Leadership, Management & Organisational Development

This assignment delves into the crucial areas of leadership, management, and organizational development. It examines relevant theories and practices within these domains. The provided texts offer diverse perspectives on topics such as employee training, distributed leadership, and the influence of HRM strategy on leadership development practices in SMEs.

Developing Individuals,
Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1) Determine skills, knowledge and behaviour that are required by HR professionals. .........1
P2) Analysis personal skills to identity appropriate skills, knowledge and behaviour and frame
out a plan for the job role. ..........................................................................................................2
P3) The differences between organizational and individual learning, training and development
are as follows: ............................................................................................................................4
P4) Analyse the needs for continuous learning and professional development for sustainable
business performance: ................................................................................................................6
P5) P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation...............................................8
P6) Different approaches to performance management..............................................................9
CONCLUSION..............................................................................................................................10
REFERENCES.............................................................................................................................11

INTRODUCTION
Development of team and individuals and organization plays a vital role in the firm as
this growth and developments uplift the business associates to flourish in the global market.
There should be continuous growth and development in an individual, team and organization as
it helps to fulfils individuals goals as well as meet the set targets of the firm on time. Loreal
firm is a French personal care company serving it's products across the globe. It's headquarter is
in Clichy, with registered office in Paris. The CEO of the company is Jean Paul Agon and the
subsidiaries are Maybelline, NYX cosmetics, Urban Decay etc. This Business by founded by
Eugene Schueller. This report includes the meaning of Continuous professional development and
how skills, behaviour helps the firm to grow (Akhavan and Mahdi Hosseini, 2016). Difference
between organizational and individual learning, development and training helps to better
understand each of the topics so that effective results can be achieved. Also study how HPW
contributes to employees engagement and how approaches helps the firm in high performance
culture and commitment.
TASK 1
P1) Determine skills, knowledge and behaviour that are required by HR professionals.
Continuing Professional Development (CPD) is the ongoing activity or process of
tracking, maintaining, developing and documenting professionals skills that employees gain both
informally and formally as staff members work, beyond any kind of initial training. The
professionals skills, behaviour and knowledge helps the HR professionals to meet the emerging
demands of the business associates. Which are explained as follows:
HR Professionals Knowledge: This skills are career competencies which are not taught as part
of coursework. Some of the professional knowledge Loreal company HR poses are as follows,
minimum wages act, sickness, annual entitlements, age limit, health and safety etc.
 Minimum Wages: As a HR of the Loreal organization there should not be any biasses in
the terms of salary and leaves. Both male and female should be given equal pay for equal
work timings which will help the firm to work smoothly in the market.
 Training and development: Loreal is less focusing on the training and development
segment due to which the set targets are not achieved on time (Baxter and Lawton, 2016).
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 General protection Act: In this exploitation of employees are safeguard and all the
rights are given to them. If in case if Loreal does any violation than complain can de done
and employees can fight foe it's right.
HR Professionals Skills: This means how one handle the problems of employees in an
organization to have smooth working. Some of the professionals skills are as follows: patience,
organisational skills, negotiation, understanding, inter personnel etc.
 Communication: Effective communication helps the firm to retain employees in the
Loreal for longer time duration and is able to meet the set targets on time.
 Time management: In this Loreal is less focusing on time management due to which set
targets and plans are not meet on time and business is not financially stable in the market.
 Negotiation: This skills helps the Loreal business to explore m,ore in the market. In
today's market inflation is increasing at a tremendous rate so the skill of negotiation will
be a positive sign for the company (Bolden, 2016.
HR behaviours skills: In this behaviour of the employees are studied in Loreal firm and in many
cases behaviours are prat iced and learned for better improvement.
 Talking and listen: A good listener is able to resolve the issues of the employees
and motivate them to work more effectively and efficiently.
 Fair Play: In this Loreal HR of the firm is some time lacking behind and does
biasses in work due to which set goals are not meet on time and profit
maximization is less.
 Ethics: Loreal organization has it's own ethics, norms, beliefs so, that busies can
be run-ned properly. Employees following this ethics helps to sustain them in the
business for longer time period.
P2) Analysis personal skills to identity appropriate skills, knowledge and behaviour and frame
out a plan for the job role.
Personal skills audit can be explained as recording and measuring the skills of an
individuals. The main main of conducting a skills in an firm is to identify the knowledge and
skills that the organization requires (Cherubini and Nielsen, 2016). In order to overcome the
weaknesses professional development plan is framed as under:
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Strengths: Loreal firm is the leading cosmetics industry across the globe. The core
strength of the organization is it's communication. Firm has free flow of two way communication
so that customers remain attracted to their product and profit maximization can be done.
Weaknesses: As Loreal is leading cosmetic industry across the nation and has captured
huge market share in the market. The point where it is lacking is Fair play many time it has been
seen that business does biasses in the market with it's competitors to create monopoly in the
market.
Opportunity: Loreal is taking take of its employees working in the industry. But at times
it is seen that general rights of the employees are violated in the business it can taken as
opportunity in the coming years to create good brand image in the eyes of the customers so that
they don't switch to any other company.
Threat: Talking and listen can be the emerging threat to the Loreal business as dynamic
changes are taking place in the market and ignoring the emerging needs of the customers can be
a big threat to the firm. It's very critical to meet the each and every preferences of the customers.
Requirements personal audit
(rating scale: 0 to
10)
GAP Remedial action/
strategy
Deadlines for
remedial action
Knowledge:
Training and
development
Minimum wages
Skills:
Communication
skills.
6
8
8
Need to improve
training and
development
sessions for more
effective results.
Need to focus
more on the
policies of wages.
Need to improve
verbal report
writing skills and
non verbal body
language.
Conduct training
sessions more (2
days per week).
Attend external
classes of law.
Start reading
books.
On going process
1 month
6 month
3

Time
management
Behaviour:
Fair Play
Talking and listen
7
9
8
Need to focus
more on time
management
related issues.
Need to improve
loyalty and
fairness in work.
Focus more on
listening to the
issues to get
better results.
Delegate
responsibilities
according to the
employees skills
so that time does
not waste and
work is done
effectively.
Read books,
watch
motivational
videos and learn
about the
everyday related
problems.
on going process
On going process
On going process
P3) The differences between organizational and individual learning, training and development
are as follows:
Organizational Learning can be explained as a process of retaining, creating and
transferring information within the firm (Cohen, 2017). It improves over the time as it gains
experience from the organization and turn this experience into it's valuable knowledge. Whereas,
Individual learning states that capacity to build information or knowledge through individual
reflection about external environment. The difference between individual and organizational
learning can be explained as follows:
Basis Individual learning Organizational learning
Wider concept Individual learning is a wider
concept as individual learn
things not only within the
organization but also from it's
daily routine. Example: X
person learns things from the
daily routine which is carried
Organizational learning is
limited to within internal
learning concepts. Example:
Y person learns certain things
within the organization. Like
production department learns
some knowledge regarding
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out outside the firm. Like,
connections with family,
friends, relatives etc.
marketing and it's strategies
framework same way
marketing department learns
about production departments
about its process and so on
within the firm.
Effective results Individual learning gives
effective results as this
learning is based on external
activities also. Example: X
person learns from outside
environment, it provides
knowledge regarding all
aspects of life (Duffield and
Whitty, 2015).
Organizational learning is
provides bit less productive
results as compared to
individual learning. Example:
Y person learns technical ways
only within the firm and is not
aware about the outside
technical world.
Knowledge enrichment In Individual learning
knowledge enrichment is
more.
In Organizational learning
knowledge enrichment is
confirmed till organization
only.
Employees improvement In individual learning
knowledge is limited to
individual person and does not
contribute to the overall
contribution. Example: X
person learns something from
the daily routine its confined to
only individual person and to
group of people.
In organizational learning as a
whole employees are
contributed to the learning
sessions. Example: Y person
learns certain technical
knowledge shares to every one
within the firm which
indirectly
Training can be explained as the process of learning the skills needed to do a specific
activity or a job. In other words it can be said that training states that the process of developing
and educating selected employees so, that their knowledge, attitudes and skills can be enriched
accordingly. While Development can be stated as gradual growth opportunities for employees
until employees can figure out how each course will help in the organization. The difference
between training and development learning can be explained as follows:
Basis Training learning Development learning
Focus on Training focus on present
scenario. Example: X Person
is given training for present
matter or present issues.
Development focus on future
scenario. Example: Y person
is given certain development
programmes to gets benefits in
the future.
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Term Training is for short term
period. Example: The training
session is for 7-10 days
depending upon the work
scenario.
Development is for long term
period. Example:
Development programmes is
on going process and is done
on daily basis.
Orientation Training is job oriented
process. Example: Training is
given to X person so that work
profile can be made clear to
the new or existing candidates
(Garavan and O’Brien, 2016).
Development is career oriented
process. Example: Y person is
a assistant manager and
development is done on daily
basis so that in the coming
years Y person can be on the
position of manager or CEO of
the firm.
Objectives Training objectives is to
improve the work efficiency of
the employees.
Development objectives is to
prepare employees for up
coming or future challenges.
Aim Training aim is related to
particular job or activity.
Development core aim is
general knowledge and
concepts.
Segment of people Training is given to both new
and existing employees in an
organization. Example: X is
new employee and Y are old
or existing employees in this
case training session is given
to both the segmented
employees.
Development done especially
of old or existing employees.
Example: Z employees are old
or existing staff members and
development is done in their
career to uplift in the market.
P4) Analyse the needs for continuous learning and professional development for sustainable
business performance:
Continuous learning and professional development and Continuous learning is essential
for an firm if business wishes to improve it's competitiveness and enhance it's profitability in the
global market. By using these two processes, the efficiency of employees raised and it enhances
the overall organization performance of Loreal (Housley, 2017).
Continuous learning: The ongoing process by which information of individuals and
firm enhance through adapting dynamic changes in the organization environment and coping up
with the latest industrial upliftment is referred to ongoing learning. In Loreal continuous learning
makes the business more competent due to which training cost is reduced to a large extent.
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Professional development: Professional development is the process by which employees
uplift their capabilities by introducing distinguished training opportunities in the organization as
well as outside the firm. Professional Development in the Loreal helps to raise efficiency and
raise productivity outcomes which directly motivates staff members to meet the set goals in the
workplace. It also raise the sustainability of the business associates.
Loreal could uplift the performance in the global market by introducing a culture for
continuous learning and by giving employees certain opportunities for professionals
development (Jelphs and Dickinson, 2016). These concepts vital role in the business which are
discussed below:
Improves performance and enhance personal growth: Continuous learning in Loreal
helps the staff members to raise their work performance. Continuous training is provided to these
employees periodically which helps to raise their knowledge and get easily familiar with the
procedure requires certain activity. It directly helps to increase confidence in the staff members
and are indirectly encouraged to to perform better. Increasing rate of personal uplifts growth of
these employees.
Enhance sustainability: In a organization like Loreal, it is very critical for employees to
sustain their level of performance at work place. Continuous learning helps the employees to
ensure this sustain-abilities in the business for longer time period. They could uplift their
productivity performance by developing accuracy in concepts. This also enables employees to
remain competent at the time of work load (Kools and Stoll, 2016).
Prepare employee for advancement: Staff member can improve their levels of
performance through continuous learning. The results of this upliftment makes it subjected to
advancement in their career stage. Through continuous learning employees can develop better
understanding of concepts which indirectly process advancement for them.
Enrich employee's work experience: Through continuous learning and professional upliftment,
employees of Loreal gets encouraged to work more effectively and efficiently and enables them
to gain appraisal from colleagues. Such activities enrich their work experience and ensure better
commitment of these employees towards the firm.
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P5) P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High Performance Working is defined and the situation where company communication
can be done easily with the help of transparency and trust. It helps to motive the worker through
which positive environment can be created within the company. In context of L'OREAL it will
be very helpful because it will help them to use modern technology which will enhance the
decision making process (Thorpe, 2016).
Elements of High Performance Working
There are five different elements of HPW through which worker can be motivated and
because that level of efficiency in work can be enhanced.
Task Design is one of those element which is managed as per the skill and talent of
worker for the purpose of achieving organisational goal.
Organisational Structure is the element of HPW which allows any form to follow flatter
organisation structure. In context of L'OREAL, it will allow their employee to do communication
with different people through which task can be completed on specific period of time.
Information System will include the number of channels through which communication
can be done. Here, L'OREAL can use formal as will as informal way for the purpose of doing
communication (Tian and Collin, 201).
People are those individual who are working within the organisation. In this, L'OREAL
must think that how they can satisfy there employee by providing the suitable environment
within the company for employee's.
Reward System is one of the finest way through which staffs of company can be
motivated. In context of L'OREAL, they should plan that how they can motivate their employees
so that organisation goal can be achieved. They must try to adopt appraisal system in this.
ADVANTAGES
Decentralized decision making: HPW always focus on flatter organisational structure. In
context of L'OREAL, it will be helpful for them because decision making process will be helpful
for them and even it will allow employee's to take decision on their own through which goals can
be accomplished easily.
Better cooperation within and outside the organisation: HPW will allow the company
tom main the working condition of the organisation which will help to satisfy the employee's. It
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will allow L'OREAL to maintain the relation between employee within and outside the
organisation (Schuchmann and Seufert, 2015).
P6) Different approaches to performance management
It is a technique that L'oreal uses to improve the overall performance of organisation and
employees. In this management, employees performance are measured to find out the
contribution of each individual in obtaining the goals of the company (Liljenberg, 2015).
Performance management also help in finding out the weaknesses of employees so that it can be
eliminated by providing them a proper training. Some of the approaches which L'oreal is using in
their organisation are-:
 Comparative approach: In this approach employees of L'oreal are ranked as per their
performance as compare to other people in that group. It is a single group performance
management technique, in which managers or leaders focuses one by one on each group
including each member. After the performance appraisal, some top performers are
rewarded and not only this, they are also provided a good training for making them
eligible for the higher positions. For example after this approach, organisation has find
out that in a group there are only 10% top performers, 40% performing average and 10%
is on a low performer line. It help the company in understanding the reason behind the
poor performance so that they can take corrective actions (Mosadeghrad, 2015).
 Attribute approach: L'oreal is using this technique to analyse the specific set
parameters on employees which is important in terms of the organisation. Organisation
uses it because it is the most simplest approach of performance management. Skill ste
which is measured under this approach are employees problem solving skills which is
important for company to eliminate conflicts situations, teamwork it is important for the
organisation in achieving its goals, others are judgement, creativity and innovation these
also contribute in good performance of the company. For example sales team's
performance appraisal take place by the manager's of L'oreal and every employees are
ranked on a scale of 1 to 5 i.e. lowest to highest (Moxen and Strachan, 2017). After this
employees on the lower rating will be given training & development for improving their
skills which in return improve the organisation performance.
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 Result approach: In this approach L'oreal managers rate their employees on the basis of
the result of their performance. There are two methods of doing it, one is balanced
scorecard and other one is productivity management & evaluation . Organisation uses the
second method of result approach because it help them in motivating their employees.
Procedure for conducting this method is to identify the company's objective then the
relevancy of these objectives and after that effectiveness of these in evaluating the
individual performance and at the end feedback is given tot he employees by calculating
overall productivity scores (Payne and Calton, 2017). Major reason behind using this
approach by L'oreal is that it consider internal as well as external environment .
 Quality approach: L'oreal is also using this approach of performance management
because its focus is on improving the quality of their product and services. They do this
because it satisfy their customers and help in achieving the organisational goals. In this
approach, employers of L'oreal take feedback from their peers, supiriors and clients
about their professional traits and their work to resolve the quality or performance issue
(Schuchmann and Seufert, 2015). Fore example, sales person of the company want to
judge its performance, they can go to their manager and ask for the feedback, then they
can also ask to their colleagues and their regular clients about it to know the actual level
of performance. In case of any weakness they will try to improve it so that can serve
better to the company.
 Collaborative working: L'oreal is applying this approach for analysing the team efforts
in the company. There are number of teams in different departments who are working for
the same purpose to achieve the goals of the organisation. It is important for the
company to measure the cohesiveness among the different team. For t=doing it,
managers can choose different methods like direct interaction with the employees,
observing them or taking help of professionals for doing it.
CONCLUSION
From the above discussion it can be said that Continuing Professional Development help
to understand the HR professional knowledge, HR professional skills,etc. So that smooth
functioning of the business can be done. The difference between training and development as
well individual and organizational helps the firm to examine each sections more clearly so that
set goals can be set. Swot analysis help to find out the threat , opportunities etc. of the business
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so that expansion of the business can be done. Also professional development plan and HPW
contributes to competitive advantages, while approaches helps to study the culture of the firm.
REFERENCES
Books and Journals
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Baxter, R., Taylor, N., Kellar, I. and Lawton, R., 2016. What methods are used to apply positive
deviance within healthcare organisations? A systematic review. BMJ Qual Saf. 25(3).
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Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Cherubini, F. and Nielsen, R. K., 2016. Editorial analytics: How news media are developing and
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Cohen, E., 2017. Employee training and development. In CSR for HR (pp. 153-162). Routledge.
Duffield, S. and Whitty, S. J., 2015. Developing a systemic lessons learned knowledge model for
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Garavan, T., Watson, S., Carbery, R. and O’Brien, F., 2016. The antecedents of leadership
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Jelphs, K. and Dickinson, H., 2016. Working in teams 2e. Policy Press.
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healthcare organisations. The TQM Journal. 27(5). pp.544-564.
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Payne, S. L. and Calton, J. M., 2017. Towards a managerial practice of stakeholder engagement:
Developing multi-stakeholder learning dialogues. In Unfolding stakeholder
thinking (pp. 121-135). Routledge.
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Schuchmann, D. and Seufert, S., 2015. Corporate learning in times of digital transformation: a
conceptual framework and service portfolio for the learning function in banking
organisations. International Journal of Corporate Learning (iJAC). 8(1). pp.31-39.
Thorpe, R., 2016. Gower handbook of leadership and management development. CRC Press.
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