Developing Individuals, Teams and Organisations

This assignment focuses on the development of individuals, teams, and organizations. It covers topics such as the knowledge, skills, and behaviors required by HR professionals, the differences between organizational and individual learning, and the need for continuous learning and professional development. The assignment also explores high-performance working and approaches to performance management.

DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P 1 Determine appropriate and professional knowledge, skills and behaviours required by HR
professionals................................................................................................................................1
P 2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours, and develop a professional development plan for a given job role..........................3
LO 2.................................................................................................................................................5
P 3 Analyse the differences between organisational and individual learning, training and
development.................................................................................................................................5
P 4 Analyse the need for continuous learning and professional development to drive
sustainable business performance................................................................................................7
LO 3.................................................................................................................................................8
P 5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation...............................................8
LO 4...............................................................................................................................................10
P 6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high performance culture and commitment...........................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Development of teams and individuals working within an organization is one of the most
important aspect which is required to be focused upon by organizations in order to ensure growth
and success of their organization (Kryscynski and et. al., 2018). Developing teams and individual
can directly help organizations developing high performance workforce. High performance team
members are basic building blocks of every organization who can help them in achieving their
goals and objectives in an appropriate manner. This assignment will focus upon Bentley
organization who is focusing upon delivering more new products to the market in order to gain
competitive advantage. This assignment will focus upon determining knowledge, skills and
behaviours of HR professionals, analysis of personal skills audit to identify appropriate
knowledge, skills and behaviours of HR professionals, differences between organisational and
individual learning, training and development, analysis of need for continuous learning and
professional development to drive sustainable business performance, high performance working,
and approaches to performance management.
LO 1
P 1 Determine appropriate and professional knowledge, skills and behaviours required by HR
professionals.
Skills, behaviour and knowledge required by a HR professional are as follows:
Desired Professional Role: HR professional
Knowledge Skills Behaviour
Training and Development: HR
professional need to have
complete knowledge of different
types of methods that can be used
by them to provide training to
their employees and organize
important development
(Ulrichand et. al., 2017).
Communication: one of the
most important skills required
by HR professionals is
communication skill. They
should have effective listening
and oral communication skill
so that they can resolve any
kind of problem easily and
communicate any kind of
Honesty: HR professionals are
required to be honest and should
behave in an honest manner. They
are expected to answer all the doubts
or issues of employees in an honest
manner. This directly helps them to
reducing any kind of complication
among employees.
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change within organization can
be communicated to employees
in an easy and effective
manner.
Administration and management:
HR professional also need to have
knowledge of different business
and management principles,
strategic planning. Hr models that
can be used by them for
management of workforce in an
effective manner.
Problem Solving: it is another
kind of important skill which is
required to be present within
HR professionals so that they
can easily resolve any kind of
conflict or problem among
employees or within
employees and management. It
further helps HR professionals
to understand and resolve any
kind of issue faced by business
in an appropriate manner.
Truthfulness: it is another kind of
behaviour which is expected from
HR professionals because it helps
employees to easily trust HR
professionals about any kind of
change in policy and further helps in
development of effective and strong
relationship between employees and
management.
Law and regulations: they are also
required to have complete
knowledge of legislation,
guidelines, regulations etc. that
are applicable to the business or
law that negatively impact
business organization or overall
reputation of the company.
Multitasking: HR professionals
should be multitasking so that
they can manage and complete
multiple task simultaneously
like develop training and
development programs,
motivate employees, resolve
conflicts and many more.
Cooperation: it is one of the most
important behaviour which is
required to be present within HR
professionals. They should have a
cooperative behaviour. They should
cooperate with their employees and
be supportive to them so that they
can easily resolve any kind of issue
or problem which is being faced by
them (Kryscynski, and et. al., 2018).
This helps them in motivating
employees so that they can
understand their roles and
responsibilities, being improvement
within their overall performance and
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achieve pre-defined targeted
objectives in an appropriate manner.
P 2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours, and develop a professional development plan for a given job role.
Personal Skill Audit (Please provide detailed information): HR professional
Knowledge Rating Skill Rating Behaviour Rating
Training and
development
3 Oral and
written
communication
2 Honest 5
Administration
and management
4 Problem
solving
4 Truthfulness 5
Law and
regulations
2 Multitasking 3 Cooperative and
supportive
4
*Rating between 1- 5. Where 1 is the lowest and 5 is the highest
Professional Development Plan
KSA To Be
Developed
Activities
Required for
Development
Duration Development
Monitoring
Approach
Assessment of
Development
Detailed
Evaluation
Training and
development
knowledge
Attend online
courses and
exams in order
to enhance
one’s own
knowledge
about training
1 month Weekly
reviews of
online courses
attended by
HR
professionals
can be used as
Will try to give
different kind of
online exams on
training and
development
knowledge in
order to assess
Final results of
example and
applicability of
this knowledge
in business can
help in detail
evaluation of
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and
development.
a monitoring
approach
one’s own
development
this knowledge
Law and
regulation
knowledge
Attend online
courses in order
to enhance
knowledge of
law and
regulation.
Other than this
attend training
and seminars
related to it.
3 months Reviews
provided by
online tutors
can work as
monitoring
approaches to
monitor
whether
knowledge has
been enhanced
or not.
Will try to give
different kind of
online exams on
law and
regulation
knowledge in
order to assess
one’s own
development
Final results of
example and
applicability of
this knowledge
in business can
help in detail
evaluation of
this knowledge
Oral and
written
communication
skills
Attending
online training
sessions,
communicating
and asking for
feedback with
seniors or
mentors.
3 months Feedback
provided by
seniors can
work as
monitoring
approach
After working on
feedback
provided by
feedback again
perform or
communicate
with and ask for
feedback from
same people in
order to assess
development
Asking for
reviews from
colleagues and
mentors
working on new
oral
communication
skills.
Multi- tasking Participate in
group activities,
asking for
guidance from
seniors and
attending
conferences and
1 month Results of
group
activities and
feedback
provided by
experts or
seniors can
Comparing results
of group activities
and asking for
reviews from
seniors or
mentors can work
as assessment of
Applying newly
learned multi-
tasking skills in
business and
Asking for
reviews from
colleagues and
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training
sessions.
work as
monitoring
approach.
development mentors while
using these new
multi-tasking
skills for
completing
different task on
time
simultaneously.
LO 2
P 3 Analyse the differences between organisational and individual learning, training and
development
Organizational and individual learning
Individual and organizational learning are two most important processes that are required
to be focused upon by an individual enhancing their current skills and knowledge in order to
achieve desirable goals and objectives (Jenner, 2020). Individual learning is a kind of effort that
are put by an individual to get more knowledge in order to enhance their own skills. Whereas
organizational learning is a way in which an organization creates a process for enhancing overall
knowledge, thinking, skills and qualities of employees in order to enhance their overall
performance. Organizational learning is focused mainly in Bentley because it helps them to
enhance their overall performance of their employees. They also motivate their employees so
that they can focus upon individual learning and learn new skills and knowledge for enhancing
their current performance.
Differences Individual learning Organizational learning
Focus Individual learning focus upon
enhancing own knowledge and
skills to do better in job
Whereas organizational learning
enhancing skills and knowledge
in order to resolve problems on
behalf of organization
Involvement In order to enhance one’s own
knowledge an individual
participate in different kinds of
HR professionals organize
training and development
program on behalf of
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training and development
programs
organization in order to enhance
overall performance of
employees.
Decision- making Individual take their own
decisions about skills or
knowledge they want to develop
or enhance (Armstrong and
Landers, 2018).
Top management and HR
professionals are the one who
take main decision of type of
training which is required to be
provided to employees.
Awareness Research and awareness of
individual makes them realise
about new knowledge and skills
they want to develop
Needs and requirement of
organization makes company
develop training programs for
their current staff members so
that their knowledge about
changes with organization new
technology adopted by them can
be enhanced.
Resources Resources used by people for
individual learning are,
university, school, own research
and their own awareness
Most of the researches used for
organizational learning are
company resources.
Training and development
Training and development are two most important part of an organization. Training helps
in making an individual employee efficient enough so that they can fulfil their roles and
responsibilities in a proper and accurate manner (Faulkner and et. al., 2019). Whereas,
Development only focuses upon an individual so that they can achieve success within their
careers and bring development within their own skills and knowledge to achieve success.
Differences Training Development
Focus Training focus upon role Development focus upon person
Requirement It fulfils specific requirement of
a job role
It focuses upon progressing of
an individual
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Oriented It is mostly short term and goal
oriented
Whereas, it is a long- term
activity which goals that are
ongoing and open ended.
Importance It is important because it
enhance skills and knowledge
for a specific job role of a person
It is important because it helps
in building successful career and
help individual to progressing
their lives.
P 4 Analyse the need for continuous learning and professional development to drive sustainable
business performance.
In order to drive a successful business, it is important for an organization to focus upon
two most important concepts that are continuous learning and professional development.
Continuous learning and professional development make an individual sufficient enough so that
they can adopt themselves within organization, enhance their performance in order to fulfil their
roles and responsibilities within the company (Grant and Maxwell, 2018). Not only this
professional development also helps individuals to learn new skills and knowledge so that they
can achieve their long- and short-term goals and objectives. Continuous learning helps both firm
and staff members to face difficult situation and achieve main goals. Whereas professional
development is important for staff members so that they can progress within careers. In fact,
professional development opens many opportunities for individuals which helps them to fulfil
their desired long term career goals and become successful. Importance of professional
development and continuous learning can be explained with the help of learning cycle theories
like Kolb experimental learning style theory and Multiple intelligence theory.
Kolb experimental learning style theory
It is a learning theory that helps in understanding that learning is a process that can be
successfully achieved in four steps. Four stages of learning are:
Concrete experience: At this stage different perspective of learning are viewed. This stage helps
HR professionals of Bentley to collect information related to issues or problems they are facing
so that those problems can be resolved in an appropriate manner.
Reflective Observation: At this stage problems or issues are analysed so that different ideas
though which problems can be resolved can be reviewed (Cai and et. al., 2018). At this stage
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relationship between understanding and experience can be developed that further helps Hr
professionals to fulfil needs and requirements of their staff members or employees.
Abstract Conceptualisation: On the basis of new ideas modification are done at this stage which
helps HR professionals to enhance skills and knowledge of employees and resolve any kind of
problem in a proper manner.
Active experimentation: If new ideas generated are successful then those ideas can be
implemented in real world as well so that new challenges that are faced by company can be
resolved in an appropriate manner.
Multiple intelligence theory
It is another kind of learning theory that can be used by HR professionals of Bentley to
understand that all the employees has a certain level of understanding and intelligence that can
be used by them uniquely for fulfil their roles and responsibilities in an appropriate manner
(Cappelli and Tavis, 2016). This theory can be used by HR professionals for continuous learning
something new which can help in enhancing professional development of employees and can
help organization achieving success and gaining competitive advantage.
But there are some barriers of continuous professional development that can impact
continuous learning of HR professionals’ employees of Bentley like structural barriers, lack of
support etc.
LO 3
P 5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
Engagement of employees within organization and gaining competitive advantage are inter-
related. When employees are positively engaged with organization in a positive manner, it can
help organization like Bentley to achieve desired goals and objective which can further help
them in gaining competitive advantage (Raffoni and et. al., 2018). High performance working
can directly help Bentley in enhancing engagement of employees for gaining competitive
advantages due to major characteristics of HPW (high performance working). Main
characteristics of HPW are as follows:
 HPW majorly helps in developing effective communication which clear and transparent
within employees and with management as well. This helps in reducing chances of
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misunderstanding and enhances overall engagement of employees with the organization in
order to deliver desired objectives.
 Effective participation of employees and HR professionals helps them to take effective
decision making which further help HR professionals to manage any kind of complex
business operations in an effective and appropriate manner.
 It further helps leaders to develop effective process or activity for management of overall
performance of team members so that desired goals and objectives can be achieved.
These characteristics of HPW clearly helps in understand that it is a kind of approach
which is used by Bentley to increase engagement of employees. Leaders uses HPW approach to
motivate their employees, enhance their loyalty towards organization so that they can positively
engage with the organization in an appropriate manner (Bititci, Cocca and Ates, 2016). It has
been identified that Bentley wants to introduce new products more without depending upon only
few of their products in order to gain competitive advantage and for this it is important for them
to motivate their employees and enhance their engagement with organization. High performance
working approach can helps Bentley in making employees engage with Bentley for production of
new products more frequently in order to gain competitive advantage.
HPW can help Bentley in developing self- managed teams in which coordination among
employees is high and teams that focuses more upon achieving their main goals and objectives. It
helps in developing positive relationship within employees so that they can work with each other
positively. Wiking with self- management teams helps in continuous learning of employees
which further helps them in enhancing their own skills and knowledge and adjust themselves in
as per changes that are required to be brought within organization. This approach can help
Bentley to develop training and development programs that can help employees developing new
skills and knowledge for development of new products and services that can help Bentley in
gaining competitive advantage (Bititci, Cocca and Ates, 2016). High performance working
directly helps leaders in focusing upon fulfilling needs and requirements of employees so that
they can bring improvement within themselves and resolve current issues or problems that
Bentley is facing.
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LO 4
P 6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high performance culture and commitment.
There are various kinds of performance management approaches that can be used by
Bentley that can help them to support high performance culture within organizations. In order to
enhance overall productivity and performance of employees, Bentley can use any one of these
approaches.
Collaborative working: Bentley need to bring changes within their current business operations
and need to introduce more new products and services in order to gain competitive advantage
and overall business performance. In order to overcome this situation, they can focus upon
collaborative working approach in which different teams can work together in order to achieve
their desired goals (Bititci, Cocca and Ates, 2016). Collaborative working can help Bentley team
members to enhance overall performance of employees. For example: in current pandemic
situation in order to encourage team members to work collaboratively video conferencing
approach can be used where team members can work together virtually in order to achieve their
pre- defined goals and objectives.
Reward management: it is a kind of approach in which HR professionals work together with
employees and award or reward employees who give exceptional performance and achieve pre-
defined goals and objectives. This approach is used as an approach to motivate employees so that
they can work on themselves and enhance their overall performance. It is one of the best
approaches that can be used by Bentley to develop high performance culture and increase
engagement of employees. For example: Bentley can provide bonus or provide reward their
employees so that they feel more motivated and engage with organization with more dedication
in order to achieve company’s main objectives.
Effective communication: It is one of the most common performance management approach.
HR professionals of Bentley can use this approach to develop effective relationship with
employees by developing interactive interaction with employees so that they can identify and
fulfil needs and requirement of their employees (Bititci, Cocca and Ates, 2016). This will help
Bentley to retain their top performing employees who can help them in achieving their desired
objectives. For example Bentley can focus upon organizing team development sessions so that
they can engage with employees for identifying and applying innovative ideas, enhance their
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relationship with employees, increase engagement of employees with organization. This will
further help in develop a high- performance culture within organization as well.
CONCLUSION
From the above assignment it has been analysed that there are various kinds of skills,
knowledge and behaviour that are required to be present within HR professionals. These skills
and knowledge can be used by HR professionals to develop professional development plan.
These skills further help them in implement suitable and appropriate approaches that can be
helpful for business to achieve competitive advantage and develop high performance working
concept in order to enhance engagement of employees and gain competitive advantage and help
organization to establish high performance culture.
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REFERENCES
Books and Journals
Armstrong, M.B. and Landers, R.N., 2018. Gamification of employee training and
development. International Journal of Training and Development. 22(2). pp.162-169.
Bititci, U., Cocca, P. and Ates, A., 2016. Impact of visual performance management systems on
the performance management practices of organisations. International Journal of
Production Research. 54(6). pp.1571-1593.
Cai, J., and et. al., 2018. Laser direct writing of a high-performance all-graphene humidity sensor
working in a novel sensing mode for portable electronics. ACS applied materials &
interfaces. 10(28). pp.23987-23996.
Cappelli, P. and Tavis, A., 2016. The performance management revolution. Harvard Business
Review. 94(10). pp.58-67.
Faulkner, F., and et. al., 2019. Teacher learning and continuous professional development.
In Examining the Phenomenon of “Teaching Out-of-field” (pp. 269-308). Springer,
Singapore.
Grant, K. and Maxwell, G.A., 2018. Developing high performance working through case study
evidence. Development and Learning in Organizations: An International Journal.
Jenner, A., 2020. How Can Individual Learning at the Workplace Contribute to Organisational
Learning?. Andragoška spoznanja. 26(3). pp.15-31.
Kryscynski, D., and et. al., 2018. Analytical abilities and the performance of HR
professionals. Human Resource Management. 57(3). pp.715-738.
Raffoni, A., and et. al., 2018. Business performance analytics: exploring the potential for
performance management systems. Production Planning & Control. 29(1). pp.51-67.
Ulrich, D., and et. al., 2017. Competencies for HR professionals who deliver outcomes.
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