Developing individuals, teams and organisations for high performance

Developing individuals,
teams and
organisations for high
performance

Table of Contents
INTRODUCTION ...............................................................................................................................3
TASK 1.................................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals. ............................................................................................................................3
P2 Analyse skills audit to identify KSB'S & develop professional development plan ..................4
M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation..................................................................................................................................5
TASK 2.................................................................................................................................................5
P3 Explain the difference between organisational learning, individual learning and training........5
P4 Explain continuous learning and professional development and also explain need for
sustainable business performance....................................................................................................7
M2 Analyse the importance of implementing the continuous professional development by
applying the learning cycle theories................................................................................................8
D1 Discuss PDP that sets out learning goals & training in relation to learning cycle to achieve
objectives ........................................................................................................................................8
TASK 3.................................................................................................................................................8
P5 Discuss briefly about HPW contributes to employee engagement & competitive advantage
within entity situation .....................................................................................................................8
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation............................................................................................................................................9
TASK 4...............................................................................................................................................10
P6 Explain different approaches ensuring high performance culture & contribution of employees
.......................................................................................................................................................10
M4 Critically evaluate the different approaches and make judgements on how effective they can
be to support high performance culture and commitment. ...........................................................10
D2 Examine how HPW mechanisms used to unpin HPW lead to improved employee
engagement, commitment & competitive advantage ....................................................................11
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13
Books & Journal:...........................................................................................................................13

INTRODUCTION
In business, development play important role at all aspects as it is essential achieve growth.
Main aim of this report is to understand the importance of developing individual, teams,
organisations for higher performance (Bates, 2018). BCG, an American management consulting
firm headquartered in U.S. Main competitors of firm are PwC, Accenture, Deloitte etc. This report
comprises of KSB'S, personal skills audit & professional development plan, comparison between
organisational, training and development, continuous learning & professional development, HPW
and different approaches to performance management.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
In professional career, knowledge, skills, behaviour play important role as it help in
achieving of goals and objectives at wider scale. In context of BCG, they have higher skilled &
knowledgeable employees on basis of which they are able to fulfil clients needs and requirements.
So, there are several types of KSB'S which are needed by HR professionals which are described as
follows-
Knowledge-
Field knowledge- It is first most important knowledge which is needed by HR professionals
as because an individual need to have appropriate relevant field knowledge which can be applied
into workplace. In relevance of BCG they hire applicants with same department with relevant field
knowledge. Through this, company is able to achieve advantage in appropriate level (Coenders,
2019).
Market & research analysis- It is also needed knowledge by HR professionals of BCG.
With help of this knowledge, decisions making is being carried out in proper manner. It become
easy to gain information when there is appropriate knowledge of market.
Skills
Communication skills- It is important skill which is required at every stage because
without communication it is difficult to understand other point of view & message properly. In
relation of chosen firm, they look for professionals & individuals who have ability to carry out
message in efficient manner. So, HR professional of selected entity required individual skills who
can use communication tools such as social media platforms like Facebook, E-mails, Instagram etc.

ICT Skills- It is another skill which is needed by HR professionals of Boston Consulting
Group. This is because ICT included information, communication & technology skills. With help
of this skill, it is easy to increase productivity of company at higher scale.
Behaviour-
Team work- It is crucial behaviour which is needed as because in organisation it is
important with team so that common desired goals are accomplished. Team work is important
because a person cannot carry out work as individual for longer period of time. So, HR of BCG
ensures that team work is presented within each department (Engelbrecht, 2019).
Collaborative behaviour- This is also needed behaviour as in this collaborative & ,mutual
cooperation is to presented within behaviour of individual. It is too stated that with collaborative
behaviour, it is easy to enhance the work effectiveness.
P2 Analyse skills audit to identify KSB'S & develop professional development plan
Skill audit refers to process of identifying skill gap in organisations. It is critically
important to have examine & identify the skills, behaviour & knowledge so that decisions are
being taken accordingly. So, identify skills gap SWOT analysis is used & is further discussed as
follows-
SWOT Analysis
Strength
 Main strength of mine is that I have high
confidence level which assist me in
communicating with others properly.
(Galant, 2017).
Weakness
 My weakness is that it took time for me
to understand critical problems due top
lack of problem analysis skills.
Opportunity
 I have opportunity of improving my
weaknesses through online trainings &
development programmes, seminars etc.
Threat
 My biggest threat is that need &
requirement of HR professional changes
with market situations so developing my
skills frequently can impact upon my
behaviour.
Professional development plan
It refers to process in which it comprises of set of tactics & actions that are used to achieve

objectives within period of time. Planning is essential as it help in decision making properly. Main
purpose of PDP is that it assists in being aware of criteria of development.
Skills Current ability Problem faced Success
criteria
Time limit
Problem
solving &
analytical
skills
I am lacking behind
my problem solving
skills & it is my current
ability in which I will
give 2.8 out of 5.
Problem which I faced
during this targeted
ability is difficulty in
prioritizing tasks to
solve main problems.
Accessing to
WBS & Gantt
charts.
To achieve this
targeted ability
time limit is
around 6
months
Presentation
skills
In this current ability,
my I will give 3.2 out
of 5.
Difficult to make eye
contact with others.
Giving
presentations.
In this time
limit is 7
months
M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation.
Professional skills audit is important as it help in achieving of goals & employability in
proper manner. Main benefit of using this audit is that it help in achieving of development in
professionals KSB'S. In context of selected firm, they with carrying out professional skills audit, it
is easy to make decisions. It is evaluated that professional skills audit is crucial as it clarify the
mind set (Hoffart, 2017).
TASK 2
P3 Explain the difference between organisational learning, individual learning and training
ORGANISATIONAL LEARNING
Organisational learning is a process where they learn by solving the problem and create a
knowledge and use knowledge in organisation. It increase a job satisfaction among employees
efficiency and product. According to the BCG, the company employees solve the problem by taking
the knowledge and apply to solve the problem. The organisation retain experience and knowledge
and improve it.

INDIVIDUAL LEARNING
A change in the behaviour of agent and this process is known as individual learning. In this
process agents can retain information, to develop a situation, new strategy. In this way BCG
employees adopt the new changes and environment and perform a task effectively. This way the
individual learning become easy and perform better and take correct decision (Lawson, 2019). This
increases the knowledge of individual and it also motivates the learner and engage them to learn and
make decision. Individual and organisation have benefits and both need to learn and acquire the
knowledge and have duty to practice.
TRAINING AND DEVELOPMENT
Training and development is important for organisation and it focus on improving the
performance. Training is the process in which employees enhance their skills , knowledge and
attitudes and take knowledge for better performance (Lin, 2017). The importance of training and
development is to develop the new skills and learn new things because of the changing business
environment and competition. It also enhance the productivity and improves the culture of
organisation, builds the corporate image and morale of company. In reference to the BCG they give
training to the new employees or existing employees so that they can add new skills and adopt the
culture of the organisation.
Difference between organisational, individual and training and development
Basis Organisational
learning
Individual learning Training and
development
Meaning It refers to the process
of organisation and
transfer the knowledge,
they learn and improve
by solving the problem.
It refers to the process
in which individual
workers learn skills and
ideas to improve the
performance and
productivity (Morris,
2020).
It refers to the process
in which employees got
training related to the
their job roles, duties.
Objectives The objective of
organisational learning
to increase the job
satisfaction of
employees, adaptability
enhance, increase
efficiency and
The objective of
individual learning is
that it helps in problem
solving.
The objective of
training and
development is of
effective management,
time reduction for
learning, low labour
turnover, updated with

productivity level. the latest technology.
P4 Explain continuous learning and professional development and also explain need for sustainable
business performance.
CONTINOUS LEARNING
Continuous learning is the process where employees expand their skills according to the
change in environment. It means learning new skills and knowledge in both personal and
professional life. It is an on-going process. Learning things and practice to carry out in daily life, so
to expand or increase knowledge. It is important to learn continuously in changing demand and the
changes is adopted easily. When in organisation if the changes is not adopted by the employees or
there is nor continuous process of learning then process will not be change, they cannot adopt the
new changes or learn new skills and this lead to the non – accomplishment of goals (Örtenblad,
2018. For organisation, there is some benefits of continuous learning such as the organisation value
to their employees and the organisation invest for the development of career development. The
organisation invest for the development of employees and retain or hire new employees.
PROFESSIONAL DEVELOPMENT
For career, the professional development plays an important role. It means the education and
continuous training for the development. The main objective is to update yourself for the changing
technology and new tends in the environment. It helps the worker in the organisation to work
effectively to achieve the goals and target of the organisation. It is sustainable for the business
performance and it benefits to the employer because the retention rate of employees is high (Rubel,
2020).
The professional development also benefits to the employees because they will become
more efficient and productive and they learn new skills and knowledge and they will succeed in
their work. The need of continuous learning and professional development to drive the sustainable
development process are as follows:-
 It develops the performance and development of employees by investing money and time .
BCG also invest resources and time to increase the confidence , morale among employees.
 It increases productivity for better performance in the organisation. BCG enhance
productivity by planning to add bonus , so that employees work effectively and impact
positively to bottom line.
 There is open communication between employees and also they promote transparency to
individual to succeed and discuss the performance of individual with needs and goals of an

organisation.
 Learning new things and ideas also boost confidence of employees and also they can accept
the challenges to adopt the changing environment.
M2 Analyse the importance of implementing the continuous professional development by applying
the learning cycle theories.
The learning cycle approach is given by Kolb's and he has given four stages of learning style
theories which are concrete experience, reflective observation, abstract conceptualisation and active
experimentation.
First stage of learning cycle means the learning the new skills or new situation or
experience. This stage is done when there is a new task or new project to do in a new way and
interprets again existing experience (Russell, 2018).
Second stage is reflective observation, in this the learner have inconsistency between what
the understand and they experience. In this stage BCG, the company show how employees have to
achieve the target and how they have to react in different situation.
Third learning cycle stage is abstract conceptualisation , what person learn from the
experience, modify idea, or generate new idea. According to this stage BCG, learn how to apply the
ideas and observe them from the previous stage.
The last stage is active experimentation, where they see to modify in next and apply the
ideas to the surroundings (Spiteri, 2020).
D1 Discuss PDP that sets out learning goals & training in relation to learning cycle to achieve
objectives
Professional development plan is important as it help in achieving of goal in appropriate
manner. Also, Kolb's learning cycle has been discussed which helps in accessing of learning in
proper manner. Moreover, through properly understanding of learning cycle it is easy to achieve
objectives in most efficient manner.
TASK 3
P5 Discuss briefly about HPW contributes to employee engagement & competitive advantage
within entity situation
In organisation, it is important to be aware about employee engagement as well as HPW so
that competitive advantage is being achieved at appropriate level. HPW which is also known as
high performance work in which high productivity is achieved by increasing efficiency level of

firm. High performance work system is beneficial for growth & development which too help in
increasing survival time for longer period.
In reference of selected company, they are make assure that higher performance work
system is established with proper considerations as it help in facing of management issues in well
organised way. In viewpoint of BCG, they have changed their business practices & has adopted
many new changes in firm. It is evaluated that higher performance work contributes to employee
engagement because when HPW is present it is easy increase subordinates efficiency level. Thus,
HPW contributes at larger scale & helps in achieving of competitive benefits too.
Characteristics of HPW
 Mutual co-ordination & cooperation- HPW is present in entity where there is mutual
coordination as well as cooperation established. Moreover, with proper carrying out these
helps in establishment of high performance work effectively. In relevance of BCG,
management & employees work with proper considerations which results in high
performance work.
 Problem solving & managing people- Also, when people in entity easily managed the
problems and properly analyse situations it enhances the performance level of firm &
employees.
Benefits of HPW to employees-
 Main benefit of HPW is that it increases the effectiveness of employees to carry out work in
efficient manner. Through this, BCG is able to engage subordinates within work
environment.
 Another advantage of HPW is that it help in increasing of competitiveness within
subordinates at larger scale which is beneficial for employees growth.
Benefits to employers
 Presence of HPW results in enhancing the productivity & profitability level within entity.
M3 Analyse the benefits of applying HPW with justifications to a specific organisational situation.
Main advantages of HPW is that it help organisation in achieving of competitive benefit
easily in market. Also,in context of BCG entity is able to improve their employees performance &
which assist them in achieving of objectives within period of time. Thus, it is important for
organisation to carry out HPW with proper considerations in most efficient manner.

TASK 4
P6 Explain different approaches ensuring high performance culture & contribution of employees
In organisation, performance management is defined as process of communication between
employees & supervisor with aim of achieving of goals as well as objectives in strategical manner.
In context of BCG, it is crucial for them to carry out high performance culture in such a way that
decisions are being taken in proper manner. There are various types of approaches which are
discussed as follows-
Comparative approach- It is type of approach in which performance is being determined
& analysed through making comparison between performance & progress so that decisions are
being made appropriately. Through making comparison, it is easy to analyse the performance level
of employees & firm. In relation of selected entity, they make compare performance through
measuring rankings methods such as simple ranking method, alternative ranking, etc.
Behaviour approach- This is another approach which is used for performance management
in which behaviour of employees are being measured by organisations. Also, it is seen that
behaviour is important to be examined which helps in proper analysis of employee. In relation of
chosen entity, they analyse behaviour through using critical incidents approach, observation scale,
behaviourally anchored rating scale etc.
Attribute approach- In this approach of performance management, it is too used by BCG
to measure performance. It is an effective method of determining performance as in this graphic
rating scale is used & points are given to individual.
M4 Critically evaluate the different approaches and make judgements on how effective they can be
to support high performance culture and commitment.
Behavioural approach- This approach help in examining of performance of employee
which is beneficial for further development & growth. This also contributes to high performance
culture & commitment as when behaviour of person is determined it is easy to make decisions about
appraisal, promotions etc.
Benefit-
Main benefit of this approach is that it is beneficial for developing learning & increases
the confidence level of individual.
Drawback-
Using this method not always gives appropriate results & can leads to problems.

Attribute method- Through this method, performance is measured by using of graphic
rating scale (Bates, 2018).
Benefits
Advantage of using this method is that it help in accessing of individual reliability &
performance easily.
Drawbacks-
Main limitation of this approach is that it is time consuming and might leads to biasses.
D2 Examine how HPW mechanisms used to unpin HPW lead to improved employee engagement,
commitment & competitive advantage
The HPW mechanism is beneficial for organisation as it help in achieving of high
productivity & efficiency level. Employee engagement is carried out though carrying out
communication effectively. Moreover, HPW also leads to employee engagement commitment &
competitive benefits as when high performance work is established it become easy to achieve
higher work effectiveness which results in achieving of goals appropriately (Coenders, 2019).

CONCLUSION
After a brief analysis of above report, it has been concluded that it is important to achieve &
develop growth as helps in achieving of goals as well as objectives. So, discussions have been made
about KSB'S, skills audit & PDP, comparison between organisational & individual learning,
training & development. Further, continuous learning & professional development, HPW and
approached to performance management. Therefore, it is being examined that it is necessary to use
improve & develop learning & other key skills so that it is easy to achieve goals in appropriate way.
Moreover, it is analysed that corporate world is changeable and it is important for individual to
focus on development so that appropriate learning as well as growth is accessed.

REFERENCES
Books & Journal:
Bates, 2018. Seven elements of effective professional development. The Reading Teacher, 71(5),
pp.623-626.
Coenders, 2019. Lesson study: professional development (PD) for beginning and experienced
teachers. Professional development in education, 45(2), pp.217-230.
Engelbrecht, 2019. A SWOT analysis of the field of virtual reality for firefighter training. Frontiers
in Robotics and AI, 6, p.101.
Galant, 2017. Corporate social responsibility and financial performance relationship: a review of
measurement approaches. Economic research-Ekonomska istraživanja, 30(1), pp.676-693.
Hoffart, 2017. Assessing and developing the individual and team work attribute. Proceedings of the
Canadian Engineering Education Association (CEEA).
Lawson, 2019. A Skills Audit: Identifying Gaps in Beginning Design and Technology (D&T)
Teachers' Subject Knowledge, Skills and Understanding.
Lin, 2017. HRM and innovation: a multi‐level organisational learning perspective. Human
Resource Management Journal, 27(2), pp.300-317.
Morris, 2020. Experiential learning–a systematic review and revision of Kolb’s model. Interactive
Learning Environments, 28(8), pp.1064-1077.
Örtenblad, 2018. What does “learning organization” mean?.The Learning Organization.
Rubel, 2020. High-performance work practices and medical professionals' work outcomes: the
mediating effect of perceived organizational support.Journal of Advances in Management
Research.
Russell, 2018. High performance work practice implementation and employee impressions of line

manager leadership. Human Resource Management Review, 28(3), pp.258-270.
Spiteri, 2020. Decision making in the internal audit function: analysing the skills (Master's thesis,
University of Malta).
Wilk, 2018, September. The" I" in Team: How Developing Individual Strength, Builds a Great
Team. In Proceedings of the 2018 ACM SIGUCCS Annual Conference (pp. 187-192).