Development of Individuals, Teams, and Organizations | Desklib

This study material focuses on the development of individuals, teams, and organizations. It covers topics such as suitable knowledge, skills, and behaviors required by HR professionals, differences between organizational and individual learning, and the need for continuous learning and professional development for sustainable business performance. The content also includes a personal skills audit and a professional development plan for a given job role.

Developing
Individuals, Teams
and Organisations

Table of Contents
Table of Contents.............................................................................................................................3
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Conclude suitable and professional knowledge, skills and behaviours which is required by
HR professionals..........................................................................................................................1
P2. Completed personal skills audit to identify appropriate knowledge, skills and behaviours
and develop a professional development plan for a given job role.............................................3
TASK 2............................................................................................................................................6
P3 The differences between organisational and individual learning, training and development 6
P4 Analyse the need for continuous learning and professional development for drive
sustainable business performance................................................................................................8
TASK 3 (Covered in PPT).............................................................................................................10
TASK 4 (Covered in PPT).............................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCE................................................................................................................................11

INTRODUCTION
A business is depends on individuals, teams and group of people who are working in
organisation collectively in order to run a business and increase the organisational productivity.
This report is based on development of individuals, team and organisation that states how they
perform their activities and increase business profitability (Ryan and Connor, 2019). To
understand about this Hightown Housing association has been taken that is charitable trust,
operating business Herfordshire, Bedforeshire etc. by filing their vacancy. In this organisation
number of people and team are working properly. This report covers employee knowledge, skills
and behaviour, factors that are considered at the time of evaluating learning.
TASK 1
P1. Conclude suitable and professional knowledge, skills and behaviours which is required by
HR professionals
Professional skills are high performer skills which are required in a person to perform all
activities and duties that can help to accomplish the business goals. If people is having
professional skills then they can deal with different types of inside and outside the world that
processes to expansion of business in competitive business environment. In other words, a
professional skills are stated as highly demanded knowledge that increases understanding and
knowledge of people for the purpose of running a business. In Hightown Housing association
number of people are living who are required professional skills, knowledge and behaviour for
further improvement and increasing brand image. The professional skills, knowledge and
behaviour of HR Profession are as defined:
Professional skills:
Interpersonal skills – HR is the main department of all organisation where it is
understand goals and wants of employees by contacting with them, helps to increase the
organisational productivity. Interpersonal skills are those skills that is require to use near
constantly as interact and communicate with management and employees so all activities can be
complete by sharing and getting the work done in effective time period. HR professional is vital
who works in realty, welfare of employees, financial planning, customer services etc. For
example, in Hightown Housing HR Profession is need to sensitivity, positive reinforcement,
1

patience, tolerance and empathy that can help to manage all activities and increase business
performance (Schultz and et. al., 2019) .
Leadership – This is another skills which is required in HR to organise and getting the
work done from employees. Leadership skills means a person should have ability to influence all
and share experience with them so they can also face the challenges effectively. A leaders should
have ability and capability to work good and maintain the good performance is consider as
leadership. In Hightown Housing company, HR professional is responsible for leadership who
needs selflessness, listening, humility, authenticity, versatility and trust that can influence people
and complete the assigned work in certain period of time.
Planning and organising – These are another professional skills which is required in HR
to make the plans and organise all functions effectively. If a person is able make planning and
organising the functions properly so they can implement their plans for the purpose of attaining
business goals. In context Hightown Housing organisation HR Professional is required to make
planning properly and organise them effectively that helps to maintain good performance and
accomplish business objectives (Mc Carthy and et. al., 2019).
Knowledge:
Communication and media – This means when people are able to having knowledge and
skills regarding dealing with people and sharing information then they can manage the business
activities. If there is proper communication and knowledge to HR professional then manager can
manage all activities and functions effectively. For example, In Hightown Housing organization
HR professional is required to deal with all employees by using different sources of
communication which also provide information regarding job vacancy, human resource
professional and maintain the good performance in order to complete their
organisational goals (Barr and Parkinson, 2019).
Government laws and regulations – As HR is running all functions and activities
properly so it is important that they should have knowledge about government laws and
legislations that are important to run business and developing HR policies that can help to
perform well. In Hightown Housing association HR professional is required to have knowledge
about government rules and regulations that can help to deal with problems and managing the
good performance. This can help to maintain high performance by following all laws and that
can increase the profitability (Harvey and et. al., 2019).
2

Behaviour:
Collaborative – This means a submission of different people behaviour where number of
people, individual and team behaviour remain effective that helps to learn new things and
manage people in order to accomplish the business goals. It involves different drivers and
aspects such as change, diversity, development and challenges faced by HR department.
Collaborative behaviour will help to employees and collection of people to work collectively by
sharing information and data (Lightfoot, 2019).
Strategic thinker- It can be depicts as individual’s ability and capacity that is used by
people to examining the planning and information quickly to complete the task. This is a key
which used by HR Professional of Hightown Housing as it have strategic behaviour thinker
behaviour that helps in utilizing insights, increasing information and developing team in order to
attain the business goals (Beckford, 2019).
P2. Completed personal skills audit to identify appropriate knowledge, skills and behaviours and
develop a professional development plan for a given job role
Personal skills audit means to analysis own skills and abilities by identifying behaviour,
knowledge and skills that is important for organisation to run a business and improving people
knowledge. All employees is required to develop their own skills and knowledge that can help to
perform their job role for meeting with objectives effectively. Professional skills audit is a tool
that should be uses by a people to know their strength and weakness while performing their
business activity (Shannon, 2019). In Hightown Housing association company HR manager
should uses skill audit that helps to increase their learning capacity by identifying their weakness
and getting the solution. In this organisation, a professional development plan is prepared for the
job role of HR advisor which can help to insights on weakness and make plans to bring
improvements. This helps to increase the organisational productivity by performing all task and
functions. A PDP plan for HR advisor job role are as defined:
Development
Objectives
Priority Activiti
es to be
undert
aken
Resources Target
Start
Date
Target
End
Date
Criteria for
Success
Communicatio
n skills
Low 3
month
There is need to
start reading
1/06/20
20
1/09/202
0
In Hightown
Housing HR
3

books, taking
online course,
debates and
sharing
information
continuously
that can help to
improve
communication.
advisor is
required to
share with
employees and
dealing with
them so
problems can
be solved
effectively.
Training and
development
Moderate 6
month
In training and
development
HR Advisor is
required to
understand
requirement,
bringing
changes,
innovation and
online training
etc. that helps to
improve the
learning of
people who are
working in
organisation
effectively.
1/0620
20
1/12/20 This HR
advisor needed
to arranges
training
programme,
event,
conference that
can help to
influence
employees
which help to
improve
organisational
performance.
Leadership
skills
Moderate 1
month
For improving
the leadership
skills there
should have
leadership
1/06/20
20
1/07/202
0
To lead all
people,
providing them
equal
opportunities,
4

skills, guiding,
directing and
providing
assistance to
people.
following all
regulations and
delegation to
business
activities
among
employees so it
can get
success.
Decision
making skills
Low 2
month
To improve the
decision making
skills managers
is required to
assign the work,
follow
democratic
leadership style
and working
collectively that
helps to manage
the work
effectively.
1/06/20
20
1/08/202
0
The manager
of organisation
is facing
problems to
make the right
decision. To
improve this
skills it is
required to
Laizee Faire
leadership and
management
style that can
working
collectively
and get
success.
Problem
solving skills
Low 1
month
Collaboration,
coordination,
managing
activities and
sharing views
1/05/20
20
1/06/202
0
To improve the
problem
solving skills
HR advisor of
Hightown
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with all that can
help to solve the
problems.
Housing
organisation is
required to deal
with
employees and
share with
them
information
that can help to
manage the
work.
What do I
want/need to
learn?
What will I do
to achieve this?
What resources
or support will I
need?
What will my
success criteria
be?
Target dates for
review and
completion
Communication
skills
By improving
communication I
can share
information and
with all
employees.
For improving
communication I
need a support of
all employees
and training that
make me
confident.
I will start to
discuss, debate
with employees,
sharing
information and
getting their
views that can
help to make
effective
communication.
6 months.
Problem solving
skills
As I am Low in
problems solving
skills. I needs to
increase my
learning and
experience so I
Coordination,
communication,
leadership skills
and management
skills are
supporting
For improving
my weakness in
problem solving
I started to
understand
employees
3 months.
6

can solve
problems.
criteria that will
help me out from
this weakness.
problems, give
them
opportunities and
get their views
what they think
that helps to
solve the
problems.
Decision making
skills
For improving
decision I need
to think
strategically.
Making plans,
organising,
directing and
thinking deeply
will help to
improve skills.
As I am good in
leadership and
management will
help to
implement the
plans after
making proper
plans that helps
to attain the
business goals.
4 months.
The strength and weakness of professional development plan are as defined-
Strength – This is effective plan that can be use by HR advisor of Hightown Housing
organisation to improve their skills in which they are weak so they can perform effectively and
increase the organisational productivity. PDP plans is uses by people to identify their strength
and weakness that can help to performing job role effectively. By preparing personal
development plan a strategic plan can be design that can help to bring changes accordingly
(Lagrosen, 2019).
Weakness – To prepare PDP plan employees feel stress and they cannot work effectively.
This is time taken tool which may create problem among other activities that is required to
follow while workings.
7

Job description – A job description in Hightown Housing organisation is prepared for the
role of HR advisor that is designed below:
Job Title:- HR advisor
Company Name – Hightown Housing
Working Hours:- 8 hours
Job Overview:-
 The HR advisor should able to recruit skilled and talented employees in all
department
 Understand employees problems and provide them a good solution.
 Measure the employees performance and give them appraisals.
 Participation in all activities in relation to increasing organisational productivity.
 Knowledge about pay slip and labour’s wages.
Qualification:-
 Under graduation in any field.
 MBA in HRM
 Experience in HRM at least 2 years.
 Having good communication skills.
 Coordination in all employers and employees.
Duties and Responsibilities:-
 Making proper plans and strategies for increasing organisational productivity.
 To know aim of organisation and allocate the roles and responsibilities of employees
 Planning, organising, directing and controlling the functions.
 Improve the organisational performance by advising employees and top management
so work can be perform easily.
TASK 2
P3 The differences between organisational and individual learning, training and development
Individual learning – This means increasing knowledge of one person who wants to work
and increase their performance in competitive environment. This is the process of changing
individual behaviour and knowledge of people by getting learning. This is important for
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organisation to improve their learning by using different sources that can help to manage
activities and attain the goals. It is required for individuals who are working in Hightown
Housing company to work effectively by using their skills as understanding their roles and
perform it carefully (Lambrechts and et. al., 2019).
Organisational learning- This is the process of developing, creating, transferring and
retaining the knowledge within organisation by improving knowledge of individual, team and
group of people so it can manage the work and perform it properly. In Hightown Housing, HR
professional is improving overall experience and increases their learning capacity so they can
manage their charitable activities in organisation (Shannon, 2019).
Difference between individual and organisational learning:
Individual learning Organisational learning
 This learning process mainly focuses
on learning activity of individual
person.
 In Hightown Housing, individual
oriented learning theory is used to
increase the employees performance
and filling their needs.
 This helps to maintain the interpersonal
relationship between people and others.
 It build a positive attitudes and values
(Baldwin and Carruthers, 2019).
 Organisational learning keeps
individuals and team motivated by
giving them job satisfaction.
 Completion of organisation
development purposes.
 Emphasis on total organisation and
maintaining good performance.
 Concentrate on prescription and
development of business strategy for
completion of task.
 This improves organisation productivity
and profitability.
Training and development – This refers as activities which are related to education and
learning provided by superior to employees for the purpose of increasing their learning. This
activity is uses by HR professional in Hightown Housing Company for enhancing their
knowledge and skills by providing proper instruction how to perform better a particular task.
This can help to increase the learning capacity of employees and get completion of task. The
manager should provide training and development programme to employees so each work can be
complete on time (Cabral, Oram and Allum, 2019).
9

Differences between training and development:
Training Development
 Training is the short term process that
can increase the learning of people.
 In this, manager and employees learn
professional and technical skills.
 The meaning of training is learning new
one and refreshing old one (Almalki,
Househ and Alhefzi, 2019).
 Development means long term process
that uses to get new learning.
 This is the process of making employee
efficient and handing critical situation
effectively.
 This mainly consider managerial
personnel who can work collectively
with others and maintain good
performance.
P4 Analyse the need for continuous learning and professional development for drive sustainable
business performance
Continuous professional learning – This is the continuous process which is used by
people to bring changes regularly in their thinking and skills. This refers as skills and knowledge
that can be used by employees and management in order to improve their learning and perform
well in competitive environment. In Hightown Housing company, employees who are working
are updating their knowledge and technology by using continuous learning that helps to operate a
business successfully. The importance of CPD learning are as defined:
 This helps to give new knowledge and understanding that can help to deal with new
situation that arises in Hightown Housing.
 This gives a level of confidence to employees and managers as they can work
continuously.
 This helps to complete the commitment to developing the knowledge and skills in
particular area that helps to maintain the good performance.
The HR professional are using David Kolb theory of learning in Hightown Housing organisation
that are as defined:
10

The converser – In this learning, people have dominant abilities in area of abstracts
conceptualisation that can helps to face the situation and increase the working capacity. This
helps to solve the single best solution by answering.
The Diverger - This states abilities lie in concrete experience area that reflects on
observations that can help to increase the learning. The manager of Hightown Housing, are
creative, musicians, counsellors that helps to increase the learning (Andersen and Pitkänen,
2019).
The Assimilator – This covers skilled workers in abstracts conceptualisation and
reflective observation. This increases interest and ideas of people who are working in
organisation and maintain the good performance. In this employees work in making planning and
conducting research that can maintain good performance.
The Accommodator – People in this leadership style are strongest that states active
experimentation, concrete experience that helps to get best experience that can help to carrying
out plans and manage the business activities.
Professional development – This is another process of learning that helps to earn and
maintain the professional credentials such as formal course, attending conference, informal
learning opportunities and academic degrees that can help to maintain the good performance and
increase the productivity. This increases morale of employees as increasing their knowledge and
learning so they can work properly and maintain the good performance in competitive
environment. In Hightown Housing, managers are required to provide professional learning so
they can get business opportunities and maintain the business profitability.
The professional development in continuous learning is driving sustainable performance
of business and increase the profitability that are as defined:
High employee retention- Continuous learning and professional development are uses by
employees and management in Hightown Housing organisation for the purpose of increase
organisational performance. By providing learning and trainings to employees it can retain
employees and increase their learning by using such plans (Ringrose-Voase and et. al., 2019).
Encourage problem solving – Professional development is uses by employees and
management to solve their problems which they are facing in organisation and affected the
business positively. In chosen organisation, management assist its employees to enhance their
11

knowledge and capabilities so they can be able to solve the issues and encourages employees for
maintaining good performance.
TASK 3 (Covered in PPT)
TASK 4 (Covered in PPT)
CONCLUSION
From the report it can be concluded that business executives must build strategic skills, team
members in addition to client concerns, in order to grow the organization along with profitability.
If the number of employees is able to complete the goals of the organization, operations are
carried out successfully enough that the priorities and goals can be better accomplished. The
person and the team have various talents and strengths that are needed to complete the job and
sustain successful results. Awareness of policy and regulation is the primary information that the
human resource specialist will have. Such practitioners do require influencer-and group actions.
12

REFERENCE
Books and journal
Ryan, S. and Connor, R., 2019. Team Tacit Knowledge as a Predictor of Performance in
Software Development Teams. Mind. 3. p.31.
Schultz, T., and et. al., 2019. Building capacity for change: evaluation of an organisation-wide
leadership development program. Australian Health Review. 43(3). pp.335-344.
Mc Carthy, V.J., and et. al., 2019. Development and psychometric testing of the clinical
leadership needs analysis (CLeeNA) instrument for nurses and midwives. Journal of
nursing management. 27(2). pp.245-255.
Barr, M. and Parkinson, J., 2019, September. Developing a Work-based Software Engineering
Degree in Collaboration with Industry. In Proceedings of the 1st UK & Ireland
Computing Education Research Conference (pp. 1-7).
Harvey, C., and et. al., 2019. Developing a community-based nursing and midwifery career
pathway–A narrative systematic review. PloS one. 14(3).
Lightfoot, S. L., 2019. Enhancing the professionality of early years educators: A model of
support for professional development (Doctoral dissertation, University of Cambridge).
Beckford, J., 2019. The Intelligent Organisation: Driving Systemic Change with Information.
Routledge.
Lagrosen, Y., 2019. The Quality Café: developing the World Café method for organisational
learning by including quality management tools. Total Quality Management & Business
Excellence. 30(13-14). pp.1515-1527.
Lambrechts, W., and et. al., 2019. The role of individual sustainability competences in eco-
design building projects. Journal of cleaner production. 208. pp.1631-1641.
Shannon, E. A., 2019. Motivating the workforce: beyond the ‘two-factor’model. Australian
Health Review. 43(1). pp.98-102.
Baldwin, N. and Carruthers, L., 2019. Developing Neighbourhood Support and Child Protection
Strategies: The Henley Safe Children Project. Routledge.
Cabral, A., Oram, C. and Allum, S., 2019. Developing nursing leadership talent—Views from
the NHS nursing leadership for south‐east England. Journal of nursing
management. 27(1). pp.75-83.
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Almalki, M., Househ, M. and Alhefzi, M., 2019. Developing a Saudi Health Informatics
Competency Framework: A Comparative Assessment. International Medical Informatics
Association (IMIA) doi, 10.
Andersen, H. V. and Pitkänen, K., 2019. Empowering educators by developing professional
practice in digital fabrication and design thinking. International Journal of Child-
Computer Interaction. 21. pp.1-16.
Ringrose-Voase, A. J., and et. al., 2019. Four Pillars of digital land resource mapping to address
information and capacity shortages in developing countries. Geoderma. 352. pp.299-313.
(Ryan and Connor, 2019) (Schultz and et. al., 2019) (Mc Carthy and et. al., 2019) (Barr and
Parkinson, 2019) (Harvey and et. al., 2019) (Lightfoot, 2019) (Beckford, 2019) (Lagrosen,
2019) (Lambrechts and et. al., 2019) (Shannon, 2019) (Baldwin and Carruthers, 2019) (Cabral,
Oram and Allum, 2019) (Almalki, Househ and Alhefzi, 2019) (Andersen and Pitkänen, 2019)
(Ringrose-Voase and et. al., 2019)
14