Developing Individuals, Teams and Organisations

This project report examines the importance of developing individuals, teams, and organizations within the context of 4Com Plc. It analyzes the knowledge, skills, and behaviors needed by HR professionals, the role of personal skills audits and development plans, and the contribution of high-performance working to employee engagement and competitive advantage. The report also explores various methods of performance management.

Developing Individuals,
Teams and Organisations
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Knowledge, skills and behaviour needed by HR professional.........................................3
P2: Personal skills audit to examine knowledge, skills and behaviour..................................4
TASK 2............................................................................................................................................7
P3: Comparison between organisational and individual learning, training & development..7
P4: Requirement of continuous learning and professional development...............................9
TASK 3............................................................................................................................................9
P5: Contribution of HPW in employee engagement and competitive advantage..................9
TASK 4..........................................................................................................................................10
P6: Methods of performance management...........................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13
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INTRODUCTION
Organisation is an entity that consisting of individuals or group of people that work
together for the common purpose. The primary motive behind operating together is to attain
overall aims and objectives that are set by the company. Development is one of the vital aspects
of 4Com Plc to attain long term growth as well as sustainability that can be only possible with
the skilled employees or team.
This project report consists of different section such as key points those are related with
professional skills, knowledge and behaviour those are required by a personal skill audit
development. Apart from this, requirement of regular learning and professional development as
well as overall contribution of HPW towards employee involvement in order to get competitive
benefits. Along with this, method use of performance is examined under this report (McKenzie,
van Winkelen and Aitken, 2012).
TASK 1
P1: Knowledge, skills and behaviour needed by HR professional
In most business organisation, it has been seen that HR professional are considered as
valuable part of the company. They should have to carry valuable skills and knowledge that can
assist them to perform their roles and responsibilities in more effective manner. In 4Com plc, HR
manager are well capable of being handling any kind of pressure that can help an organisation to
attain their mission on the allotted time frame. Some of the key elements are mentioned below:
Knowledge:
 Business knowledge: It is one of the valuable parts for HR manager to have proper
knowledge of business; in case they are not having right of ability 4Com plc cannot be
able to make any correct decision. If there is inappropriate capability among HR
manager, than it can make negative impacts on the business.
 Labour legislation knowledge: It is crucial for the HR manager to have proper ideas
about the labour pay legislation so that they will be able to deal with all kind of employee
issues. This will be helpful for create value for 4com plc business and can provide
responsibility as per the rules decided by the government (Bertin, Fry and Ragsdell,
2014).
Skills:
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 IT skills: These kinds of skills are associated with the digital ability and it would need for
HR manager to record all kind of information about their employees those are working
within 4Com plc. It can further assist in finding solution for technology that are
associated with the labour and enhance their IT knowledge more effectively.
 Decision making skills: According to this, HR manager would have to make positive
decision making skills and in this process, they need to make correct decision to develop
plan. It will attain in overall management objectives more effectively in near future time.
As skills are key component of decision that can results in bringing profits in favour of
4com plc.
 Ability to solve issues: It is utmost important for a company to have good HR
professional that is having effective solution for critical solution. In 4com plc, manager
could be able to resolve every issue in minimum time so that organisation can deal with
all kind of issues in more proper manner. These can assist them to find more chances of
growth opportunities in coming times (Malik, 2018).
Behaviour:
 Ethical behaviour: A HR manager could have to deal in ethical manner as it can results
in effective human relations. In 4com plc, they are required to have this behaviour with
their team member and subordinates. In case of any struggles, HR professional would
have to provide equal support to their employees to develop strong trust among each
other.
 Fairness: It is primary role of leader and manager that can behave equal with every one
of their follower and group member, it will increase overall team spirit so that chances of
professionalism can develop among every employees. Hence, with proper harmonious
relationship between staffs member can lead to attain overall aims and objectives in near
future.
P2: Personal skills audit to examine knowledge, skills and behaviour
PAP (Personal audit plan): It is one of the particular guideline that is required to be
followed while conducting an audit. It would assist the auditor to obtain sufficient evidence for
the situations that can help to keep information more clear about an individual regarding their
skills and knowledge. This can be valuable for an individual to analyse himself by conducting
personal audit (Muenjohn and et. al., 2013). The personal audits are as mentioned below:
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Decision making skills:
Skills Bad Average Good Very good
capability to make decision in decisive
situation
✓
Able to make effective decisions ✓
The Problem solving skills:
Skills Bad Average Good Very good
The best ability to get more than one answer to
the troubles
✓
Able to transaction with harms effectively ✓
Find effective way out easily ✓
Able to switch difficult data and make careful
use of in sequence
✓
IT skills:
Skills Bad Average Good Very good
Capability of Ms word ✓
Able to work on Ms Excel ✓
High-quality knowledge of computer software ✓
Able to drive professional mails ✓
Use and email ✓
Able to use power point ✓
Personal development plan:
It refers to a detailed document that could assist HR professional to examine that what is
the major issues and week skill that are required to be increase. This plan would help to make
changes in those skills so that every issue can be resolve in minimum time period (Saunders,
2016). A well organise detailed plan was made by the HR professional of 4com plc for him that
is mentioned below under whom every issues with proper solution is defined clearly:
Skills Problems Training Professional Duration
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guidance
 IT Skills: After proper
analysis, I have
found that my
personal IT
knowledge is not
so effective and
I need to work
on it as this will
help me to gain
ability of using
Ms word and
excel in
effective
manner. As I am
enable to send
professional
mails as those
are vital for the
HR manager.
I have to take a
well organize
and professional
training that may
outcome in
increased IT
skills. Training
can be provided
by the company
or any other
institution. In
case it is not
provide by the
organization
than I can get it
from external of
the business
venture.
It is crucial for
me as HR
professionals to
operate under
professional
regulation of
skilled IT
manager who
can guide me
while working
on different type
of software’s.
I can reach these
skills within two
to four months.
(2-3 weeks)
 Problem
Solving
skills:
My problem-
solving skills are
also not
appropriate and I
am not been able
to detect more
than one ideas to
the problem and
also not able to
find answer with
no trouble which
I think I have to
take training
from the Skilled
professionals of
the company or
agency so that
they may
provide me
proper
knowledge while
performing odd
Senior managers
of an
organization can
point me while
work and direct
me to make
correct solutions
in tough
situations.
I can increase
my skills in 30
to 45 days with
the assistance of
managers.
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is very
significant as a
HR manager.
jobs and at
difficult
situation to deal
with them
successfully.
By the help of all the above self-audit as well as personal development plan, it can be
identify by HR professional of 4Com plc that in what Skills they required to make modification
in respect to perform their responsibilities more effectively. It would guide them to make correct
decision as per the condition under which they required to operate more efficiently in tough
situation within the office premises. All the weakness can be remove by the proper training and
skills while operating in higher leadership. It will be easier for the less knowledgeable people to
take necessary goodness from their superior and amend among their own life.
TASK 2
P3: Comparison between organisational and individual learning, training & development
It is crucial for an organization to maintain proper balance among their employees so that
chances of mistakes can be avoided more quick time. In order to develop their own ability, it is
vital to understand the organization learning and other important activities (Aswathappa, 2013).
Organisation learning is a technique that is used to create, retain and make transfer of
knowledge in the company. In these types of learning manager and other leaders could provide
more preferences to organisational overall development as compare to individual. It is basically
aimed on the attainment of companies’ aims and objectives. It is used within 4Com plc to
achieve goals that are set in before the time and plan to get in more easy ways.
Individual learning: It is basically related with the overall development of every
individual of a business organisation. It would assist in increasing knowledge and ability of the
employees. The outcomes are positive and improve working quality of people and team member
within an organisation. This adaption done by Hr professional of 4com plc as it can help to boost
the morale of their employees to perform better in any kind of tough situation (Nissen, Evald and
Clarke, 2014).
Difference among organisation and individual learning
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Organizational learning Individual learning
It is Simply related with attaining of
organizational aims as well as objective.
It is concerned with improvement of each
member of staff within an organization.
Most of the time it is based on a particular time
table which is been followed by staff to attain
organizational goals.
It would assist them to motivate employees
that can improve their presentation at
workplace.
It consequences in good solution of harms that
are faced by a business.
It’s outcome in good work quality of each
individual.
It is used to enhance employee involvement
and commitment.
It is used to accomplish needs, potential and
intensions of workforce.
Training: It refers as the proper of making improvement among the employees those are
working within an organization. It can either be internal for old employees or for new candidates.
This will assist in making changes in knowledge’s and skills of their staffs so that they can
perform more effectively at their office premises. In 4Com plc, training is provided on regular
basis so that positive results can be attaining during the period of time.
Development: It aimed with overall enhancement of employee’s inner skills and future
performance. It can be used by HR manager of 4Com plc to increase capability of their present
performance so that organization can reach to their set target in more effectively manner
(Duffield and Whitty, 2015).
Difference between training and development:
Training Development
Training program are conduct for new as well
as old employees.
Development is for existing employees of an
organization and for this purpose a plan is be
made i.e PDP plan.
It is helpful to provide data of job roles and
responsibility to the staffs and other team
members.
It is used to develop knowledge and skills of
old employees of the company.
It has been seen that training cost for
employees is not so high.
It is highly expensive as accordance to training
programs.
A definite time frame has been fixed for
training in an organization.
Development is a continuous process and more
flexible.
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P4: Requirement of continuous learning and professional development
Continuous learning as well as professional development is said to be future terms aspects
that are aimed for attaining sustainable base. It can assist an organisation to grow as constant for
some time and after that increase at faster rate with the help of capable employee’s contribution.
It is crucial for a business to create growth opportunity to the employees as it can assist to reach
at the predetermine organisational objectives. There are certain specific needs that are helpful for
sustainable business:
Increasing skills of employees: With the help of continuous learning, employees would
increase their personal skills such as effective decision making and problem solving ability. In
4Com plc, Hr manager aimed on this particular component as it can assist in overall increment of
productivity with maximum satisfaction level of employees (Harrison, 2012).
Creating growth chance: It has been seen the most of the employees are continuously
learning new skills and knowledge thus; it can create innovative growth opportunity in near
future time.
Increase employee retention: With the help of Professional development increasing rate
of employee retention as it can assist in creating chances to individual for getting incentives and
other benefits from the organisation side.
TASK 3
P5: Contribution of HPW in employee engagement and competitive advantage
HPW (High performance working): It is said to be one of the effective method which is
used by an organisation to increase effectiveness among employees. In 4Com plc, HR
professional can use to work on increasing skills and performance through these techniques to
analyse the good work. This will enhance team performance by engaging among each other
further this will help in gaining competitive advantage through the positive performance.
Employee engagement is said to be proper involvement of their workers in any kind of
organisational activities which is best suitable for them. If they are getting certain advantage for
their work in money or other terms. It is vital for an organisational to increase interest of their
workforces as it can guide them to attain organisation as well as their own objective at the same
point of time (Hennink and et. al., 2012).
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Like, in case 4Com plc is using high performance working than they can contribute to
increase employee engagement and gain competitive advantage over other. It helps them to
improve their performance by providing them end number of growth chances in coming period
of time. In case company is not using this method than it has to face lot of consequences and
have no possibility to determine appropriate solution to their issues as there is not any easy ways
to resolve the issues. In 4com plc, HR professional can use high performance working in order to
create interest and value for the employees by providing them as per their demand.
TASK 4
P6: Methods of performance management
Performance management is an essential techniques in which a supervisor or leader work
together to examine business and overall employee performance at the same point of time. In
4com plc, it is used to analyse contribution of each and one employees towards organisation
(Performance Management. 2018). There are certain approaches of performance management
that are used by HR professional of 4Com plc are mentioned below:
Figure 1Performance management approaches, 2018
Source: Performance management approaches, 2018
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Behavioural approach: This is one of the oldest methods of performance management, which
included vertical scales of various job roles. In 4com plc, it can be used to analyse the behaviour
of employees toward their own job.
Result approach: Under this approach, employs are rated as per their outcomes of performance.
It has been used within 4com plc to motive workforce and increase quality of work more
effectively. Example, manager can easily be able to identify results of efforts of workers and
provide them reward for their performance (Davison, Ou and Martinsons, 2013).
Comparative approach: According to this, it depends on examination and centralization of
workers which is ranked by comparing them from other employees. They are ranked higher to
low on the scale. This strategy can be utilized by HR administrators of 4com plc to rank high to
low involvement of workers. For instance, it can compare the people who are working hard and
supervisors can give right advantages to the workforce to increase the moral and to increase their
contribution level.
Attribute approach: In this approach employees are appraised by their aptitudes, for example,
critical thinking and cooperation, correspondence, creativity and judgment and development
abilities. In 4com plc, this method can be utilized to enhance worker's execution by analyzing
their efforts. For example, it is very attractive as it may be utilized to recognize best skilled
worker who can give best and significant outcome to resolve issues, this outcomes in higher
execution as it chooses talented team members.
Quality approach: This strategy is utilized to build the level of consumer loyalties by decrease
quality mistakes in the items or services. This approach is utilized by HR experts of 4com plc to
take criticisms from clients to recognize issues in their products. For example, if employees take
valuable inputs from customers of an organization than it might enhance their quality and results
in higher level of performance.
CONCLUSION
From the above project report, it has been concluded that development of team and
individual is essential aspects for an organization. For this purpose, various methods and
personal development plan is also need to increase overall performance of employees.
Continuous learning is vital part for business organization to formulate development growth
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opportunities for their workforces and professional development is crucial to motivate employees
to attain better growth in near future time.
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REFERENCES
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forces in agricultural research: Impact on knowledge sharing within a public sector
organsiation. Academic Conferences and Publishing International (ACPI).
McKenzie, J., van Winkelen, C. and Aitken, P., 2012, September. Developing Effective Change
Leadership to Build the Knowledgeable Organisation: A Paradoxical Foundation.
In European Conference on Knowledge Management (p. 726). Academic Conferences
International Limited.
Malik, A., 2018. Managing Change and HRM. In Strategic Human Resource Management and
Employment Relations(pp. 119-131). Springer, Singapore.
Muenjohn, N. and et. al., 2013. Developing Soft Skills of Leadership: A Review of Hotel
Management in Asia.
Saunders, R., 2016. Professional development, instructional intelligence and teacher emotions:
A mixed methods study of a four-year systemic change initiative (Doctoral dissertation,
Murdoch University).
Aswathappa, K. E. M. A. L., 2013. Human resource management: Text and cases. Tata
McGraw-Hill Education.
Nissen, H. A., Evald, M. R. and Clarke, A. H., 2014. Knowledge sharing in heterogeneous teams
through collaboration and cooperation: Exemplified through Public–Private-Innovation
partnerships. Industrial Marketing Management. 43(3). pp.473-482.
Duffield, S. and Whitty, S. J., 2015. Developing a systemic lessons learned knowledge model for
organisational learning through projects. International journal of project
management. 33(2). pp.311-324.
Harrison, R., 2012. Employee development. Universities Press.
Hennink, M. and et. al., 2012. Defining empowerment: perspectives from international
development organisations. Development in Practice. 22(2). pp.202-215.
Davison, R. M., Ou, C. X. and Martinsons, M. G., 2013. Information technology to support
informal knowledge sharing. Information Systems Journal. 23(1). pp.89-109.
Online
Performance Management. 2018. [Online]. Available through:
<https://www.saba.com/blog/a-simple-definition-of-performance-managementand-why-
everyone-plays-a-role>
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