Developing Individuals, Teams, and Organizations: A Comprehensive Guide to High-Performance Work Systems

This comprehensive guide explores the critical aspects of developing individuals, teams, and organizations to achieve high performance. It delves into the essential knowledge, skills, and behaviors required by HR professionals, analyzes the differences between individual and organizational learning, and examines the importance of continuous professional development. The guide also explores the benefits of High-Performance Work Systems (HPWS) and evaluates different approaches to performance management, demonstrating how they can support a high-performance culture and commitment. Through practical examples and insightful analysis, this resource provides a valuable framework for HR professionals and organizations seeking to optimize their performance and achieve sustainable success.

Developing Individual, Teams and Organisation
1

Contents
Introduction................................................................................................................................3
LO1............................................................................................................................................4
P1 Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals.................................................................................................4
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.....................6
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation......................................................................................................11
LO2..........................................................................................................................................12
P3 Analyse the differences between organisational and individual learning, training and
development.........................................................................................................................12
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance........................................................................................14
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development.....................................................................................................15
D1 (LO1 & 2) 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.......................................................................17
LO3..........................................................................................................................................18
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation........................................18
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation................................................................................................................................20
LO4..........................................................................................................................................21
P6 Evaluate different approaches to performance management and demonstrate with
specific examples how they can support high-performance culture and commitment........21
M4 critically evaluate the different approaches and make judgements on how effective they
can be to support high-performance culture and commitment.............................................23
2

D2 (LO3 & 4) 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.......................24
Conclusion................................................................................................................................25
References................................................................................................................................26
3

Introduction
The main objective of this unit is to provide learners with a prospect to understand that
developing acquaintance and the skills to accomplish high performance in an organisation
such as John Lewis. Learners will able to understand performance can be achieved by self-
development and it will also improve the group performance. They will also able to achieve a
knowledge of the context in which knowledge will be developed and how the wants of the
development are interlinked towards the knowledge interventions that are aimed towards
following the organisation’s strategy.
On successful accomplishment of this unit, learners will able to lay foundations for their self-
development along with others which will pave the foundation for their future engagement
and also provide a positive contribution on the sustainable growth of the organisation.
4

LO1
P1 Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals
Human resource management is one of the primary and necessary functions of any
organisation. One of the basic criteria of a successful function of an HR manager of a
company like John Lewis is to the understanding of the skills to deal with a Variety of
functions that have come is a day to the functioning of the organisation. Majority of the
business around the world implementing the successful business models. Below has
described a list of Knowledge, skills and behaviour that is required to become a successful
HR professional.
Academic Knowledge: To be an HR professional a person needed to be certified as a
professional degree in Human resource management that is certified by the industries in the
United Kingdom.
Understanding Employee relations: Business around the world has got success only because
of the employees. As an HR Professional, it is very essential to understand the employee
relations. Understanding of the employees is very essential to be a part of the HR manager
and for practising this he needs to be very empathetic, respect the employees and develop a
work environment that will be satisfying and able to resolve the concerns of the employee.
Onboarding: In the recent times, companies are struggling to retain the employees for the
long run. In John Lewis, the attrition is an alarming rate of 35 per cent that is increasing from
the last year. As an HR professional the main role is to reduce the employee turnover. HR
manager should be skilled enough to bring down more skilled employees on board at the
short duration and should take of their needs so that can able to stay in the organisations for
the longer duration (Svejenova, et. al., 2012).
Technical aptitude Skills: As an HR professional is necessary that the professional should
be skilled enough with the Human resource Information Software (HRIS) and also with the
Performance management software that is implemented in the John Lewis. As a big
multinational company is not possible for the humans to interact with every employee of the
organisation on day to basis so this software will make the task of the HR professional quite
5

easy and chances of the errors are minimised by using this software and as a professional it is
necessary for them to understand the usage of these software.
Teamwork and collaboration: It is necessary for the HR professional to be collaborative and
an excellent team player in the organisation. He should reflect the motivation and
collaboration on both professional or in personal front. He should provide direction to leaders
and always motivating the employees to believe in a power of team and the major skill of
them is to implant the company vision on the mind of the employees (Svejenova, et. al.,
2012).
Behaviour of HR professional: Dress code of the HR manager should always be formals and
always are clean and nicely pressed. HR manager should always speak effectively and behave
in a professional manner. HR professional should be pleasant in their conversation and
always optimistic is his behaviour. They are always motivating the employees and remain
calm in every situation.
6

P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills
and behaviours and develop a professional development plan for a given job role
In Jane Cambridge skill audit will play a significant role in skill development human resource
professional. There are diverse functions or actions are executed by Jane Cambridge with a
purpose to accomplish required objectives and goals (Kilduff and Brass, 2012). In order to
improve performance and productivity of John Lewis, it is essential by them to do their
personal skill audit. It will support in the fortitude of necessary skills or ability by which they
improve their skill and knowledge. The personal skills audit as well as specialized
development plan by Jane Cambridge in order to carry out their functions and performance in
a suitable method. Below is the explanation of the required personal skills and audit of the
John Lewis by the help of the Jane Cambridge skill audit method:
Skill Excellent Good Average Little or no
experience
Information
Technology
Ability to use MS
Office ✔
Proficiency in MS
Excel ✔
Technical aptitude
for Proficient
software
✔
Ability to use
database ✔
Knowledge of
Internet ✔
Proficient in MS
Outlook ✔
7

Proficiency level in
MS Powerpoint ✔
(Table 1: Skill Audit Information Technology)
(Source: Created by Author, 2018)
Skill Excellent Good Average Little or no
experience
Communicatio
n skills
Ability to draft
employee
contracts
✔
Ability to
record
disciplinary
hearing
✔
Report writing
skills ✔
Ability to
develop
material for
presentation
✔
Ability to
conduct a
training session
✔
Conflict
Resolution
✔
8

skills
Interviewing
skills ✔
Suggesting on
the HR
problems
✔
(Table 2: Skill Audit Communication Skills)
(Source: Created by Author, 2018)
Skill Excellent Good Average Little or no
experience
Problem-
solving skills
Ability to
evaluate the
complex data
and effective
reasoning skills
✔
Ability to find
more than one
solution for one
problem
✔
Evaluate others
ideas in order to
solve the issues
✔
9

(Table 3: Skill Audit Problem Solving Skills)
(Source: Created by Author, 2018)
Supervisory Management
Experience in
manpower recruitment < 1 month
✔ 1-3 months > 3 months
Number of people that
can be handled on a
specific time
None 1-5
✔ Above 5
(Table 1: Skill Audit Supervisory Management)
(Source: Created by Author, 2018)
Above mentioned Jane Cambridge skills audit will provide a conclusion that there is a
significantly higher requirement of the communication and problem-solving skills. Proper
training and the guidance will improve this necessary skills set that will significantly increase
the performance and the organisation productivity (Wegge, 2012).
The personal development plan for HR Manager as the role of HR officer
After the above-mentioned analysis of skill set of HR Manager, it has been assessed that there
is a significant need of the three main aspects to improve her skills set such as Leadership
skills, communication skill and problem-solving skill (Waddock, 2012). The development
plan has been described below:
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Development
Objectives Acquiring Strategies Development
Outcome
Time needed for
development
Communication skills Self-development
Communication ability
of the HR Manager is
normal it very
necessary to develop
the professional
culture in her
communication to
interact with the
different divisions and
also with the
leadership team.
Communication skill
will be a self-
development process
The time required for
developing effective
communication skill of
HR Manager is
approximately 3
months.
Problem-solving
ability
Self-development and
practising
It has been HR
Manager has not able
to handle the complex
nature of the problem
that is generally
evolving in the day to
day function of the
organisation.
Time allocated to
develop the problem-
solving ability is
decided approximately
2 months.
Leadership Skills
enhancement
Reading and attending
leadership workshop
There is lack of
leadership skills is
being observed in the
nature of HR Manager
and she is not able to
motivate the worker in
complex situations and
her team building
10 days has been
decided to develop the
leadership skills
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efficiency is quite low
(Table 4: Personal Development Plan)
(Source: Created by Author, 2018)
12

M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation.
Personal and professional Skill development is a process of practice and regular research
mechanism. Below is the detailed Jane Cambridge Skill audit Grid that is made after for
evaluation of the self-reflection and purpose of the evaluation of the HR Manager (Rosen,
2012)
Skills: Good Average Poor
Generic technical
skills:
Academic
Excellence ✔
Work Experience ✔
Extra Curricular
activity skills ✔
Action scheduling ✔
Analytical ability ✔
Problem-solving
ability ✔
Ability to Conduct
training Workshop ✔
(Table 5: Generic technical skills)
(Source: Created by Author, 2018)
It has evidenced the skills of the HR Manager has been developed on some parameters and
still, she needs to improve her knowledge and training organising needs.
13

LO2
P3 Analyse the differences between organisational and individual learning, training and
development.
Training and the development is one of the important aspects of the Human resource
management. Training and development can be conducted to upgrade the skill set and
knowledge base of the of the workforce of the company (Leggat and Balding, 2012). All
these aspects are highly required for the employees of the John Lewis to perform effectively.
Training and the development are being explained as below:
Basis of comparison Employee development Employee Training
Purpose
Development workshops are
organised in an organisation
to enhance the skills and
attributes of the employee
and help them to upgrade
their overall development
Training is a program that is
conducted by the
organisation with the help of
an internal or external trainer
to learn a specific skill set
required in case of executing
a function effectively.
The emphasis on training and
development Future of the employee On the present of the
employee
Primary Objective To implant, a new skill set on
the employee
Overall development of the
employee.
There are also the significant differences between the individual and organisational learning.
Basis of Comparison Individual learning process Organisational learning process
Overall Objective This form of learning is carried
by the employees by their self-
approach. This form of
learning will assist the
employees in learning by self-
study.
This form of the learning is
needed to be conducted by the
organisation and all the
structure of learning is needed
to be decided by the
organisation for conducting the
training.
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Primary focus
The main focus on the
individual learning is on the
individual strengths and
weaknesses and can provide
the learning process to remove
the difficulty
Organisational learning has
been conducted for making all
the employees efficient to bring
them in the same platform make
them skilled for specific nature
of the skills
The outcome of the
learning
The outcome of the individual
learning is to make the
individual effective and raise
their performance level.
Individual learning can differ
from person to person
The outcome of organisational
learning is that all the
employees or groups are made
skilled for one specific skill set.
15

P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance.
In the organisation such as John Lewis, there is significance is given on the continuous
professional development and constant learning is upgrading the productivity and the
performance of the employees of the John Lewis. In this form of learning the knowledge and
the skills are upgraded for getting the practical experience (Prugsamatz, 2012). There is a
varied form of the requirement is needed for the doing professional development and constant
learning of the activities that are described as below:
Development of the skills: In this form of the role the HR manager is needed to follow varied
methods of learning that will aim to maximise their basic skills. The skill set will develop the
skills as per the required skills base that is different in different employees. This will help is
fulfilling the basic needs and the aspirations of their target audience and simultaneously
effect in their business performance level.
Development of the enhanced level of the communication standard and coordination:
It is very necessary for accomplishment of the organisation vision John Lewis employees to
stay motivated and work as a team to lead toward the organisation vision (Ramos and Ford,
2012). This form of learning will develop a cordial where every individual is moving towards
a common purpose.
Enhance Employee relation: Constant learning process and professional development plan
are making the strong bonding the employees and it will help in understanding the
requirement of clients in a better way as one or more employee who has good relation can
work effectively for solving the problems. A group of well-coordinated employee can able to
solve the challenges effectively.
16

M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development
Every person has a different form of the learning styles. There are individual who can able to
absorb information only from the lecture of the professors while there are individual who
needed time times to absorb the same information. Everyone has a unique style of the
learning and it can be developed over time by process of the self-development. Importance of
implementing Kolb’s learning cycle that has to be analysed for understanding the continuous
professional development has been described as per below:
(Figure 1: The four stage of Kolb’s Learning Cycle)
(Source: McKenzie and Aitken, 2012)
Kolb’s learning cycle: This theory of the learning is based on the four stages of the learning.
This model will offer both the path to understand the varied lifestyles of the specific people.
Diverging people: This form of people will observe the things from different perspectives.
They are assumed sensitive in their behaviour. They are more comfortable in observing rating
than doing (McKenzie and Aitken, 2012). As per Kolb, these people will perform better when
there is less requirement of the ideas generation has been required. These type of people will
like to perform in groups and seeking personal feedback for there performance.
Assimilating leaning: These set of people will seek a clear explanation of their problems
rather performing in a practical environment. These set of people will try to observe by their
own perspective and summarise their conclusion by their logical approach. These are
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excellent in analysing the varied information and organise the conclusion in a clear logical
format. This form of people will prefer exploring analytical models
Converging Learning style: This form of style can able to solve the challenging issues and
uses their learning style to solve this specific set of problems. These set of people have the
very technical aptitude and they are generally innovative in nature and always want to
stimulate and work in practical working conditions. These set of people are always excellent
at finding out the practical solutions to these problems (McKenzie and Aitken, 2012).
Accommodating style of learning: This form of learning is a hands-on method of the
learning and believes in perception rather the approach of logic. These set of people will
believe in facing newer challenges in their daily performance. This form of people will work
on their gut instinct rather than analysing logically any specific situation. These forms of
people generally believe in learning and always ready to take initiative. This people will get
frustrated if they have to follow instructions and rules.
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D1 (LO1 & 2) 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.
Below is the detailed Professional development that is directed towards the individual
learning goals and on the basis of this training can be scheduled to achieve the sustainable
business performance objectives (Shaout and Yousif, 2014).
Developing the Individual Professional Development Plan
Your needs
How can you
meet up those
needs?
How can you get confirmation regarding your
achievement
What are the barriers to
my task that is
restricting my
performance?
Low technical
skills to run
the equipment
Able to analyse the equipment with any
external support or assistance
Where do I want to
reach in 2 years
Middle-level
position
When I can able to take reasonability of
peoples and ownership of the task
What do I want to
achieve in 5 or 10
years?
Leadership
position
Able to handle more challenging than task
independently
How does it determine
the requirement of
practice?
The
complexity of
the task
Able to smoothly execute the task
independently
What are the changes I
needed to do with my
personal behaviour?
Required to
more calm
and
professional
When I able to performing constantly and
meeting deadlines and remain calm in stressful
situations.
What is the support I
needed from other
people?
Timely
Guidance
from
Superiors
People will ready to support you in case you
get stacked during your performance
What are the other
changes needed for me
Empathic and
Positivity
More empathic towards the people and seeking
positivity behind every reason
19

20

LO3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High-performance working is very important and necessary that is needed to be understood
by the HR professionals of a company to perform in an effective and productive manner.
Defining High-performance Work System (HPWS): It is a set of the management
practices that are developed in an organisation to enhance the responsibility and the
involvement of the of the employees in an organisation. Designing the HPWS will involve all
the components of the HR together. HPWS is all about the designing the jobs, identification
of the needs of the employees and selection of the employees that are needed to perform any
specific type of the job (Ramos and Ford, 2012).
Employees who are creative, good at convincing the peoples and implementing the process in
the workplace are always ready to perform effectively. It has been seen that the companies
that are using the HPWS mechanism have higher productivity than their rivals because the
employees are more directed towards their goals. The main benefit of the HPWS is that
employee can able to take their decisions related to their performance and can able to
accesses the confidential data of the company
Main out coming and the purpose because of which the HPWS system comes in place are
given below:
Improve labour productivity: Productivity of the labour has been improved significantly
because of the implementation of this system. After implementation of this system labour is
more concerned regarding their roles and their involvement regarding the work has been
significantly improved (Ramos and Ford, 2012).
Innovation in Workforce: After the implementation of the HPWS the employee became
more innovative and creative. Employees are seeking a positive approach to their work and
there coordination and interaction level has been developed.
Reduction in Employee attrition rate: After the implementation of this approach the
employees feel motivated in their work and feeling of belongingness in their approach has
21

been noticed. Now, the employees are more ready to take responsibility rather than avoiding
it.
Equality and Diversity: After the implementation of this strategy the companies are
following the diverse culture and treating every person on equal context. Treating every
people with respect is very essential for and organisational performance.
22

M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation.
There are several benefits of the HPW that can be observed in the context of the John Lewis
that is based in the United Kingdom.
Enhanced level of Employee attitude: Employees of John Lewis feel that they can bear more
responsibility and their efficiency has been increased significantly. Employees are eager to
take more initiative toward the organisation and there services and processes will improve
significantly. This improved productivity will bring more products and the services in the
shorter duration (Kilduff and Brass, 2012). The mentality of the employees has increased
positively and they are highly engaged towards the organisational goal of John Lewis.
Internal and external cooperation enhanced: Employees of John Lewis will provide more
and enhanced level of cooperation. Employees became more acceptable in nature and ready
to accept feedback from the three co-workers and also from customers as well as suppliers.
Coordination level has been increased among the different units of the John Lewis and also
between the managers and the leadership team.
Financial results have been enhanced: It has been noted that after using the HPWS
financial benefits of the John Lewis has been increased significantly. Profitability of the John
Lewis also impacted on the positive front after the implementation of the HPWS
Becoming a better organization: The John Lewis will become more efficient than its peer
organisations. Post implementation of the HPWS the John Lewis becoming unique in the
execution of their strategy. The John Lewis will become more different in the execution of
the strategy that will attract new customers and made them apart from their rivals. John Lewis
became more focused and disciplined in their approach (Kilduff and Brass, 2012). Besides
this, John Lewis will also responsible for the corporate social responsibility for the
community where they are based.
Competitive Advantage: John Lewis will able to achieve better financial results than last
year. These increase the ranking of the John Lewis in the business environment. Better
competitive advantage will enhance the reputation of the John Lewis in the business world.
23

LO4
P6 Evaluate different approaches to performance management and demonstrate with
specific examples how they can support high-performance culture and commitment.
Performance Management system will include activities that will ensure that goals are
constantly being achieved in an effective and efficient manner. Performance management
will aim towards enhancing the organisational performance, performance of the department
and also enhancing the organisational processes that develop a product or service.
Performance management system has a very broad perspective. It is much more valuable in
the context of managers and also from the perspective of the companies. The effective
components of the performance management system will include:
 Planning of Performance where goal setting for every specific employee has been done at
the start of the year or start of the project. This is also known as objective setting.
 Conducting ongoing performance communication with managers and employees. I this
communication process both the department head, manager etc and his employees should
be present along the presence of the HR manager or HR Head as per case to Case
(Shaout, et. al., 2014). This communication can happen on face to face meeting or via
virtual communication platform.
 Documentation of the data has been collected on the process of PMS. Data collected
should be evaluated and summary has been prepared that will be further discussed with
the manager, department head and employees.
 Performance appraisal meetings have been conducted on Quarterly, Half- Yearly or after
the completion of the time schedule or year. In this meeting review of the performance of
the concerned employee has been done (Chen, 2013).
 Coaching and training method has been imparted post review of the performance of the
employee. Proper training can be scheduled after identifying the training objectives.
Diagnosis of the problem has been done at earliest to improve the productivity and
performance.
24

(Figure 2: Methods for measuring performance)
(Source: Shaout, et. al., 2014)
There are several methods for measuring the performance. Below mentioned are two most
used method for measuring the performance.
Behavioural approach: This is one of the most generally used methods in the organisation
Such as John Lewis and across the UK (Shaout, et. al., 2014). This theory is based on vertical
parameters. Two types of parameters are used in this approach are given below:
Behaviourally Anchored Rating Scale (BARS): In this method, the performance of the
employees are analysed on five to ten scales on the parameters that are mutually
agreed upon by the employees.
Behavioural Observation Scale (BOS): BOS technique is more improvised than the
BARS method and provides more specific information. For measuring a specific
parameter average of frequencies of data has been taken. This technique is more
reliable and accurate than BARS technique.
Comparative approach: In this method ranking of the concerned employee has been
compared with other members of the group. Employees are allotted rank on the basis of
highest to the lowest performer. There are many techniques for a comparative approach such
as forced distribution technique, paired comparison and graphic rating scale.
25

26

M4 critically evaluate the different approaches and make judgements on how effective
they can be to support high-performance culture and commitment.
Organisations can utilise all these approaches together effectively to make a judgement on the
performance of the employee. This has made a positive impact on the motivation of the
employees they are boosted to perform better. They will able to evaluate their strengths and
weaknesses and trained to improve their skill sets. Since the employees are well versed in
their organizational goals, they can perform on improving their skills with the help of these
performance measurement techniques (Noe, 2012). Behaviour approach and comparative
approach both are suited as per the high performance was driven organisation culture such as
John Lewis where expectation from the employees are high. With the changing trend, more
new techniques will emerge to evaluate the performance of the employees.
27

D2 (LO3 & 4) Provide a 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 a mix of different varieties of the employee, technical expertise and developed form
of infrastructure which develops a system mechanism that will utilise all resources that are
being allotted to the organisation to achieve all the objectives. It is very essential that there
should be proper synchronisation of the three components mentioned above to make this
mechanism work (Martocchio, 2012). There are several elements in the HPW which will lead
towards the organisational success. Below image illustrates all the elements of HPW that is
supported by the different organisational goals to achieve excellence in productivity. All of
these elements are interconnected because of the necessity of the synchronisation.
(Figure 3: High-Performance work Practice mechanism)
(Source: Martocchio, 2012)
An information system is the first element in the HPW mechanism. Without IS no
organisation can able to sustain in the rapidly growing business world. Secondly, Task should
be designed in the organisation in a way where every employee can able to relate with the
tasks instantly and should perform accordingly (Martocchio, 2012). This will lead towards
the efficiency of the people. Thirdly, Selection of the people should be as per their as per
their skills set. Fourth, People will get rewards for their performance to keep them motivated.
All these components will effectively lead towards more profitability
28

Conclusion
From the above report, it has been evaluated that self-development must be required for every
individual should work as per the standard of the organisation and it is necessary to enhance
their capability to enhance the organisational productivity. There are some required skill set
and behaviour to enhance the capability of the individual and the improvement is needed to
be done by implementing the learning cycle and proper development of the plan. For
maximising the ability of an individual it is better to determine the outcome in a proper
manner.
29

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