Developing Individuals, Teams and Organisation

This report examines the development of individuals, teams, and organizations within the context of High Town Housing Association. It analyzes the professional knowledge, skills, and behaviors required by HR professionals, conducts a personal skill audit, and outlines a professional development plan. The report also investigates the difference between organizational and individual learning, training, and development, and the importance of continuous learning and professional development for sustainable business performance. Furthermore, it delves into the key elements of high-performance working systems, their impact on organizational performance, and how they enable better skill utilization. Finally, the report examines how performance management, collaborative working, and effective communication support a high-performance culture.

DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................3
SECTION 1 .....................................................................................................................................3
A. Professional knowledge, skills and behaviour required by the HR professionals.................3
B. Complete personal skill audit ................................................................................................5
C. Professional Development Plan for HR advisor.....................................................................6
D. difference between organisational and individual learning, training and development.........8
CONCLUSION ...............................................................................................................................9
SECTION 2......................................................................................................................................1
Introduction .....................................................................................................................................1
A. Key elements that make high performance working system..................................................1
B. Use of high performance working for improving organisational performance .....................2
c. Explaining to what extent that how HPW practices enable for better skill utilization in High
town Housing..............................................................................................................................2
d. Ways in which performance management, collaborative working and effective
communication support High performance culture.....................................................................3
CONCLUSION ...............................................................................................................................4
REFERENCES ...............................................................................................................................5

INTRODUCTION
Developing individuals, teams and organisation refers to make improvement in the teams
by providing training and strategies that help to develop the organisation. HR advisor is the
person who is working as line manager in an organisation calling employee related matters. This
report is based on the High town Housing Association company of UK. This report will include
the appropriate and professional skills, knowledge and behaviours required by the HR
professionals. This report will also include the personal skill audit to identify the skill,
knowledge and behaviour for the professional development. This will also explain the difference
between the organisational and individual learning, training and development. This will analyse
the needs for the continues learning and professional development to drive the sustainable
business performance. Furthermore, this report will demonstrate understanding of the how HPW
contribute to employee engagement and competitive advantage. Lastly this will evaluate the
different approaches to performance management and demonstrate with example how they can
support high performance culture and commitment.
SECTION 1
A. Professional knowledge, skills and behaviour required by the HR professionals
There are some skills, knowledge and behaviour which are necessary by the HR
professionals in the High town Housing association.
Knowledge Technical knowledge – HR professional of the high town housing association must have
the technical knowledge. For giving the advice to any employee or to handle the situation
by giving the solution HR professionals have the technical knowledge that they can
understand the problem and can give the appropriate solution and can deal with it. Business Awareness – Business awareness is necessary for the any employee or the
professional in the organisation like high town housing association. Business awareness
like all the activities, operation and environmental culture of the organisation, so they can
manage all the activities of the employee to get the better understanding of the operation
in high town housing association. So that they can easily analyse the problem in the
organisation to give the best advice and solution to them (Yang and et.al., 2015).

 Regulation and compliance – As the housing association organisation is set of standards
and regulated by the series of believes, norms, objective, principles and standards. HR
professionals must have the knowledge of all the norms, standards and also able to
understand all the norms and legal regulation of the company to apply these on the
organisation.
Skills  Communication skill – HR professionals need to have effective communication skills
that they can influence any employee, client and the customers of the high town
housing association. This is one of the main skill that is necessary to have by the HR
professionals.
 Team working – Another skill need to have is team working skill. HR professionals
of the high town housing association. As an HR of the organisation need to work with
an effective team. They must respect each other views, ideas and give opportunities to
others to put their views and new innovative ideas as well (Andreeva and Sergeeva,
2016).
 Decision making – For giving an effective advice to the employees of the high town
housing association, HR professionals need to have effective decision making skill
that they can understand the problem of their employee and can make decision on
their any situation, and can give solution to overcome from the problem.
Behaviour
 Adaptability – Behaviour of a HR professional must have the adaptability, and also
the willingness to learn and listen both to accept the changes in the behaviour and
priorities as HR professional. Must have the flexibility in the nature so that they can
make change according to the situation in the high town housing association.
 Proactive – HR professional of the high town housing professional need to be
proactive. So that they can initiative in any activity in the organisation. And always
ready to take responsibility and drive the organisation with full potential to get the
things done.
 Professional Scepticism – HR professionals of the high town housing association
have the professionalism and professional scepticism to demonstrate an attitude in the
organisation that include the questioning mind to being alert to all the condition in the

high town housing organisation. And through their professional behaviour they can
also influence the other employees as well (Angrave and et.al., 2016).
B. Complete personal skill audit
For auditing the personal skills knowledge-skills-and-behaviours SWOT analysis is being
done that help to audit personal skill of the HR advisor. SWOT analysis help the HR advisor to
get to know strength, weakness, opportunities and threats of the personal knowledge-skills-and-
behaviours. So that can make changes in their any personal; skills and knowledge and can
achieve the target and goals with available opportunities.
Strengths
 strength for being HR advisor, effective communication skills is the strength of mine,
which is necessary for the HR to influence the employees and to get better
understanding with employees and the clients of the high town housing association.
This also help me to get new clients and investor in the organisation.
 I have another strength which is the diversity of the experience. Being HR advisor
experience is one of the main key strength that help me to make effective decision
and to give solution to the employees and clients after having diversity of the
experience.
Weakness
 My Weakness of being HR advisor is lack of team working skill. Which is necessary in
term of working with effective team to make effective decision and also to deal with the
different kind of clients that come to buy house (Millar, Chen and Waller, 2017).
 Another weakness of mine is that lack of proactivity, to take initiative in taking
responsibility and to handle any kind of the situation to deal with in high town housing.
Opportunities
 Professional Scepticism can be an opportunity for me, being a HR advisor in high
town housing, professionalism can help me to do any work with set standards this
give efficiency in my work and with this can help me to get promotion or high profile
in other company as well.
 Regulation and compliance also can be the opportunity for me. As better
understanding of all the norms, principles, objectives and set standards of the

company this increase my efficiency in making effective strategies of the company
and can get new opportunity in the market.
Threats
 New competition in the market can be threat for the me as HR advisor, as if new
competition provide different facility as compared to the high town than employees
can get affected form it and can demand more facility and wages. This create problem
in making strategies and employee can be leave high town housing.
 Governmental policies, can also be threat for the me, as to make new strategies for
the high town housing to increase efficiency of the company and its operation if
taxation will increase in housing.
C. Professional Development Plan for HR advisor
knowledge-
skills-and-
behaviours
Activities Resources Time Review
Proactivity For increase the
proactivity in the
behaviour of
being HR advisor,
force myself to
accept challenges,
Reading books,
learning from the
experience.
1 months Can take review
from the
subordinates, and
also from, the
superiors.
Team working
skill
For making the
effective team
working, will do
projects with
team, play team
game.
Team projects,
interaction with
more number of
people and
employees and
get their views.
3 weeks Take reviews and
feedback from the
team members
and also review
from other HR
professionals.
Technical skill For increasing
technical skill
will join class,
attend workshop
Internet, books,
Computer classes.
1 month Get feedback
from the peer or
tutor. And will
get review from

or take guldens
from others.
my other
employees.
Decision making
skill
Fro decision
making, will give
online test based
on different task
and situation.
Internet,
questionnaire,
books and work
shops (Noe, R. A.
and et.al., 2017).
4 weeks Will get feedback
and review from
the employees on
which I will make
decision, is it
effective that can
solve problem or
not.

D. difference between organisational and individual learning, training and development
Briefing table
Introduction
This note is all about an inclusive learning and development culture within High Town
Housing Association and this note is produce for the Board of Governance.
Purpose
Purpose of this note is to tell the importance of the inclusive learning and development
culture in the High Town Housing Association and implementing these and the organisation to
gain the sustainable business performance in the High Town Housing Association.
Subject
 Organisational and individual learning
 Training and development
 need for continues learning and professional development
Background and importance
Organisation learning and is to create the knowledge and skill within the organization. It
is important to increase the moral of an individual whereas organisational learning important to
increase skills, moral to work together in order to achieve the goal.
Organisation development and training is provided to employees by the trainee and high
skilled employee of the High Town Hosing Association. Individual training can be taken through
various learners (Noe and et.al., 2017).
There is much difference between the organisational and individual learning, training and
development. Where organisational learning and training is focus on the specific job role in the
organisation. As the high town housing association provide the training for the HR advisor only,
they have different training program as according to the different job role. Which provide in
order to achieve the better understanding of the specific job and objective of the company in the
direction to achieve the target of the high town. Whereas individual learning not only focus on
the specific job role it is being done to make improvement in overall personality of an individual
in order to get the best job or top get hike in the career. As well as this also increase the social
efficiency to interact with different people and to make relation with them.
Learner cycle model: Learner cycle is a model of learning and developing skills. This model
and process of developing and learning skill include 4 main components such as, reflective

observation, concrete experience, abstract conceptualization and active experimentation.
Concrete experience means to learn new things by doing and through experience. Most of the
people do not learn from the observation but they usually learn from the participating and from
their experience. HR involve themselves in thinking about new ideas and knowledge and abstract
its usefulness.
This cycle can be implement that to provide in the high town can reflect their skills,
observe what is needed, then can gain experience from observation and then can do active
experiment in their business. In this way they help to maintain sustainability in high town
business.
Need for continuous learning and professional development
Continuous learning and development is very important in the High Town Hosing
association in order to improve the efficiency and top expand the ability to learn by increasing
knowledge and skill. Professional development is also important because it build the confidence
and credibility in the employees to do their work in the high town housing organisation. This
also good for the organisation top reducing the labour turnover in the company and also improve
the efficiency of the staff and their working ability and to influence the other clients (Ostfeld and
et.al., 2016).
CONCLUSION
From the above study it can be concluded that developing individuals, team and
organisation is important factor for any high town housing association. In this it also been
concluded that for being HR advisor for the high town housing, HR professional must have some
knowledge-skills-and-behaviours that affect the organisation and also help the employees in
order to give best advice and solution to their problem and also help to get the new clients in
high town to buy house and fulfil their dream. It has also concluded from the report is that
SWOT analysis help to person audit that determine the strength, weakness, threat in HR advisor.

SECTION 2
Introduction
This will include the briefing paper of the which will cover the key element that make up
the high performance working. And how this system work on the ground. This will also explain
that how employers use HPW participate to improve the organisational performance that can
demonstrate the success. This will also include the how HPW improve the organisational
performance of the high town housing association. Lastly will describe how performance
management, collaborative working and effective communication can be used to support high
performance culture and commitment within the high town housing association.
A. Key elements that make high performance working system
This include the HR practices and process that can improve the knowledge-skills-and-
behaviours of the employees. This include the different components; these are as follows:
Training – Training is the key element and component that help to manager to the high
town housing association company and it high performance working in order to create the high
performance working culture. This training that help the company to give best service values to
their clients and also help to increase the productivity of the high town company (Huang, Zhang
and Wei, 2015).
Incentives or compensation – incentives and compensation of the employees are also
play important role to create the high good working environment in the high town company.
Incentives is the things that is also help motivate the high town housing association motivate and
attract the employees to get more participate in the working and to achieve their goals within the
minimum time.
Technology – Technology is also very important component of the creating the high
town housing company to grow more. Technologies help the employees of the company to get
the best resource that help them to get work done in minimum time.
Selective hiring – Selective hiring by the HR professionals of the high town housing
company done by critically identify the skills and knowledge of the employee that is best suited
for the vacant post in the company, that can help in growth of the company (Van Scotter and Van
Scotter, 2018).
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B. Use of high performance working for improving organisational performance
High performance working culture helps in improving organisational performance as it
focuses on providing training to their employees. With the help of training employees focus on
their work concentrate and do productive work. It improves their skills and knowledge. Training
also helps the company in getting effective work and can submit all their projects before
deadline. When employees do their work in effective manner then it creates a good image of the
company in the market (Blockeel and et.al., 2016.).
With the help of the high performance working skill high town company can increase the
efficiency and the effectiveness of the employees working and the decision-making. By giving
the opportunities in the participate in the decision making process by the HR professional can
make the effective decision though sharing of the information of the employees. This also
increase the productivity of the company by increasing work efficiency of the employees in the
company.
By selective hiring by the HR professionals of the high town, company get the best
employees. When company focuses on selective hiring and when they select the best candidate
then it helps them in achieving their goals in effective manner. The best and suitable candidate
do not require training that also reduce the cost of the company. By hiring the best candidates it
also provide the best services to its customers which can increase their sales and also improve
their overall performance.
By selective hiring employers only hire those who have the potential and experienced by
the high performance working skill. This help and affect the business of high town and boot their
profit as well.
c. Explaining to what extent that how HPW practices enable for better skill utilization in High
town Housing.
High performance practices link the current requirements with the employees' ability to
perform the specific task. HPW are the human resource management practices aimed to build up
the new working task (Noe and et.al., 2017). All such practices of HPW can encourage
individual to get the work more appropriately in good manner. High performance working
practices or activities High town Housing association. In other words, HPW the most important
practice is improving the capability of an organization and thus its particular competitive
advantage, enabling the organizations to compete with this environment into more competitive
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manner. Other practices which included in the HPW are gain competitive advantage, enabling
the organizations to complete more successfully than other companies for markets and enabling
the organizations to compete more effectively (Blockeel and et.al., 2016).
HPW also enable to improve the labour productivity, reduce employee absenteeism,
employee turnover as well as the financial wellbeing of organizations. This very effective for
Hightown Housing Association to sustain employee morale and their interest towards the
company objectives. Despite that, in order to enhance the employee’s focus or professional
interest, they need to give some employee benefits, adopt reward schemes and new developing
task to build up the new form of developing opportunity to take the work more effectively.
HPW practices also utilizes the all resources to get the best leading outcome results. This
would help to determine the long range challenge and make the best organisational culture within
Hightown Housing. HPW build the good relationship between employer and employee that is
also must have required to sustain the conflict free management. Overall, Hightown Housing
should acquire the HPW practices so that they also perform better in the working environment.
d. Ways in which performance management, collaborative working and effective communication
support High performance culture.
Performance Management : Employee productive performance or ways they perform
within the High town Housing can decide its potential capabilities. This directly reflect the
individual performance management that enable company to accomplish the company standards.
It also helps to redefine the new leading generating process and goals. Moreover, it helps to
justify the better opportunity gain to bring new goals. High performance can better and effective
building task to make the long lasting work outcomes. High performance culture provides a
company with its single greatest weapon. That creates the competitive advantage for the
company (Van Scotter and Van Scotter, 2018). Performance management get influenced by
employee commitments and goals towards the goals and opportunities.
High performance also helps to create the empowerment and authority to build a great
working culture to make the long range of styles. Improving the leadership capability across all
levels helps to determine the working environment goals and objectives. Besides, that it
generates profit revenue for the company and build up the effective team building around the
company.
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Effective Communication: Effective communication and sharing information with
employees help in creating HPW culture. Every employee wants to know the vision and mission
of the company for which they work. When employer shares each detail with employees then
they feel respected and motivated towards achieving organisational goals. It also helps in
improving loyalty. It also helps in improving loyalty by sharing information to the employees
and managers.
Collaborative working: Collaborative working means to work together and work in a
team. When employees work in a team then it eliminates the chances of error in work that help in
creating a good image of the company in the market. It also improves and maintain a healthy and
strong relationship among all the employees. Strong relationship also helps in reducing conflicts
which directly support in creating and developing high performance working culture and
environment. Collaborative working also speed up the entire process by which they can submit
and deliver their services to customers before deadline (Phadermrod, Crowder and Wills, 2019).
CONCLUSION
It also be determined the importance of the continues learning and professional
development to drive the sustainable business performance. High performance working also help
to increase the contribution of employee engagement and competitive advantage that help the
high town to achieve its target. It has also been concluded that high performance working
system help the company to get best employee that help the company to complete its task in
minimum possible time. Also concluded that the high performance working system is increased
by the performance management, collaboration, and effective communication that help the
employees to work effectively.
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REFERENCES
Books and journals
Andreeva, T. and Sergeeva, A., 2016. The more the better… or is it? The contradictory effects of
HR practices on knowledge‐sharing motivation and behaviour. Human Resource
Management Journal. 26(2). pp.151-171.
Angrave and et.al., 2016. HR and analytics: why HR is set to fail the big data challenge. Human
Resource Management Journal. 26(1). pp.1-11.
Blockeel and et.al., 2016. A fresh look at the freeze-all protocol: a SWOT analysis. Human
reproduction. 31(3). pp.491-497.
Blockeel and et.al., 2016. A fresh look at the freeze-all protocol: a SWOT analysis. Human
reproduction. 31(3). pp.491-497.
Huang, J. Q., Zhang, Q. and Wei, F., 2015. Multi-functional separator/interlayer system for high-
stable lithium-sulfur batteries: progress and prospects. Energy Storage Materials. 1.
pp.127-145.
Millar, C. C., Chen, S. and Waller, L., 2017. Leadership, knowledge and people in knowledge-
intensive organisations: implications for HRM theory and practice.
Noe and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Ostfeld and et.al., 2016. High-performance flexible energy storage and harvesting system for
wearable electronics. Scientific reports. 6. p.26122.
Phadermrod, B., Crowder, R. M. and Wills, G. B., 2019. Importance-performance analysis based
SWOT analysis. International Journal of Information Management. 44. pp.194-203.
Van Scotter, J. R. and Van Scotter, J. R., 2018. Does autonomy moderate the relationships of
task performance and interpersonal facilitation, with overall effectiveness?. The
International Journal of Human Resource Management. pp.1-22.
Yang and et.al., 2015. High-performance multiple-donor bulk heterojunction solar cells. Nature
photonics. 9(3). p.190.
Online
Knowledge, skills and behaviours. 2019. [Online]. Available through:
<https://www.icaew.com/learning-and-development/apprenticeships/accounting-
technician/knowledge-skills-and-behaviours>
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