Developing Individuals, Teams and Organisations

This report examines the importance of HR skills, behavior, and knowledge in developing individuals, teams, and organizations. It analyzes the differences between organizational and individual learning, the need for continuous learning and professional development, and the contribution of high-performance working (HPW) practices to employee engagement and competitive advantage. The report also examines various approaches to performance management, including comparative, attribute, result-based, quality, and behavioral approaches.

DEVELOPING
INDIVIDUALS,
TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 HR skills, behavior and knowledge...................................................................................1
P2 Personal skills audit for HR professionals.......................................................................3
P3 Differences between organizational and individual learning; training and development. 8
P4 Need for continuous learning and professional development...........................................9
TASK 2..........................................................................................................................................11
P5 HPW contribution in employee engagement and competitive advantage.......................11
P6 Approaches to performance management.......................................................................12
CONCLUSION..............................................................................................................................14
REFRENCES.................................................................................................................................16

INTRODUCTION
TASK 1
P1 HR skills, behavior and knowledge.
In order to expand business at international level, it is necessary for organisations to think
about evolving new strategies along with teams. Moreover business ethics, employees
performance, productivity level, promotional strategies, conflicts management, training and
development programmes are the important part of an organization (Raes and et. al., 2015). So
company seeks a well experienced HR manager who can implement strategies, to promote
equality, administrative activities, interpreting company's law and employee's compensation
plans.
Required HR skills: In HR profession deals with various challenges in organisations of
UK. Company looking after given below skills:
Communication skills: It refers to listening capacity, correct body language, friendliness
behave toward confidence, empathy, and open minded that assist in maintaining better
relationship with subordinates, peers group, as well as seniors. HR manager involves and
communicating with all department so they need to good communication skills.
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Recruitment and selection: Another skill of HR manger is to handling recruitment
process with their assistants. An effective procedure will hire to most appropriate candidates for
right place and at the right time.
Conflict management: Sometimes employee has many demands and arguments with on
particular subject so HR manager solves their problems through runs feasible plans and welfare
programs (RaeWang, 2015). These were the essential HR skills that raise the internal succession
as well as external.
Knowledge of HR : In big companies required HR manager who have adequate knowledge in
all relative subjects because they are responsible for many activities at the same time. It includes:
Legal knowledge: HR manager should know about all legal aspects of company for
example affordable care act, consolidated Omnibus Budget Reconciliation Act, Health insurance
portability act and so on all these are related to employee's benefits. Moreover it includes the
knowledge of immigration law, occupational safety law and wages and hours of working along
with execution of these laws in proper way.
Personnel and human resources: This is essential in HR job responsibilities to know
about adequate planning of organizational recruitment and selection process, compensation and
other benefits plans, negotiation ability, manage to information system within an organization.
These kind of knowledge assist to satisfying employees as well as company.
Media communication: This knowledge of HR manger helps in gathering adequate
information on time. it involves multiple ways through by this HR manager can receives review
from social networking area that will help in decreasing all recurring errors.
HR Behaviour:
Company deals with various unpredictable critical circumstances so manager need to
know how to behave and lead to employees. Here experts use their competencies such as adopts
challenges, responsibilities, feasible plans, commitments, and accomplish goals in ethical manner
(Poksinska and et. al., 2013). This behaviour competency also helpful in attracting customers,
public image, recognition by proper response.
Such as:
Adaptability: In general, manager need to adjusts plans accordingly and execution of
strategies in complex situations for fruitful results. It motivates to adopt changes in environment,
develops flexibility in working life, and create message to work effectively. This feature of
managers, contribute to counselling, training programmes in recurring problems.
2

Business ethic: HR manager should know what is right and what is wrong, it is directly
related to moral principles and social values. Their ethical behaviour influences to employees as
well as potential customers by right decisions, company policies, and quality in products that
creates a better image in customer's eye (Nissen, Evald and Clarke, 2014). HR manager should
conscious on duties of taxes regularly, accounts auditing activity, fair compensation plan to
employees, and avoid bribe, illegal, unscrupulous, evil means, exploitation, monopoly, secret
agreements within an organization.
Optimum utilization of resources: Management priority is to provide resources for
production practices. As these activities are performed when proper availability of informant. HR
needs to develop skills to working people in organization to achieve targets. Resources are
uncertain required to use properly in accurate manner. Role of HR is to reduce production cost
and generate high revenues. Usage of right material at correct place with full of efforts. Hence
forth HR of any enterprise have authority to over look all the action less activities and convert
them into productive conditions.
P2 Personal skills audit for HR professionals
Personal skills audit is a procedure in which individual will analysis own strength and
weakness. HR plays vital role in every organization to deals with employees efficiency and to
generate revenues and achieve targets. To beat competition people have develop self knowledge
through this rating method because it's difficult to judge weakness and recognize strength. This
practice take place in large organization like , HR plays key role to develop employee as this
company deals with retailer market (Huczynski and et. al., 2013). Dealing with customer is
difficult task HR needs to conduct activities to enhance workers appearance and communication
skills. Proper allocation of resources according to customer demands individual has to be
prepared from HR of . Thus, according to this methodology individual will develop own pros
and cons. Here, task is regarding assessment of the skills and behavior of an employee Jane
Cambridge for the role of HR officer.
STRENGTH
INFORMATION TECHNOLOGY KNOWLEDGE: To beat competition in modern
world every organisation need to be updated with technology. Jane Cambridge has inner quality
to face challenges in dynamic environment as technologies are modifying day by day. Her
knowledge related to management field specially in technology she is wonderful. She has various
techniques to achieve enterprise goal.
3

TEAM DEVELOPMENT: As every individual has it's own perception to handle
situations. Jane Cambridge managing whole organisation task and showing team spirit by
helping other workers to accomplish goals and objectives. She always act like team leader,
voluntarily achieve targets quicker and easier (Nancarrow and et. al., 2013). By performing
many activities team building could be strong. Pre planning then organisation, staffing, directing
and controlling according to conduct plans will enhance team spirit with in workers. Her own
taking initiative of completing working in team will helps in accomplish objectives effectively
and efficiently.
WEAKNESSES
DRAFTING CONTRACTS OF EMPLOYMENT: Employee of every organisation plays
vital role to enhance productivity in order to attain profits. To make worker satisfied there are
some laws in every country which has to be performed. Assessing Jane Cambridge, she is
leaking for her knowledge related to rules and regulations. To over come these this weakness
she needs training sessions to understand contracts. Implementing laws in normal life she require
to be skilled to utilize employees laws like Discrimination Act(1948) and Equity Act(2010). In
this regards due to inappropriate knowledge of statutory are weak points she want to develop
(McCormack and et. al., 2013).
PROBLEM SOLVING SKILLS: Organisation deals with various man power,manager
have to control all issues. Weakness faced by Jane Cambridge, that she can't make good verbal
communication to resolve individuals issue. Sometimes she cannot handle difficult problems
occurred between people working in organisation. Her ability is to help others in their work but
she cannot indulge herself to solve disorder selective situations.
Thus, in order to over comes her weaknesses she need to take some learning and training
sessions. This would help in improving and developing her skills and ability in required fields.
Abilities Very Good Good Adequate Little or no
experience
Skills
associated to
information
technologies
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Usage of MS word ✔
Usage of MS excel ✔
Usage of data as
well as information
✔
Usage of Internet ✔
Usage of E- mail ✔
Usage of Power
point
✔
Usage of HR
specialist software
✔
Abilities Very Good Good Adequate Little or no
experience
Communicati
on ability
Draft
contracts
which are
connected to
occupation
✔
Written down
notes which
are linked
with
disciplinary
processing
✔
Formulation
of reports
✔
Evolve
materials
which will aid
at the time of
presentation
✔
Render
training as
✔
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well as
development
programs
Sort out
conflicts
✔
Interview ✔
Give advise
on those
difficulties
which are
linked to
Human
resource
✔
2 Conflict solving
4 Time
management
Skill Very Good Good Adequate Little or no
Experience
Problem
solving
abilities
Easily handle
tangled data
and
information,
an effectual
verbal
reasoning
abilities and
in addition
select
adequate info
which help in
problem
solving
✔
To sort out
issues
effectually
person will
find out many
✔
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solution to opt
best from
them
Take
assistance of
other
individuals to
resolve
troubles in a
proper way
✔
Thus, after skill auditing, a personal development plan has been developed in order to
enhance required skills in given time-frame as shown below:
Serial
no.
Learning
objective
Current
proficien
cy
Targe
ted
profic
iency
Development opportunities Time
scale
1 DRAFTING
CONTRACTSO
F
EMPLOYEME
NT
3 5 It is necessary in large scale organisation
to develop according to labour laws. To
implement these legal rights Jane
Cambridge is unskilled, weak and need
classes to learn all contracts to be drafted
on employee's. To anticipate these laws
she need to be trained herself.
5 to 6
months
2 PROBLEM
SOLVING
3 5 Dealing with various individual in
organisation problem may arise to
resolve conflicts, Jane Cambridge is
leaking problem solution techniques. To
built these qualities she need to be
trained from superiors. To reduce
occurrence of conflicts and other issues
among employees in organisation on
regular basis. In this regard, Jane
Cambridge require to deal with top level
4 to 5
months
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authority and solve workers issues on
time, generate feeling of anger or
frustration to her that she is enable to
resolve issues.
P3 Differences between organizational and individual learning; training and development
Learning is a fundamental right of all individual, irresponsible of whether it is sensible or
not. Learning is process of gaining knowledge and expertise, that leads to change in stores
which occurs as a result of experience and increases the potential of improved performance and
future learning. On the other hand, technology or increased change in business environment and
situations is responsible for high needs of training and development to employees. Training is
necessary for individual development and progress of an organization, as it helps in motivating
employees (Harris, 2013). To compete in changing market trends or scenario , an organization
needs to acquire learning training and development to update their employees attitude, behavior,
working and retention. Individual learning and training is different from organizational learning
and development in following ways:
Organisational Learning Individual Learning
It is a learning process inside an organisation
of creating, retaining, transferring knowledge.
It is a continuous process in an organisation
improves with time change and experience
(Goodwin and et. al., 2014).
In stores, organisational learning is used as a
process that improves planning and process
of individuals as well as organisation.
It is a combination of attitude, values,
thinking etc. a person learn from his
surroundings and experiences.
It is a life-long process with respect to
change in time.
Individuals at stores, can learn from their
personal and professional environment as
well as from their experiences.
Difference Between Training and Development for Stores Limited:
Basis for
Comparison
Training Development
It is a learning process that provides It is an educational process that is
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Meaning
an opportunity for its employees to
develop skill, competency and
knowledge as per their job
requirement.
concerned with the overall growth
and improvement of the
employees.
Focuses on
Training focuses on short term
goals and for present situations that
arises in stores.
Development is long term
approach and targets on future
aspects of personal and
professional wrold.
Orientation Training is always job-oriented. It is career-oriented method.
Objective
Training is done to improve the
work performances of the
employees in stores.
Development is done to prepare
employees for future challenges
and crucial situations in internal
and external environment.
Source of
Motivation
Trainers plays an important role in
motivating employees. Effective
trainers can motivate more
employees in stores.
In development an individual is
itself responsible for their growth
and motivation in personal and
professional wrold.
The differentiation between individual and organisational learning, training and
development for stores limited helps in determining need of it to improve their overall
processes, performance and productivity. This also helps in planning and scheduling training
program for the employees.
P4 Need for continuous learning and professional development
Continuous learning is process of promoting existing skill-set on further expansion in
response to changing business environment and developments. Continuous learning is required
because of the following reasons:
Innovation: With lifelong learning an individual can actively participate in all business
operations and may give their innovative or relevant ideas for better results of organization. In
stores, continuous learning will provide their employees to make active participation in business
operations and performance with innovative ideas or suggestions (Manley and et. al., 2013).
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Remain applicable: It allow an individual to remain pertinent and relevantly updated.
This ensure awareness of new trends and adaptation of it in individuals and make them perfect
that they would not feel left behind. It is needful for all individual at stores to function
effectively and being valuable in highly developing technological world. This will also help them
in better career planning and development.
Enhance leadership skills: Lifelong learning in will not only helps one person but it also
help in developing leadership skills which then results into fostering continuous learning in
other individuals, by encouraging them to gain further education or knowledge (Erezand and et.
al., 2013).
Prepare for unexpected: Constant learning allow all members at limited to accept
sudden and unexpected changes. With continuous learning an individual will become proactive
and get direction and support in uncertainty. This also enable them to accept new opportunities
and step out of their comfort zone in unpredictable situations.
Behavioral change: This process of learning results in open mindedness and build
different perspective and attitude towards something already known. The more knowledge will
help in seeing different aspects of or sides of same situation and help them understand more
deeply. With lifelong learning employees at Whirlpool will feel more confident and have
positive perception for business situations.
Professional development for stores limited refers a framework that contribute in
improving professional skills, knowledge, abilities and overall efficiency of employees and the
company (Eime and et. al., 2013). This framework is planned arrangement of job training,
vocational expertise, and smoothening of occupational learning.
Improve efficiency: Professional development program at stores limited will enhance the
skills of employees and provide them opportunity to learn from other colleagues in training. This
development program is best for discussing or sharing experiences and thoughts where
employee can improve their efficiencies by learning new ideas and information.
Develop confidence: This development training at limited allows it to increase
confidence and trust among their employees and other members of company. This training work
on employees having lack of necessary skills and build confidence in them towards their work.
Increases retention: This development offers all employees at stores with an opportunity
of long term growth in same organization, which will affect the rate of retention of company
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advantageously. This program help stores limited in managing their well-qualified and
deserving employees for their long term career opportunities (Weller, Cumin and Boyd, 2014).
Re-energize employees: Professional development program change stability of
employees at , due to their knowledge and expertise in their routine business activities and
energize them to perform efficiently (Dixon-Woods and et. Al., 2014).
Career growth and development planning: This training in stores limited help their
management in promoting their existing and deserving employees rather then hiring new staff
from outside. Thus it will raise confidence and trust of employees towards and offer them good
career opportunities there.
TASK 2
P5 HPW contribution in employee engagement and competitive advantage
High performance working (HPW) is about creating a culture where there is
transparency, trust and open lines of communication for all. It is about removing the traditional
hierarchical structure which many organizations still operate under and instead creating a flatter
structure where employees are happy, engaged, motivated and share and understand the vision of
the organization. It can be seen as an approach to manage organizations in a way that aims to
promote more effective employee involvement and commitment in order to achieve high levels
of performance (Bourne, 2016). In context to , HR managers applied various practices to achieve
organization goal effectively. Working of a company is totally depends on workers, so
employee's should be trained accordingly. Every individual has it's own way of doing work, HR
manager of should allow workers to follow their style. There are some practices played by HR
of this company as providing them regular appraisals, job satisfaction, allowing new techniques,
reduce communication gaps etc. Some practices followed by manager for developing employee
engagement at organization by which high competitive advantage can be gain as below:-
TRANSPARENT COMMUNICATIONS:- Working of organization relates with several
individual and each have different nature to deal situations. Transparency in communication
plays vital role to resolve barriers among employees. Engaging employee's in each other will
help enterprise to grow and succeed as team not an individual (West and et. al., 2014). In context
to Whirlpool, managers should allows new ideas and thought from subordinates, to accomplish
goals effectively. They need to provide healthy atmosphere by treating all individual same.
Mutual understanding should be present to resolve issue and aids to focus on targets.
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SHARING OF DUTIES:- In this modern world, to beat high competencies, cooperation
require a lot to deal with complex situations. Organization needs to conduct many practices but
without involvement of employee's activities cannot take place. Mission, vision, goals and
objectives are needs to determine in advance by top level of authority, so that target could be
accomplished. In context to Whirlpool, managers plays key role in allocating work to right
person at correct time-frame. To reduce stress level and tension, collaboration require with
workers in organizational environment (Coulter, Roberts and Dixon 2013).
This organization have enforced a people-focused culture where there are recognition and
rewards for hard work.
HPW is work method which adopted by the organization to provide a suitable work
culture in which transparency,reliability and open channel of communication is available. In the
absence of HPW the miscommunication arises among the employee's in the organization and
coordination among employee's is obligatory to smooth operations in the organization, Because
in the lack of coordination employee's work in isolation for self interest and it hinder the goal of
the organization.
High performance work systems – This can be described as a set of management
practices in order to generate an effective working environment within an organisation where the
staff member has greater involvement and responsibility. Moreover, it involves specific
combination of HT practices, work structures and procedures for improving performance to
higher level which facilitates to attain growth of business of Whirlpool in appropriate manner.
Additionally, it involves various elements which are as follows –
 Ensuring employee security
 Selective hiring
 Decentralised decision making
 High results based compensation
 Training by commitment
 Reduced status barriers
 Sharing key information
The outcomes of organising high performance work systems in Whirlpool will provide
support to attain several benefits by organisation. It includes improve productivity of staff
members on regular which helps to complete targets successfully for achieving growth of
business. However, it will facilitate to boost up profitability of company so hat they will render
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better incentives to employees which makes and loyal for their working firm as well as employee
turnover will be reduced. Moreover, it is helpful to improve brand image of company and
increase customer satisfaction which helps to retain them for a long time.
At the other hand, employee engagement of taking suggestion for adopting high
performance work system plays an important role to make correct decision about the same. It
includes the criteria of gaining various alternative options about making strategies and best one is
required to be selected. Employee engagement is helpful to make them feel valuable and make
them total for Whirlpool and perform with honesty and loyalty to generate maximum outcomes.
P6 Approaches to performance management
Performance management of employees is done to evaluate individual contribution of all
employees in growth and success of a firm and shared with employees during their performance
appraisal. Performance appraisal is process of employee's evaluation and feedback that is
conveyed to employees at time of their performance appraisal. Many business owners calculate
the performance of an employee to assess amount of contribution an individual is making to its
success. Performance appraisal is a process which includes evaluation of employees, providing
them with valuable feedback and creating a positive effect on future performance (BoudBrew,
2013). Employee performance of stores limited depends upon many important factors such as
their work profile, satisfaction level, culture and policies, compensation and reward system, and
technologies which further contribute in determining employee's productivity and overall
organizational growth. There are different approaches that can be implemented to measure
employee's performance in an organization such as:
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(Source- Different approaches of measuring performance, 2017)
Comparative Approach- This approach is consist of ranking an individual performance
in respect to other employees in the team. Comparative strategy is used in firms that have small
group of employees carrying similar job profiles. It involves ranking of an employee's
performance and comparing it with other members of the group, on the basis of highest to lowest
performers. In stores limited this technique can be used at department level to measure their
contribution in overall business performance. There are various techniques to conduct this
approach that help in HPW practices at such as forced distribution technique, paired comparison
and graphic rating scale, where forced distribution technique involves ranking employees in
groups. In paired comparison method organization compares one performer with the other where
as in graphic scale rating performances of individuals are compared based on different aspects
and represented on graphical scale (Bolden, 2016).
Attribute Approach: Attribute system involves rating of employees on the basis of a
specific parameters like teamwork, communication, problem solving, creative and innovative etc.
Here the employees are rated as low, medium or high on the set of these parameters. This
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Illustration 1: Different approaches of measuring performance

approach in stores will help in determining the skills of its employees and their contribution in
HPW practices in company. This will help improving skills and performances of employees in .
Result based Approach: With this technique store can rate their employees depending on
their performance results. There are few techniques comes under result approach that h
contribute in HPW practices such as balanced score card technique, productivity measurement
and evaluation system. These two technique will contribute in motivating employees as well as
overall growth of (Ellinger and Ellinger, 2014).
Quality approach: This technique is applied to improve customer satisfaction by no or
less chances of errors and achieving constant development and improvements in services. In
store this approach will focus on both individual as well as organizational factors, assigning the
employers to take regular feedback of the personal and professional skills and knowledge of
employees from their managers, subordinates and customers to resolve performance issues. This
technique will help in HPW practices by improving quality of work at stores limited as well as
employee's characteristics and traits. This will also boom customer satisfaction and company's
market share (Blandford, 2012).
Behavioral approach: This consists of series of vertical scales carrying different attribute
necessary for the job. This approach can be implemented at stores limited by using BARS
method or BOS method. The scales are based on the parameters that are decided together by all
managers and employees, which is then rated for employees on their performances (Belbin,
2012). This approach contributes in HPW practices as it help in analyzing different behavioral
parameters of employees that push them improve it.
Each of these approaches are different in characteristics and suitability from which stores
limited can select any one or a combination of these approaches depending on their business
goals and management type (Woodcock, 2017). For better results and manage operations as well
as employees high performance working practices stores can use mixture of the above
approaches.
CONCLUSION
From the above report, it is concluded that business growth is highly influenced by higher
productivity and enhanced competitiveness among the employees and organization. Along with
this, it has analyzed requirements of professional skills, characteristics and their appropriateness
as well as their importance in business growth. This report also determined the need of personal
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skills for HR professionals. However the aim of this report was to highlight need of
developmental learning for individuals as well as organizational level. It also flashes various
aspects of store limited for which continuous learning and professional training is necessary,
which will help in improving their performance and productivity as whole. In addition to this
project also carries different managerial approaches to measure performance of individuals and
contribution of high performance practices in employee engagement and organizational growth.
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REFRENCES
Books and Journals
17

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