Developing Individuals, Teams, and Organizations: A Comprehensive Guide to HR Practices
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This report explores the crucial role of HR professionals in developing individuals, teams, and organizations. It delves into the knowledge, skills, and behaviors required by HR professionals to effectively manage staff, foster a high-performance culture, and drive sustainable business performance. The report analyzes the differences between individual and organizational learning, training, and development, highlighting the importance of continuous professional development for both individuals and organizations. It also examines various approaches to performance management and demonstrates how they can support a high-performance culture and commitment within a specific organizational context.
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DEVELOPING INDIVIDUAL,
TEAM AND ORGANIZATIONS
TEAM AND ORGANIZATIONS
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TABLE OF CONTENTS
Introduction......................................................................................................................................1
LO1.................................................................................................................................................. 2
P1 Determine appropriate knowledge, skills and behaviours (KSB) that are required by HR
professionals across the department............................................................................................ 2
P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role...........................4
LO2.................................................................................................................................................. 7
P3 Analyze the differences between organizational and individual learning, training and
development.................................................................................................................................7
P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance................................................................................................9
LO3 (Essay)................................................................................................................................... 11
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.............................................11
LO4 (Essay)................................................................................................................................... 13
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support High-performance culture and commitment..........................13
Conclusion..................................................................................................................................... 15
References......................................................................................................................................16
Introduction......................................................................................................................................1
LO1.................................................................................................................................................. 2
P1 Determine appropriate knowledge, skills and behaviours (KSB) that are required by HR
professionals across the department............................................................................................ 2
P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role...........................4
LO2.................................................................................................................................................. 7
P3 Analyze the differences between organizational and individual learning, training and
development.................................................................................................................................7
P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance................................................................................................9
LO3 (Essay)................................................................................................................................... 11
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.............................................11
LO4 (Essay)................................................................................................................................... 13
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support High-performance culture and commitment..........................13
Conclusion..................................................................................................................................... 15
References......................................................................................................................................16
LIST OF TABLES
Table 1: Personal skills audit........................................................................................................... 4
Table 2: Professional development plan..........................................................................................5
Table 3: Differences between individual learning and organizational learning..............................7
Table 1: Personal skills audit........................................................................................................... 4
Table 2: Professional development plan..........................................................................................5
Table 3: Differences between individual learning and organizational learning..............................7
Introduction
Organization performance can be improved by developing skills and abilities of the HR
professionals and employees of the organization. This report will discuss about the skills,
knowledge and behaviour of the HR professionals that will support the organization to achieve
goals and manage staff of the organization. It will discuss about the professionals development
plan through which HR professional can improve the skill and abilities. The report will evaluate
the behaviour and performance of the HR officer that will support organization to achieve
objectives.
1
Organization performance can be improved by developing skills and abilities of the HR
professionals and employees of the organization. This report will discuss about the skills,
knowledge and behaviour of the HR professionals that will support the organization to achieve
goals and manage staff of the organization. It will discuss about the professionals development
plan through which HR professional can improve the skill and abilities. The report will evaluate
the behaviour and performance of the HR officer that will support organization to achieve
objectives.
1
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LO1
P1 Determine appropriate knowledge, skills and behaviours (KSB) that are required by HR
professionals across the department
Introduction
HR professionals are the important person of the organization who handles various types of
critical situations in the organization and deal with organizational culture and implement their
own working styles in the organization to perform task efficiently and effectively. It is a
responsibility of HR professionals of MARS that is leading manufacturing organization of food
products such as chocolates, pet foods and provider of animal care services to direct and
coordinate administrative functions of the organization and HR professionals analyze some
relevant information to take important decisions and implement them to run the organization
smoothly.
Knowledge, skills and behaviours
HR professionals must possess some skills and abilities to face various critical situations and
maintain healthy relationships in the organization. They also conduct training and development
programmes in the organization to improve the work efficiency of the employees and ensure
their growth and development in professionals as well as personal life (Cohen, 2015).
It is also a responsibility of HR officers to identify skills and abilities of the employees and to
allocate them work accordingly so that organizational objectives can be achieved efficiently and
effectively. There are various skills and capabilities of HR officers that make them as an
important person of the organization and it will be explained with the help of KSB approach i.e.
knowledge, skills and behaviours that are given below:
Knowledge
HR professionals of MARS must possess required knowledge that will help them to cope with
various critical situations in the organization. Proper knowledge about market helps them in
recruitment, selection, training and development of employees which enhance their efficiency
and contributes in the growth and development of the organization. HR officers perform various
types of administrative functions in the organization to formulate effective plans and strategies to
2
P1 Determine appropriate knowledge, skills and behaviours (KSB) that are required by HR
professionals across the department
Introduction
HR professionals are the important person of the organization who handles various types of
critical situations in the organization and deal with organizational culture and implement their
own working styles in the organization to perform task efficiently and effectively. It is a
responsibility of HR professionals of MARS that is leading manufacturing organization of food
products such as chocolates, pet foods and provider of animal care services to direct and
coordinate administrative functions of the organization and HR professionals analyze some
relevant information to take important decisions and implement them to run the organization
smoothly.
Knowledge, skills and behaviours
HR professionals must possess some skills and abilities to face various critical situations and
maintain healthy relationships in the organization. They also conduct training and development
programmes in the organization to improve the work efficiency of the employees and ensure
their growth and development in professionals as well as personal life (Cohen, 2015).
It is also a responsibility of HR officers to identify skills and abilities of the employees and to
allocate them work accordingly so that organizational objectives can be achieved efficiently and
effectively. There are various skills and capabilities of HR officers that make them as an
important person of the organization and it will be explained with the help of KSB approach i.e.
knowledge, skills and behaviours that are given below:
Knowledge
HR professionals of MARS must possess required knowledge that will help them to cope with
various critical situations in the organization. Proper knowledge about market helps them in
recruitment, selection, training and development of employees which enhance their efficiency
and contributes in the growth and development of the organization. HR officers perform various
types of administrative functions in the organization to formulate effective plans and strategies to
2
optimally utilized the resources and improve productivity of the business. Sufficient knowledge
helps them to provide proper training to employees and ensures their safety and security at the
workplace (Evans, 2018).
Skills
HR professionals must possess required skills such as communication skills that make them
effective to communicate with the members of the organization to deliver them information
about plan decisions and strategies to achieve organizational goals. Coordinative skill of the HR
officers helps them to synchronise the efforts of all the departments of the organizations to
achieve common objective of the business. HR professionals of MARS also maintain the healthy
relationships among the employees that enhance their efficiency and interest towards the
organization. They also possess some competent skills that helps to cope with various problems
occurs during performing tasks of the business and provide best solutions (Northouse, 2018).
Behaviours
Behaviours of the HR professional impacts on the working environment of the organization as
HR culture and behaviour influence the efficiency of the employees. Flexibility in the culture
and behaviour of the HR officers enables employees to work with the fill efficiency and
contributes more towards the productivity of the business. Employee motivation and goal
achievement can be achieved with the help of effective behaviour of HR professionals (Burke,
2017).
Summary
As per above discussion, it is concluded that knowledge, skills and behaviours are very essential
attributes which HR professionals must possess to perform administrative functions, staff
management and maintain healthy relationships in the organization.
3
helps them to provide proper training to employees and ensures their safety and security at the
workplace (Evans, 2018).
Skills
HR professionals must possess required skills such as communication skills that make them
effective to communicate with the members of the organization to deliver them information
about plan decisions and strategies to achieve organizational goals. Coordinative skill of the HR
officers helps them to synchronise the efforts of all the departments of the organizations to
achieve common objective of the business. HR professionals of MARS also maintain the healthy
relationships among the employees that enhance their efficiency and interest towards the
organization. They also possess some competent skills that helps to cope with various problems
occurs during performing tasks of the business and provide best solutions (Northouse, 2018).
Behaviours
Behaviours of the HR professional impacts on the working environment of the organization as
HR culture and behaviour influence the efficiency of the employees. Flexibility in the culture
and behaviour of the HR officers enables employees to work with the fill efficiency and
contributes more towards the productivity of the business. Employee motivation and goal
achievement can be achieved with the help of effective behaviour of HR professionals (Burke,
2017).
Summary
As per above discussion, it is concluded that knowledge, skills and behaviours are very essential
attributes which HR professionals must possess to perform administrative functions, staff
management and maintain healthy relationships in the organization.
3
P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Introduction
A personal skills audit is a very good way for an individual to identify their strengths and needs
to develop in a healthy atmosphere. It is very helpful for HR professionals of MARS to be
focuses towards the goals that have to be achieved. Personal skills includes skills, abilities and
attributes that are required in the HR officers as well as employees so that they can contribute
more towards enhancing efficiency and productivity of the organization. HR officers can
enhance the efficiency of the employees by conducting training and development for the
employees in the organization.
Personal skills audit
Table 1: Personal skills audit
Skills Description
Communication skills Communication refers to the process of exchanging information by speaking,
writing and using other medium of the communication. HR officers must possess
good communication skills that can effectively convey the relevant information
to the management as well as employees. It helps HR officers to provide training
and development in effective way by using verbal and non verbal communication
medium (Cottrell, 2015). An effective communication also very helpful for
resolving disputes among the employees and maintain healthy relationships in
the organization. Good communications skills also very essential for the HR
officers to conduct interview for recruiting human resources for the organization
and taking important decisions for the accomplishing organizational tasks.
Problem Solving Skills There are various types of problems occur during operational activities and
performing functions in the organization, so it is also essential for HR officer of
MARS to possess competent skills to resolve problems and provide best
remedies to the problems. HR officer plays a crucial role in resolving disputes
among the employees and sort out their problems which enhance their efficiency
and improve productivity of the organization (Jackson and Wilton, 2016).
4
behaviours and develop a professional development plan for a given job role
Introduction
A personal skills audit is a very good way for an individual to identify their strengths and needs
to develop in a healthy atmosphere. It is very helpful for HR professionals of MARS to be
focuses towards the goals that have to be achieved. Personal skills includes skills, abilities and
attributes that are required in the HR officers as well as employees so that they can contribute
more towards enhancing efficiency and productivity of the organization. HR officers can
enhance the efficiency of the employees by conducting training and development for the
employees in the organization.
Personal skills audit
Table 1: Personal skills audit
Skills Description
Communication skills Communication refers to the process of exchanging information by speaking,
writing and using other medium of the communication. HR officers must possess
good communication skills that can effectively convey the relevant information
to the management as well as employees. It helps HR officers to provide training
and development in effective way by using verbal and non verbal communication
medium (Cottrell, 2015). An effective communication also very helpful for
resolving disputes among the employees and maintain healthy relationships in
the organization. Good communications skills also very essential for the HR
officers to conduct interview for recruiting human resources for the organization
and taking important decisions for the accomplishing organizational tasks.
Problem Solving Skills There are various types of problems occur during operational activities and
performing functions in the organization, so it is also essential for HR officer of
MARS to possess competent skills to resolve problems and provide best
remedies to the problems. HR officer plays a crucial role in resolving disputes
among the employees and sort out their problems which enhance their efficiency
and improve productivity of the organization (Jackson and Wilton, 2016).
4
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Professional Development Plan
Professional development plan is a formal means by which an individual sets out the goals,
strategies and outcomes of learning and training. HR officer of MARS needs to focus on the
employees and staff members that are working for identifying the required resources and skills
for supporting the goals of the career and need of the business. HR officers have to focus on the
improving skills and knowledge of the employees by providing training to them (Kerzner and
Kerzner, 2017). Therefore, HR officers have to keep going on planning process till the
employees get required skills and abilities to perform task in the organization
Table 2: Professional development plan
Steps Description
Develop own skills The HR officers of MARS organization must develop own skills and
abilities to perform various administrative functions, staff
management and maintaining healthy relationships among the
members of the organization.
Self assessment and learning To evaluate or identify the own weaknesses and strengths, it is
essential for HR officers to make self assessment of their own skills
and knowledge. The HR officers need to analyze the own capabilities
for supporting the technical skills and technology in the organization
to achieve objectives.
Identify objective and need of
career
It is essential for HR officers of MARS to concentrate more on the
identifying their needs and objectives so that they can effectively
achieve their career objectives and need to concentrate on the career
objective development. Objectives must be reliable and attainable
which ensures the career growth for the HR officer.
Suggestions are taken to avoid
risk
It is essential for the HR officers to take suggestions which are related
to the negative points so that they can properly eliminate or avoid the
risk and then develop plans that are risk free. Suggestions provide
opportunities to find out solutions to cope with the upcoming risks.
With the help of suggestions, they can create the opportunities and
also motivate the members of the organizations to enhance their
5
Professional development plan is a formal means by which an individual sets out the goals,
strategies and outcomes of learning and training. HR officer of MARS needs to focus on the
employees and staff members that are working for identifying the required resources and skills
for supporting the goals of the career and need of the business. HR officers have to focus on the
improving skills and knowledge of the employees by providing training to them (Kerzner and
Kerzner, 2017). Therefore, HR officers have to keep going on planning process till the
employees get required skills and abilities to perform task in the organization
Table 2: Professional development plan
Steps Description
Develop own skills The HR officers of MARS organization must develop own skills and
abilities to perform various administrative functions, staff
management and maintaining healthy relationships among the
members of the organization.
Self assessment and learning To evaluate or identify the own weaknesses and strengths, it is
essential for HR officers to make self assessment of their own skills
and knowledge. The HR officers need to analyze the own capabilities
for supporting the technical skills and technology in the organization
to achieve objectives.
Identify objective and need of
career
It is essential for HR officers of MARS to concentrate more on the
identifying their needs and objectives so that they can effectively
achieve their career objectives and need to concentrate on the career
objective development. Objectives must be reliable and attainable
which ensures the career growth for the HR officer.
Suggestions are taken to avoid
risk
It is essential for the HR officers to take suggestions which are related
to the negative points so that they can properly eliminate or avoid the
risk and then develop plans that are risk free. Suggestions provide
opportunities to find out solutions to cope with the upcoming risks.
With the help of suggestions, they can create the opportunities and
also motivate the members of the organizations to enhance their
5
working efficiency.
Growth and development For executing the professional development plan, HR officers of
MARS organization will need to assess the profit margin and growth
percentage of business. Therefore MARS organization needs to
appoint HR professionals that are more eligible for identifying the
growth and development of business.
Summary
As per above discussion in this task, it is concluded that it is essential to analyze personal skills
of the HR officers of the MARS to identify the skills, knowledge and behaviours to perform
various roles and responsibilities in the organization. Also professional development plan has
analyzed to develop own skills of the HR officers to ensure growth and development in the
organization.
6
Growth and development For executing the professional development plan, HR officers of
MARS organization will need to assess the profit margin and growth
percentage of business. Therefore MARS organization needs to
appoint HR professionals that are more eligible for identifying the
growth and development of business.
Summary
As per above discussion in this task, it is concluded that it is essential to analyze personal skills
of the HR officers of the MARS to identify the skills, knowledge and behaviours to perform
various roles and responsibilities in the organization. Also professional development plan has
analyzed to develop own skills of the HR officers to ensure growth and development in the
organization.
6
LO2
P3 Analyze the differences between organizational and individual learning, training and
development.
Introduction
Management play a very crucial in the organization and performs various types of functions to
achieve business goals. It mainly focuses on the organizational learning, individual learning,
training and development of the employees in the organization. Learning & development is
includes the training and development that are provided to individuals of the organization to
enhance their skills and knowledge and ensures their personal as well as professional growth.
Individual learning and development
Individual learning and development means how an individual acquires some skills and abilities
for doing something new or performing task by using innovative techniques. On the other hand,
organizational learning and development can be understood in the context to MARS organization
in which organization provides training and development to employees to improve their skills
and knowledge so that they can perform organizational task effectively and contribute more
towards the growth of the business. Both are important for individual as well as organization as
individual acquire innovative skills while organization get enhancement in its productivity.
Following are some difference points between individual learning and organizational learning
which are given below:
Table 3: Differences between individual learning and organizational learning
Basis of
differences
Individual learning Organizational learning
Meaning Individual learning involves the activities
thorough which individual acquire some skills
form surrounding environment and observations
from the society.
The organizational learning includes the
activities through which employees learn new
skills and abilities while working in the
organization.
Rules &
regulations
Individuals have to follow some rules and
regulations while learning or developing their
In the organizational learning, employees
have to follow some set of rules and
7
P3 Analyze the differences between organizational and individual learning, training and
development.
Introduction
Management play a very crucial in the organization and performs various types of functions to
achieve business goals. It mainly focuses on the organizational learning, individual learning,
training and development of the employees in the organization. Learning & development is
includes the training and development that are provided to individuals of the organization to
enhance their skills and knowledge and ensures their personal as well as professional growth.
Individual learning and development
Individual learning and development means how an individual acquires some skills and abilities
for doing something new or performing task by using innovative techniques. On the other hand,
organizational learning and development can be understood in the context to MARS organization
in which organization provides training and development to employees to improve their skills
and knowledge so that they can perform organizational task effectively and contribute more
towards the growth of the business. Both are important for individual as well as organization as
individual acquire innovative skills while organization get enhancement in its productivity.
Following are some difference points between individual learning and organizational learning
which are given below:
Table 3: Differences between individual learning and organizational learning
Basis of
differences
Individual learning Organizational learning
Meaning Individual learning involves the activities
thorough which individual acquire some skills
form surrounding environment and observations
from the society.
The organizational learning includes the
activities through which employees learn new
skills and abilities while working in the
organization.
Rules &
regulations
Individuals have to follow some rules and
regulations while learning or developing their
In the organizational learning, employees
have to follow some set of rules and
7
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skills and abilities from any professionals. regulations which are formulated by the
organization while learning skills at
workplace.
Purpose The main purpose behind the individual
learning is to ensure individual growth and
development (Dixon, 2017).
The main purpose of the organizational
learning is to achieve organizational goals by
training and developing employees.
Difference between training and development
Training is a knowledge base process in which organization provides training to its employees to
improve their skills and knowledge so that individual can ensure their growth in the personal as
well as professional life. On the other hand, development includes the process of developing the
skills of existing employees which help them to cope with various critical situations in the
organization. Therefore, MARS organization must provide proper training and development to
enhance the efficiency of the employees (Mesoudi et al, 2016).
Summary
It is concluded that, training and development are essential to improve the skills and knowledge
and enhance efficiency of the individual and also individual and organizational learning
contributes towards the growth of individual as well as the organization.
8
organization while learning skills at
workplace.
Purpose The main purpose behind the individual
learning is to ensure individual growth and
development (Dixon, 2017).
The main purpose of the organizational
learning is to achieve organizational goals by
training and developing employees.
Difference between training and development
Training is a knowledge base process in which organization provides training to its employees to
improve their skills and knowledge so that individual can ensure their growth in the personal as
well as professional life. On the other hand, development includes the process of developing the
skills of existing employees which help them to cope with various critical situations in the
organization. Therefore, MARS organization must provide proper training and development to
enhance the efficiency of the employees (Mesoudi et al, 2016).
Summary
It is concluded that, training and development are essential to improve the skills and knowledge
and enhance efficiency of the individual and also individual and organizational learning
contributes towards the growth of individual as well as the organization.
8
P4 Analyze the need for continuous learning and professional development to drive sustainable
business performance
Introduction
The below task will discuss about the requirement of the continuous learning and professional
development which help the Mars organization to maintain their business performance in the
market. This task will also cover the definition of the continuous learning and professional
development along with its importance.
Continuous professional development
This is mainly used as the process to track and document the knowledge, skills and experience of
the employees which gain in formal as well as informal manner by their work but beyond their
initial training. This will record the learning of the employee and this will be used for the better
business growth and development by the effective performance (Baldwin, 2016).
Importance of continuous professional development
Ensure about the employee capabilities: With the help of the CPD the professionals who are
working in the Mars organization can easily ensure about their capabilities and compare that with
the current standards in the similar areas.
Ensure about skills and knowledge: This is also used in the organization to manage the
performance of their employees by enhancing the skills and knowledge required in the
employees or HR manager. It is essential for the Mars HR manager to manage the performance
of their team members by having proper skills.
Contribute in the team management: CPD also help the manager or other employees in the
organization to contribute their efforts in the enhancement of the entire team so that they can
work in the effective manner at the workplace. The professionals of the Mars organization
manage, lead, influence and monitor their team as the whole (Sessa and London, 2015).
For example: Mars organization is dealing in the customer services by providing food products
in the market so it is essential for the organization to manage the skills and knowledge of their
professional for their own business performance sustainability. So they can use CPD in which
they can motivate the employees identify their skills and help the team to enhance their
performance.
9
business performance
Introduction
The below task will discuss about the requirement of the continuous learning and professional
development which help the Mars organization to maintain their business performance in the
market. This task will also cover the definition of the continuous learning and professional
development along with its importance.
Continuous professional development
This is mainly used as the process to track and document the knowledge, skills and experience of
the employees which gain in formal as well as informal manner by their work but beyond their
initial training. This will record the learning of the employee and this will be used for the better
business growth and development by the effective performance (Baldwin, 2016).
Importance of continuous professional development
Ensure about the employee capabilities: With the help of the CPD the professionals who are
working in the Mars organization can easily ensure about their capabilities and compare that with
the current standards in the similar areas.
Ensure about skills and knowledge: This is also used in the organization to manage the
performance of their employees by enhancing the skills and knowledge required in the
employees or HR manager. It is essential for the Mars HR manager to manage the performance
of their team members by having proper skills.
Contribute in the team management: CPD also help the manager or other employees in the
organization to contribute their efforts in the enhancement of the entire team so that they can
work in the effective manner at the workplace. The professionals of the Mars organization
manage, lead, influence and monitor their team as the whole (Sessa and London, 2015).
For example: Mars organization is dealing in the customer services by providing food products
in the market so it is essential for the organization to manage the skills and knowledge of their
professional for their own business performance sustainability. So they can use CPD in which
they can motivate the employees identify their skills and help the team to enhance their
performance.
9
Advantage and need of CPD in Mars organization
CPD is required in the Mars organization because this will help the organization as well as their
team to keep their employees skills and knowledge up-to-date and conduct the sessions for
further development. This will also help Mars organization as well as their employees to ensure
about the professional standards regarding their employee qualification management. CPD also
develop the confidence of their employees through which long term gain and growth is achieved
by the organization (Cohen, 2015).
Summary
This task has summarized that the CPD is effective for the Mars organization because through
this they can manage the performance of their employees by enhancing the skills and knowledge
of their employees. Importance of CPD shows it’s effective which can be achieved by the
organization when they apply it at their workplace.
10
CPD is required in the Mars organization because this will help the organization as well as their
team to keep their employees skills and knowledge up-to-date and conduct the sessions for
further development. This will also help Mars organization as well as their employees to ensure
about the professional standards regarding their employee qualification management. CPD also
develop the confidence of their employees through which long term gain and growth is achieved
by the organization (Cohen, 2015).
Summary
This task has summarized that the CPD is effective for the Mars organization because through
this they can manage the performance of their employees by enhancing the skills and knowledge
of their employees. Importance of CPD shows it’s effective which can be achieved by the
organization when they apply it at their workplace.
10
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LO3 (Essay)
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
Introduction
High performance work system is the connectivity and link between technology, organizational
structure and employees that are helping the organization to use the resources in effective
manner and achieve the goals of the organization. This task will discuss about the HPW
importance and how this will help in the employee engagement within the Mars organization.
High performance work system
HPW is the one of the system which is used by the organization to use their resources on proper
and effective manner as this will combine the structure of the organization, digital technology
and people which help them to gain the business opportunities in the market and achieve their
goals. HPW majorly focus on the transparency regarding work and working reliability between
the workers. This type of system that can be used by the organization provides communication
flexibility so that better relationship can be managed by them. The practices of HPW establish
flatter organizational structure that will promote the innovation learning and employee
motivation (Carvalho and Chambel, 2014).
Importance of high performance work (HPW)
Help to manage better employee attitude: With the help of the high performance work the
employees of the organization take their responsibilities so that they can improve the quality of
products and services of the organization. They are engaged their efforts to initiate the
innovation for improving the productivity.
Manage cooperation with the members: High performance work system help and support the
employees to engage with the internal as well as external stakeholders. They maintain effective
relationship with the employees and customers. The major benefit of this system is that this will
manage cooperation within the organization and outside the organization.
11
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
Introduction
High performance work system is the connectivity and link between technology, organizational
structure and employees that are helping the organization to use the resources in effective
manner and achieve the goals of the organization. This task will discuss about the HPW
importance and how this will help in the employee engagement within the Mars organization.
High performance work system
HPW is the one of the system which is used by the organization to use their resources on proper
and effective manner as this will combine the structure of the organization, digital technology
and people which help them to gain the business opportunities in the market and achieve their
goals. HPW majorly focus on the transparency regarding work and working reliability between
the workers. This type of system that can be used by the organization provides communication
flexibility so that better relationship can be managed by them. The practices of HPW establish
flatter organizational structure that will promote the innovation learning and employee
motivation (Carvalho and Chambel, 2014).
Importance of high performance work (HPW)
Help to manage better employee attitude: With the help of the high performance work the
employees of the organization take their responsibilities so that they can improve the quality of
products and services of the organization. They are engaged their efforts to initiate the
innovation for improving the productivity.
Manage cooperation with the members: High performance work system help and support the
employees to engage with the internal as well as external stakeholders. They maintain effective
relationship with the employees and customers. The major benefit of this system is that this will
manage cooperation within the organization and outside the organization.
11
Achieve better financial results: these types of system that can be used in the organization
provide positive financial benefits to the organization in which employees are engaged to
improve the productivity of the organization (Katzenbach and Smith, 2015). Employees help the
organization to increase the productivity by rises their share in the market and get control over
their budget and cost.
For example: The Mars organization combines their structure and employees with each other to
gain the high performance working environment in the organization. All the employees of Mars
organization engage in the activities of the organization so that high performance results can be
achieved by them. They manage proper interpersonal relationship with the team members,
control over the expenses and manage their performance with proper attitude.
Competitive advantages achieved by HPW system
By applying the high performance work system in the organization there are various types of
competitive advantages that are achieved by Mars organization. They will receive high and better
financial benefits when the organization gains highest HPO score in the same sector. They can
compare their units with each other and identify the effective of this system that has achieved by
them. Best financial results helps them to achieve high share and results in this competitive
market. This will also help to manage the human resources of the organization and through this
proper use of the resources can be done to achieve the proper position in the market (Epstein,
2018).
Summary
With the help of the above discussion it has summarized that by using the high performance
work system in the Mars they can effective manage their resources utilization and effectively
combine the structure and employee performance. It has also identified that there are many
advantages achieved by the organization through HPW in which competitive advantages is the
most important benefit which help Mars to manage their position in the market.
12
provide positive financial benefits to the organization in which employees are engaged to
improve the productivity of the organization (Katzenbach and Smith, 2015). Employees help the
organization to increase the productivity by rises their share in the market and get control over
their budget and cost.
For example: The Mars organization combines their structure and employees with each other to
gain the high performance working environment in the organization. All the employees of Mars
organization engage in the activities of the organization so that high performance results can be
achieved by them. They manage proper interpersonal relationship with the team members,
control over the expenses and manage their performance with proper attitude.
Competitive advantages achieved by HPW system
By applying the high performance work system in the organization there are various types of
competitive advantages that are achieved by Mars organization. They will receive high and better
financial benefits when the organization gains highest HPO score in the same sector. They can
compare their units with each other and identify the effective of this system that has achieved by
them. Best financial results helps them to achieve high share and results in this competitive
market. This will also help to manage the human resources of the organization and through this
proper use of the resources can be done to achieve the proper position in the market (Epstein,
2018).
Summary
With the help of the above discussion it has summarized that by using the high performance
work system in the Mars they can effective manage their resources utilization and effectively
combine the structure and employee performance. It has also identified that there are many
advantages achieved by the organization through HPW in which competitive advantages is the
most important benefit which help Mars to manage their position in the market.
12
LO4 (Essay)
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support High-performance culture and commitment
Introduction
The below task will cover the discussion about different types of approaches which are related to
the performance management by using the proper example of Mars organization. In the below
discussion it will cover that high performance commitment and culture of the organization get
the support of the performance management.
Performance management: This will include the activities and actions which are taken to
ensure about the goals and objectives of the organization that are consistently met in the proper
and effective manner. This will mainly focus on the organization, departments, processes and
employee performance for creating quality of products and services (Buckingham and Goodall,
2015).
Approaches to performance management
Comparative approach: This type of performance management approach includes the ranking or
the individual performance in respect of the others within the organization group. This technique
is quite straight forward which is used to give the employee rank from high to low in respect of
their performance. Mars organization can use this approach to evaluate the employee
performance and it effective in the organization operations.
Attribute approach: This approach is used to evaluate the performers against the predefined
traits set and characteristics like teamwork, judgment, problem solving and creativity. This
technique can be used by Mars to rate the employee performance in numbers.
Behavioural approach: This technique of performance management defines and gives the right
shape to the employee right behaviour only for their effective performance. This is the only and
fist technique which can be used by the Mars organization to rate the behaviour of their
employees.
13
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support High-performance culture and commitment
Introduction
The below task will cover the discussion about different types of approaches which are related to
the performance management by using the proper example of Mars organization. In the below
discussion it will cover that high performance commitment and culture of the organization get
the support of the performance management.
Performance management: This will include the activities and actions which are taken to
ensure about the goals and objectives of the organization that are consistently met in the proper
and effective manner. This will mainly focus on the organization, departments, processes and
employee performance for creating quality of products and services (Buckingham and Goodall,
2015).
Approaches to performance management
Comparative approach: This type of performance management approach includes the ranking or
the individual performance in respect of the others within the organization group. This technique
is quite straight forward which is used to give the employee rank from high to low in respect of
their performance. Mars organization can use this approach to evaluate the employee
performance and it effective in the organization operations.
Attribute approach: This approach is used to evaluate the performers against the predefined
traits set and characteristics like teamwork, judgment, problem solving and creativity. This
technique can be used by Mars to rate the employee performance in numbers.
Behavioural approach: This technique of performance management defines and gives the right
shape to the employee right behaviour only for their effective performance. This is the only and
fist technique which can be used by the Mars organization to rate the behaviour of their
employees.
13
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Result approach: Result approach mainly focus on removing some subjectivity from process of
measurement by the objective of performance evaluation of their employees. This is used by the
top management team of the Mars organization to set the SMART goals of the organization and
help employee to achieve the positive results.
Summary
The above discussion is about the performance management importance in the organization
along with the approaches that are used by the Mars organization. Different types of approaches
that are related to the performance management such as- comparative, attribute, behavioural and
result approaches are also discussed in the above task. These approaches of performance
management also support the high performance commitment and culture in the organization.
14
measurement by the objective of performance evaluation of their employees. This is used by the
top management team of the Mars organization to set the SMART goals of the organization and
help employee to achieve the positive results.
Summary
The above discussion is about the performance management importance in the organization
along with the approaches that are used by the Mars organization. Different types of approaches
that are related to the performance management such as- comparative, attribute, behavioural and
result approaches are also discussed in the above task. These approaches of performance
management also support the high performance commitment and culture in the organization.
14
Conclusion
As per the study, this report has concluded that HR professionals play various roles and
responsibilities in the organization to perform various functions to achieve desired goals of the
business. This report has analyzed skills, knowledge and behaviours of the HR professionals to
manage the organization and staff. It has highlighted that training and development are
interlinked with each other and play a very crucial role in growth of the individuals as well the
organization. Also it has use different approaches of performances management to support high
performance in the organization.
15
As per the study, this report has concluded that HR professionals play various roles and
responsibilities in the organization to perform various functions to achieve desired goals of the
business. This report has analyzed skills, knowledge and behaviours of the HR professionals to
manage the organization and staff. It has highlighted that training and development are
interlinked with each other and play a very crucial role in growth of the individuals as well the
organization. Also it has use different approaches of performances management to support high
performance in the organization.
15
References
Books and Journals
Baldwin, M., 2016. Social work, critical reflection and the learning organization.
Routledge.
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review, 93(4), pp.40-50.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Carvalho, V.S. and Chambel, M.J., 2014. Work-to-family enrichment and employees’
well-being: High performance work system and job characteristics. Social Indicators
Research, 119(1), pp.373-387.
Cohen, D.J., 2015. HR past, present and future: A call for consistent practices and a focus
on competencies. Human Resource Management Review, 25(2), pp.205-215.
Cohen, D.J., 2015. HR past, present and future: A call for consistent practices and a focus
on competencies. Human Resource Management Review, 25(2), pp.205-215.
Cottrell, S., 2015. Skills for success: Personal development and employability. Macmillan
International Higher Education.
Dixon, N.M., 2017. The organizational learning cycle: How we can learn collectively.
Routledge.
Epstein, M.J., 2018. Making sustainability work: Best practices in managing and
measuring corporate social, environmental and economic impacts. Routledge.
Evans, D., 2018. The Role of Job Attitudes on Knowledge Sharing in Cross-Functional
IT Project Teams: A Qualitative Study (Doctoral dissertation, Capella University).
Jackson, D. and Wilton, N., 2016. Developing career management competencies among
undergraduates and the role of work-integrated learning. Teaching in Higher
Education, 21(3), pp.266-286.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-
performance organization. Harvard Business Review Press.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to
planning, scheduling, and controlling. John Wiley & Sons.
16
Books and Journals
Baldwin, M., 2016. Social work, critical reflection and the learning organization.
Routledge.
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review, 93(4), pp.40-50.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Carvalho, V.S. and Chambel, M.J., 2014. Work-to-family enrichment and employees’
well-being: High performance work system and job characteristics. Social Indicators
Research, 119(1), pp.373-387.
Cohen, D.J., 2015. HR past, present and future: A call for consistent practices and a focus
on competencies. Human Resource Management Review, 25(2), pp.205-215.
Cohen, D.J., 2015. HR past, present and future: A call for consistent practices and a focus
on competencies. Human Resource Management Review, 25(2), pp.205-215.
Cottrell, S., 2015. Skills for success: Personal development and employability. Macmillan
International Higher Education.
Dixon, N.M., 2017. The organizational learning cycle: How we can learn collectively.
Routledge.
Epstein, M.J., 2018. Making sustainability work: Best practices in managing and
measuring corporate social, environmental and economic impacts. Routledge.
Evans, D., 2018. The Role of Job Attitudes on Knowledge Sharing in Cross-Functional
IT Project Teams: A Qualitative Study (Doctoral dissertation, Capella University).
Jackson, D. and Wilton, N., 2016. Developing career management competencies among
undergraduates and the role of work-integrated learning. Teaching in Higher
Education, 21(3), pp.266-286.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-
performance organization. Harvard Business Review Press.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to
planning, scheduling, and controlling. John Wiley & Sons.
16
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Marsick, V. and Watkins, K., 2015. Informal and Incidental Learning in the Workplace
(Routledge Revivals). Routledge.
Mesoudi, A., Chang, L., Dall, S.R. and Thornton, A., 2016. The evolution of individual
and cultural variation in social learning. Trends in ecology & evolution, 31(3), pp.215-
225.
Northouse, P.G., 2018. Leadership: Theory and practice. Sage publications.
Sessa, V.I. and London, M., 2015. Continuous learning in organizations: Individual,
group, and organizational perspectives. Psychology Press.
17
(Routledge Revivals). Routledge.
Mesoudi, A., Chang, L., Dall, S.R. and Thornton, A., 2016. The evolution of individual
and cultural variation in social learning. Trends in ecology & evolution, 31(3), pp.215-
225.
Northouse, P.G., 2018. Leadership: Theory and practice. Sage publications.
Sessa, V.I. and London, M., 2015. Continuous learning in organizations: Individual,
group, and organizational perspectives. Psychology Press.
17
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