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