Developing Individuals, Teams and Organisations : Alexander Reisse

Developing Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Identifying employee knowledge, skills and behaviour ........................................................1
P2 Personal Skill audit, Swot analysis and Professional development plan ...............................2
M1 Professional skill audit .........................................................................................................3
D1 Learning cycle .......................................................................................................................4
TASK 2............................................................................................................................................4
P3. Difference between the organizational and individual learning, training and development.
......................................................................................................................................................4
P4. Need for the continuous learning and the professional development for the sustainable
business development..................................................................................................................5
TASK 3............................................................................................................................................7
P5 Contribution of HPW in employee engagement ....................................................................7
M3 Benefits of HPW...................................................................................................................7
D1Impact of HPW on HR practices ............................................................................................7
TASK 4............................................................................................................................................7
P6 Different approaches to performance management ...............................................................7
M4 Approaches of performance management.............................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management refers to the term that includes recruiting, selecting,
managing and providing training and development to employees of the company. It is consisting
of providing compensation, helps in motivating and ensure safety of employees in the company
(Raes and et. al., 2015). It is necessary to develop a team and work within in an effective manner
that will help in growth for future.
Present study will be focused on Alexander Reisse. It is the financial institution that
provide various services into different sector of the economy.
Following report will mainly include knowledge, skill and behaviour of employee as a
HR professional. It will also include importance of continuous professional development and
personal skill audit that is required in performing various task in the company. Furthermore, it
will include SWOT analysis and different factors that will help in determining various
organizational skill that will be needed for doing work in a team (Schuchmann and Seufert,
2015). It also emphasizes on contribution of HPW in employee engagement and different
approaches of performance management that will lead to bring effectiveness in the company.
TASK 1 Analyse employee knowledge, skills and behaviours required by HR
professionals
P1 Identifying employee knowledge, skills and behaviour
Human resource management is the approach that mainly involves various function such
as selecting employee from the pool of applicant, recruiting them based on their qualification and
skills that is being required to perform a task in the company.
Employee knowledge that is being required as a HR professional are they must have
technical skills that will be required to perform various task in the Alexander Ressie. While
conducting training and development program it is necessary to build knowledge that is needed
to provide effective training to new employees in the company (Woodcock, 2017). As a HR
professional it is important to have knowledge regarding the policies and procedures that is being
implemented in the company.
For running business it is essential in building good communication skill as a HR
professional that is required to interacting with the people. It is the main task of HR as they have
to communicate with different people that will help in enhancing growth in Alexander Ressie. It
must have decision making skill that is required to take decision for the future.
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Behaviour of HR professional should be such that he/she should not be biased as they
have to behave equally with all employees in the company. If there is biasness in the company
that will lead to slow growth in the future. If employee feels that they are not treated on equal
basis so they may leave the company.
Importance of Continuous professional development
It helps in improving knowledge, skills that is required for doing work effectively and
efficiently. Continuous development of an employee will enhance more growth of the Alexander
Ressie (Liljenberg, 2015). It is recorded and evaluated because continuous learning will help in
improvement of the employee's performance that will be more beneficial for the company. It is
important as changes may take place in the company for that it is essential to evaluate it. CPD
ensures that HR professional capabilities meet with the current standards of other employees, and
in addition to it also helps HR professionals to meaningfully contribute to their team, and
become more effective at the workplace.
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P2 Personal Skill audit, Swot analysis and Professional development plan
Personal skill audit refers to determining the skills and competencies of the person that is
required to perform various task in the organization. In Alexander Ressie also personal skill audit
is prepared for evaluating the skills that is needed to perform a particular task. It is mainly
focused on the training and development of an individual so that it will help in enhancing skills
and competencies (Cohen, 2017). It helps in evaluating skills that it is efficient to do work in the
future or required improvement for further growth in the company.
Personal skill Audit
Skills Good Have Have not
Communication skill Yes
Decision making Yes
Problem Solving Yes
Training and development Yes
Multitasking Yes
Performance evaluation Yes
Communication
skills
1. I am confident in
interacting with other
people.
2. I am able to give
presentation to my
peers
Skilled

Moderately skilled

Need of training
Engagement skills
1. I am able to engage
in activities of
business

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2. I know how to
engage more people in
a given task to make it
efficient

Analytical skills
1. I am able to think
for future.
2. I am able to do
productive work


Planning and
organizational skills
1. I have planned and
then take action on
particular task.
2. I am able to
organise activities in
business.


Action skills
1. I am ready to take
action immediately.
2. I can use different
action to overcome
from problem.


From the above personal skill audit it can be analysed that for improving problem solving
skill it is necessary to take knowledge about the problem that is occurred in the company so that
it will help in solving the problem. As communication skill is good that will help in enhancing
interaction between people through which growth of the company will occur. Technical skills
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will be required for completing various task in the Alexander Ressie. It is important to evaluate
the performance of employees Behaviour will be improved that will help in future growth in the
company.
From the above personal skill audit it can be analysed that my communication skill is
good as I am able to interact with any people in the company. And I am having moderately skill
in doing presentation in front of my peers. My engagement skill is not so effective for that I need
training and development that will help in engaging with more people. My analytical skills is not
good as I need training and development in the future. My organizationals skill is good and
therefore my action skill is moderately in nature.
Professional development plan
Skills Target Strategies Outcome Time
Period
Problem solving This skill will be
improved by
analysing the
problem so that it
will be solved by
the team. Each
and every
member of the
team is aware
about the problem
Analysing
different people
and focus on their
way of solving
the problem will
help in future
course in the
company.
Team members are
effectively taken part in
finding out the solution
regarding a particular
problem.
3-4
months
Multitasking skill As a team it is
necessary to build
multitasking skill
so that it will help
in future for
doing work in a
team. (Deakin
Crick and et. al.,
Trying to do
work effectively
and efficiently
that will be
helpful for doing
many works.
Team members are
improving their skills and
try to build to do work in a
team.
5
months
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2015).
M1 Professional skill audit
This means improving the skills and competencies that is required for doing efficient
work in the future. Professional development will help in gaining more knowledge about the
field in which it is working. As in personal skill audit skills will be improved at personal level
while in professional audit skills that is required for performing a particular task is needed. As a
team leader I have analysed through this audit is objective of the company will be fulfilled after
building proper skills and competencies in an individual (Duffiel and Whitty, 2015). Through
professionals skill audit I have planned to develop my multitasking skill and problem solving
that is necessary to work in the financial institutions as in Alexander Ressie.
Learning and
development
Type of
development
Timescale Responsible
person
Further
comments
Engagement
skills
For improving
this skill I need to
interact more
with people so
that I can become
more engaged
and able to work
in team in the
future.
Self development
is required as I
have to take
initiative and
indulge in the
activities of
business for
developing this
skill
2-3 months Members of the
team, staff etc.
No such resources
required
Analytical skills
This can be
improved by
think in analytical
manner that will
Workshops,
conference is
required that will
help in gaining
some knowledge
4-5 months Staff members Additional
training
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help in improving
skills for the
future.
regarding the
business.
Professional development plan
Skills objective Action to develop
skills
Time scale Evidence for
developed skills
I am able to improve
my engagement skills
through interacting
with more people in
the company
I can improve it by
taking action through
involving in the
business decision
making that will help
me in growth for the
future course of action.
2-3 months Through this skill I am
able to interact with
people easily and help
company in achieving
its objective.
I am doing
improvement in my
analytical skills that
will help in gaining
growth in the future.
This can be improved
by applying different
strategies that will
help in improving
different perspective
of the company.
3 months This will be improved
by performing
different task in the
company. sss
D1 Learning cycle
This includes different measures of learning that will be helpful in gaining more
knowledge in the future. It consists of different phases such as experience, reflective observation,
abstract conceptualisation and the active experimentation. This will go on till the learning ends
every phase teaches something new that will be helpful. This is given by Kolb's through this
cycle skills are improved on a continuous basis that will be helpful in increasing learning for the
future (Akhavan and Mahdi Hosseini, 2016). This will help in learning many new things that
will be more beneficial for an individual. Regular learning will help in enhancing more growth
that will be helpful for gaining more from learning.
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TASK 2 Analyse the factor to be considered when implementing and
evaluating inclusive learning and development to drive sustainable
business performance
P3. Difference between the organizational and individual learning, training and development.
Organisational learning is the process that creates, retain and transfer the knowledge within the
organization as it makes to learn the collaborative learning culture, room for the innovation,
knowledge sharing etc. as the organization learning is the commitment to implement the
corporate training that enables the measurement. Individual learning is being done in the
Alexander Reisse financial institution makes the capacity to build the specific knowledge
through the individual reflection as it gives the particular knowledge and experience to interact
with others and in the environment. Training and development in the organization is also very
necessary for the employees who are working with Alexandar as it gives the more knowledge of
the work and make the employees effective.
Difference in between the Organisation learning and the individual learning :
Basis of difference Organizational learning Individual learning
Meaning It is the process of creating,
using and the sharing of
knowledge within the
organization.
This is the process of
capturing, distributing and use
the knowledge effectively in
the organization.
Usefulness In this the learnings are being
based on the organisation
objectives (Liljenberg, M.,
2015).
Learning is being done to
make the individual effective
and can enhance as a good
employee.
Difference between the training and development
Basis of difference Training Development
Meaning It is the learning process that It is being considered as an
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gives an opportunity to
employees to develop their
skills, competency and give
the knowledge as per the
requirement of job.
educational process that is
concerned from the overall
growth of employees.
Time It is for the short term that is
for the 3 to 6 months.
It is for the long term and it
may be for the continuous
process.
Focus It focuses on the present
requirement for the job.
It focus for the future
development of employees.
Orientation In the trainings the trainees get
the trainer who guides them in
the duration of training
(DuBois and et.al., 2015).
In the case of development the
manager will self direct
himself for the future
assignment.
Learning should be focused on strategic and tactical goals and informed by, for example, GAP
analysis or a skills evaluation (Discuss).
As a staff development manager in the Alexandra Reisse one has to focus on the learning
of employees based on strategic and the tactical goals so that they can reach towards the
organisational goal. It is very important for the team to do the learnings and evaluates the skills
of an individual. As the learning strategies for the specific product and services may become the
obsolete in shorter span of time (Liljenberg, M., 2015). Even the learning strategies may have
disrupted or detailed in this increasing business disruptions. It is very important for the manager
to identify the GAP analysis of the employees so that they can enhance their skills where it is
being required.
P4. Need for the continuous learning and the professional development for the sustainable
business development.
It is very essential for the staff development manager to determine the learnings of the
employees and make them implemented in the course of action so that they can perform
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effectively in the team. Manager of Alexendra reisse wants that their team have to strive for the
efficient, lean as well as productive. Staff development manager is ready to invest it in the
training and development for their team, but they need the return on investment. They are trying
to design learning outcomes that minimize the time on the desk and at the same maximize the
return in terms of the increased in the proficiency that impact directly to the goals of business.
Examine the organisation vision and mission
As the objectives of learnings are based on the organizational business goals. As the
outcome of the training must fulfil the objectives of organization. Vision and mission must
define the essence of its existence and the aspirations. As the trainings is to be given by
considering the vision and mission so the positive outcomes can be seen within the team.
Convert the vision into goals
It is the critical time for the Alexendra reisse for this there mission is to be converted on
the goals, it may be short term and long term goals of the company. Human resources department
is playing the critical role in taking the organisation vision that must reflect in the job description
as well as share the gaps with the learning and development programmes require by the
employees (Patanakul, 2015).
Use of formal and informal learning in organization
Formal learning is also referred as the structured learning in which the goals and
objectives are being defined by the training department of Alexandra and it is paid by the
organization itself at the same it is being designed as a predefined instructional method. This
method of training helps in achieving the specified goals of company example of formal
learnings are web based learnings, seminars, e-learning courses. Informal learning gives the
control to learners that they can choose the content of learning from the various sources that are
based on their interest and preferences. Use of informal learning in context of organization are as
it facilitates the creation of blue print for the company. It shares the best practice that helps in cut
down the time for the file that the employees produced. Increase the inability of the current
practices to solve the new challenges (DuBois and et.al., 2015).
Continuous learning in the Alexendra reisse is about doing the constant expansion of
individual skills and in the set of the skills through the help of learning and increasing the
knowledge, at the same continuous learning is being further expands the changing environment
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and the new developments. Investing in the employees plays the important role in the companies
to train the employees rather than hiring the new people so it is very helpful to maintain the
sustainable environment in the business (Patanakul, 2015). As the Alexandra-Reisse has to invest
in the employees of the company to retain the talent and develop the pool of talent so the
employees become trend and habitual for the company. Continuous learning indicates the
company to show its employees that they are worth for the employees and they are investing in
them.
TASK 3 To be achieved through oral presentation and the submission of
presentation slides
P5 Contribution of HPW in employee engagement
Covered in ppt
M3 Benefits of HPW
Covered in ppt
D1Impact of HPW on HR practices
Covered in ppt
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TASK 4 Evaluate ways in which performance management, collaborative
working and effective communication can support high- performance
culture and commitment.
Performance management
It refers to the process that will help in evaluating the performance of an employee in the
company. Different techniques will be used for evaluating performance is by taking feedback
from other employees.
P6 Different approaches to performance management
There are different approaches to performance management as follows:
Trait Approach:- This approach is related with the traits and characteristics that will define an
individual perspective. This will involve the perspective of individual that will be benefited for
the employees. This will help in involving into the various aspects that improve performance of
employees. In this rating is given to employees based on their performance and then will suggest
improvement in the future.
Behavioural Approach:- This is related to the behaviour of the employees that will be depended
on their personality and traits they bear in the company (Sharma and Sharma, 2016). Behaviour
of an employee can be judge by its way of talking in the company and by through its background
and personality.
Result Approach:- This will be depended on the efforts that is being done by employee and that
it will be depended on the result and according it its performance will be measured in the
company. Therefore , all the above approach is being used in the Alexander Ressie.
Importance of collaborative working
This will help in improving flexibility in among team in the Alexander Ressie. As
collaborative work will engage more and more employee that will help in interacting with each
other and know about each other and build trust between them. Through this employees are
becoming healthier and good working environment will be created in the company (McCauley-
Smith and et. al., 2015). If employees are happy then there are more chances of their retention in
Alexander Ressie. Working in the team will bringing new ideas and innovation that will help in
growth of the company. Therefore, it is important to working in a collaborative team that helps in
bringing more opportunities for the future.
Performance management as a concept and a process
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It is the concept that helps in evaluating the performance of employees in the company.
This concept is using many approaches that will be beneficial for evaluating the performance in
Alexander Ressie. This will provide many aspects to employees as it is important for doing work
that will help in measuring performance. As a process it involves contribution of employee in
achieving the organizational goal. It mainly focuses on aligning people, building trust between
them so that they will do work effectively and efficiently. It is an important part of the company
to evaluate the performance as this will help in bringing new opportunities for the future.
Constitutes of an effective performance management
Effective performance management includes proper planning that will help in evaluating
the performance of employee in the company (Farndale and et. al., 2015). The goal that is being
set into the company will help in emphasizing various aspects of the Alexander Ressie. It
involves improving skills and competencies that will be able to improve performance of the
employees in company. Upgraded skills and abilities will help in enhancing more growth and
bring more opportunities for future. This will be applying to various departments in the
company. Different approaches is being used in the company. This will help in evaluating
performance that will improve its performance.
Impact of performance management on the team development and individual learning
It will have a greater impact on team development as sometimes the performance of the
team may be affected by some employees that will create a greater impact on the whole team.
This is important to note that working in a team will create some issue among the employees
who are working together that will be related to their way of thinking, behaviour that will affect
the performance of other employee in the company. Individual learning will also have an impact
as not many ideas are coming as individual as compared to team development (Garavan and et.
al., 2016).
M4 Approaches of performance management
According to the( Nolan and Garavan, 2016) there are different approaches of
performance management such as trait. Behavioural and result approach. All these approach will
have a significant characteristic that will be applied while evaluating performance of employees.
These will also help in engaging worker in the company that will lead to increase productivity in
the company. Evaluating performance will help in improvement for future as there are different
aspect that will bring more opportunities. If performance will not be measured than it will be
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difficult to grow in the company. Improvement will be based upon the performance of employee
that will be evaluated through different methods.
Effectiveness of approaches to performance management
This is effective for employees who are working in the company as after evaluating
performance they will improve their way of doing work and provide many effectiveness to the
company. It will be helpful for the company if performance will be evaluated by the employees.
There are many aspects that will be included while measuring performance of employees.
Through this employee engagement will be improved and effective for the employee in the
company.
Organisational culture : Barrier or facilitator
It is the facilitator for the Alexander Reisse as it facilitates interaction between different
culture of employees in the company. It helps in providing learning between employees of the
different culture that will increasing its knowledge in the company. There are more opportunities
to learn new thing from different employees who are belonging to different culture. If proper
culture is being followed in the company that will help in facilitating more employee's
knowledge as it is important to follow the culture of the organisation.
Performance management help in transforming organization
It will help in improving its way of doing work of employees in the company. Through
this new ideas and innovation will come into the minds of employees that will provide future
opportunities and getting success (Baldwin, 2016). It is important to note that measuring
performance will help in getting more learning and there are lots of chances of improvement.
There are factors that will transform the company from small size to large size business.
CONCLUSION
From the above report it is being summarized about the difference in the organizational
and the individual training and also having the difference between the organisational and
individual learning. This report also focus on the strategic as well as tactical goals of the
company and evaluates the skills of the employees by analysing the factors and provide them the
trainings. This report also elaborates the importance of continuous learning and the professional
development for maintaining the sustainable development.
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