Developing Individuals, Teams and Organisations

Developing Individuals,
Teams and
Organisations

Contents
INTRODUCTION...........................................................................................................................3
Scenario 1.........................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Appropriate knowledge, skills and behaviour which are needed by HR professionals....3
P2 Personal skill audit in order to prepare a professional development plan by analysing all
skills, knowledge and behaviour............................................................................................5
TASK 2............................................................................................................................................7
P3 Comparison between organisational learning and individual learning as well as training
and development.....................................................................................................................7
P4 Identify the requirements of continuous learning and professional development in order to
drive sustainable performance of business.............................................................................9
Scenario 2.......................................................................................................................................11
TASK 3..........................................................................................................................................11
P5 Understanding how HPW contributes to competitive edge and employee engagement.11
TASK 4..........................................................................................................................................13
P6 Different approaches of performance management and analyse how these supports high
performance culture and commitment..................................................................................13
RECOMMENDATIONS...............................................................................................................15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
The growth and development of individuals, team plays a crucial role to develop entire
organisation as it helps in accomplishing high performance and enhanced them by facilitating
training as well as motivations along with the needed skills, knowledge as well as behaviours
(Anagnostopoulos, Winand and Papadimitriou, 2016). In the modern world, most of the business
enterprises analyse the requirements of continuous learning as well as development for
employees which leads organisations at high level. The current study is based on the Whirlpool
that has their presence at international level and it facilitates goods as well as services around the
various parts of globe. This is mainly deals in the producing as well as selling electrical home
appliances. Under this assignment, the knowledge, skills and behaviour are discussed which are
required by the HR professionals as well as determine the comparison between individual and
organisational learning and difference between training & development. Also, the personal skills
audit as well as performance development plan will be discussed. Along with this, considers the
roles of HPW within the context of competitive edge and employee engagement for
organisations. Lastly, facilitates as well as explains the contribution of high performance
working practises in the engagement of workers as well as discuss approaches of performance
management.
Scenario 1
TASK 1
P1 Appropriate knowledge, skills and behaviour which are needed by HR professionals.
Human resource management defined as a process of managing personnel’s of an organisation
and the HR manager of company facilitates right path to their employees for providing them
clear direction towards the accomplishment of organisation. Within a company, the manager
seeks towards the sophisticated persons for managing and operating their business plans as well
as processes (Babatunde, Perera and Zhou, 2016) . The human resource department of companies
has powerful roles and responsibilities towards their jobs which plays an essential role for
maintaining the behaviours of individuals. The manager of Whirlpool think about the better
skills, knowledge as well as behaviour of HR professionals in order to appropriately deal with
the issues and conflicts that are being raised among employees. In addition, human resource
professionals helps in formulating conflict resolution policies, compensation plans, incentive

benefits, training and development as well as promotions. Some of the major skills, knowledge
and behaviour of Whirlpool HR manager are discussed as follows:
Skills
Conflict Management: Within the HR department of company, people gives their ample
contribution for solving workers issues and manage disparity of team members in an effective
manner. In regards of Whirlpool, the HR professional deal with the conflicts of work place by
listening problems carefully in detail. This kind of skill developed harmonium relations among
all employers and employees in business organizations.
Communication: It is defined as a soft skill of an individual that assist them to interact
with their co-workers and employees in an appropriate way in an organization. The HR
professionals of Whirlpool in used their knowledge and competencies for conducting meetings
through the verbal communication that addresses to the clear and better understanding of
particular subject matter (Bolden, 2016). In addition to this, the manager of Whirlpool conducts
interviews, presentations as well as organize and manage team oriented activities and
environment in a smooth way.
Decision making: Every HR manager needs to have decision making skills so that with
which they can be able to provide accurate and relevant information of staff members. Within the
context of Whirlpool, an HR professional facilitates proper assistance in order to deal with the
existing conflicts and problems that will need to be altered in the plans and policies of working.
It gives better flexibility to their employees during the working as well as encourage them to
gives their best towards the performance.
Knowledge
Employment Laws: It is related to the legal relations between employees and employer in
a business enterprise. This is a lawful legislation and consideration that provides protection to
workers regarding their harassment, safety measurements, selection, and discrimination and so
on. In respect of company like Whirlpool, human resource professional should aware about the
legal laws along with the degree in HR in order to conduct tasks and activities without any
hurdles and unwilling issues (Bolman and Deal, 2017).
Management: It is defined as an essential requirement for the HR professionals for
monitoring and controlling all the business activities which are closely related to the employees
of organization which ensures that all the business activities are managed and performed by the

management that will result productive outcomes. So that the manager of Whirlpool aware about
the entire management and its concepts along with the practices and principles related to the
management of people of organization. As it helps in performing tasks in a productive and
efficient way.
Behavior
Transparent & trustworthiness behavior: It is related to the better and clear
understanding of each and every subject among all workers (Cetin, Demirciftci and Bilgihan,
2016). The HR professional have transparent as well as trustworthy behavior through which they
solves all the issues in an effective manner that are occurred in an organization. This leads
towards the fair as well as better results within the Whirlpool Company.
Solution Oriented: This is a requisite kind of behavior that shows the creative as well as
positive mindset and thoughts of individuals. Through this type of behavior HR professional of
Whirlpool satisfy persons individually and in a team by facilitating appropriate solutions and
break boundaries as well. In Whirlpool, HR manager considers existing problems by properly
listening in order to facilitate correct measures and solutions for the better achievements.
P2 Personal skill audit in order to prepare a professional development plan by analysing all
skills, knowledge and behaviour.
Continuous professional development plays a crucial role as it is used to tract all the skills set,
knowledge and behaviours of individuals and ensures the success and development of them. For
CPD the personal skill audit can be done in an appropriate way (Cherubini and Nielsen, 2016).
The personal skill audit is defined as an essential terms that are used for analysing the strengths
and weaknesses of individual’s personal as well as professional behaviour. This defines the
specific areas where people excel and areas and they are lacking in the scope of development and
improvement. This will aid in performing their roles and responsibilities effectively as well as
efficiently. Within the context of Whirlpool it would be help HR managers in making
appropriate decisions and assess the individual process along with the achievements of better
performance. As the personal skill audit has helped me in analysing my entire skills, knowledge
and behaviours such are considered as follows:
S.
No.
Skills and competencies Self-assessed
Score
Score from
others
Variances
1 Conflict management 9 8 1

2 Communication 9 7 2
3 Decision making 8 9 -1
4 Employment laws 8 7 1
5 Management 9 8 1
6 Transparency and trustworthy 8 9 -1
7 Solution oriented 7 8 -1
(In the above table the variances shows the positive and negative points as negative variances
indicates my strength and positive indicators of variances results as a weak areas of mine.)
From the above discussion of skill audit plan the positive and negative points are
addressed that can be discussed in detail as follows:
Strengths Weaknesses
 Throughout the process of skill
auditing, I have identified that I am best
in decision making skill that helps me
in taking important decisions.
 My behaviour is trustworthy and
transparent that provides me strength to
gain trust of workers and helps in
engaging with them effectively.
 I have analysed that I am good in
finding solutions as my behaviour is
solution oriented that assists in making
appropriate decisions and corrective
measures.
 Other than my strengths I have
evaluated several skills and knowledge
where I have a scope of improvement.
As I am lacking in my
communicational skills.
 I have less knowledge about the
management subject which needs to be
improved by the proper PDP.
 I also unable to manage and resolve
conflicts of employees which creates
problems in HRM.
 The knowledge of employment laws
need to be updated and improved for
the better management.
In order to increase the level of performance that are identifying above, I have developed
personal or professional development plan that involves the current performance of mine and
targeted proficiency which I want to attain (Collins, 2016). For this I used such methods through

which betterment can be done appropriately along with the proper time frame or scheduling.
Such as follows:
S.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Judging
criteria
Time
Scale
1 Communi
cation
skills
I am lacking in
my
communicational
skill as I unable
to interact
properly with the
employees.
I want to improve
my
communicational
skill for doing the
effective
communication
with my co-
workers and
employees.
This skill can
be increased
by attending
seminars,
conferences,
reading books,
journals as
well as articles.
It is based on
the valuable
feedbacks and
reviews of
employees
and colleagues
regarding
interaction.
2
months
2 Conflict
managem
ent
I am average in
handling issues
of employees
and know about
the demands of
employees along
with the fair
solutions.
I need to develop
this skill for
solving and
dealing with the
conflicts or
employees and
manage them in a
systematic way.
For developing
this skill I will
focused on
collaborating
strategy for
accomplishing
goals in
respective
way.
Through the
feedbacks of
managers and
top level
management.
3 – 4
months
TASK 2
P3 Comparison between organisational learning and individual learning as well as training and
development.
Individual learning: It facilitates adherents between the workers and employers that is the
fundamental requirement of business (Crawford, Morgan and Cordery, 2018). This can be
referred as an ability of individual for developing and enhancing knowledge from the
employment experience, interactions and many more. With respect of company, most of the
persons face issues due to the lack of acceptability at working premises. So the manager of

Whirlpool should emphasise on the training and development programmes of employees by the
sensible nature.
Organisational learning: This helps in gaining, creating as well as transferring knowledge and
experience in an organisation for the better success and goodwill. This comes from the results
that engage all workers in organisational procedures and activities (Curcuruto and Griffin, 2016).
Within the context of Whirlpool, human resource manager should need to focus on formulating
learning environment and develop them for performing those activities. As they require applying
organisational learning adequately in order to maintain businesses sustainability’s within the
marketplace.
Difference between individual and organisational learning:
Basis Individual Learning Organizational Learning
Focal point In this, it emphasises on the potentiality
and ability of individuals for the
personal development.
It is related to the development of
skills and knowledge of group
members in a Whirlpool.
Time frequency It is termed as a continuous process
which continues along with the
functions of individual employees (De
Mauro and et. al., 2018).
In this, the company decide specific
time frames in order to creating the
knowledge and experience of
employees.
Outcomes It is based on the individual plans and
strategies so that manager can get
advantages by few workers of
Whirlpool.
By managing the organisational and
group learning the company
Whirlpool can develop the
knowledge and experience of several
people.
Training: It is an activity which performs for increasing the particular skills as well as
capabilities of individuals that is used for executing the assigned tasks. It is the liability of HR
professionals in order to conduct several types of training mechanism such includes off the job
and on the job training mechanism (Eaton, Roberts and Turner, 2015). It will improve abilities of
workers due to which they doing well and gets better growth and development of businesses.
Development: It is a continuous process of skill and capabilities development of
individual that not supports business activities but also helps in accomplishing success and

growth in the near future career of professionals. It is based on the entire development of people
that assists in making capable in order to work in various working environment. This will raise
the employee retention rate that leads in raising competencies of businesses and individuals as
well.
Difference between training and development:
Basis Training Development
Orientation It is defined as a job oriented
procedure.
T is defined as a career oriented
process.
Aim The main aim of training is to enhance
the skills and knowledge of employees
regarding a specific task.
It aims to develop entire knowledge
and experience which are needed
throughout the overall career.
Scope It has narrow scope as it focus on the
quick requirements of company
(Hohenstein, Feisel and Hartmann,
2014).
It has wide scope because it
emphasise on the future and long
term development.
skill It develops the technical skills of
workers that is needed for executing
the specific tasks or works.
It focuses on the ideas, performance
as well as concepts of employees
and develop entirely.
P4 Identify the requirements of continuous learning and professional development in order to
drive sustainable performance of business.
Continuous learning: It can be defined as a process of developing skills as well as capabilities
of individuals on a regular basis so that they can become capable to perform assigned tasks
efficiently in a dynamic environment (Jackson, 2016). This will help workers of Whirlpool in
order to update with the latest and news techniques which will be helpful to improve
effectiveness of organisation.
Professional development: It is a process of developing skills and knowledge of professionals
through engaging in the several developmental schemes that includes training, learning, seminars
and so on. It helps in getting better support to the people for accomplishing the professional
career success (Holton and Dent, 2016).

Importance of continuous learning and professional development:
Retention: The continuous learning and the professional development needed to promote
and raise the performance of employees. Whirlpool’s human resource manager provides several
opportunities for contributing their best so that workforce can able to show their talent at
working premises. It initiates towards the improving enthusiasm of workers regarding their job
by supporting and motivating them and facilitates better guidance and learning sessions.
Improved Efficiency: It is based on the developing programmes that not only help in
developing new skills but also facilitates several possibilities in order to learn from the superiors
while training sessions are organized (Landsberg, 2015). With respect of Whirlpool the human
resource manager shares their valuable knowledge and experience so that workers can able to
pick effective ideas for the further activities. Along with this, it enables to several sessions for
the betterment and development through which workers get relevant information and increase
their performance with efficiency.
Learning cycle: With the use of appropriate theory of learning workers are able to increase
their work performance so that Whirlpool’s manager implements Kolb learning theory that is
considered as below:
Kolb theory of learning: It is an experiential theory and cycle of learning that are adopted
by companies as it has four stages that are discussed as follows:
1. Diverging- It is related to the learning style which looks to all the things along with the
unique and new point of view (Lin and Sanders, 2017). Mainly, people prefer screening
them instead of doing operations. Whirlpool performing their activities with his stage as
it leads to the working with the open minded along with the better imagination.
2. Assimilating- Individuals adopts this kind of step in order to perform work with the clear
and relevant information. So that the management of Whirlpool adopt analytical model
which is related to the operational functions.
3. Converging- In this, the learners emphasised on solving issues which are being faced by
businesses by adopting practical modifications in activities. Technical things, ideas and
perform working with latest and fresh concepts which leads people to execute
experiments in current working styles (Macdonald, Burke and Stewart, 2017).
4. Accommodating- Learners who implement this style prefer to perform their work in a
practical manner and they are attracted towards the latest challenges which solves

individuals issues in a less period of time. Whirlpool considers to work with
accommodating for technical people because it increases their performance and
potentiality.
Scenario 2
TASK 3
P5 Understanding how HPW contributes to competitive edge and employee engagement.
High performance working is a most crucial concept that is mainly used for raising workers
productivity and performance along with the company. It can be done by doing the realistic
preview of jobs, coaching, mentoring, fair performance evaluation, counseling, innovation as
well as reward mechanism (Maduka and et. al., 2018). All the way through these systematic
approaches the company’s Whirlpool human resource manager can quickly and easily engaged
with their workers in order to get a competitive advantages within the market place. Through
raising competencies of company manager is able to create good brand value in the views of
customers by facilitating or supplying better quality of goods and services in the emerging
market. Here are some of the HR practices that are essential for the managers or organizations so
that employees of company are highly engaged and contribute more towards the gaining
competitive edge. It can be shown as follows:
Merit based promotion: It is mainly related to the high and better performance of
individuals and encourage them to give their best at working premises. Dedicated and better
performers always seek towards the recognition and attention in business organizations. So that
the Whirlpool’s manager should make effective incentives and reward plans and strategies in
order to facilitate workers for getting better and long term success and growth. It based on the
non monetary mechanism of rewards that raise employee’s visibility so that it results in
motivating them for their better and highly involvement in accomplishment of goals and
objectives.
Knowledge Transforming: It is based on the sharing of innovative ideas and concepts as
well as relevant and important information that results in leading better engagement of
employees in organizational activities (Nazir and Islam, 2017). Within the context of Whirlpool,
the human resource manager should require to apply knowledge transforming practice in order to
gain desired and productive results that assists in raising profits and revenue along with the

minimizing extra expenses. By implementing this strategy workers of company can able to
increase the level of their performance that leads towards the huge productivity and profitability
of businesses.
Competency Development: It is associates with the facilitating better assistance in order
to increasing the level of productivity of all the current employees who are working currently by
supporting environment. The HR manager of Whirlpool takes initiatives for enhancing and
developing the competencies and attributes of workers by which they get huge attention. This
leads to the appropriate communication that decreases gap between staff members and employers
so that business can able to engaged employees. Along with this, competency development
generates better confidence regarding specific topics and subject or the skills of individual so that
they can able to contribute to the business in an effective and efficient manner.
Flexibility in Job Designing process: This is the best practices which is based on the s
job roles structures in order to minimising complexities of working practices or hours in an
organization. Individuals seek towards the supportive and comfort working environment so that
the manager of Whirlpool should formulate a flexible and perfect plans and strategies for all the
jobs and roles. This will assist in enabling better contribution workers by managing fluctuating
and flexible at working premises.
Conflict management: It occurs due to the interactions between various members of
team, there may be chances of disparity within the different opinions of various employees who
are working in an organization (Payne and Calton, 2017). If human resource manager can
resolves their issues and satisfy requirements that will raise morale of employees towards their
working. Whereas, the company Whirlpool operates globally where people belongs to the
different cultures and backgrounds so as to manager should require communication with them on
a regular basis. The adequate response towards the conflict management will facilitate proper
guidance in workers responsibilities of jobs by developing and increasing their competencies.
Therefore, the above all these human resource practices assists towards the better
contribution for Whirlpool by properly engaging each and every workers in an organizational
activities and enhance their entire competencies (Rae, 2016).
High performance working and human resource management relationships:
Both the concepts are interrelated to the each other because of the HPW and HRM of a
business organization work along with the cooperation of each others in order to perform tasks

for getting better success and goodwill within the competitive market place. While tang about the
concept of human resource management it considers the training and development of workers in
order to know that how it helps in performing tasks whereas, the high performance working
assists in facilitating a clear view or idea about the performance of works that gives constructive
and improved results of better performance.
Functions of stakeholders in high performance working organisation:
 To hance the skills knowledge of employees by organising and managing training and
development sessions so that this will improve the work performance in order to
complete all the activities in an appropriate and fears manner.
 Businesses are more responsible towards the development and implementation of right
and effective strategies that assist business to perform all working cording to the set
vision and mission statement (Proctor, 2018).
 Straight management works as board of director which is to be used to move towards the
large number of people. As it ascertains that within the control mechanism it is easy for
company’s management in order to get better outcomes.
 Decision making mechanism also works as a gathering platform which improving and
enhancing the size of businesses in order to effectively trade within the organisations.
 The stakeholders play a crucial role in the management of company that leads businesses
in order to earn better profitability for the longer duration of time.
TASK 4
P6 Different approaches of performance management and analyse how these supports high
performance culture and commitment.
Performance management refers to a continuous process of interaction between the
managers and employee which occurs on a daily basis, so as to achieve a business firm's strategic
goals and objectives in an effective and efficient manner. The process of communication
includes setting objectives, clarification of individual expectations, determining goals,
facilitating feedback mechanism and finally reviewing the results (Stoll and Kools, 2017). It is
also defined as a systematic procedure that emphasis on the performance management of
individual in an organisation. Within the context of Whirlpool, the human resource manager
implements all these activities in order to accomplish long term good will and success. It

facilitates a clear view about the progress of each and every individual so that manager can be
able to analyse effective outcomes and their behaviour. In addition to this the company
Whirlpool can use various approaches in order to identify workers compatibility and
performance such as follow:
Comparative approach: It is based on the ranking technique which can be used for
evaluating the small group of workers with same jobs. It includes the ranking scale on the basis
of highest to lowest rating in order to measure the performance of employee (Sutherl and Olsen,
2016). In addition to this comparative approach have numerous techniques which can be applied
by companies like whirlpool such includes distribution, graphic rating scale as well as paired
comparison. This will ensure to reward for the better performers and facilitates opportunities for
their development and improvement or removal to low performers.
Attribute approach: It is associated with the behavior and attributes of the employees as
they obtain rates on the behalf of some specific sets of parameters in a business organization.
Mainly, it can be done on several bases such as innovative thoughts, team performance,
communication skills as well as problem solving skills of employees. In regard to this Whirlpool,
the human resource manager evaluates and measures the performance of employees along within
the mixed rating system. It can be shown in the scale of 1 to 5 ratings or (+) above, (0) equal and
(-) below.
Behavioral approach: It can be considered as one of the oldest approach it includes the
series of vertical scale in order to analyse the performance of employees. It consist two types of
techniques that is behavioral observation (BOS) and behavior anchor rate (BAR). With respect of
Whirlpool's HR manager rely on this approach for maintaining the level of accuracy in the
distinct dimensions of workers performance and jobs.
Result approach: It is termed as a simplest method of rating system which is used for
measuring the performance and puts rating on the basis of their results. This provides address in
order to balance scorecard as it emphasizes on learning new concepts, financial terms, and level
of growth as well as consumers. In addition to this, result approach comes productivity
measurements that measures entire performance with the gathered feedbacks. By implementing
and using this approach by the HR manager of company, it is easy to motivate and engage
workers as well as enable them for enhancing the performance and productivity of Whirlpool
Company (Taneja, Sewell and Odom, 2015).

Collaborative working approach: It is related to the present situations of marketing
which performs during the international working so that the collaborative working management
results positively by decomposing individuals tasks to entire team. Whirlpool is highly
concerned towards the designing plans and strategies that create healthy culture and environment
at workplace and working all staff at single place in order to get better collaboration. For
instance, different departments of organisations works for attaining the common goals and
objectives so that they can used collaborative approach in order to communicate with each
other’s and efficiently work towards the accomplishment of common goals. Along with this, the
collaborative working strategy promotes the learning of huge skills as well as knowledge by
analysing and examining the techniques of other members of team.
Quality approach: It is mainly based on the fulfillment of customer’s requirements and
needs that facilitates entire satisfaction throughout the decline recurring errors. This assists in
reviewing individuals as well as systems and uses various sources for examining teamwork and
performance. With respect of Whirlpool's human resource manager takes timely feedbacks from
superiors and managers in order to solve problems (Wellin, 2016).
Therefore, the performance management works towards the improvement workers
productivity by using all these discussed techniques. As the HR manager of Whirlpool’s should
believe on all those approaches in order to motivate and engage workforce for achieving high
level of performance by facilitating appropriate guidance.
RECOMMENDATIONS
After analysing all the above things in detail it should be recommended for the manager
of Whirlpool’s that the development of workers and organisation is essential for the management
in order to motivate them as well as top level of management is liable to encourage their
workforce towards the completion of tasks and achieve organisational objectives. Whirlpool
must require using comparative approach for the performance measurement and management of
their workers. Inputs as well as efforts of staff members are analysed on a timely basis for the
purpose of giving ratings them according to their performance and actions. This assist businesses
to create motivational culture which supports them for leading employees to learn new skills and
knowledge that results in the completion of tasks on time with the better efficiency and lead
within the competitive market place. In addition to this, the attributes and behavioural

approaches aids company to raise their work commitments and cultures within an organisation
and get better and long term success.
CONCLUSION
It can be concluded or summarised from the above discussion that the development of an
individual as well as team is essential for the companies as well as persons in order to get success
in their personal and professional life. It has been analysed that developed knowledge, skills and
behaviours helps teams, organisations as well as individuals in order to get better and long term
success and sustainability within the marketplace. In addition, the continuous learning and
development practices and plans assist management to develop new skills as well as knowledge
within the regular time period. Also, the continuous development is requisites for businesses as it
aids workers to perform tasks appropriately according to their customer’s requirements as well as
emerging environments. In order to develop skills and behaviour of individuals the company
needs to be organised training and development programmes that will help in increasing workers
performance as well as morale. It has been discussed that their performance should be analysed
timely basis by implementing effective strategies which is necessary for ascertaining the
loopholes of them and deal with them appropriately which increase their entire performance.

REFERENCES
Books and Journals
Anagnostopoulos, C., Winand, M. and Papadimitriou, D., 2016. Passion in the workplace:
empirical insights from team sport organisations. European sport management
quarterly. 16(4). pp.385-412.
Babatunde, S. O., Perera, S. and Zhou, L., 2016. Methodology for developing capability
maturity levels for PPP stakeholder organisations using critical success
factors. Construction Innovation.
Bolden, R., 2016. Leadership, management and organisational development. In Gower
handbook of leadership and management development (pp. 143-158). Routledge.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Cetin, G., Demirciftci, T. and Bilgihan, A., 2016. Meeting revenue management challenges:
Knowledge, skills and abilities. International Journal of Hospitality Management, 57,
pp.132-142.
Cherubini, F. and Nielsen, R. K., 2016. Editorial analytics: How news media are developing
and using audience data and metrics. Available at SSRN 2739328.
Collins, S., 2016. The commitment of social workers in the UK: Committed to the
profession, the organisation and service users?. Practice. 28(3). pp.159-179.
Crawford, L., Morgan, G. G. and Cordery, C. J., 2018. Accountability and not‐for‐profit
organisations: Implications for developing international financial reporting
standards. Financial Accountability & Management. 34(2). pp.181-205.
Curcuruto, M. and Griffin, M. A., 2016. Safety proactivity in the workplace: The initiative to
improve individual, team, and organizational safety. In Proactivity at Work (pp. 123-
155). Routledge.
De Mauro, A and et. al., 2018. Human resources for Big Data professions: A systematic
classification of job roles and required skill sets. Information Processing &
Management, 54(5), pp.807-817.
Eaton, S., Roberts, S. and Turner, B., 2015. Delivering person centred care in long term
conditions. Bmj. 350. p.h181.
Hohenstein, N. O., Feisel, E. and Hartmann, E., 2014. Human resource management issues in
supply chain management research. International Journal of Physical Distribution &
Logistics Management.
Holton, V. and Dent, F. E., 2016. A better career environment for women: Developing a
blueprint for individuals and organisations. Gender in Management: An International
Journal.
Jackson, D., 2016. Re-conceptualising graduate employability: The importance of pre-
professional identity. Higher Education Research & Development. 35(5). pp.925-939.
Landsberg, M., 2015. The Tao of coaching: Boost your effectiveness at work by inspiring and
developing those around you. Profile Books.
Lin, C. H. and Sanders, K., 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal. 27(2). pp.300-317.
Macdonald, I., Burke, C. and Stewart, K., 2017. Systems leadership: Creating positive
organisations. Routledge.

Maduka, N.S. and et. al., 2018. Analysis of competencies for effective virtual team
leadership in building successful organisations. Benchmarking: An International
Journal.
Nazir, O. and Islam, J. U., 2017. Enhancing organizational commitment and employee
performance through employee engagement. South Asian Journal of Business Studies.
Payne, S. L. and Calton, J. M., 2017. Towards a managerial practice of stakeholder
engagement: Developing multi-stakeholder learning dialogues. In Unfolding
stakeholder thinking (pp. 121-135). Routledge.
Proctor, T., 2018. Creative problem solving for managers: developing skills for decision
making and innovation. Routledge.
Rae, D., 2016. Developing entrepreneurial leadership: the challenge for sustainable
organisations. International Journal of Work Innovation. pp.76-100.
Stoll, L. and Kools, M., 2017. The school as a learning organisation: a review revisiting and
extending a timely concept. Journal of professional capital and community.
Sutherland Olsen, D., 2016. Adult learning in innovative organisations. European Journal of
Education. 51(2). pp.210-226.
Taneja, S., Sewell, S. S. and Odom, R. Y., 2015. A culture of employee engagement: A
strategic perspective for global managers. Journal of Business Strategy.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. CRC Press.