Developing Individuals, Teams and Organisations

Developing Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................................3
LO1..............................................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by HR
professionals...........................................................................................................................................3
P2 & M1 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role......................................5
LO2..............................................................................................................................................................7
P3 Analyse the differences between organisational and individual learning, training and development.
.................................................................................................................................................................7
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance.............................................................................................................................9
M2 Apply learning cycle theories to critically analyse the importance of implementing continuous
professional development.....................................................................................................................10
D1 Produce a detailed and coherent professional development plan that appropriately sets out
learning goals and training in relation to the learning cycle to achieve sustainable business
performance objectives.........................................................................................................................10
LO3............................................................................................................................................................11
P5 Demonstrate understanding of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation.............................................................................11
M3 Analyse the benefits of applying HPW with justifications to a specific organisational situation.....11
D2 Provide valid synthesis of knowledge and information resulting in appropriate judgements on how
HPW and mechanisms used to support HPW lead to improved employee engagement, commitment
and competitive advantage...................................................................................................................11
P6 Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high- performance culture and
commitment..........................................................................................................................................12

M4 Critically evaluate the different approaches and make judgments on how effective they can be to
support high- performance culture and commitment...........................................................................13
CONCLUSION.............................................................................................................................................13
REFERENCES..............................................................................................................................................14

INTRODUCTION
Developing Individuals, teams and organisation is one of the most important factors
which explains that how any of person or individual can contribute towards the entity for
attaining the goals. On the basis of skills, capabilities as well as talent, management focuses that
how they can accomplish their goals and target on specified time period. For any of the
organisation, it is essential that HR professional most contribute because they are the one who
can always play the supportive role of organisation in attaining the goals. The report is based on
Hamleys which is a multinational toy retailer organization in the world and contributing for
attaining the goals. Here, company was started in the year 1760 which itself shows the growth
graph of the organisation.
In context of the report, different question will be address which relates to skills, behavior
of HR professionals, Personal audit will be also conducted in order to determine about the skills
and ability. In the similar manner, number of approaches of operational management will be also
described in a systematic manner.
LO1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
HR professionals are the one who holds key position within the entity where they
must be able to support each and every person within the organisation so that they can contribute
for attaining the targets. In any of the entity some of the important role of HR professionals is to
hire the employees, provide training, giving incentives or bonuses on the basis of performance
and many more (Lu and et. al., 2016)
. In context of the Hamley which is a toy manufacturer and distribution company where HR has a
huge responsibility to perform due to which some of the skills and capabilities which they must
hold has been mentioned below:
HR skills:
Communication skill: It is among the most important skills that any of the HR of
Hemleys must have as they are the one who needs to hire the employees and provide proper

training. In whole of this process communication skills plays the vital role. Even, it is one of the
skills which can easily distribute the task to different members whenever it is necessary. In short,
HR must have communication skills to conduct any of the work in a successful manner.
Team work skills: There are certain principles being followed in organisation to
outperform in each of the sector. It is the skill needed in the HR professional of Hemleys where
they must ensure that employees are working as a team. It is needed because it will allow them to
attain maximum number of favourable results which is quite important in current scenario. It is
also important because in some of the cases it allows to overcome the weaknesses found in some
of the employees (Sharma, 2016).
Knowledge:
Law and compliances: There are certain rules and regulations that are quite important
and must be followed in any of the circumstances. It is necessary that HR professional of
Hemleys must have the knowledge regarding the laws and regulations which they must have to
follow in any of the circumstances. Theses law and compliances will allow to conduct each of
the activity in a systematic manner for attaining the goals.
Personnel management: Developing an positive environment within the organisation is
essential because it is the through which performance can be uplifted. In any of the
circumstances, it need to be understand that HR professional of Hemleys must know about all
those essential equipment which are needed for conducting the business operations. In addition,
they should have the knowledge of evaluating the performance of the employee for giving
incentives and bonuses.
Behaviour:
Accountability: It plays the significant role within achieving success or failure in the
entity. So, it becomes necessary for HR professional that they must take the accountability on
own where they must be able to trust their employees and give them the responsibility to perform
different task of own (Tracey, 2016). It is the only way through which HR professional of
Hemleys can allow the entity to accomplish the goals.

Adaptability: The behaviour of HR should reflect that they are able to grab any of the
changes within the entity which are necessary for attaining the success. In addition to this,
adaptability focuses that how behaviour of HR can help to deal with any of the business
problems.
P2 & M1 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.
It is quite clear that any of the organisation requires HR professional who are able to
conduct any of the work in a systematic manner for attaining the targets. For this, they must be
familiar with their own skills as well as capabilities so that if any of the improvement is required
then they can bring it easily in a very short time period. To identify self-capabilities and skills,
self-audit can be done on the basis of required skills required in HR professional of Hemleys.
Personal skills audit
Sr. No. Skills and Competencies Self-assessed Score Target
1 Team Building Ability 8 10
2 Conflict Solving 6 9
3 Decision making Power 8 9
4 Confidence Level 9 9
6 Communication skills 6 10
7 Critical thinking 9 9
After conducting personal skill audit, I found that there are still some of the area where
improvement is needed within the specified time period. In addition, some of the points has been
included which can easily help to identify about my strength and weaknesses in detail.
Strength Weakness
 As recruitment and selecting the most  Communicating within different

important process in HR professional’s
duty and I am quite good in it and able
to recruit suitable candidate by
identifying their skills and talent (Jha
and et. al., 2017).
 There is a requirement of following
certain health and safety related law
and I am able to update myself on a
regular basis which is allowing me to
give create proper working
environment.
employee is needed and due to
continuous changes to the location bring
problem in executing the plans and
ideas.
 There is a issue in resolving conflict as
well as I am unable to determine that
whether employee is facing any sort of
issue or not at some point of time.
Personal development plan (PDP) for HR professional role
It is the plan which is used by an individual to ensure that they are able to bring certain
improvement to their skills and capabilities for working on the specified role. Below, on the
basis of weaknesses identified some of the action plan has been prepared so that performance can
be improved.
Sr
.
N
o
Learnin
g
Objectiv
e
Current
Proficiency
Target Proficiency Development
Opportunitie
s
Judging
criteria
Time
Scale
1 Commun
ication
skill
I have noticed
on number of
situations that I
am not good in
communicating
the information
which are
Communication
skills is the most
important skill
needed in the field of
HR Professional as it
can help to guide
and motivate the
If I will be
able to bring
changes then
I will be able
to conduct
any of the
seminars or
Different
departmental
heads and
other
stakeholders of
the company
can play the
60 days

necessary for
enhancing the
performance.
employees
(Kampkötter, 2017).
communicate
any of the
useful
information
within
subordinates
whenever
there is an
requirement.
supportive
role.
2 Problem
solving
skill
There are
number of
situation where
problem arises
between the
employees and it
gets difficult to
perform any of
the task in a
systematic
manner as I am
not able to come
up with solution
on every
occasion.
In order to improve
my skills, my must
focus that how I can
develop peaceful and
working
environment so that
any of the person
can contribute while
working in the
entity.
There is a
huge
development
opportunity as
employee will
get the
chances to
learn
something
new through
which
chances of
occurring
dispute will
reduce
automatically
(Plant and
Padotan,
2017).
Higher
authorities can
play the
supportive role
in it.
90 days.

LO2
P3 Analyse the differences between organisational and individual learning, training and
development.
Differences between individual and organisational learning
BASIS INDIVIDUAL LEARNING ORGANISATIONAL LEARNING
SCOPE These types of learning can only
improve the skills of single person
at a time.
It covers wider area due to which a
greater number of people can obtain
benefits of it.
RIGIDITY As single person is needed to be
trained in it due to which changes
to the technique and still can be
brought easily.
It is not possible to bring changes in
a very easily process as whole
organisation is involved in it.
TIME It is process where improvement
can be brought on a daily basis.
Here, proper time needs to be
specified and according to that
learning programs should be
conducted so that daily basis activity
do not affected.
Differences between training and development
BASIS TRAINING DEVELOPMENT
ORIENTATION It is the process where major
focus is given on enhancing the
capabilities of the employees so
that they can meet out the targets
on specified time period
(Woodcock, 2017).
It is that particular produce which
can be beneficial for employees to
improve their professional careers
as it focuses on personal
development.
SKILL As per the requirement of It is one of the areas which

organisation, it mainly works on
improving the technical skills.
certainly allows the person to being
innovative ideas to the working
styles so that employees can obtain
suitable result on specified time
period.
Time-Duration It is one of the less time-
consuming process as only
specified skills are focused.
It is complex as well as time-
consuming process as lots of area is
focused for conducting day to day
activity (Bailey and et. al., 2018).
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous Learning development is the process where continuous focus is being
given on the enhancement of skills and capabilities so that business can grow in an effective
manner. It is necessary to understand that Heyleys is using this learning on a regular basis so that
their performance can be enhanced in an easiest manner. It even improves the individual’s
performance.
Professional development focuses on the development of skills and capabilities through
academic sources where degree as well as attaining the seminars plays the vital role in the
growth of individuals career.
In context of Heyleys, both of the learning process are essential because it will give them
the opportunity to grow their business in an effective manner. Below, some of the needs to of
this learning has been mentioned:
To gain competitive edge: It has been found that whenever any of the organisation
focuses upon learning programs, they get the opportunity to improve their skills. In the similar
manner, organisation like Heyleys will also allow themselves to enhance their skills through
which competitive advantage can be taken easily (Goodin and Davis-Ngatai, 2018).
Enhancement of skills: Learning something new in organisational field is always crucial
for improving the performance and even skills can be improved. In context of Heyleys, they will

get the opportunity through which employees’ performance as well as skills can be improved in
easiest manner.
Learning cycle: It is among the important factor which any of the entity must focus and
it is said that whenever any of organisation focuses upon enhancing their performance and
capabilities, they can easily allow to achieve the targets. In context of Heyleys, some of the
stages of learning cycle has been discussed below:
Diverging: It is an important learning which can be helpful for Heyleys as it will give the
idea that how any of the task needs to be completed through the process of open mind.
Assimilating: It has been seen that each of the person wants to perform their task as per
their own skills and capabilities and in the similar manner, Heyleys focuses upon analytical
model while conducting operational functions in a systematic manner.
Convergi+ng: Here, it is mainly identified that how any of the issues need to be resolved
that occurs within the entity. Major focus is always given upon experiment for solving the issues.
Accommodating: It basically emphasis on practical learning where Heyleys also uses this
type for accommodating they’re each of the technical individuals (Berman and et. al.,2019)
(Waddell and et. al., 2019).
M2 Apply learning cycle theories to critically analyse the importance of implementing
continuous professional development.
It is necessary for any of the organisation to ensure that they are able to perform their task
in a systematic manner so that their goals can be accomplished easily in a systematic manner.
Continuous professional development is among one of them which allows to bring improvement
to the performance on a daily basis. The probability of attaining the targets and taking
competitive advantage in the market also increases because of this particular process.
D1 Produce a detailed and coherent professional development plan that appropriately sets out
learning goals and training in relation to the learning cycle to achieve sustainable business
performance objectives
Professional development plan is quite important development plan which helps an
individual to improve their skills and capabilities. Discussing it in detail, it helps to obtain all of
the necessary training which is quite effective in obtaining the goals for the organisation. On the

basis of improvement brought in skills through PDP the learning cycle programs also becomes
effective in attaining the goals and target on specified time period.
LO3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High-Performance working is explained as the process of strategic approach where it is
majorly focused that how and performance of employees can be improved in best possible
manner. In context of Heyleys, high-performance can easily allow the entity and their employees
to engage themselves in effective decision making approach which can certainly allow to
obtaining higher percentage of advantage. As per the requirement of question, it has been found
that they are willing to introduce HPW process in their organisation so that performance of an
employee’s can be improved. Some of the major benefits that can be obtained through HPW are
listed below:
Transparent Communication: Here, transparent communication approach allows the
organisation to ensure that their employees have proper knowledge regarding plans and strategies
that has been formed. In context of Heyleys, they easily improve their overall performance as
transparency of information certainly allows the entity to ensure that employee have proper
information that how they are needed to perform in any of the situation.
Shared responsibility for results: Under this process, roles and responsibility are being
distributed among different employee and they are needed to perform accordingly. It is essential
for Heyleys to provide proper benefit to the employees on the basis of their performance.
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation.
There are number of benefits which can be easily obtained with the help of HPW as it
makes working condition easier (Onyett and et. al., 2020). With the help HPW, there is higher
probability that company will allow themselves to develop healthy communication system due to
which chances of attaining goals increases. The percentage of dispute also decreases in it.

D2 Provide valid synthesis of knowledge and information resulting in appropriate judgements on
how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment and competitive advantage
HPW is one of the approaches where employees are being given higher opportunity to
perform any of the task in a specified manner. Proper procedure is followed in it due to which
there is higher probability that company will allow themselves to unnecessary will reduce as
employee engagement can be seen. Secondly, with the help of HPW process communication
process will improve where team member can support each other which will certainly allow to
see higher commitment of the employees through which competitive advantage.
P6 Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high- performance culture and
commitment
It is the process which is helpful for business entity for fulfilling the objective of the
company by considering number of activities. Here, each of the work can be managed in a
systematic manner were work can be also monitored on a regular interval of time. In this,
employee mainly focuses towards their skills and capabilities to perform any of the task so that
better result can be obtained. Discussing about Heyleys, company uses number of approaches
related to performance management and that are effective too in nature at the time of attaining
the targets.
Comparative approach: It is the approach which is used for evaluating the employees on
the basis of their performance. Heyleys provide graph rating and number of other techniques for
the purpose of measuring the performance of employees.
Attribute approach: Here, some of the specified attributes are being focused such as
innovation, problem solving and many more so that maximum benefits can be obtained of the
skills and talent that an individual posse with them (Plant and Padotan, 2017). This approach can
be crucial for Heyleys in improving their overall performance through which goals can be
accomplished.
Behavioural approach: Under this particular approach, it has been found that
employee’s performance is being measured along with their behaviour which can be effective in
obtaining the goals. It even allows to develop healthy relation among the employees.

Quality approach: This approach mainly emphasizes upon consumer satisfaction. In this
Heyleys management assure that there is less or minimal errors under take place in their
workplace structure as to enhance their product services and processes efficiency as serve
customers in best effective manner. For this system and personal factors are duly considered by
organisation in which entity engage in the function of identifying expectation of consumers and
to satisfy them accordingly.
Collaborative approach: It is among the crucial approach which it is needed in each of
the situation as it is combination of multiple number of approaches. Here, employee of Heyleys
can easily improve their performance for attaining the goals.
M4 Critically evaluate the different approaches and make judgments on how effective they can
be to support high- performance culture and commitment.
Different types of approaches are beneficial for different situation and it is essential that
each of the approach should be used accordingly. Discussing it in detail, quality approach will
allow to improve the performance of the entity where behaviour will help to evaluate the ability
of the individuals (Onyett and et. al., 2020). Overall, all of this approach allows to bring positive
outcomes which is quite important for attaining the goals. Even, positive working environment
gets developed in this whole process which shows that these approaches are quite effective in
attaining the goals.
CONCLUSION
From the above discussion, it has been concluded that HR professionals play the vital
role in enhancement of performance of the employees on a regular basis. Self-audit and Personal
development plan always guide individuals that what are the area where problem was occurring
on a daily basis and how it can be improved in future time period for obtaining effective result.
Different types of learning are there which is used accordingly on the basis of requirement.

REFERENCES
Books and journals
Lu and et. al., 2016. Work engagement, job satisfaction, and turnover intentions. International
Journal of Contemporary Hospitality Management.
Sharma, F.C., 2016. Human resource management: Latest edition. SBPD Publications.
Tracey, W.R., 2016. The human resources glossary: The complete desk reference for HR
executives, managers, and practitioners. CRC Press.
Jha and et. al., 2017. Contribution of HR systems in development of ethical climate at
workplace: A case study. South Asian Journal of Human Resources Management. 4(1).
pp.106-129.
Kampkötter, P., 2017. Performance appraisals and job satisfaction. The International Journal of
Human Resource Management, 28(5), pp.750-774.
Plant, K. and Padotan, R., 2017. Improving skills development in the South African public
sector: an internal audit perspective. Southern African Journal of Accountability and
Auditing Research. 19(1). pp.35-48.
Woodcock, M., 2017. Team development manual. Routledge
Bailey and et. al., 2018. Strategic human resource management. Oxford University Press.
Goodin, T. and Davis-Ngatai, P.S., 2018. Implementing a human resource plan. Kings & Queens
Journal, 1(1), pp.11-17.
Berman and et. al.,2019. Human resource management in public service: Paradoxes, processes,
and problems. CQ Press.
Waddell and et. al., 2019. Organisational change: Development and transformation. Cengage
AU.
Onyett and et. al., 2020. A national survey of crisis resolution teams in England.