Developing Individuals, Teams and Organisation

This report analyzes the importance of developing individuals, teams, and organizations within Vodafone, a leading telecommunications company. It explores key HR functions, including knowledge, skills, and behaviors required by HR professionals, and analyzes the need for continuous learning and professional development. The report also discusses high-performance working frameworks and different approaches to performance management, highlighting their impact on employee engagement and competitive advantage.

Developing Individuals, teams
and organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P.1 Suitable knowledge, skills and behaviors that are required by HR professionals across the
department...................................................................................................................................1
P.2 Completed personal skills audit for Jane Cambridge to identify training and development
needs considering the knowledge, skills and behaviours............................................................2
P.3 Professional development plan for Jane Cambridge in HR role. .........................................3
P.3. Difference between organisational and individual learning, training and development at
Vodafone.....................................................................................................................................4
Difference between organizational and individual learning.......................................................4
P.4. Determine the need for continuous learning and professional development to know the
sustainable business performance at Vodafone...........................................................................6
P.5. Describe how HPW contributes to employee engagement and competitive advantage
within the company.....................................................................................................................7
P 6. Different approaches to performance management............................................................8
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Developing individuals, teams and organisations means improving the performance of
individuals collectively as a team so that the performance of the organisation can be developed.
In this report, Vodafone company has been chosen for assessment. The Vodafone company is
public limited company in telecommunication sector. Company has its headquarter in London,
United Kingdom. It is ranked on 4th position in all around the world in number of mobile
customers. This report will cover Suitable knowledge, skills and behaviours that are required by
HR professionals across the department. In addition to this, Professional development plan will
be prepared to know the areas for development. Further, Different approaches to performance
management will be described in brief.
TASK 1
P.1 Suitable knowledge, skills and behaviors that are required by HR professionals across the
department.
To run an organization different departments are being established so that all kind work
can be carried out effectively. Likewise, Human resource department is formed to all the
employees who are working in the company (Moxen and Strachan, 2017). People are being hired
and trained by HR of company. Every Conflicts between employees and problems arises while
working are being solved by HR of company. In Vodafone, on the job training are being
provided by HR to all the new joinee and other work man as well. Vodafone is concentrating on
its HR practices to a great extent so that it can earn maximum market share.
Human resource department of Vodafone is equipped highly with many skills and knowledge.
Some among them are listed below.
Skills:
Communication skills: It is that skill where a person is good at speaking and making
people understand about what the person wants to say. Communication skill is not only about
speaking but listening patiently and giving reply with proper understanding is the real skill. HR
of Vodafone has duty of appointing new people along with solving their problems. So they must
posses good communication while working in the organisation. HR of Vodafone has good
writing skills which helps the company in making quality reports.
Problem solving skills: While working in a company there are many problems which are
being faced by the workers. It is the work of HR to solve the problem of employees. HR officer
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of Vodafone solves conflict arises between employees by way of giving more than one solution
to both the parties to conflict. In addition to that, HR officer even listens and considers the ideas
of other people in solving the problem.
Behaviour:
Purpose oriented: HR of the company has to completely understand the major purpose behind
running the business of organisation. After understanding the purpose HR should live that
purpose in their words and action. As HR is the one who trains new joinee and make them
understand about their roles and responsibilities (Coetzee, 2018). So if HR will be purpose
oriented than only they will make employees understand about the major purpose. It will help
people in understanding about the purpose and guidelines will be given by HR to accomplish the
same.
Solutions oriented: A high level of creativity is required to possess the behaviour of
solving problems of others. HR officer has to listen to both the parties to conflict ad come up
with solutions. HR of Vodafone are good negotiators with an attitude of solving problems. It is
one of the major behaviour of human resource manager of Vodafone.
Knowledge:
Computer and electronics: HR must have the knowledge of basic computer because
without computer knowledge it is not possible to perform required duties. Human resource
officer of Vodafone is very good at using internet and emails. This helps the department in
sending mails to people regarding vacancy in the company. In addition to this there are many
duties which are being done by using internet and emails. SO HR must have good software and
computer knowledge to perform their duties.
English language: Knowledge of English grammar, basic tenses and speaking is the
basic requirement to work as an HR in the company. As HR has to conduct interviews, train
people and carry induction programme of the company. For all the work English is really
important so it is also the knowledge that should be possessed by HR of Vodafone.
P.2 Completed personal skills audit for Jane Cambridge to identify training and development
needs considering the knowledge, skills and behaviours.
Personal skill audit: It is a process of measuring and checking the skill of a person. It is carried
out in order to determine about knowledge of a person (Shuffler and et.al., 2018). It helps in
knowing about the skills that posses and also helps in knowing more about oneself.
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To conduct the personal skill audit of Jane Cambridge SWOT Analysis will be done.
Strengths: Jane Cambridge has skills of using the internet and email in appropriate way. It helps
the employee in facilitating HR role and performing duties. In addition to this, Jane Cambridge
has good communication skills which is the most important skill in performing HR role. Reports
that are required to be prepared by HR is the major strength of Jane Cambridge. Along with this,
Jane Cambridge is good at solving problems of employees and giving them appropriate solutions
after considering the ideas to solve the problem.
Weaknesses: Whereas there are certain fields where Jane Cambridge lacks. Excel spreadsheet
knowledge is important for HR for making salary slips of employees. Along with this database
software is the field where Jane Cambridge is weak. Training session delivery is the most
important work but it is the major weakness of HR officer.
P.3 Professional development plan for Jane Cambridge in HR role.
Vodafone has made professional development plan after following the process described below.
Identify core competencies : In order to achieve success every employee try to attain core
competencies. It can be earned by measuring the skills of employees along with their behaviours.
A set of competencies must be known by employee so that it can be recognized easily and
broadly.
Identify strengths: Organization should make audits to know that employees are capable of
performing the job or not. It will help in knowing the strength of a person and their value for the
establishment (Hawkins, 2017).
Know weaknesses: Manager of Vodafone determines the weaknesses of employee and make
sure that enough steps are taken to develop the weaknesses in to strengths. A professional
development plan is being prepared for the same.
Develop action steps: After carrying out the above process to determine strengths and
weaknesses an action development plan will be prepared. It will help the organization and
employees both by way of working on the weaknesses and creating more strengths.
Monitor progress: To set the development in to action manager should check performance of
HR on regular basis.
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Professional development plan of Jane Cambridge in HR role.
Name: Jane Cambridge
Job role and responsibility: Human resource role.
Review of learning needs Development plan
Date In what areas I
need to improve
my performance
How
does this
link to
other
objective
s?
What do
I need to
learn in
order to
achieve
this?
What I
will do
to
achieve
this?
What
are the
likely
resource
s and
support
that I
need?
How I
will
evaluate
a
successf
ul
outcome
?
What are my
Deadlines for
meeting the
target?
5/9/2018 Delivering a
training session
It will
not allow
giving a
proper
training
to new
joinee
Knowled
ge about
organisat
ion and
each
functiona
l unit
By
attending
current
training
session
of
company
Feedback
from
new
joinee
after
training
session
Juniors
and new
joinee
30 days
10/8/2018 Effective
communication
It will
not be
possible
to
perform
duties as
an HR
without
effective
communi
Good
speaking
skills
Dictionar
y or
reading
newspap
ers and
articles
Confiden
ce and
verbal
communi
cation
Top level
managem
ent and
colleague
s
60 days
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cation
skills.
12/9/2018 Problem solving
skills
Linked
with
conflict
manage
ment
Listening
patiently
involving
more
with
people
and
develop
concentr
ation
while
listening
Conflict
manage
ment
between
employe
es
Workers 1 week
Continuous personal development record
Job role and responsibility: Human resource role.
Development Activity Evaluation
Details of
Personal
development
activity
Date Effective
learning time
Develop
ment
plan ref.
Key
learning
points
Key
benefits
Further comments:
Both the skills got
improved and it has
helped in performing
duties in a better way.
Effective
communication
10/10/201
8
60 days 1 Good
speaking
skills
Better
performa
nce
while
performi
ng job
role as an
HR.
Problem 20/9/2018 1 week 2 Listening Easily
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solving skill patiently conflicts
between
employe
es can be
solved
From the above personal development plan it is being concluded that Jane Cambridge
needs to work on listening skills so that it will be easy for HR to solve problem and conflicts of
employees.
M.1 Professional skills audit that demonstrates evidence of personal reflection and evaluation.
I have carried out this audit to determine skills and behavior required to do job role as
HR. It will help in knowing drawbacks and strengths so that one can focus on improvements.
P.3. Difference between organisational and individual learning, training and development at
Vodafone
Difference between organizational and individual learning
Learning means increasing knowledge about new facts and figures. It helps in getting more
knowledge about new policies and procedures. Vodafone carries organizational learning
programme so that every individual can learn more and enhance their knowledge and skills. This
will help in overall growth of Vodafone. As an individual who is high with knowledge and skills
will contribute more to the company (Adey, 2018). It also helps in making an employee learn
from mistakes before the organization do. Research has shown that there is optimistic
relationship between individual learning and organisational learning. As organisational learning
gives good results in finance and competitiveness.
Organizational learning increases customer satisfaction and employees satisfaction too but
individual learning is more worried about their own self and try to avoid challenges which can
lead them to failure. Focus of every employee inVodafone is on individual learning rather than
organization learning.
Training and development
Training: It is a process which is carried out by companies in order to enhance skills of
employees. Training session are part of every company where new joinee are being told about
working environment and job profile for which they are being hired (Mone and London, 2018).
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Vodafone has on the job training of 6 months where every work man is trained for ethics, culture
and working behavior.
Development: It is a long term process which aims to overall personality development of an
individual. It is self assessment process where an employee take all the steps for self
development.
Difference between training and development
Training and development is a process which is carried out by human resource
department of the company. It is In Vodafone training and development is a part of human
resource department which focuses on improving the performance of employees. Training in
Vodafone is focuses on increasing knowledge and skills of the employees, and development is an
process of growth of the employees working in the organisation.
Training refers to learning specific skills or task for any new task or role needed to be
performed. But in case of development it focuses on each and every area, or knowledge and
skills in an individual (Kearney, 2018). Vodafone designs training program and try to improve
employees' skills or knowledge with the help of professionals or experts. On the other hand
development includes practical implementation of programs and activities to help employees
grow themselves in a best way possible. Vodafone has a limited training period of 3-6 months
whereas development is a never ending procedure. Therefore, it is a known as long term process.
Vodafone appoints trainer for trainees who guides them during training and in
development. Trainer is the person who takes out the faults and helps the trainee in overcoming
from the same.
All the employees of Vodafone gets training during the training program conducted by
the company. Development is a self-improvement procedure, so every employee of company is
himself responsible for one's development. Training of a company is reactive process whereas,
development is a proactive process of an individual. Training increases the skills and knowledge
for a particular job on the other hand development is a self assessment procedure where one
person himself responsible for the development.
Here is the comparison chart between Training and development
Training Development
It is a process of learning through which Development is a never ending self
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employees gets an opportunity to develop there
knowledge and skills.
improvement procedure which focuses on
overall growth of the people.
Training is a process of reactive nature Development has nature of pro activeness.
It is carried out so that job can be performed in
most effective and efficient way.
In this process employee focuses on their
carrier rather than a particular job role.
Training is to make the employee's
performance better.
It is for overall development of an individual.
P.4. Determine the need for continuous learning and professional development to
know the sustainable business performance at Vodafone.
Vodafone is the biggest telecommunication company which provides employment to
many people. It is an organization from where a person can start its carrier in the best way. It is
due to its professional development program as the company has one of the best development
program which helps in enhancing growth and development of people. Organization has one
major focus on continuous learning for the growth of the establishment (Landy, Zedeck and
Cleveland, 2017). As it helps in overall personality development of an individual due to regular
enhancement of skills of work man. Every business faces many changes due to daily
technological development and innovation taking place in the world. This is the major reason
behind need for continuous learning.
Vodafone has expanded its ventures in all over the world. Every nation has different legal
and economic condition which are requited to be learn before establishing the business in any
nation. It arises need for learning and professional development to understand about the rules and
regulation so that business can carry sustainable business performance.
To carry out continuous learning program Vodafone has developed so many sessions
which helps the employee in enhancing their skills. It will result in overall development of the
organization along with employees personal development.
In order to achieve success every employee try to attain core competencies. It can be
earned by measuring the skills of employees along with their behaviours. A set of competencies
must be known by employee so that it can be recognized easily and broadly.
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Even at the time of low efficiency level in a company need for continuous learning arises.
As learning and professional development helps in increasing efficiency of the company.
Different development programs are carried out by Vodafone so that employees can feel more
confident towards their own self.
M.2 Importance of implementing continuous professional development.
Continuous development plan will help in achieving success of every employee try to
attain core competencies. It can be earned by measuring the skills of employees along with their
behaviours.
P.5. Describe how HPW contributes to employee engagement and competitive advantage within
the company.
High performance working means to carry out work in such a manner where there is
trust, transparency and strong communication in between every work man of Vodafone. It is
contrary from traditional hierarchical structure (Anheier and Leat, 2018). Rather, it helps in
developing an improved system of work where employees feel more motivated and involved to
the work they are being allotted by the company.
High performance working has three major categories which are defined below.
 Involvement of employee
 human resource practices
 reward and commitment practices
Higher performance working of Vodafone has made its management such that it is entirely falls
under this system.
 Decentralised structure is being practised in Vodafone which helps worker liberty and
independence more over their work style.
 Vodafone has adopted so many policies for family members of employee for flexible
working.
 In Vodafone organisation all major information is being shared with the people who are
working with them. It helps in giving a sense of satisfaction to employees and they feel
motivated too.
 Vodafone has come up with many learning and development programmes of employees.
It helped them in enhancing their skills and grooming their personality.
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 This company has major focus on giving job satisfaction to employees by way of
motivating them through appraisals and promotions. (Margaryan, Littlejohn, and
Stanton, 2017).
M.3 Benefits of applying HPW in Vodafone
It will help in giving job satisfaction to employees along with that they will feel more
independent and responsible due to liberty in working style.
P 6. Different approaches to performance management
Measuring performance of employees is most essential part of a company and it is the
backbone of organisation's management. Generally, performance management more than just
about targets and measures. It is an approach to analyse and identify performance of employees
as well as the business that helps in improving overall activities and functions of an organisation.
There are various approaches of performance management as discussed below -
 Comparative approach
 Attribute approach
 Behavioural approach
Comparative approach of measuring performance – Vodafone often follows this approach to
measure performance of their employees. In this approach employees are ranked and positioned
on the basis of their performance (Altin and et.al., 2018).. The ranked are given as top performer
and lowest performer. The Top performer are rewarded with various benefits such as incentives,
bonus etc, On the other hand poor performers are given opportunities to improve their
performance which is monitored by managers and top level management.
Attribute approach of measuring performance – This approach consist signifiant parameters
on the basis of which an organisation such as Vodafone measure performance of their
employees. These parameters as mentioned below -
Innovation
Teamwork
Communications
Problem solving skills
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In this approach employees' performance is rated on a scale of 1 to 5 that is from lowest
to highest but this develops a challenge for choosing the best performer and the worst one.
Although, it is used by organisations as it is easy approach for measuring performance,
Behavioural approach of performance management – This is a traditional method of
measuring performance of employees in an organisation. Various scales are developed for
behavioural approach for several sections of jobs. This can be done with the help of to
techniques BOS and BARS. BOS stands for behavioural observation scale, it demonstrates
employee behaviour in a more specific manner whereas BARS stands for behavioural anchored
rating scale. BARS technique includes five to ten vertical scales. These scales are based on
parameters known as anchors that are decided by employees of the organisation. On the basis of
anchors employees are ranked with respect to their performance.
M.4 Critically evaluate the different approaches and make judgements on how effective they can
be to support high-performance culture and commitment.
As per Moxen (2017), performance management approaches helps in bringing teamwork
and innovative ideas in the company. Whereas, as per Kearney (2018), comparative approach
will demotivate employees as their drawbacks will also be compared with others.
CONCLUSION
The above report concluded that developing team and individuals in an organisation is
very essential for an organisation such as TESCO as it helps to improve performance and
profitability of the business. This report identified appropriate knowledge, skills and behaviours
that needed by human resource professional along with the responsibilities of human resource
manager. The study also included completed personal skills audit for an employee of the chosen
organization. Furthermore, a professional development plan for the employees is also presented
in the above report. The need for continuous learning and professional development is explained
in this assignment along with high performance working framework and performance
management models. In addition to this various approaches of performance management such as
Comparative approach, Attribute approach and Behavioural approach are discussed in this
report.
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REFERENCES
Books and Journals
Moxen, J. and Strachan, P., 2017.Managing green teams: environmental change in organisations
and networks. Routledge.
Coetzee, M., 2018. Developing teams for optimal performance in modern workplaces.
Shuffler, M.L., Diazgranados, D., Maynard, M.T. and Salas, E., 2018. Developing, sustaining,
and maximizing team effectiveness: An integrative, dynamic perspective of team
development interventions.Academy of Management Annals.12(2). pp.688-724.
Hawkins, P., 2017.Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Adey, D.B., 2018. Developing Stronger Team Dynamics to Improve Communication Internally
and Externally.Transplantation.102. p.S607.
Mone, E.M. and London, M., 2018.Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Kearney, R., 2018. Public sector performance: management, motivation, and measurement.
Routledge.
Landy, F., Zedeck, S. and Cleveland, J., 2017.Performance measurement and theory. Routledge.
Anheier, H.K. and Leat, D., 2018.Performance Measurement in Philanthropic Foundations: The
Ambiguity of Success and Failure. Routledge.
Altin, M., Koseoglu, M.A., Yu, X. and Riasi, A., 2018. Performance measurement and
management research in the hospitality and tourism industry. International Journal of
Contemporary Hospitality Management.30(2). pp.1172-1189.
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