Social Capital and Learning in Project Teams

This assignment examines the crucial role of social capital within project teams to effectively address learning challenges. It delves into how social connections, trust, and shared knowledge facilitate overcoming barriers to learning and promote innovation within project environments. Drawing upon scholarly research, the assignment analyzes various theoretical frameworks and empirical studies related to team dynamics, organizational learning, and the influence of social capital on team performance.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1Determining appropriate knowledge, skills and behaviour required by HR professionals.. . .4
P2 Analyse the complete personal skills and develop a professional plan.................................6
TASK 2............................................................................................................................................8
P3 Difference between organisational, individual learning; training and development.............8
P4 Need for continuous learning and professional development for business performance.....9
TASK 3..........................................................................................................................................11
P5 High performance working contribute employee engagement and competitive advantage 11
TASK 4..........................................................................................................................................12
P6 Different approaches to performance management.............................................................12
CONCLUSION..............................................................................................................................13
REFRENCES.................................................................................................................................15

INTRODUCTION
Organisation give its contribution in development of society and economy by their goods
and services. Main motive of serving the society is to accomplish goal and objectives of business
as well profit maximisation (Bartsch, Ebers and Maurer, 2013). To sustain in business market
which is full of competition enterprise develop individual, team and organisation together.
Training is provided to individual for enhancing their skills and knowledge so they can work
effectively and efficiently. This assignment is based on Whirlpool company which is industry of
home appliances founded in 1911 on 11th November. Founder of the same is Louis Upton and
Emory Upton. They are serving worldwide and products are both major and small appliances. In
below mention report several things, tools and techniques are explained which assist in
developing organisation, individual and team. With study of this several things can be identified
such as appropriate skills, knowledge and behaviour required in business. Several other things
related to development of company, individual and team is stated below.
TASK 1
P1Determining appropriate knowledge, skills and behaviour required by HR professionals.
HR manager is the person who manage entire working of the company. Their should be
proper skills, knowledge and behaviour of human resource professional in organisation so they
can managed and control each and every individual as well organisation working. For enhancing
the same things there is need of training and development program. Although, all such is needed
for achieving goals and objective in effective manner with optimum utilisation of resources. Here
are some Knowledge, skills and behaviour which is required in Human Resource manager:-
 Good Speaker: This is the major function of HR manager because a good speaker can
communicate each and every information to other employees working in same
organisation.
 Multitasking: In large scale company terms and policies of personnel and their
biotransformation for maximising result of enforced operations (Sessa and London,
2015). Staff member of human resource management have to work on several kinds of
duty such as underlying formalities of state related to the worker contract, seeking
candidates potential on new media and many more.

 Personnel behaviour Understanding: This is rare but major skills which is required in
HR manager. At the time of recruitment manager identify skill of candidate so that thy
can fit in particular department. As well help in working of business and achieving their
goals and objective in effective manner.
Explanation of knowledge, skills and behaviour is given below:-
Knowledge- This is information, facts and skills as well understanding of particular
person. If person hired for HR professional in Whirlpool company having good knowledge about
their field then they can gain better outcomes (Bryson, 2011). As well can manage perfect
working of employees in enterprise.
Skills- It is that which have in individual as well hold by them in perfect manner. Use in
right manner for achieving goals and objectives of the same organisation in proper manner.
When skills are used in right manner then this will result in better outcomes.
Behaviour- It is that which should be positive so their will be proper working
environment in organisation. Because through this good coordination can be build and this will
result in achieving goals and objectives in proper manner. While working in large scale company
like Whirlpool employees should have nice behaviour so they can maintain relation with each
other.
These three points should be in each and every staff member while working in any firm.
But they require time to time brushing on it so for this training and development program should
be build up. Because all these help in achieving goals and objective of business in effective
manner. If employees are fully brushed up then this create good image of Whirlpool in-front of
other associations in economy.
Whirlpool in one of the leading company in United Kingdom in home appliances that can
be small and large both. So they need employees who are full of skills, knowledge and having
good behaviour with others (Sessa and London, 2015). For this HR manager of the association
have to framed time to time training ad development program as per the requirement. Because
business environment is dynamic in nature and make several changes which require timely brush
of knowledge and skills of individual. All such things help in achieving goals and objective on
time. If a particular person is full of proper KSB in himself then this will help company in
achieving their standard targets in better way. Before building team or group Human Resource
manager of the company have to introduce each and every member with others so their will be

perfect coordination between each other. Furthermore, from all the above discussion it has been
understood that there three terms are important in organisation for doing work in proper manner.
Thus, it assist in achieving goals and objective of business in effective manner.
P2 Analyse the complete personal skills and develop a professional plan.
Effective working of organisation is possible only when person skill of each and every
member working in business is well known by HR manager. By identifying personal skills it is
easy to divide task between personnels as per their skills and knowledge, ability to do work
(Chen and et. al., 2013). Examine complete personal skills will assist to do work in efficient
manner by staff member by assigning them the task which is of their abilities.
Training and development is the program through which manager can identify skills and
knowledge of individual or their ability of doing work. Before framing any development
program for employees it is necessary that firm must know about requirement of modification in
skills and knowledge of individual . Then as per all these things development program is framed.
For this entire process company have to frame audit of staff members. Audit of HR manager
strength and weakness is explained below:
 Strength- Individual person strength assist them in achieving their carrier goals and
objectives which they have targeted. HR manager of Whirlpool have several experts
which is engaged in working of business like communication, controlling, managing,
motivating or encouraging personnels. All these help in smooth running of business in
effective manner.
 Weakness- There are some weakness also in HR manager of same organisation that they
don' link up their skills and knowledge with latest technologies which is important for
working as per current market (Clegg, Kornberger and Pitsis, 2015).
PDP is the process of planning for awareness of manager and also help in boosting values or
skills of an specific person.
SR. No LEARNIN
G
OBJECTIV
ES
CURRENT
PROFICEN
CY
TARGET
PROFICEN
CY
DEVELOP
MENT
OPPORTU
NITIES
CRIRERIA
FOR
JUDGING
SUCESS
TIME
SCALE
1 To develop HR Develop It can help Through 50 weeks

the
negotiation
skills.
manager of
Whirlpool
have above
average soft
skills but
she dearth
of
negotiation
skills. She
is not good
with
impressing
and
negotiating
with worker.
negotiation
abilities and
hiring more
qualified
and skilled
applicants.
in resolved
through
proper
training and
developmen
t of HR
manager.
She need the
guidance of
Human
resource
manager.
checking
conflicts
amount
through
using
various
effective
strategies,
she can
improve her
skills of
negotiation
that can help
her and
organisation
as well in
managing
workers.
2 Communica
tion
She has
good ability
in speaking
but when it
come to
communicat
ion and
interaction
with people,
she lack this
skills.
She does not
use
modified
technology
and style of
speaking
while
communicat
ing with
people. She
can use
various
Through
using new
and
alternative
technology,s
he can be
good in
communicat
ion and
manage her
interaction
in more
Through
asking
worker of
various
departments
, joining
seminars,
discussion ,
active
participation
in meeting
10 weeks

technology
such as
email
method,
software for
conveying
her thoughts
and opinion.
effective
way.
etc.
TASK 2
P3 Difference between organisational, individual learning; training and development.
Learning is required in every type of organisation whether it is large or small scale both.
For learning of individual there is requirement of training and development program. The
company is joined with individual learning that can be gained with the assist of organising
training and development program (Sanghi, 2016). Here are the major distinct that have been
mentioned below:
Development Requirement: Their is requirement of development for both individual and
organisation which is necessary for performance of organisation. Outcomes can be received
when this activity is continuous and time is also given to it.
Vision: Providing training and development to some employees is not much costly but
knowledge and continue procedure in an company like Whirlpool is also expensive work. But
there are times when an particular person do not demands new skills from enterprise but make
their wanted modification from their own sources. The major distinct between organisational and
individual learning. After focusing over the vision as well as earlier one is linked with the
complete of personal goals achievement.
Learning methods: Worker use several seminars, conferences and internet for
developing their skills. In programs of training, the staff member aims for gaining some new
knowledge and skills criteria is for meeting allotted task in effectual manner. Learning of

organisation is whole not similar to the individual learning. Gaining experiences and transferring
knowledge are major process that a firm can use for achieving the ore-determined targets.
Difference between organisational learning and individual learning
Organisational learning Individual Learning
 Organisational learning is related to the
information which assist in decreasing
conflicts and in increasing efficiency.
 Training and development program is
included in this and several other also
like meeting, brain storming activities
many more (Cummings and Worley,
2014).
 This can be possible with the help of
team work targets and several other
activities which done with the motive
of desired outcomes.
 Vision sharing is managed between the
staff members through giving or
rendering similar purpose and mission
to accomplish objectives.
 Effectiveness and efficiency in
enterprise can be improved with
experience and time.
 Learning of individual is related to the
behaviour, knowledge and skills
utilised for development of individual
for meeting goals of career.
 Methods included in individual
learning is meeting, conferences,
discussion, internet which increase
skills.
 Individual working in organisation can
exchange their vision and goals with
the help of authority, team and also
with the assistance of other peoples.
 When meetings are increasing
particular person can gain access to
wider information and knowledge.
 Failure and challenging task help
particular person in learning properly.
Individual and organisational learning both are different from each other but help in
growth and development of Whirlpool in better manner.
P4 Need for continuous learning and professional development for business performance
Business environment is dynamic is nature and make several changes and when some
modifications are made in company. For this enterprise can utilise planing and many other

procedure also which assist in achieving mission. Continuous learning is important as well major
procedure which help workers in developing and learning several other skills and knowledge as
per requirement.
Professional development is necessary for attainment better quality at workplace
(Performance management: an introduction, 2017). personnel of enterprise have to deliver
continuous learning to the staff members of association which is necessary for an particular
person as well. Constant learning can help in increasing dedication from the personnel's side.
This assistance in enlarging the skilled criteria of workers or specific one that aids them in
gaining upcoming goals as well. This enhance their productivity and execution through
professional development along with this rates of higher worker retention can be increased
through it. More happy staff member lead to more better working environment and work
productivity. Thus, professional development is a learning procedure of numerous subjects that
can assist in execute and earning maturation in career. There are some sources which help in
professional development for managing business sustainable performance:
 Coaching: practical knowledge is important but in organisation employees need
theoretical knowledge also. Which is possible with the help of coaching in this there are
some professional who take class of employees working in Whirlpool. This is
fundamental technique which enhance several personality skills for making an worker for
professional. Apart from this for this company can organise or frame several coaching
program and activity for both new and existing staff members to learn latest knowledge
linked with their department and day to day working.
 Seminar and Conferences: These are such information event that is co-ordinated by
company and other entities like media, professionals and several other. The described
company should send some of their skilled staff member to such programs for making
changes in their abilities and enhance their knowledge in retail sector. It will modify or
increase their employees ability as well as learning can be managed in association.
 Workshop: This is related to practical knowledge which is given to every staff member
working in company. Because production department need practical knowledge so that
goods can be produce in proper manner with minimum utilisation of resources.
Workshop is related to each and every department employees so that their skills and

knowledge can be increase. As well working of enterprise increases and gain several
competitive advantages.
 E- training: This is known as internet training it is provided online to the workers with
the help of laptop or personal computer. E-training play important role in professional
development as well help in increasing skills and knowledge of individual. With help of
this program lots of employees can be trained at particular time.
TASK 3
P5 High performance working contribute employee engagement and competitive advantage
In any organization when the employees are working with synergic energy then they put high
performance record through the one set goal. When employees get reward and appraisal for their
hard work then they put efforts to boost the company's performance, the motivation encourages
them put more efforts that increases the firm's business and that will be the reason to give more
engagement in work. It is essential for a company to motivate staff because when the company
will see some changes in the environment and want to adapt some modifications in working and
the staff would not agree to adopt that changes then motivation will work on them. Training and
development program will impact on them also increase their skills to adopt new changes and
creative work as well (Hirst and et. al., 2011). It is good to observe and adopt the new changes in
market that will also increase their trust in themselves and make them more courageous to work
with enthusiasm in order to generate more benefits. Training and skill development program will
also increase the engagement in new working area and also make them interest in developing
new skills so that the firm can sustain in the competitive market. Employee's motivation is
essential because employee can work with zest and zeal in order to enhancing the capabilities.
The people who keep engaged themselves in work are able to deliver the best services to
the company through efficiency, which gives the return on investment and increased
profitability. Whirlpool follows the various kind of employment engagement tricks, that are as
follows -
 giving reward for high performance through out the way of reaching to the goal.

 The individuals should have the clear understanding of roles and responsibilities which
can give them the best output.
 Employee involvement in decision making make them indulge and also encourage them
to work efficiently.
 The goals should define to the entire business team as they are working together to attain
the goal.
 The upper level staff should interact with the bottom level staff so that they can feel as
being part of the organization.
The top management should do something for their employees which can make them feel that
they are important in the organization (Hoch and Kozlowski, 2014). The messages should be
send to the people personally because it involves them in the most efficient persons in the firm.
TASK 4
P6 Different approaches to performance management.
Performance management is the process which includes planning, monitoring and
attaining of performance of workers for achieving goals and objectives. Because performance of
each and every individual help organisation in achieving their goals and objectives. There are
some steps that can be complied for evolution and management (Hogan, 2017). Steps are
mention here:
 Setting definite performance elements or aspects.
 Work Appraisal.
 Support feedback of performance by compensating or problem solving methods.
Main purpose behind performance management is it help in building team which assist
company in meeting their objectives and goals (Richter and et. al., 2012). This is obligation of
employer to co-ordinate the activity according to necessity for better operation operation and
operating organisation to create various image of enterprise within public for increasing sales.
Approaches of performance management:
 Comparative approach: This approach is also known as comparison approach which
help in comparison between individual in particular group. In the same performance of
employees is evaluated on the basis of ranking. This aid organisation to guarantee

reward for the top performer. These staff member can be upgrade to high managerial
positions on the base of their actions while person with poor performance get a chance to
improve. On the basis of classification rules system examine the ranks of personnel
instead of their performance (Mathieu and et. al., 2014). It is interpreted in small scale
enterprises who are having same job profile.
 Attribute Approach: In such approach employees are rated on the basis of their
attributes which consider creativity, innovation, team work, problem solving skills and
communication. There are two type of rating scales used in this is graphic rating and
mixed rating. Which vary from 1 to 5 (lowest to highest) whereas, it was later measured
in parameter i.e., low, medium and high.
 Behavioural approach: It is the oldest performance management technique. Whose
parameter is based on “anchors” as well specific description about employees related to
their performance is given. Their is an recent version of behavioural approach that is
Behavioural Observation Scale (BOS). It is not good or appropriate for some employees
because this approach rate only such personnels who are close to the performance scale.
 Quality Approach: Quality approach is beneficial for satisfaction of customers because
this reduce barriers avail in meeting targets. It focus in both individual and structure of
enterprise (Approaches for measuring performance of employees, 2017). The major
utilisation of quality approach is to develop the all activities of association on day to day
basis. The employer can execute and make modification accordant to analysis of
feedback or outcome of worker through utilize effective strategies of communication.
 Collaborative Working approach: This approach identify the importance of flexible
and strong working relation within clients, subcontractors, consultants at the working
place. The same approach refer to sharing same purpose and working In the whole
organisation altogether for meeting the necessitate of enterprise (Newman and et. al.,
2014). It is a advantageous approach that can be used by Whirlpool for problem solving
techniques, render competitive boundary etc. The forms affectivity in communication
among peers, bosses, clients and association through managing internal as well as
external factors of organisation.

CONCLUSION
Team, individual and organisation can be develop through training and development
program it also assist in achieving goals and objective of company. When employees are
motivated or encouraged it help in getting work completed in effective manner. Which increase
productivity of business as well personnel get rewards on the basis of their work in monetary and
non-monetary terms. Through development of individual and team enterprise automatically
develop as well results in generating more & more revenue. Team or group formation is ore
important for doing work in effectual manner. Thus, group should be create according to skills
and knowledge of individual working with them. Performance management approach is used in
firm for knowing productivity of personnels whether they are doing work in effective and
efficient manner or not. Even organisation can rate their employees as per performance of
individual.

REFRENCES
Books and Journals
Bartsch, V., Ebers, M. and Maurer, I., 2013. Learning in project-based organizations: The role of
project teams' social capital for overcoming barriers to learning. International Journal of
Project Management. 31(2). pp.239-251.
Chen, G. and et. al., 2013. Teams as innovative systems: Multilevel motivational antecedents of
innovation in R&D teams. Journal of Applied Psychology. 98(6). p.1018.
Clegg, S. R., Kornberger, M. and Pitsis, T., 2015. Managing and organizations: An introduction
to theory and practice. Sage.
Cummings, T. G. and Worley, C. ., 2014. Organization development and change. Cengage
learning.
Hirst, G. and et. al., 2011. How does bureaucracy impact individual creativity? A cross-level
investigation of team contextual influences on goal orientation–creativity relationships.
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Hoch, J. E. and Kozlowski, S. W., 2014. Leading virtual teams: Hierarchical leadership,
structural supports, and shared team leadership. Journal of applied psychology. 99(3).
p.390.
Hogan, R., 2017. Personality and the fate of organizations. Psychology Press.
Mathieu, J. E. and et. al., 2014. A review and integration of team composition models: Moving
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Newman, A. and et. al., 2014. Psychological capital: A review and synthesis. Journal of
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Sanghi, S., 2016. The handbook of competency mapping: understanding, designing and
implementing competency models in organizations. SAGE Publications India.
Sessa, V. I. and London, M., 2015. Continuous learning in organizations: Individual, group, and
organizational perspectives. Psychology Press.
West, M. A., 2012. Effective teamwork: Practical lessons from organizational research. John
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Online
Approaches for measuring performance of employees. 2017. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
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