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

Developing Individual, Teams and Organisation
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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
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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
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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.
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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
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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.
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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 ✔
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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
✔
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