Developing Individuals, Teams and Organisations

Developing Individuals, Teams
and Organizations
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INTRODUCTION
Development of working staff and team groups is the basic requirement of every
company which wants its business growth in the business worlds. It is beneficial for the
employee’s personal growth and professional career. It helps in making policies rules and
effective strategies to achieve organization’s desired goals. The developments of individuals,
teams and organizations are interrelated as it helps in achieving in organization goal. It also helps
in market growth of the organization. This research is carried out in the context of Sainsbury’s
(Bolman, 2017). It is an UK based Retail Company, mostly deals in groceries. It is one of the
largest chains of super market in UK. In this report behavior, knowledge, skills required by a HR
professional is included to manage company’s environment. Apart from that, individual and
organizational learning is also discussed to enhance productivity among individuals.
TASK1
P1.Evaluation of knowledge, skills and behavior required by a HR Professional
To carry out activities in a proper manner, every organization requires a well trained and
hard working staff. As, this training generates good efficiency and professionalism in the mind of
an employee. Development of employees should be focused to attain targeted goals in business.
In the context of Sainsbury company requires employees having sufficient knowledge and skills
with the advancement of technology to increase market growth and profit margins. Different
capabilities and knowledge is required through by HR Professional of Sainsbury his skills. Here
knowledge, skill and behavior of HR professionals are discussed below:
Required skills: To complete a task with a targeted result in specified time is the ability which is
required. In the context of Sainsbury, an HR Professional required these skills (Turner, 2014): Good communication
Information should be conveyed properly among staff members. The words which
are used by HR professional and communication should be clear and accurate. It is the
duty of an HR manager of Sainsbury to convey the information properly on every level of
an organization without any misunderstanding. This helps in maintaining a good working
atmosphere.
 Overcoming confliction and problems
Confliction of communication should be resolved by an HR manager in
organization. A Manager should be calm, impartial and unbiased while addressing the
issues. The HR manger must capable of resolving problems with his maturity and
understanding. This results to a healthy working environment.
Required Knowledge: An organization should hire employees with sufficient knowledge in
their respective fields. This helps in running a business effectively. Proper knowledge helps in
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making decisions quickly to tackle the issues. In the context of Sainsbury a manger should have
knowledge in followings fields: Management and supervision
A good knowledge of strategic tools and planning related with administration is
required by an HR manger. A Sainsbury’s manger has his duty of the allocation the
resources , maintaining the coordination among the employees. Whole working
environment of staff can be disturbed with the problems in the management.
 Laws and governance
A good knowledge of different corporate laws, cods and procedures related with
organization is required by an HR professional. The manger of Sainsbury should be
familiar with the laws of minimum wage, work place safety. This will help the firm in
resolving the conflicts related to salary and other aspects.
Required Behavior: the way of talking and interaction determines the behavior of an employee.
Interaction of a manager with other staff manger also influences the working ability of the staff.
In the context of Sainsbury it is important for an HR manger to communicate politely and
humbly to employees (Katzenbach, 2015). Ethical
These are the basic codes which should be followed while making the decision.
These codes don’t have any laws as this will enhance friendly and peaceful environment
within an organization. The HR manger of Sainsbury should be ethical so that it can
influence working ability of the employees. Ethical nature of a HR manger increases the
trust of the employees regarding the organization.
 Trustworthy
A manger should be trustworthy so that it helps the employees to have open
communication with him. In the context of Sainsbury, as the manger is trustable it helps
the employees in sharing their issues easily.
P2. Personal skills audit to identify appropriate knowledge , skills and behaviors for
developing a plan of given job role
An individual must be vouched to identify his expertise and proficiency by Personal
skills audit. To measure the efficiency of an employee connected with business. This approach is
helpful (Cummings, 2014). To work as a HR manager in Sainsbury it is must to find out own
abilities and performance level. In the context of this company, I have audited process to assess
my strength and weakness. This helps me in understanding the need of training and development.
My outlined strength and weakness are discussed below:
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Strength
Sainsbury is a leading supermarket company having modern, improved, creative and
innovative ideas. So, with the help of other employees, I am able to know the new advanced
technology. This denotes that I have good knowledge and required skills of IT. In spite of that, I
am punctual which helps me in completion of task within time frame.
Weakness
Sainsbury is leading groceries company having several workers. Quite a time, I am not
able to take appropriate and right decision. Apart from this, taking all employees to work as a
team is also tough situation. I must say, I have to improve my communication skills. To
overcome such weaknesses a personal development plan is mentioned below:
S.
No.
Learning objective Current
proficienc
y
Target
proficiency
Development
opportunities
Time scale
1 Quick decision making 7.4 10 In Sainsbury, it is
hard to make
quick decision
sometimes. To
overcome this
situation I have
to adapt
techniques under
management
members. This
will help me in
quick decision
making.
30-45 days
2 Communication skills 6.8 10 It is a most
necessary skill
required by an
HR manger. By
this skill one can
persuade other to
encourage them
in cooperation
and working hard
for the
organization.
3-4 months
3 Leadership 7 10 An HR manager
should be able to
make work from
others. To
counter this
situation I have
25-30
Days
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to understand
nature of my
team members
individually.
4 Employee turnover
Ratio
6 10 Every employee
requires
motivation. Due
to lack of this,
employees are
not able to work
properly for the
organization. To
overcome such
situation hire an
increased
motivation level
should be in the
organization.
3-4 months
TASK 2
P3 Difference between organizational and individual learning in training and
development
Individual learning: It is the learning of each individual who is working in an organization. It
includes their qualification and their practical experience of work environment (Sessa, 2015).
Every individual in Sainsbury has a particular field and performs well to generate maximum
output.
Organization learning: It refers to the skills of an employee which are required in Sainsbury to
complete a given task. All the employees require obtaining targeted result. Different types of
skills in different fields of workers allow them to learn which helps to achieve the targeted result.
Difference between individual and organizational behavior
Individual learning Organization learning
 It is use for the individual growth.
 Individual learning will be tough to
the workers of Sainsbury as they have
thousands of employees.
 It is used for the employees to make
them efficient to achieve
organizational growth.
 It allows the company to make them
learn under single roof.
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Training: It is a process to make new employees to learnable and to provide training for new
technological changes. This program helps in the achievement of short term goals. It has been
carried out in Sainsbury to implement a specific task.
Development: It is a continuous process for which different seminars related with the
development of employees are conducted by Sainsbury. This process allows to attain new
changes continuously. Apart from this, this process helps in achieving a competition among
different market competitors.
Difference between training and development
Training Development
 It is an internal aspect of an employee
with orientation and induction.
 To understand the roles and
responsibility effectively, training is
provided.
 Development focuses on individuals
but not on the whole organization.
 It allows employees efficient enough
to tackle any situation that may arise
in future.
P4 Need for continuous learning and professional development to drive sustainable
business performance
Continuous learning: It allows improving individual’s knowledge and skills in order to work
properly for the organization on a continuous basis. It increases knowledge of employees,
behavior and helps in achieving targets and objectives within an organization. Training and
development program for the Sainsbury employee is provided for continuous learning and
improving the skills (London, 2015).
Professional Development: With the help of this tool, a professional can maintain and be
updated with current market scenario which his professional degree provides. This can be done
by regular conferences, seminars, professional magazines. It helps in building the personality of
individuals. Sainsbury wants to build personality for the company. How this theory can be
helpful for continuous professional development in explained here with the help of learning
cycle theory.
This theory was developed by David Kolb in 1984. This theory is divided into two parts,
Learning theory and Learning Style:
Learning Theory: This theory is divided into 4 parts which are described here as under:
 Concrete experience
This helps in learning new things from experience or past or existing situation. In
Sainsbury’s, continuous and development program are help the employees to get a
chance to learn.
 Reflective observation
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When regularly particular things are important between understating and
experience, sometimes staff gets confused in the way of understanding and conveying the
message which creates problems to the organizations.
 Abstract conceptualization
It occurs from past experience when new ideas and modification arises. It allows
people to learn from their pat experience. Sainsbury’s requires such type of addictive
people who can improve individual and organizational performance simultaneously.
 Active experimentation
This type of theory comes into existence when a learner learned from his
professional development and applies those learning to his particular problem. This
theory allows an employee to take risk and be innovative.
Learning Style: This theory is also divided into 4 parts which are described here as under
(Bolden, 2016):
 Diverging
People of this style are sensitive, having different views of watching things and
prefer watching rather than doing. This style helps Sainsbury’s to find great opportunities
in market and perform to those opportunities accordingly.
 Assimilating
This theory involves logical and conscience approach and rather more importantly
than human beings. People like this theory require clear explanation rather than practical
opportunities. When actual problem comes to the employees, they can easily solve it in
the organization. It helps the employees through continuous learning which makes easy
for them to achieve goal of Sainsbury’s.
 Converging
People of this type of theory have the ability to solve the problems easily and are
able to get the solutions for practical issues by applying particle learning. Such type of
people is not connected personally with other employees and prefers technical jobs. All
companies require such type of people to solve problems arises in business on daily basis.
Such individual leadership style is also required by the Sainsbury’s.
 Accommodating
A different type of analysis is done by such type people. They often try to solve
the problems and issues with the practical approach. Such type of people depends on
others to carry out their work. Hence, by using this style employee of Sainsbury’s
decrease the performance of organization by relying in others.
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TASK 3
P5 Contribution of HPW to employee engagement and competitive advantage
 High Performance Working
It is a concept which calculate the performance of an individual and organization
by-cycle time, productivity and quality. In the context of Sainsbury’s it also required
employees having higher performance to achieve the goal of the organization.
 Employee Engagement
This theory encourages the employee of an organization to feel dedicated and
passionate so that he cannot left no stone unturned to his organization. This theory deals
in both qualitative and quantitative relationship with employer and employees.
 Competitive advantage
This theory advices the organization in market place to earn profits from their
competitors. To be able to stand in the market the company has to launch different
products and services among its competitors. If the price of the product kept low from the
other company’s product then also company can get competitive advantage (Baldwin,
2016).
The benefits of high performance working hour:
 Better employee attitude
High performance working helps employees in bringing positive attitude and
ability to improve the products and services. This competition among employees
increases the chance of an employee to be innovative and increases his productivity. If
employees are focused on bringing new product they feel positive. This competitive
advantage helps in achieving improved attitude of Sainsbury’s employees.
 Improved living standard
When an employee is having a high performing nature, he can have higher
productivity which increases his performance in organization. This helps in good earning
which will improve his standard of living. Sainsbury’s will also help its employees to get
the best out by improving their living standard.
 Cooperation among organization
A high performance worker always concentrates on his work which increases his
performance in organization. This helps in bringing a good communication culture which
will increase cooperation among the employees. Sainsbury’s should focus on improving
the relations of employees with each other. It helps in building a healthy and working
environment in the organization (Kotlarsky, 2015).
 Better financial results
A high performance worker always achieves his target. This feature helps in
increasing the high productivity level in the organization which results a better financial
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condition. By applying this theory, Sainsbury’s can also increase its wealth and can stand
in a better financial condition.
TASK 4
P6 Different approaches to performance management which support high-
performance culture and commitment
Performance Management
Performance management provides authentication in the form if documents for performance
outcomes and their accountable person with his result. This theory gives organization an
understanding about their employee’s skills and knowledge for achieving company’s goal.
Manager needs to manage performance of every single employee in the organization is important
for organization vision. This theory is based to provide goods and services through its
department and their employees and it is observed frequently for smooth working (Johansson,
2015). To achieve the goals of organization every worker should complete their training and
induction program. An Hr manager can have one to one interaction with employees to improve
their performance in the organization. Every employee of the organization will always be
accountable for his work. If he has better performance then can also rewarded.
Approaches of performing management
An employee’s performance can be measured with some scientific approaches briefed as
below:
 Collaborative working:
This approach specifies that every employee need to focus on achievement of goals and
objectives of organization by working with each other and collaboratively. In the context of
Sainsbury’s, this will create a positive environment in the organization so employees can share
their own ideas and thoughts for doing any job. Sainsbury’s should always have this approach for
creating a competitive environment for its competitor by having good standard in market place
(Miller, 2014). Every employee should concentrate to achieve their organization goals by
working together which will generate efficiency and effectiveness in the employees. Sharing of
effective ideas which helps organization in achieving its vision and mission can come through
collaborative working.
 Behavioral approach:
This approach is the oldest approach to measure its employee’s performance. It consists
of different types of hierarchy for the job in organization. There are two scales which help in
measuring the performance of employee, Behaviorally Anchored Rating Scale (BARS) and
Behavioral observation Scale (BOSS). BARS have five to ten vertical scales which are
scientifically set and tested which helps in ranking the performance of an employee. In BOS,
there are five to ten vertical scale which helps the ranking of an employee aplomb with his
description. Sainsbury’s also uses this approach to rank the employees and reward them
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according to their ranks. BARS and BOS both are scientifically tested approaches which increase
its reliability for using in the organization and rank their employees. BOS is more suitable for an
organization because it gives the description of employee and rating for their performance.
 Result Approach:
This approach is very easy, simple, direct which specifies that employees should be rated
on the basis of their performance and the outcomes from them. This approach has four
techniques which includes learning and growth customer financial, internal and operations. For
motivating staff and increasing their productivity by taking their feedbacks is the crux of
Productivity Measurement and Evaluation System (ProMES). The main objective of this
approach is to implement the plan by changing strategies.
 Quality approach:
Every company wants to increase its relationship with its customer. This approach deals
in satisfying the customers by reducing their problems and issues. This approach deals in both
system and persons aspects. Feedback is given to the management of the employees for
improving the professional qualities and achieving the result effectively. Sainsbury’s should
focus on quality not quantity. Since every customer need quality product therefore it is must to
use this approach (Pakdil, 2014).
 Comparative approach:
This approach helps in raking the employees according to their performance in the
organization. Raking should be done ascending order. Through this approach every employee
can judge himself and if required he can put his efforts to achieve the desired target. This
approach should also be used in Sainsbury’s. Competition among the employees helps
Sainsbury’s to increase the productivity and market growth of the company.
 Attributes approach:
When performance of an employee is judged on a particular parameter then it is called
attributes approach. The parameters on which judgment of an employee done are innovation,
problem solving skills, creativity, judgment, communication and skill. Performance is checked
on a graphical rating scale (Drotz, 2014) . Sainsbury’s should also check its employee’s
performance on the above parameters. This approach helps in attaining good performance and
dynamic changes in the organization.
CONCLUSION
From this report it can be concluded that there are knowledge, skills and behavior which
should be used in Sainsbury’s. Above report analyze individual’s behavior, personal audit and
skills. By above personal skill audit the weakness and the strength can be found which can
improve the performance of the individual of an organization. Difference between organizational
and individual learning is also discussed. Different learning cycle theories for driving sustainable
business performance are also discussed above. How training and development are differing
from other is explained above. The effect of high performance working of an individual is
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discussed in which different approaches also discussed. In the end, effects of performance
management for various approaches which are improving the performance of an organization are
also discussed.
REFERENCE
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Online
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