Developing Individuals, Teams, and Organizations

This study material discusses the importance of developing individuals, teams, and organizations. It covers topics such as appropriate knowledge, skills, and behaviors for HR professionals, personal skills audit, continuous learning, and the contribution of high-performance work to employee engagement and competitive advantage. The material also explores different approaches to performance management.

DEVELOPING
INDIVIDUALS TEAMS AND
ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Appropriate and professional knowledge, skills and behaviours...........................................3
P2 Personal skills audit and professional development plan.......................................................4
LO2..................................................................................................................................................7
P3 Differences between organisational and individual learning, training and development.......7
P4 Need for continuous learning and professional development................................................8
LO3................................................................................................................................................10
P5 Contribution of HPW to employee engagement and competitive advantage within a
specific organizational situation................................................................................................10
LO4................................................................................................................................................11
P6 Different approaches to performance management and demonstrate with specific examples
how they can support high- performance culture and commitment..........................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Development of individuals, teams and organisation is very important task to the top-
level management of a company or business. Currently most businesses and ventures within the
market are putting their great efforts in the development of their teams and individuals, because
when a company has developed teams and employees, then it can simply its productivity and
performance in the market. Basically, there are HRM (human resource management) of a
business responsible for developing teams and individuals in any company’s business
environment. HR manager of a business has always required to arrange and organise different
training and development sessions for its employees, because when employees will participate in
these all sessions of training and development., then they can simply develop their different
skills, abilities and areas of knowledge. This report discusses HRM aspect of Hightown Housing
Association. This is basically a housing organisation provides affordable houses to people. This
report has been included different skills, knowledge and behaviours which a HR professional is
required in its daily operations. Personal skill audit also has been involved in this report. The
report has analysed the need of continues learning and development as well. HPW’s contribution
in employee engagement also has been discussed in this report. Various approaches of
performance also have been included in this report.
LO1
P1 Appropriate and professional knowledge, skills and behaviours
There are various knowledge, skills and behaviours required by HR professional for
becoming an effective HR professional (Harries, 2018). There are various skills, knowledge and
behaviours has been discussed below which are highly required in the job role of HR
professional or HR advisor.
Communication skills: Communications skills also plays excellent role in the job role of HR
professional or HR advisor. This is the main reason that, HR manager should have well-
developed communication skills for working as a HR advisor in Hightown Housing Association.
Basically, when a person has well-developed communication skills, then it can simply
communicate with different people within the workplace (Akhtar and et,al., 2017). So that, when

human resource advisor has at this housing association, then it will be able to gain very
appropriate outcomes within the workplace.
Time management abilities: Time management abilities also plays very appropriate role for the
HR advisor, because mostly a HR advisor has required to complete its different task on time, so
that well-improved time management abilities are the only way to human resource advisor for
completing different task on time. That’s why a person has always required to develop its time
management abilities to perform well in the job role of HR advisor at any organisation or
company.
Technical knowledge: In this modern or dynamic world, a HR advisor should have proper
technical knowledge as well for using different technologies within the workplace in effective
manner. Nowadays, human resource management of Hightown Housing Association uses
different technical gadgets, tools and equipment, so that advisor of human resource should have
proper knowledge of existing technology. On the other side, HR advisor responsible to give
advice to the HRM of Housing Association about how to adopt and implement different
technologies within the daily operations. So that, this advisor of human resource should
necessarily have effective technical knowledge.
Decision making abilities: A HR professional should always have abilities of decision-making,
because these abilities plays very excellent role in the terms of taking different productive
decisions in the workplace of human resource department. Decision-making abilities helps in
avoid taking such decisions in the workplace which can negatively affect to all HRM practices.
Knowledge of HRM: There are HR advisor should have proper knowledge of human resource
management (Jackson, 2018). Without knowledge of HRM no human resource advisor can give
appropriate suggestions and advices to the Hightown Housing Association’s human resource
department. Currently there are various books and journals easily available in the market which
this HR advisor should be systematically learnt to gain excellent knowledge of human resource
management.
P2 Personal skills audit and professional development plan
Making personal skills audit and professional development plan is very necessary task to
me for performing very well in the job role of HR advisor. Audit of personal skills mainly

provide use a framework about which skills are well-developed and which skills I should be
developed.
Skills Audit
There are SWOT analysis tool has been here for auditing my existing skills in very
effective manner. Basically, SOWT term indicate our four key internal factors called; strengths,
weaknesses, opportunities and threats. My these all four internal factors have mentioned below;
Strengths Currently I have proper knowledge of HRM and well-developed decision-
making skills, so that these are may key strengths (Higgs and Dulewicz,
2016). Basically, these all skills are enough to me for gain appropriate
results.
Weaknesses I have not excellent technical knowledge and communication skills, that’s
why I should make a personal development plan for gaining very
appropriate results in the job role of HR advisor.
Opportunities In have a great opportunity to develop my weaker skills and areas of
knowledge by conducting an effective personal development plan.
Basically, I will add some resources in this plan which can contribute in
developing my weaker skills.
Threats High competition in the main threat to me, because if I have not well-
developed skills or abilities, then it can’t perform effectively in the
workplace, any other person can may take my place in the Hightown
Housing Association.
Skills Ranking Scale
Skills Bad/Weak Below Average Average Good Excellent
Decision making
skills ✓

Communication
skills ✓
Time management
abilities ✓
HRM Software
knowledge ✓ ✓
Knowledge of
HRM ✓
Personal Development Plan (PDP)
According to skills ranking scale, I should be developed skills by making a productive
personal development plan. A PDP always positively affect to a HR professional, because it
helps in identifying such activities and resources which can contribute in the development of
undeveloped or weaker skills (Lin and Sanders, 2017). So that, this PDP can support me for
developing my different weaker or undeveloped skills, abilities and area of knowledge as well. In
this
Skills & abilities Activities Resources Time scale Evaluation
Communication
skills
Communication
skills plays very
excellent role for
effectively
interacting with
different people
in the job role of
HR advisor. For
developing these
skills, I will try
to expend more
There are
various
resources I will
used in the
activities of
skills’
development.
For example; for
improving my
communication
skills, I will be
3 Months There is time
period of 3
moths are
enough to me for
perfectly
developing my
communication
skills

time with that
person who has
well developed
communication
skills. Basically,
when we live
with this type of
people, then our
communication
skills also can be
developed. I will
read some books
and journals also
which has based
on these skills.
used books &
journals and
human resource.
Technical
Knowledge
For developing
technical
knowledge, I
will read
different articles
on newspapers
and magazines
about how to
develop
technical
knowledge.
There are
various books &
journals and
newspapers are
enough to me for
developing
knowledge of
technology.
6 Months In these six
months I will be
putted my great
efforts for
making technical
knowledge much
effective
(Dickson and
et.al., 2018).

LO2
P3 Differences between organisational and individual learning, training and development
There are many of differences exists between organisational and individual learning,
training and development. Basically, organisational learning, training and development sessions
has provided by a business or a company to different employees. In these sessions of
organisations, top-level management of an organisation tries to organise its different employees
and workers together for providing them various productive learning, training and development
sessions. The main objective behind organising organisational training, learning and
development session is to develop different skills and abilities of all employees within the
organisation. Organisational training, development and learning sessions mainly provided by a
company or business increasing their organisational productivity and performance within the
market. It is very necessary to a business or company for gaining very appropriate profit within
the market.
On the other side, there are individual learning, development and training are completely
different from organisational learning, development and training. These sessions mainly
provided by the businesses or companies to a single employee or worker. A newly hired
employee or person mainly get the chance of participating in an individual training, development
and learning session (Thomas and et.al., 2017). By participating in this session anyone can
simply develop its those skills, abilities and area of knowledge which are highly required in the
existing business or company for performing recently appointed role. Basically, both are
conducted for skills and abilities development purposes but in different manners.
P4 Need for continuous learning and professional development
The continuous learning and professional development are highly required for driving
sustainable business performance and productivity, so that every person should be considered
continuous professional and learning development. No person can be achieved appropriate
outcomes without making a productive plan for (CPD) continuous professional development.
The CPD is a productive method to regular to day to day develop own skills and abilities, so that
this very important in the development of professionalism and personality of a HR professional.
While preparing continuous development plan, every person should add some productive
resources in this plan which it will be used in the process of continuous development. According

to different personality development experts, there are continuous development plan plays very
excellent role for different person, because this gives opportunity to be developed our all skills,
abilities and areas of knowledge. There is a Kolb’s learning cycle theory has been used below for
analysing the importance of implementing continuous professional development.
Kolb’s learning cycle theory
This theory was first introduced by David Kolb in 1984. This theory mainly works on the
level of four stage cycle of learning (Carter and Varney, 2018). This cycle of Kolb’s theory has
been mentioned below;
 Concrete Experience: This stage mainly indicates our experience which can provide us a
framework about what should be done in the future and what should be avoided.
 Reflective Observation of the New Experience: In this second stage everyone should
properly observe recent changes in its daily life, and needs to be ensure that everything is
well or not.
 Abstract Conceptualization: This is the third stage within Kolb’s learning cycle theory
where a person or learner should be thought logically and realistic for preparing the
actual concept of whole learning process.

 Active Experimentation: According to this last stage of the learning cycle, a leaner or
person should conduct different experiments for analysing different strengths and
weaknesses (Olga and Valeria, 2018). It is really necessary task to everyone for
developing own personality and professionalism.
LO3
P5 Contribution of HPW to employee engagement and competitive advantage within a specific
organizational situation
High performance work is defined as practices which is used to improve the
organization’s capacity in order to effectively attract, select and retain the personnel. With the
help of HPW, company grow and also gain competitive advantage as well. If organization uses
HPW, then it provides lots of benefits which are as mention below:
Better employee attitude: Hightown Housing uses HPW at the workplace and this in turn
leads to improve the attitude of employee. Such that company provide flexible working hours so
that workers maintain their personal and professional time easily. This in turn leads to contribute
employee engagement because with high performance working, staff members of a company
make extra efforts in order to improve the company’s image (Wilke, 2018).
Better Organization: With the help of HPW, company improve the performance of an
organization because employees are corporate more and better manner. As they are open in their
ideas and they considered themselves important part of a firm that effectively improve the links
with other (suppliers). Even by adopting HPW, quoted firm may easily improve the learning
culture and this in turn leads to generate profit that assist to sustain the brand image at
international level. Moreover, it also leads to maintain transparency and honesty level and this
will assist to engage employees towards a firm for long term.
Better financial results: With the help of HPW, Hightown Housing also improve the
financial results of a company due to increase in productivity. Also, this in turn lower down the
cost and as a result, turnover increases. Thus, it helps to take a business at further level of
success because company ensure that cost and budget are under control and financial
performance improves.

Competitive advantages: With the help of HPW, quotes firm improve the competitive
advantage because of high score that improve financial performance. It is so because working
relationship is increases which motivate employees to perform best for a business and this in turn
leads to stay ahead in competition.
Cooperation in internal and external factors-
Management of the company cooperates with the employees that are listed and selected
in the team. Other than that they also look after other areas such as the dealings in which
suppliers are involved and other colleagues that are working with them on this. They believe that
this will help them to add more value and make the chain of it more efficient and it is because of
their nature that is they treat everyone equal and listen to the suggestions of everyone. The
relation between employees and managers also determines the success of the business (Hofmann
and Vermunt, 2017).
For example, in order to comply with the high performance working it is necessary that
Hightown Housing puts their efforts to set their team and match up to the required performance.
To attain the same, company need to enroll them in activities that improves their interest and this
way they will able to assess the value and add changes to the task as per requirement. In this
situation, company is able to analyse high performance of a company who contribute their best to
meet the define aim. On the other side, if team attain the set target, it is also suggested to offer
rewards that in turn leads to improve the working performance and as a result, they feel
motivated. Overall, it is clearly reflected that with the help of HPW, company attain the set target
and improve the overall performance of a business in positive manner.
LO4
P6 Different approaches to performance management and demonstrate with specific examples
how they can support high- performance culture and commitment
Performance management is the process of communication between a manager and an
employee that assist to accomplish the set objectives of a firm. This is mostly used by the
companies in order to boost the employees as well as improve the productivity of workers as

well. Overall, if performance of the employees is increases then it will directly contribute to
employee performance. There are different approaches and some of them are as mention below:
Collaborative Working-
It is an ongoing performance of creating a work environment that helps people to perform
the best as per their abilities. Thus, collaborative working is all about working together to attain
and realize the shared goals. This method is also known as a form of partnership that help
companies to work together within a market. For example, Hightown Housing may also use this
approaches in order to meet the goals by developing team. This is beneficial for them because
with this they will be able to take the use of resources in more efficient manner. Working in a
group will help to explore the ideas and this in turn attain the goals and generate best results that
leads a business towards positive direction (Hart, 2019).
Management by Objectives-
This model is believed to be used for strategic management through which they are
able to improve the level of performance of the company and the culture of high performance
working can be relied upon it. This way they can form the base of the procedure so that
objectives can be assessed clearly through which both employees and management of the
company can take a decision for it. They can increase the participation of employees by setting
up goals on the basis of their performance and plan on the basis of that through which they will
also be able to assess why it is important to commit with the company and link their path with
the objectives they have to work on for the company. It is important that they evaluate the
objectives of the company so that they can increase the chances of success for the rate of
achievement and the performance that is required to match with the level to meet the set
objectives. There are practitioners who believes that with this they will be able to ensure that
employees in the company are motivated which states that they will work up to their potential.
Sometimes there is a situation where employees have to focus on the goal in an unfair manner
which affects the achievement of objectives but they must have the strategies through which they
can overcome the factors affecting to it. For this it is necessary that they plan and then take the
step so that it can be done in order by following all the protocols and help the business to get all
the desired results (Lemmetty, 2020).

Traditional Performance Management-
It is the conventional approach that is used to examine the performance of employees
which means whether worker attain the set goals or not with define tenure. The main aim of this
method is to measure employee performance over the years so that appraisal is done accordingly.
This aspect of management of performance will help to assess the outcome of the strategy
implemented in order to boost the performance of the employees. It helps to evaluate the
performance of the employees by collecting their feedback so that they can pass it to the
managers and they can make the necessary changes. Then the performance is reviewed so that it
can be aligned with the path which eases the path for the company to achieve the goals. Other
than this with the help of new approaches they are able to increase their performance in different
aspects such as technological so that they can integrate with the management of this aspect.
Companies are enabling this as their core programs for the HR (Van Gool and et.al., 2017).
CONCLUSION
It can be concluded that there are personal and professional development is very
necessary for any person to achieve very productive outcomes in personal life. In this modern
and dynamic world, there are various productive ways, methods and theories easily available to
HR advisor which can contribute in the development of different skills and abilities. Basically,
when this HR advisor has different well-developed skills and abilities, the it will be simply
improved its personality and professionalism in the workplace of Hightown Housing
Association. Lastly the HR manager should consider PDP and continuous development plan for
perfectly developing its various undeveloped and weaker abilities, skills and areas of knowledge.

REFERENCES
Books & Journals
Akhtar, S., ad et,al., 2017. Social capital and learning organisation: is it worth to engage in
networking?. International Journal of Learning and Change. 9(3). pp.208-227.
Carter, A. and Varney, S., 2018. Change capability in the agile organisation.
Dickson, C., and et.al., 2018. ‘It’sa nice place, a nice place to be’. The story of a practice
development programme to further develop person-centred cultures in palliative and
end-of-life care. International Practice Development Journal.
Harries, K., 2018, December. An innovative approach to knowledge management for
humanitarian organisations. In Asia Pacific Humanitarian Leadership Conference
Proceedings. (pp. 1-4).
Hart, R.D., 2019. Diversity in Sustainability Collaboration: Influence of Home-Organisation
Diversity on Team Mental Model Development in Interorganisational Workgroups for
Sustainability Challenges (Master's thesis).
Higgs, M. and Dulewicz, V., 2016. Emotionally Intelligent Leadership and Organisations.
In Leading with Emotional Intelligence. (pp. 195-222). Palgrave Macmillan, Cham.
Hofmann, R. and Vermunt, J.D., 2017. Professional development in clinical leadership:
Evaluation of the chief residents clinical leadership and management programme. Faculty of
Education, University of Cambridge Working Paper, 12, p.2017.
Jackson, D., 2018. Speaking human: The way savvy leaders influence their people, teams and
organisations. Governance Directions. 70(9). p.569.
Lemmetty, S., 2020. Employee opportunities for self-directed learning at technology
organisations: features and frames of self-directed learning projects. Studies in Continuing
Education, pp.1-17.
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.
Olga, L. and Valeria, T., 2018. Lean team members’ selection for public administration
organisations. Вопросы государственного и муниципального управления. (6).
Thomas, A., and et.al., 2017. Organisational learning capability in SMEs: An empirical
development of innovation in the supply chain. Cogent Business & Management. 4(1).
p.1364057.
Van Gool, F.W.R., and et.al., 2017. Literature study from a social ecological perspective on how
to create flexibility in healthcare organisations. International Journal of Healthcare
Management, 10(3), pp.184-195.

Wilke, G., 2018. The art of group analysis in organisations: The use of intuitive and experiential
knowledge. Routledge.