among individuals, teams and
others related to any skills and knowledge of certain valuable topic. This focus on specific
project i.e. organised to improve its performance, capability, productivity and qualities.
Starbucks organise proper training session for their new and existing workers in regard of
improving their skills and familiarising them with consumer requirements and market trends.
Development: This refers to a process that builds progress in economic, advancement of
physical, demographical, environmental and social components. This is a procedure of being
improved which can simply term as introduction of new phase in any consequence. Starbucks
coordinate development programs for their loyal and potential worker to enhance their
personality and build them as company’s professionals.
Both terms often are mentioned together but are distinct from each other on the grounds
of their roles, purpose, duration and goals. Here are described some of those:
Basis Training Development
Meaning Training can be defined as learning process
in which employee are given opportunities to
develop their competency, skills and
knowledge as per requirements of work
profile.
Development is a sort of process
of learning i.e. apprehensive for
common betterment of employee
of Starbucks.
Term This is organised for short-term. Development is coordinated for
long-term improvement.
Focus on This aims on enhancement of present skills,
qualities and knowledge.
Aims on present as well as future
development of an individual.
Orientation Work-oriented. Profession-oriented.
Motivation Trainer or leader stimulate team members or
trainee to light on the positive aspects and
inspire them.
In development, organisation’s
professionals and individuals
inspires for future development.
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Objective To develop the performance at workplace
and increase enterprise’s productivity.
To refrain staff from facing
future obstacles.
Need for continuous learning and professional development to drive sustainable business
performance
CPD can simply be defined as process of documenting and pursuing experience and
talent that can assist the expert to enlarge their creativity (McKenzie, van Winkelen and Grewal,
2011). It is basically refection of experience and learning of a person. Starbuck’s management
need to manage constant learning within their enterprise in regard of delivering best services and
efficient results to their consumer. For using this procedure, management of firm is needed to
improvise their workplace through creating and designing some new standards. In order to
implement this, accurate system of continuous learning is required in Starbucks as enterprise has
its presence in global market. Here, basic requirements of continuous learning and professional
development are mentioned in context of referred enterprise:
 Build Worker for Unusual: This sort of style of learning can assist employee of
Starbucks for implementing numerous unexpected and unusual changes. Through using
CPD, organisation can smoothly functions numerous activities and can prosper in
marketplace.
 Enhance Brand Recognition: Administration division of Starbucks can nourish their
operations and can enlarge their extension through using continuous learning and
development within competitive market. This also enables enterprise to meet new and
upcoming development opportunities creating a sustainable environment for organisation.
 Competence Guide toward Confidence: CPD promotes diverse learning that delivers
viability effectively which will augment level of confidence among employee. This will
enable exploration of innovation and creativity to compete Starbucks’s present
competence setting a higher benchmark.
 Endure in Market: Continues learning and professional development can help Starbucks
in strengthen their recognition in competitive business environment and sustain in
electronics and appliance industry. In order to operate effectively, organisation requires
co-operating within market as well as pace-up with advanced technology and trends.
Hence, CPD assist in managing the new learning and help in creative sustainable
environment and competitive edge.
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Therefore, this is valuable for enterprise to execute continuous learning and professional
development within their working environment in order to achieve competitive results and
modifying competences.
LO 3
Understanding of how HPW contributes to employee engagement and competitive advantage
High performance working can refer to a general concept or approach of administrating
organisation which focus on inspiration of more engagement and commitment of worker to meet
high levels of performance outcome. This is basically designed to encourage discretionary
actions worker put while performing work and optimally use their possessed skills. Such
environment is often based on innovation and quality and is more likely to opt such practices that
emphasise their outcome along with service value of Starbucks (Duffield and Whitty, 2015).
Often, this concept aims on improving culture of referred organisation in more transparent and
create open communication. This restrain use of traditional hierarichal frameworks within an
enterprise and promote more flatter organisational structures that shared commitments can be
introduced within Starbucks or other such enterprises. Here are discussed some importance and
outcomes of high performance working culture and how it accelerates competitive edge and
enlarge engagement of worker:
 Improve Worker Behaviour: This encourage worker to perform their roles and duties in
systematic manner which directly and indirectly develop Starbucks’s process, services
and products. Automatically, efficient services and procedure organised in enterprise
competitive edge and responsible worker’s engagement in the enterprise’s affairs. For
example; Starbucks organise training and learning programs for their worker to
familiarise them with new skills, trends, technologies and procedure within every three
months.
 Effective Cooperation: Through creating high performing working environment,
Starbucks’s workforce coordinated can more effectively coordinate with their external,
internal people and team members including colleagues, consumer, personnel, suppliers
etc. This give priority to creativity and innovative actions in Starbucks and prosper better
value and distribution chain to assist optimum functioning of operations and develop
overall competitive advantage of enterprise. This promotes worker engagement within
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the decision making and other processes in order to encourage innovative and pleasant
work environment within Starbucks.
Thus, by building a high performing work environment, Starbucks can not only meet
their standard set outcome of organisation but also can encourage their worker stimuli to reach
set objectives and accelerate their inner potential so that they can perform at their best (Ruch,
2011). In order to develop this, there are various different approaches which Starbucks can use in
which few are mentioned as below:
 Portfolio Diversification: This method focuses on analysis of industry and formulation of
strategy so that accomplishment of specific initiatives and goals can be attained by
administrative hierarchy. Starbucks set what settings of organisation will comprise the
portfolio of corporate along the activities that will be outsourced or in-sourced.
 Strategic Talent Acquisition Strategies: Under this SEAL groups, Starbucks or other
organisation have to become developed and more advanced in their cognitive approaches
and methods to determine and sustain as top talents to suit both culture and work
perfectly (The Top 6 Priorities For Building High-Performance Organizations Of
Tomorrow, 2017). This is an effective approach which can be used by Starbucks by
prioritising their talents and USP of enterprise.
Recommendation: This is essential to examine and monitor the practices under high
performance working environment as one minor mistake at workplace of Starbucks can lead to
major challenges and issues in company and defame enterprise’s recognition within market.
LO 4
Different approaches to performance management (e.g. collaborative working)
Performance management refers to the process of exerting environment and setting
workplace in which employees perform at their maximum potential. This is focused on affairs of
organisation, their worker, division along with procedure to create better service or product (7
Reasons Why Continuous Learning is Important, 2017). Purpose of using this is to set coherent
expectations and benchmark, providing informal and formal feedbacks, working collaboratively
and creating increment in executed changes positively. Also, the other purpose of performance
management is creating decision about promotions, pay and other formal activities, enquiring
poor performers as well as delivering documentation to protect against legal issues. This helps in
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growing worker, improvising interaction between managers and worker and allocate people work
to meet the set goals of Starbucks (Holden and et. al., 2012). In market, there are numerous
approaches of performance management which company can opt as per their requirements and
culture of firm. Hereunder, few are applied in brief to examine the most appropriate for
Starbucks:
Types of Approaches
Collaborative approach: This aspects is concerned with collective team efforts and
individuals’ actions performed together to accomplish shared vision. As per this, workplace’s
productivity can be enhanced through delivering best practices in collaborative working manner
which can enhance service delivery and satisfaction of Starbuck’s customer. To compete with
their rival enterprise and improve intrinsic working pattern, eatery can use this approach of
performance management which accelerate innovative and predictive activities in workforce and
inspire involvement of employee in concerned process or affairs.
Comparative Approach: This comprises ranking of worker’s performed work in regard
of other members in group. People are categorized on the grounds of lowest and highest
performance. Paired comparison, forced distribution and many other techniques are used under
this which is undertaken in small enterprises with same work profiles. Starbucks can use this
approach to measure performance of their worker who works on the same profile.
Attribute Approach: On the grounds o innovation, creativity, judgment, communication,
problem solving skills, team work etc., employee are ranked as medium, low and high
performance. Starbucks can use this approach for as this is simple and convenient to implement
within workplace of enterprise.
Quality Approach: This concept focus on developing consumer satisfaction through
reducing obstacles and attaining constant service development. This outlines into consideration
both system and individual factors. The core benefits of this approach to Starbuck are betterment
in problem solving, assessment of system and worker, involvement of both extrinsic and intrinsic
components etc. This concentrate on utilization of Kaizen procedure in regard of growing and
nourishing business of Starbucks targeting maximization of consumer satisfaction.
Result Approach: It is one of the most convenient and direct approach wherein enterprise
rank their worker examining their performance’s outcome of worker. This focus on different
perspectives including consumer, financial, operation and internal and growth.
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Hence, this can be summon that quality and collaborative approaches of performance
management is most suitable in context of Starbucks as the company focus on better quality and
best services delivery to their consumer (Mosadeghrad, 2015). Both of chosen approaches can
help company in reaching their set benchmark and cut waste from the procedure to gain
maximum satisfaction level among consumer.
CONCLUSION
Above report summon that development in indispensable which is requisite for
individuals, teams as well as organisation itself. An HR professional is significant part of an
organisation which needs to have certain knowledge, skill and behaviour such as decisive
personality, communication skills, legal knowledge etc. in order to perform operation effectively
and ethically. In order to identify personal present skill, personal skill audit can be employed by
a person. Personal development plan is an action plan which can help a person in improving their
identified drawbacks. Training, development, organisational and individual learning; all of this
support learning among individuals working with a company. Through continuous learning and
professional development and creating high performance working environment, an enterprise is
pace up their growth, enlarge productivity and achieve competitive edge. On the other hand,
performance management approaches such as collaborative, quality; attribute approach etc. can
be opted by an enterprise in regard of measuring and improving performance of individuals,
teams and overall company.
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REFERENCES
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Online
7 Reasons Why Continuous Learning is Important. 2017. [Online]. Available
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The Top 6 Priorities For Building High-Performance Organizations Of Tomorrow. 2017.
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