DEVELOPING INDIVIDUALS, TEAMS AND ORGANISATIONS

Explore the application of High-Performance Working (HPW) at Harrods through performance management, continuous learning, and professional development. Understand the benefits and approaches to drive sustainable business performance and gain a competitive advantage.

DEVELOPING INDIVIDUALS, TEAMS AND ORGANISATIONS

Table of Contents
INTRODUCTION................................................................................................................................3
LO1...................................................................................................................................................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......................................................................................................6
LO2...................................................................................................................................................9
P3 ANALYZING THE DIFFERENCES BETWEEN ORGANIZATIONAL AND INDIVIDUAL LEARNING,
TRAINING AND DEVELOPMENT...................................................................................................9
P4, M2 ANALYZING THE NEED FOR CONTINUOUS LEARNING AND PROFESSIONAL
DEVELOPMENT TO DRIVE SUSTAINABLE BUSINESS PERFORMANCE........................................11
LO3.................................................................................................................................................15
P5 DEMONSTRATING THE UNDERSTANDING OF THE HPW CONTRIBUTIONS IN THE
EMPLOYMENT ENGAGEMENT AND GAINING COMPETITIVE ADVANTAGE WITHIN THE
HARRODS...................................................................................................................................15
M3 ANALYSIS OF THE DIFFERENT BENEFITS OF THE APPLICATION OF THE HPW WITH
JUSTIFICATIONS TO THE SPECIFIC ORGANIZATIONAL CONTEXT...............................................17
LO4.................................................................................................................................................19
P6 EVALUATION OF THE DIFFERENT APPROACHES OF PERFORMANCE MANAGEMENT WITH
THE DIFFERENT EXAMPLES THAT CAN SUPPORT IN THE HIGH-PERFORMANCE WORK
CULTURE AND COMMITMENT...................................................................................................20
M4 CRITICAL EVALUATION IF THE DIFFERENT APPROACHES AND JUDGEMENT ON THE
EFFECTIVENESS OF THE HGH PERFORMANCE AND COMMITMENT.........................................22
2

CONCLUSION.................................................................................................................................23
REFERENCES...................................................................................................................................24
3

INTRODUCTION
An organisation can grow only by the continuous development of its employees. The current
assignment will study the employee development programmes in Harrods which is a
multinational department store headquartered in London. The company presently employs
12000 employees at its stores. In the initial part of the assignment the skills, behaviour and
attitude of employees are examined and ways to analyse these personality traits are discussed.
Later, the assignment will highlight the learning process at Harrods and the basic difference
between learning process of individual employees and of the organisation in whole. The
assignment will also discuss the need for continuous learning at Harrods. In the final part of the
report, the process of high-performance working and its importance at Harrods is discussed.
4

LO1
P1 DETERMINE APPROPRIATE AND PROFESSIONAL KNOWLEDGE, SKILLS AND
BEHAVIOURS THAT ARE REQUIRED BY HR PROFESSIONALS
To determine the knowledge, skills that are required by HR professionals at Harrods, the
Continuous professional development programme is explained, which is a tool to keep the
professional and academic knowledge of employees up to date. Myers and Briggs's test is also
discussed below which is used to analyse the behaviour and habits of employees.
Continous Professional Development (CPD)
CPD is a tool which is used to manage one's own knowledge and skills. This is a self-driven
process and not driven by the employer. CPD can help an individual to reflect and review his
professional knowledge. It is a commitment of professionals in an organisation to enhance their
personal skills by the means of timely review of their performance (Collin, et al. 2012). There
are hundreds of professional institutes and independent coaches across UK who are providing
CPD services to individuals and teams so that they can improve their skills by training,
workshops and idea sharing. This structured approach to learning helps professional to improve
their skills according to the needs of industry.
BENEFITS OF CPD
 CPD helps professional to keep their skills up to date and ensures that the academic and
practical Knowledge doesn't become obsolete.
 Organisations can also become members of CPD certification programme. Small and big
firms, multinational companies, universities, local authorities and government can use
CPD services to increase the knowledge of employees and find new business
opportunities (Shortland, 2010).
 Professional can become more competent and increase their confidence and knowledge
which compliments their career goals.
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 CPD helps individuals identify the knowledge gaps and fill those gaps by training
sessions, workshops and seminars.
 By the help of CPD, employees can polish their existing skills and learn new skills to
expand their job role in an organisation and improve chances for getting a promotion.
MYERS AND BRIGGS TEST
This framework was constructed by Katharine Cook Briggs and Isabel Briggs Myers. This is a self-
assessment test which has a questionnaire. The basic idea behind constructing this test is that
every person has a unique personality and habits and the difference in behaviour is quite
consistent and orderly. 16 types of personalities are defined in this test and the participants
have to give answers of some questions related to personality, interest and decision making on
the basis of which the personality type of a person out these 16 personality types is decided.
The 16 personality types are organised in four pairs of opposite traits (Lloyd, 2012).
 Extraversion (E) or Introversion (I)
 Sensing (S) or Intuition (N)
 Thinking (T) or Feeling (F)
 Judging (J) or Perceiving (P)
Based on an individual's choice in each of this category, 16 combinations of personalities can be
made. These 16 types of personality can give an idea about the thought process and
preferences of an individual in daily lives and the way in which he interacts with other persons
in the world. Every person has all these eight opposite pairs of traits in himself, but usually, one
trait is dominant in a person which becomes the basis for different personality types defined in
this test (Varela, 2012).
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P2 & M2 ANALYSE A COMPLETED PERSONAL SKILLS AUDIT TO IDENTIFY
APPROPRIATE KNOWLEDGE, SKILLS AND BEHAVIOURS AND DEVELOP A
PROFESSIONAL DEVELOPMENT PLAN FOR A GIVEN JOB ROLE
To identify the level of knowledge, skills and behaviour of the employees at Harrods, personal
SWOT analysis and Richard step questionnaire is used which are explained below. The
professional development plan for the employees of Harrods is also explained.
PERSONAL SKILLS AUDIT BY SWOT ANALYSIS
SWOT analysis is a widely used tool which analyses the strength and weaknesses of employees
as well as opportunities and threats for an individual (Kajanus, et al. 2012).
STRENGTH
The strength is an internal factor and are the qualities that set an individual apart from others.
Frequent SWOT analysis questions regarding strength are given below:
 What are the things that you do better than others?
 What are your greatest achievements?
 What are the qualities that other people see as your strengths?
WEAKNESS
Weaknesses are those areas where there is a possibility of improvement. These are some SWOT
analysis questions to assess weakness of individuals:
 What are the areas you need to improve on?
 What are the tasks you usually avoid doing?
 Any negative work habits?
OPPORTUNITIES
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Opportunities are external factors. Following are some SWOT analysis questions to deal with
opportunities
 Is there any growth in your industry?
 Are new technologies being used in your industry?
THREATS
Threats are external factors which stop an individual to utilize his personal resources fully.
Some questions asked to identify threats are given below:
 What are the current obstacles you are facing?
 Is there a strong competition in your job role?
RICHARD STEP QUESTIONNAIRE
Richard step questionnaire is a tool which is used to assess the strength and weaknesses of an
individual. Total 84 questions have to be answered regarding personality and behaviour of
individuals. It takes approximately 10-12 minutes to complete the test and at the end of the
test 5 strengths and 1 weakness will be obtained.
PROFESSIONAL DEVELOPMENT PLAN (PDP)
The professional development plan is created by the managers of Harrods to assess the skills
and competency which will be required by an employee to ensure his professional
development and thus help the company to achieve its organisational goals (Schools, 2014).
The professional development plan is completed in 5 steps which are explained below:
1. Step1- In the first step, the employee is asked to assess his interest, skills and
personality. What are the perfect job roles according to the employee which suits his
personality.
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2. Step 2- In the second step, the managers at Harrods asses the skills of employees. The
areas to asses are technical skills, social skills, aptitude and attitude.
3. Step 3- In this step of the personal development plan, the needs of Harrods are
assessed; this includes analysing the short term and long term goals of the company.
4. Step 4- In this step, the staff members are provided training with the help of workshops
and seminars to improve their weak areas (Dochy, et al. 2012).
5. Step 5- This is the last step of the personal development plan where an assessment of
the progress of the development plan is done by measuring the practical application of
the skills learned.
PERSONAL REFLECTION AND EVALUATION
Personal reflection is the process of looking at your strength, weakness, skills, behaviour and
attitudes and analyses how these skills and personality traits are able to set you apart from the
crowd. Different personality assessment tools help individual asses his weak areas from an
outsider’s perspective. After identifying the weak areas plans should be made to remove those
weaknesses with the help of training and personality improvement programmes like continuous
professional development (Moon, 2013).
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LO2
P3 ANALYZING THE DIFFERENCES BETWEEN ORGANIZATIONAL AND
INDIVIDUAL LEARNING, TRAINING AND DEVELOPMENT
Following are the major differences between individual learning and organizational learning;
this is because the major objectives and mains of both of them are different from each other.
The individual learning mainly focuses on the development of an individual, on the other hand,
the organizational learning is done on the organizational scale.
Individual learning Organizational learning
Done in small-scale – major focus is on the
individual development
Done on large scale – this is because the major
focus of development is on a group of people.
The performance of the organization can be
measured by the individual perspective
In order to calculate the performance of the
organization, the groups are focused.
Self-development and commitment are the
major requirements of the development
process
All the members of the group are involved in the
development and learning processes.
A large number of techniques can be used for
the individual development of coaching,
training, development, advice from experts,
learning from other colleagues etc.
Various events can be organized through which
the group of people can be educated. Like
meetings, conferences, seminars etc.
Personal development is done as per the
requirement and need of various individuals
(Argote and Miron-Spektor, 2011)
In order to increase the growth of the
organization, a large number of people aimed to
be trained and educated
There are various differences between the training and development process and one of them
is the time required for completion. Also, the training is helpful in providing only instructions,
on the other hand, the development will provide real experiences to the people. Apart from
this, the training processes at the organization are helpful in receiving knowledge and about the
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new techniques and skills, on the other hand, the development focuses on the development of
the existing skills. But, both of them are important for the organizational and individual learning
(Molenaar and Newell, 2010).
11

P4 & M2 ANALYZING THE NEED FOR CONTINUOUS LEARNING AND
PROFESSIONAL DEVELOPMENT TO DRIVE SUSTAINABLE BUSINESS
PERFORMANCE
In order to drive the sustainable business performance, the development processes need to be
carried out in a continuous manner. Organizational learning can be done by various processes
and many of the organizations are focusing on it. This is done by them to increase their
reputation in the business market and also to increase the profit margins. As there are many
competitors in the business market, there are many acquisitions and mergers of business which
is effective in increasing the brand values of the business. But for this, it is very important to
develop the skills of employees so that they can be matched with the skills of the other
company’s employees (Bucic, et al. 2010). In order to have more customer satisfaction and to
increase the brand position in the market, the employees need to be trained and developed
continuously as per the requirement and needs. This continuous development will help in
increasing the flexibility of the task completion in the organization.
There are various ways in which the continuous development can be done in the organization
and some of them are listed below:
Mental models–this can be focused by creating supplementary awareness in the individuals,
personal mastery – a better understanding of individuals are focused, team leaning- major
focus is on the team development, shared vision – helpful in inspiring the individual and groups
for goal completion, system thinking–assessing the interacting links.
There are various different learning models which can be used for the individual development
of the visual learning, auditory learning, kinesthetic learning etc. There are various learning
cycle theories which are helpful in analyzing the importance of implementing continuous
professional development in the workplace. Following is one of them:
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KOLB’S LEARNING CYCLE
This is a cycle theory which is designed by David Kolb in the year 1984, in which the
development processes are divided into many stages. With the help of this model, the skills of a
persona and his job requirements are assessed in the same language which can be measured
easily. This process can be carried out in four stages and have four different types of learning
styles with them. With the help of these stages, the continuous development can be assured at
the workplace (Kolb and Kolb, 2012).
Figure 1: Learning cycle by David Kolb
Source: [Kolb and Kolb, 2012]
Concrete experiences/learning: the encounter of new experiences and practices are done in
the existing experiences of an individual. In this stage, the person performs activities and gain
experience accordingly.
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Reflective observation: as per the experiences that are gained in the previous stage are then
reflected by an individual on the personal basis. Here the past experiences that are gained by
an individual are used in the current business situations which are helpful to them in removing
the past mistakes.
Abstract conceptions: in this stage, new ideas are formed by an individual which is based on
the past experiences and reflections. Also, the existing abstract ideas are modified by the
individual in order to get and generate new ideas. Here the conclusions can be drawn from the
learning experiences.
Active experimentation: in this stage, the individual will apply the ideas that are developed by
him in the previous stages into the surrounding. The need for modification is also analyzed at
this stage by the individual which are then applied in the experiences' next appearance. This
process will lead an individual to the next concrete experiences and then the process will move
forward as mentioned above.
HONEY AND MUMFORD THEORY
Figure 2: HONEY AND MUMFORD Theory
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Source: [http://www.psicopolis.com/renafop/kolbls.htm]
This is another cycle learning which can also be used in the workplace as an alternative model.
This is because; it is an expansion of the Kolb's theory which is listed above. There are some
new implementations that are lacking in the Kolb's theory are added in this cycle theory by
Honey and Mumford (Pritchard, 2013).
These two scientists introduced four learning styles in the existing model which are activist,
reflector, theorist and pragmatist. Feeling, watching, thinking and then doing are the same as
the listed in the above Kolb’s model by the four stages. These two models are used by the large
organizations, on the regular basis, in order to increase the effectiveness of the training and
development processes that are carried out by them. These two models and theories are
helpful in getting effective results by providing training to people in the workplace.
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LO3
High-performance working is the way of providing a better culture to the employees of the
organization with the help of two-way communication, transparency of work at different levels
and the trust among employees. The Harrods applies the HPW in the organization so that their
goals can easily be attained if the employees remain happy and motivated and understand
company's vision. The performance of the employees generally increases due to the different
practices, processes and policies that are included in the HPW. The operations in the Harrods
are performed easily due to the HPW.
The employees compete with each other due to their improved individual performance and
their contribution to putting the Harrods in the topmost position in the market by gaining a
competitive advantage also increases. This makes the Harrods stay ahead of the other
competitors in the market.
P5 DEMONSTRATING THE UNDERSTANDING OF THE HPW CONTRIBUTIONS IN
THE EMPLOYMENT ENGAGEMENT AND GAINING COMPETITIVE ADVANTAGE
WITHIN THE HARRODS
High-performance work culture helps in the more employee's engagement in the work, more
commitment towards the organizational goals, high success and increased values. The HPW
helps in providing the better environment to employees by the employee engagement. Let us
take an example that the Harrods organization is currently running smoothly but suppose if
some technological changes in the company are being suddenly occurred related to the
production machines in the market which will reduce the cost of the production and ultimately
improves the quality (Herrmann and Herrmann-Nehdi, 2015). Then in such case, the company
needs to include the HPW practices to meet the current market needs and must focus on the
employee engagement in the work and needs to enhance their knowledge and skills according
to the market.
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A large number of practices are available that the organization can adapt to improve the
employee's performance and their high involvement. Some of the practice includes selecting
the most suitable candidate for providing the training of the required skills, selecting the people
who need to get trained, incentive-based pays and ensuring their job security. There are
different practices conducted by the Harrods organisation like the empowering the employees
for the decision making, organization of the different meetings which can lead them to share
their knowledge, providing rewards for their outstanding performances and inform them about
the organizational goals and aims(Herrmann and Herrmann-Nehdi, 2015). This will lead to the
improved individual performance and employee engagement within this organization's specific
situation.
The Harrods can achieve a competitive advantage in the market in this situation by the use of
the HPW practices with the help of the various ways. The services of the company can become
fast and the cost of products can also be reduced as compared to the other organizations in the
industry. The specific customer requirements can easily be understood by the HPW practices
and the strengths along with the weaknesses can also be realized (Jeffers, et al. 2016). This can
also help the Harrods to understand the competitor’s strengths.
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M3 ANALYSIS OF THE DIFFERENT BENEFITS OF THE APPLICATION OF THE
HPW WITH JUSTIFICATIONS TO THE SPECIFIC ORGANIZATIONAL CONTEXT
The specific situation of the Harrods which is to face the different technological changes can be
easily dealt with the HPW application in the organization. Several benefits can be attained by
the Harrods by the application of the HPW and it will also benefit the employees. Different
benefits of the personal benefits, management and the economic benefits are being provided
by the HPW (Katzenbach and Smith, 2015). The economic benefits include the improved returns
on the investments made, low-cost recruitment, and reduced risks of the litigation by
complying the legal duties, covering the sick leaves and pays and lastly it helps in improving the
client and supplier relations with the Harrods.
Some of the individual benefits generated from the HPW include the increased earnings,
improved relationships between the teams and the managers, increased dedication and
motivation, high morals along with the willingness to accept the changes. The Harrods gets
benefitted by the HPW in terms of the improved absence management, improved the
organizational image, reduced accidental and sick leaves, and improvised absence
management. It also provides the better understanding of the staff problems, improved quality
of work, enhanced image and reputation of the organization and better tolerance power of the
employees.
The Harrods has been seen attaining a competitive advantage in the industry due to the HPW
and also led to the increased dedication and the employee engagement and had improved their
performance in the regular tasks. Along with the organizational success the personal goals of
the individual also gets attained by the increased motivation due to the high-performance work
culture. The organization can easily attain high competitive advantage if the employee’s
performance seems satisfactory which will benefit the organization in the market(Katzenbach
and Smith, 2015). A healthy work environment and happiness of the employees are the
benefits of the HPW.
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The market in this industry in being continuously changing and the policies and the strategies
are also changing which are sometimes resisted by the employees. The concept of the HPW in
the Harrods can help in the proper management and reduced misunderstanding of the
employees. The employee's resistance can also be dealt with the HPW application in the
following ways-
By developing an urgency sense
By the proper communication of the vision and the goal
Proper communication of the benefits
Empowerment of the employee actions
Development of clear vision and mission
Application of new culture and approaches
Dividing the long-term goals into short-term
19

LO4
In the application of the High-Performance culture in the Harrods is dependent upon the
factors like the effective communication and the performance management. The employee
assessment based on the performance and the plan to improve their effectiveness and the skills
is referred as the performance management (Chowdhary, et al. 2014). The employees and the
managers of the Harrods organization work together and contribute towards the achievement
of the organizational goals and make it easy to apply HPW in the company.
Figure3: Performance management system
[Source: http://www.fructusconsultants.com/pms.html]
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P6 EVALUATION OF THE DIFFERENT APPROACHES OF PERFORMANCE
MANAGEMENT WITH THE DIFFERENT EXAMPLES THAT CAN SUPPORT IN THE
HIGH-PERFORMANCE WORK CULTURE AND COMMITMENT
Certain approaches are there in the market that can help in the performance management.
Some of them are depicted as below-
BEHAVIOURAL APPROACH- The behaviour of the employees during their work is judged by the
supervisors and then they rated them upon it. Some techniques used to judge the employee
behaviour are competency model, Behavioural Observation scale and Behaviourally anchored
rating scale (Chowdhary, et al. 2014).
COMPARATIVE APPROACH-The performance of the individuals gets compared with the other
individuals of a team and they are being ranked starting from the topmost position to the
lowest performer in the work.
RESULTING APPROACH- The performance result of the individuals is the factor based on which
the employees are being rated. In the resulting approach either they get a pass or direct fail
there is no in between like you performed or not performed the work (Bussa, et al. 2018).
ATTRIBUTE APPROACH- There are predefined parameters like the creativity, teamwork,
judgement and the problem-solving base upon which the performance of the individuals are
being rated.
QUALITY APPROACH- Both the system along with the employees are being included in the
quality approach to performance management. Regular feedback from the supervisors and the
managers are obtained in this approach which increases the quality of work of the employees
of the organization (Azman and Mohammed, 2014).
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Figure4: HPW
Source: [https://performancedriver.wordpress.com/2010/05/19/typical-characteristics-of-a-
high-performing-organization-banking/]
For understanding the performance management let’s take an example of the General Electric
Company which follows once a year review approach and their employees are being judged
based upon their last year performance and their duties and responsibilities in job roles by their
managers. The report of the performance is being documented in which the strengths along
with the weaknesses of the employees are being mentioned. Based on the performance in the
year it is recognized that which employees need training so that their performance in the work
gets improved (Bussa, et al. 2018).
22

M4 CRITICAL EVALUATION IF THE DIFFERENT APPROACHES AND JUDGEMENT
ON THE EFFECTIVENESS OF THE HGH PERFORMANCE AND COMMITMENT
The employees of the organization are divided into different subgroups like the top performers,
low performers, good performers and the average performers in the technique of the Forced
distribution of the performance measurement. The topmost employees for getting the rewards
are being selected by the alignment of the employee's performance with the organization's
performance with the help of the managers, the lowest performers get dismissed and new
employees are hired. This sometimes reduces the confidence level of the employees and brings
negativity inside them which sometimes makes the HPW culture not so effective (Shenoy,
2016).
The employee's traits and the characteristics are being considered under the attribute approach
which is rated by the different analysers and they give different ratings to the individuals which
sometimes get questioned by the employees. This approach also has positive results if all the
aspects are evaluated properly and can help in the development. This supports the HPW.
Different approaches have pros and cons to the process that can be applied by the Harrods
needs to be chosen carefully for applying the HPW in the organization. It is the responsibility of
the human resources to find out the most suitable methods that can help in eth proper
implementation of the PHW culture and improved performance of the employees and other
individuals (Shenoy, 2016).
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CONCLUSION
The current assignment discussed the performance management at Harrods. The assignment
highlighted the need for the assessment of employees regarding their skills and behaviour. For
this purpose, the personal skills audit of the employees is performed with the help of SWOT
analysis and Richard step questionnaire. The assignment also discussed different learning
theories and the need for continuous learning of employees. Later, the assignment discussed
the benefits of the High-performance working programme to Harrods. In the final part of the
assignment, the performance management process is explained which includes approaches to
improve the quality of work and behaviour of employees.
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