Developing individuals, teams and organisations

This study material provides insights into the development of individuals, teams, and organisations. It covers topics such as appropriate knowledge, skills, and behaviours for HR professionals, differences between organisational and individual learning, training, and development, and the role of high-performance working in employee engagement and competitive advantage. The content includes examples from Vodafone, a multinational telecommunications company.

Developing individuals,
teams and
organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1..................................................................................................................................................3
P1 Determination of appropriate and professional knowledge, skill and behaviours............3
P2 Complete personal skills audit to identify appropriate knowledge, skills and behaviours
and professional development plan for a job role.................................................................5
LO2..................................................................................................................................................9
P3 Analyse the differences between organisational and individual learning, training and
development...........................................................................................................................9
P4 Analysis of the need for continuous learning and professional development to drive
sustainable business performance.........................................................................................12
Benefits of high performance work in specific organisational situation..............................14
LO3................................................................................................................................................14
P5 Demonstrate understanding of how High-performance working(HPW) contributes to
employee engagement and competitive advantage..............................................................14
LO4................................................................................................................................................17
P6 Evaluate different approaches to performance management and demonstrate with specific
examples, how they can support high performance culture and commitment.....................17
Ways in which performance management, collaborative working and effective
communication can support high-performance culture and commitment............................19
CONCLUSION..............................................................................................................................20
REFRENCES.................................................................................................................................21

INTRODUCTION
Development of a team is an essential duty of human resource management in an
organisation. In an organisation the development of an individual is also essential, it increases
efficiency and effectiveness of an organisation. Team and individual development also
contributes to overall development of the organisation. It is the responsibility of human resource
management in an organisation to effectively manage teams and individuals by using proper
tools and techniques of management. In this report analysis of HR professionals is covered along
with a detailed analysis of factors to be considered when implementing and evaluating inclusive
learning and development (Al Hachem, 2019). This report also covers application of knowledge
and understanding High performance working contributes to employee engagement and
competitive advantage along with different ways in performance management, collaborative
working and effective communication can support high-performance culture and commitment.
For better understanding of HR professionals role in this report, example of Vodafone is taken
into consideration. Vodafone is a multinational telecommunications company which was
established in 1991, the headquarters of Vodafone are at Berkshire, United Kingdom.
MAIN BODY
LO1
P1 Determination of appropriate and professional knowledge, skill and behaviours
HR professionals requires in depth knowledge of management to maintain efficiency in
an organisation. Role of HR is impeccable in a business, HR professionals perform many
different duties at Vodafone to handle global telecommunications operations (Human resource
management at Vodafone,2021). HR professionals carry different skills, behaviours and
knowledge which helps them in implementation of various activities and orders at Vodafone.
Professional knowledge, skills and behaviours of HR professional management are mentioned
below:
HR professional skills:
 Speaking ability- Way of giving speech matters most for the human resource
management, it defines the way in which human resource managers deliver necessary
instructions to the employees. Speaking ability also determines the capacity of a HR
professional to speak in front of a crowd. HR professionals at Vodafone are trained in a

professional manner to deliver perfect speech in front of the employees. HR professionals
at Vodafone are soft speaking and handle maximum number of employees at a single
point of time.
 Reading people- HR professionals should have ability to read mind of a person, this
facilitates communication in a precise manner between HR professional and the
respective employee present at the workplace. HR professionals at Vodafone are
psychologically capable of reading people's mind in order to bring out identification of
the tasks that has to be performed by the employees. This capability also helps HR
professionals to provide better training to the current and new employees.
 Empathy- It is the necessary skill of a HR professional that helps in understanding the
situation of an employee. HR professionals at Vodafone are capable enough that they
provide essential empathy to the employees (Arumugam, 2017). The empathy provided
by HR professionals also leads to maximise the output of an employee as well as brings
emotional intelligence in the mind of employees.
 Listening- Effective listening play a crucial role in defining the functioning of HR
professionals. Good listening always leads to good speaking, it also helps a HR
professional to deeply understand situation of the employees. Vodafone hires HR
professionals who have good listening skills in order to facilitate communication at the
workplace.
Professional behaviours and knowledge of HR professionals:
 Transparency and trustworthiness- Transparency and trustworthiness should be
present in HR professionals as it brings honesty and ethical values in the
functioning of a business. HR professionals at Vodafone are transparent in their
functioning which makes them more responsible and accountable to the company.
The company conducts large operations at the market place, so it requires honesty
in its functioning. Human resource management at Vodafone provides effective
and intelligent solutions to the problems in a transparent manner.
 Purpose oriented- HR professionals should be purpose oriented, it means they
should always have an eye on the goal. It is essential for the human resource
management to complete short term and long term goals. HR professionals at

Vodafone are basically goal oriented and perform their duties on the basis of
goals that are set by the company.
 Technology savvy- In this modern world Information and Technology play a
crucial role in a business. The HR professionals in famous organisations use
professional computer systems and software in their activities to gain advantage
over competitors. HR professionals at Vodafone are technology savvy and
performs most of the tasks related its activities through machines in order to save
time and maintain efficiency.
 Solutions oriented- HR professionals should seek optimum solution from every
problem in order to gain a effective strategy related to its operations (Austen,
2018). At Vodafone the HR professionals are trained enough to tackle various
business functions and find effective solutions to the problems that arise in their
day to day functioning. The HR professionals at the company also has capability
tto handle various tasks which are of heavy load but their efficiency to handle the
tasks matters the most for the company.
P2 Complete personal skills audit to identify appropriate knowledge, skills and behaviours and
professional development plan for a job role
For conducting personal skills audit I have taken profession of HR manager for
Vodafone. I have a keen interest in HR activities as since my childhood I have been fascinated
by the way human resource management manages such a large workforce in an organisation. I
am having good communication skills which are beneficial in exchange of information at the
workplace. I am also good in motivating people and I personally give suggestions to most of the
people regarding their current situations. I am good in management subjects and I like to study
different management subjects in my spare time. I also study different management cases of
famous companies in order to gain practical knowledge of the current business environment. In a
business I focus on all major activities which are performed by human resource management and
develop a comprehensive approach for the same. I solve on my own various conflicts which
arises in the organisations by doing an effective case study. I generally focus on performance
management, through which an organisation can enhance its growth and capacity. I have also
studied about performance appraisal in depth as well as various models to develop a good
performance appraisal system in an organisation. I understand the job role and responsibilities of

a HR manager are very high and require huge efforts in order to maintain major HR operations. I
am having a key interest in professionalism in HR profession and I also understand the
importance of HR profession in a business. I am currently analysing various companies that are
conducting operations in UK to understand the importance of human resource management. At
Vodafone personal skill audit also play a crucial role by developing critical evaluation of
employees.
Figure 1 Personal audit skills form

Personal skills audit at Vodafone-
Vodafone performs personal skills audit in a precise manner in order to calculate the
performance of the employees. At Vodafone, a personal document is prepared of every employee
which includes necessary information on all the necessary elements which are required to
perform personal skills audit. At Vodafone there is a personal dedicated management for
personal skills audit that helps in effective assessment of the employees. In order to develop a
critical approach at the marketplace company performs personal skills audit annually. The
company also performs effective performance management on the basis of personal skills audit
in order to develop working ability of its staff.
Personal skill audit play a critical role in measuring all the necessary qualities and traits in a
person. Since past few years, Vodafone is effectively indulged in performing personal skills
audit in order to achieve maximum productivity in its operations. In order to judge the employees
on several bases it is essential to perform personal skills audit.
Professional development plan:
A professional development plan is a statement prepared by a candidate which is a
roadmap for desired future skills, strategy and education (Catto, 2017). Professional development
plan requires full fledge details of various activities which decides the future of a candidate. It
covers all the major aspects in which a candidate keeps an interest. In this report professional
development plan for the post of Human resource manager is prepared with explanation of
necessary factors. Professional development plan for the post of Human resource manager is
given below:
Specified goals Self analysis Measures for
improvement
Attainment Tenure
To achieve
learning skills
When I was
pursing my higher
school learning I
tried to grab
necessary
I am focusing on
reading various
articles related to
human resource
activities to
I personally
interact with my
senior in the
institute to
develop learning
In order to
develop all the
necessary
learning skills. I
require a time

learning skills. I
did a self analysis
and I found that
there are still
chances of
improvement.
improve my
learning skills. I
am also watching
various videos on
internet which
improves learning
skills of a
candidate in order
to prepare myself
for this job.
skills and I also
prefer to contact
my colleagues to
develop learning
skills in me. I also
take guidance of
management
professors to
learn necessary
learning skills.
period of 4 to 5
months. In this
time period I will
work very hard to
develop my
learning skills.
To handle
grievances
effectively.
I realize that
grievance
handling is the
major function of
HR manager, so I
want to learn how
to handle
grievances in a
precise manner.
I will improve
myself in
grievance
handling by doing
a systematic case
study of various
famous
organisations in
order to improve
grievance
handling.
I will learn the
essential tactics
and tools used by
professional
managers in
famous
organisations to
handle
grievances. I will
also involve with
various HR
professional to
understand the
way of handling
grievance in an
organisation.
It will take around
3 to 4 months in
learning
grievance
handling.
Analysis of table- From the above table it can be concluded that various qualities are required in
a person to effectively handles roles and responsibilities related to HR manager job. It is essential
for me to learn and gain more knowledge in the field of human resources in order to manage
large number of workforce. It is also essential for me to improve my communication skills in

order to effectively communicate with different employees at the workplace. Developing
professionalism in my academic life is one of my major objectives which will make me
competent in the business functioning environment. Improving thinking ability is also one of my
major objective in order to effectively deal with various situation which arise during my career.
LO2
P3 Analyse the differences between organisational and individual learning, training and
development
Both organisational and individual learning, training and development play a crucial role
in the development of a person (Coetzee, 2019). The main motive behind this activity is nurture
the talent of a person and to bring effective skills in a person. The differences between
organisational and individual learning, training and development is wide in sense which are
explained below:
Organisational learning and individual learning:
Organisational learning Individual learning
Organisational learning is the outcome
received by a person, when a person works
with a business which is performing its
operations in the market.
Individual learning is received by a person
after getting involvement in day to day
activities.
It facilitates a person's capability to work in the
working environment of a company as well as
develops working experience in a person.
It does not facilitates the capability of a person
to work in the working environment of a
company.
It enhances working capacity of a person in a
business (Piip, 2019).
Individual learning does not facilitates working
capacity of a person in an organisation.
It brings professionalism in a person to work in
the business environment.
Individual learning however does not brings
any kind of professionalism in an individual.
Analysis- Organisational learning is generally an effective way of learning which
majorly contributes to success of the organisation. It generally leads to facilitate an individual for
effective working in the internal environment of the organisation. In the operations which are

related to development of individual which are performed by human resource management of the
company there are various aspects of organisational learning. Organisational learning mainly is
related to the development of critical aspects which are essential in the performance of
employees in the organisation.
Organisational training and individual training:
Organisational training Individual training
Organisational training is provided to
employees by employees in order to increase
their efficiency.
Individual training is a self developed way of
practising for a work.
Organisational training involves a trainer who
trains the employees.
In Individual training there is no involvement
of trainer, the individual learns the necessary
things without the involvement of a trainer.
In organisational training is carried out in a
professional manner.
It is of a moderate level and does not require
any professionalism (Tsui, and et. al., 2017).
Organisational training desires for supervision
and proper attention.
Individual training does not require any
supervision, the trainee lacks in supervision of
an authority.
Organisational training is for a specific time
period and involves a person fully in the
training (Na-nan, 2019).
Individual training does not include any kind
of time barriers.
Analysis- In the organisational training there is a requirement of professional experts in
order to train an individual for effective performance. At the Vodafone, organisational training
plays a crucial role by developing a feeling of harmony and encouragement. Individual training
also matters the most for the organisation as development of individual is also essential for the
company. In the organisational activities and functions, organisational training plays a crucial
role by enhancement of the individual.
Organisational development and individual development:
Organisational development Individual development

Organisational development is the
enhancement of performance, which is
developed after working in an organisation.
Individual development occurs in a person
after the involvement in daily working
activities.
In Organisational development, there is a
precise achievement of individual goals
The chances of achievement of personal goals
in individual development are very less
In organisational development, there is well
defined code of conduct.
Individual development lacks in defining
proper code of conduct.
In organisational development an individual
receives efficiency in working.
In individual development the chances of
achieving efficiency in working are minimum.
Analysis- The differences between organisational and individual development states
various consequences faced by a person after working in different environment. At Vodafone,
organisational development, learning and training plays a crucial role and facilitates the
employees to work effectively in the company with full enthusiasm. At Vodafone the HR
professionals keep in mind various aspects which are essential in nurturing the talent of the
employees and provide them essential training for various operations.
P4 Analysis of the need for continuous learning and professional development to drive
sustainable business performance
Continuous learning and professional development is most essential part in any
organisation. This will leads towards in the progress of c. Continuous learning of workforce such
as human resource, employee and management aids in improving total productivity of workforce
and management. Professional development and continuous learning is the mechanism by which
one can learn new skills. Through effective on going learning company can up-grade the
knowledge of their workforce (Davidson, 2017). This will motivates employee for taking self
initiative and produce productive solutions of business problems. This will automatically
enhance overall performance of company. Continuous learning is beneficial for both employee
and company. This will upgrade not only professional life but also personal life of the
workforce. For sustainable business company must ensure the development of its employee,
human resource and management. Because ultimately they will operate all the functions and
operations of business, So it is important at Vodafone company to upgrade the skills and

knowledge of the workforce (Mohamed, 2017). By introducing continuous learning in the work
environment company can bring innovation and creativity in the business solution. Lots of
environment changes occur and have to face by the organisation. At that time qualified and
skilled employee, human resource and management brings innovative solution in respect of
environment changes.
Need for continuous learning and professional development for sustainable performance at
Vodafone:
 Remain relevant- The industry have to remain valuable for the survival of company in
long run. So continuous learning will upgrade the development of workforce and they can
easily uplift skill set as per the need of changing environment.
 Unexpected change- The continuous learning aid organisation in adapting unexpected
situation. Professional development facilitate workforce to come out of their comfort
zone (De Moraes Guarini, 2020). This will upgrade new opportunity and innovative
solution in operations of company.
 Strength identification- It is important to know employee fully in a business in order to
bring out maximum strength out of every individual. Identification of strength plays an
important role in the development of employees. Continuous learning majorly contributes
to strength identification which is very essential for Vodafone.
 Achievement of business goals- Continuous learning and professional development
always play a major role in the identification and achievement of business goals. It is
important for a business to achieve various business goals to lead the competency which
there in the market.
Benefits of high performance work in specific organisational situation
High performance work consists of several advantages which are beneficial in business
performance. In the time of recession, if an organisation adopts the practice of high performance
working then it can gain the following benefits:

 High performance work provides competitive advantage to a business which is essential
in getting an edge over different competitors.
 HPW enables motivation in other employees who are working for the organisation in a
precise manner and increase their efficiency.
 High performance work also develops productivity of a business which play a major role
in the development of business.
 With the help of high performance working, management of an organisation can achieve
its strategic goals and objectives within a short period of time.
 High performance working contributes majorly to organisational success and develops a
major advantage for a business in order to compete at the marketplace.
LO3
P5 Demonstrate understanding of how High-performance working(HPW) contributes to
employee engagement and competitive advantage
High performance working is a modern tool in human resource practices which increases
the efficiency of human resource management in an organisation. High performance working
indulges human resource management more actively in the participation. High performance
working facilitates both HR professionals and employees for a job role (Frederiksen, 2021).
Overall development of HR professionals at Vodafone is done by high performance working
which may create a flexibility in working of the organisation (High performance working,2018).
The typical aspect of high performance working also increases the efficiency and output of the
employees at Vodafone.

(Source: High performance working components,2021)
Illustration 1: High performance working in an organisation

The explanation of how high-performance working can contribute to employee engagement and
competitive advantage to Vodafone:
 Efficiency- High performance working can contribute to efficiency in an organisation in
order to achieve the defined goals within a short period of time (Martínez-Costa, 2019).
Efficiency in employees is necessary for an organisation in order to achieve various goals
and objectives of Vodafone.
 Effectiveness- Along with bringing effectiveness in an organisation, high performance
working also brings effectiveness in the operations and functioning of the employees.
Employees should be effective in all major aspects to provide maximum output to the
Vodafone.
 Formulation of business strategy- High-performance working also develops intelligent
business strategy in order to carry a business with sustainability. Professional formulation
of business strategy will enhance the capability of organisation to perform heavy
operations to gain competitive advantage to Vodafone.
 Scientific approach- High performance working is not a rule of thumb but a scientific
approach which helps in the development of various precise operations in a business. At
Vodafone, high performance working plays a crucial role in the development of the
organisation.
Different approaches in high performance culture and commitment-
In order to effectively manage high performance culture and commitment in the
employees, there are following actions which are generally taken by Vodafone:
 Determining organizational strategy, goals, and priorities
 Performance planning by HR teams and between managers and employees to
clarify expectations
 Ongoing feedback from managers to employees
 Employee input and self-evaluation
 Manager performance evaluation
 Formal performance review
 Documentation and submission
By the help of above mentioned actions, Vodafone manages its employees as well establishes
high performance culture in the organization. These actions are precisely followed by the human
resource management of the company in order to develop ethics and integrity in the
organizational functions. In the performance management team of the Vodafone, there is

generally presence of professional managers who are actively involved in managing the
employees with high culture and commitment.
LO4
P6 Evaluate different approaches to performance management and demonstrate with specific
examples, how they can support high performance culture and commitment
Performance management plays a key role in an organisation; it enhances the
performance of the employees in an organisation (Humphreys, 2020). Application of new
approaches related to performance management should be taken into consideration rather than
opting traditional approaches for performance management in order to better achieve efficiency.
The technique of performance management also manages a large number of employees with
minimum efforts (Performance management importance,2021). The performance management
also maximises output produced by an individual and enhances growth of the organisation. At
Vodafone modern and new approaches to performance management are used in order to satisfy
the desires of the employees. Vodafone also uses HR professional who actively conducts
performance management and do assessment of performance of employees on timely basis.
How performance management can support high performance culture and commitment
Performance management can provide effective and efficient results to the business. The
importance of performance management is impeccable in an organisation. Performance
management also leads to develop the business capacity which makes a business competitive in
the market. At Vodafone, performance management provides effective and efficient results to
the company and helps the company to survive in the market. Explanation of how performance
management can support high performance culture and commitment is given below:
Role of performance management in High performance culture and commitment:
Culture play an important role in every organisation, it consists of the ethics and traditions that
are performed in a business to carry out various functions. In today's era there is a stiff
competition between various companies, therefore it is the need of management to drive high
performance culture to receive maximum output from the employees. Performance management
can bring high efficiency in employees by conducting a brief assessment of the cultural
management (Ieraci, 2018). High performance culture can be maintained in an organisation by
deploying professional human resource management system. The performance management

should access the necessary indicators which are required to formulate an effective strategy for
the future of the employees. Role of performance management in high performance culture
which is practised at Vodafone is given below:
 Ethics- Performance management can develop ethics and values in the mind of
employees in order to bring job satisfaction in the employees. It will also help in
bringing harmony between the employees in order to minimise the conflicts.
 Relationship management- Relationship between the employees play an
important role in the business. Through performance management best
relationship management can be developed, which will bring a feeling of
togetherness in the intelligence of employees and will help in bringing efficiency
in the organisation.
 Performance handling- Through performance management, an employee's
performance can be handled in a precise manner. Performance handling will help
the employees in completion of their day to day tasks as well as it will also
enhance productivity of the organisation. Performance handling can be done in
various manners and requires huge efforts from the management. At Vodafone,
performance handling plays a key role in determination of output from the
respective employees.
 Personal goals- Performance management can develop personal goals for the
employees and can help them in their achievement as well. Personal goal's
achievement can also lead to the fulfilment of organisational goals. In the process
of developing personal goals for the individuals, performance management has to
keep in mind various factors which are essential in goal development.
Achievement of personal goals will also lead to establishment of a new strategy
with maximum set of targets for the organisation. Human resource management at
Vodafone mainly focuses on achievement of personal goals in order to develop
comprehensive goals for the organisation.
 Team development- Performance management can bring team development in
an organisation, which majorly develops a strength in the activities in an
organisation (Low, 2018 ). For various types of development in an organisation
team work is necessary, team development also leads to the development of an

individual. At Vodafone, HR professionals work hard to do team management in
order to make it easy for a group to complete their tasks. Task completion is
necessary, through team development it is also possible for the business to
perform with full analysis of the market situation.
 Optimum utilisation of resources- Performance management can bring optimum
utilisation of resources for an organisation. Resources which are available to a
business should be utilised in a proper manner in order to gain maximum
productivity. The performance management of a business can increase the power
of working of the current workforce in a business and achieve the best utilisation
of available resources. It is the responsibility of the HR professional to use
available resources in an effective manner in order to develop a comprehensive
approach in the market. Optimum utilisation of resources is essential for a
business to bring efficiency in the market.
 Motivation- Performance management can bring motivation in the mind of
employees and can lead to develop necessary psychological elements in the mind
of employees to increase their commitment for the job. Motivation is necessary
for the employees from time to time in order to increase the various perspectives
which are required in completion of a task. The feeling of motivation is developed
by HR professionals at Vodafone Company to develop the strategic approach in
the mind of various employees.
Ways in which performance management, collaborative working and effective communication
can support high-performance culture and commitment
Performance management, collaborative working and effective communication play an
important role in the development of high performance culture and commitment at
Vodafone. It is recommended for Vodafone to implement effective ways and techniques in
order to increase the performance of the employees. Following are the ways by which
Vodafone can effectively develop high performance culture and commitment:
 Providing skilled training to the employees in a precise manner with the help
of professional management.
 Implementing best ways to perform performance appraisal in order to
motivate employees.

 Adopting best methods of communication in order to gain communication
between employees in a precise manner.
 Choosing best techniques of performance management and development.
 Evaluation and assessment of the employees in a precise manner to access
their performance and productivity.
 Choosing best techniques related to culture management in order to manage
employees who belongs to different sections of society.
CONCLUSION
From the above stated report it can be concluded that Human resource management play
a vital role in development of employees, teams and eventually leads to overall organisational
development. This report concludes in order to achieve team development in an organisation, it
has apply various effective methods. This report concludes that human resource management is
the backbone of every organisation which develops a comprehensive approach in workforce of
an organisation and provides maximum output level which increases organisation's capacity to
perform major tasks related to operations in an effective manner. This report also concludes that
high performance working in an organisation is effective in providing fruitful results to a
business and also leads to overall development of the business entity.

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