Developing individuals, teams & organisations

This report explores the concept of developing individuals, teams, and organizations through learning and creative development. It discusses the professional knowledge, skills, and behavior required by HR professionals, the importance of skill audits, and the difference between organizational learning and individual learning. It also examines the contribution of high-performance working to employee engagement and competitive advantage. The report focuses on Dyson, a British technology company, and its strategies for achieving higher profitability and business goals.

Developing
individuals, teams &
organisations

TABLE OF CONTENT
TABLE OF CONTENT.........................................................................................................................2
INTRODUCTION.................................................................................................................................3
MAIN BODY........................................................................................................................................3
LO1.......................................................................................................................................................3
P1Professional knowledge, skills and behaviour required by HR professionals................................3
P2 Skill audits for specified job role..................................................................................................5
LO2.......................................................................................................................................................7
P3 Difference between organization learning and individual learning...............................................7
P4 Continuous learning, professional development to drive sustainable business performance........8
LO3.......................................................................................................................................................8
P5 HPW contribution in employee engagement and competitive advantage.....................................8
LO5.....................................................................................................................................................10
P6 Performance management approaches........................................................................................10
CONCLUSION...................................................................................................................................11
REFRENCES......................................................................................................................................12

INTRODUCTION
Developing individuals and organizations through learning and creative development
can be understood as foremost important concern onto which companies are focusing for
higher objectives and profitability among revenues and goodwill. Dyson is British technology
company established in 1991 which designs and manufactures household appliances such as
vacuum cleaners, air purifiers and various other innovative products which serves the goal of
serving high profitable business services among customer market share. This report explains
various prerequisites which needs be in HR professionals, skills and knowledge along with
importance of skill audit and construction of professional development plan. The report
further discusses differences between organizational learning and individual learning, role of
CPW and HPW in engaging employees to build various new skills and talent. Report further
discusses role of performance management in company for high performance culture and
commitment which will further aid in bringing various horizons onto which Dyson plans to
achieve high profitability goals (Armstrong, 2016).

MAIN BODY
LO1
P1Professional knowledge, skills and behaviour required by HR professionals
HR professionals are the foremost people working in company which posses strong
role in enabling all employees working in company to serve business goals and effectively
bringing out various skills onto which they are trained for higher objectives. HR professionals
working in Dyson posses various professional knowledge, dynamic working skills and high
positive attitude to work highly dynamic with strong capabilities to take instant decisions
which will further aid in leveraging various business goals.
 HR professionals are highly focused towards gaining various experiences and latest dynamic
experiences through which various profitable objectives can be achieved within Dyson. HR
executives need to posses professional skills of bringing prerequisite changes within
company employees with various dynamic on staff training among various departments
within framework. There needs to be development of employees with strong motivation
and keeping them retained within company for longer periods which is under the role of HR
professionals.
 Knowledge of various new parameters on which employees need to be guided within
company for larger working skills and opportunities which will keep their working
parameters focused for larger development horizons. These skills are an integral part of
dynamic and behavioural leadership through which leaders can guide employees for
achieving larger business objectives, keenly addressing customer satisfaction targets and
bring higher profitable goals (Ghauri and Ayub, 2018).
 HR professionals need to have dynamic behaviour and an highly optimistic approach towards
employees training , development and working towards providing them highly diverse
practical filed of department which will keep them retained in company for larger periods.
HR professional knowledge must have latest working horizons among competitive business
world where various new brands and companies are working towards bringing new
parameters through which they can enhance performance standards, training them with
innovative networking channels.
 Dyson Hr professionals have diverse working knowledge are highly creative and innovative
to keep employees within company highly informed with new working abilities, research

abilities and functional operations through which higher gaols are targeted to be delivered
effectively. The behaviour of HR professionals is highly wide among employees where
relative focus is towards functionally bringing various employees close to company gaols
as the determinants are highly fragmented towards achieving the set trademarks which will
yield more functional strength among employees.
These skills are highly focused towards reaching Dyson business objectives and
raising various benchmarks through which various rational development is evolved within
business networking chains. Dyson HR professionals are strongly creative with large focus
towards gaining various fundamental skills among its workforce with high commitment and
ethically connecting them towards accomplishment of business goals (Lopez-Cabrales.,
Bornay-Barrachina and Diaz-Fernandez, 2017).
P2 Skill audits for specified job role
Skills audit identifies various knowledge, skills and behaviour which are required in
an individual role to bring out the present working parameters and the desired parameters on
which the higher goals are set among professional working horizons. For the role of HR
executive Dyson company will focus towards building g various detailed skills , knowledge
of practical working fields and behaviour of highly optimistic attitude through which higher
performance standards are set in company. Skill audit of the job role in HR executive will
enable company leaders to frame various benchmarks onto which the strengths can be
developed with strong training and advanced service with high diversity to upgrade various
skills possessed within.
 Skill audit of HR executive will fundamentally bring forward various relative skills , training
parameters and the various arenas onto which higher targets of company business gaols can
be set. Skills audit explains the current skills and future potentiality development onto
which higher goals are targeted with strong profitability margins (Nicholas and Sacco,
2017).
 Skill audit explains various new capabilities which need to be given among HR executives at
Dyson Company for successful deliver of HR executive role in company for serving
various fundamental key horizons. The audit shall be conducted within regular periodic
intervals to keep the efficiency in check and relative focus towards bringing various
functional enhancements of functions, which will leverage fundamental goals on which
Dyson profitability is set for higher period of time.

PROFESSIONAL DEVELOPMENT PLAN
SKILLS TIME FRAME EVALUTION
 Analytical skills and
research skills are
highly important for
bringing best
performance among
employees working in
Dyson, which are
currently not up to the
set benchmark.
Employees need to be
gain advance
knowledge in training
various employees with
latest technological
skills, research abilities
as HR executive has
the role to guide
employees with strong
monitoring, high
evolvement and
functional operational
efficiency.
 These skills shall be
encouraged among Hr
executives with strong
focus towards training
them for providing
delivery of set targets
which will also enlarge
their vision towards
higher profitability
goals. These skills will
be given in 6 months
through strong training
and development
parameters. 6 months
will be an effective time
frame period through
which higher gaols can
be attained among HR
executives which are
newly joint in company.
 Analytical skills and
research abilities will be
evaluated among HR
executives with keeping
monitoring of their
working performances in
company. Dyson with
high evaluative working
metrics will look forward
to higher objective
attainment which will
look after their new skills
developed ability to keep
proper record of all
employees under one
networking system
(Sapovadia, 2019).
 Programming skill of
various functions under
the role of HR
executive is highly
important which will
work as strength for
Dyson, to program out
training platforms for
new joinee which will
 This skill shall be
governed to Hr
executive into 3
months, where the
individual working
horizons will be
leveraged to bring
forward various
potentialities through
 This skill will be
evaluated based on the
working horizon where
he is working towards
various assigned duties
dynamically and
bringing forward
various goals up to
which high parameters

further work as strong
parameter onto which
higher objectives can
be set forward
(Himmelstein, and
Gopalakrishnan,
2017).
which committed team
is evolved under
supervision.
can be leveraged for
strong working
parameters at Dyson.
LO2
P3 Difference between organization learning and individual learning
Organization learning and individual learning can be understood with large focus
towards various business objectives on which their strength and diverse working standards
can be developed for higher profit margins. Organizational learning is an evolving concept
where overall working horizons on which company gaols are set are focused by to reach
sustainable business performance and employees are motivated to reach higher goals among
company. Whereas individual learning can be understood s the concept where a person gets
training and development practices under business horizon in company , which not only
motivates them to learn functional experience and practical field capabilities (Clevel and
Huebner and Madison, 2017).
 Organisation learning within Dyson is highly focused towards bringing various new evolving
changes under dynamic working parameters which leverages various business gaols on which
higher profitability can be attained. Dyson as an innovative company has shown promising
growth among organization development where relative energy is towards highly optimistic
business expansion and keenly engaging in various new creative projects development.
Whereas individual learning can be understood as fundamental concept on which they are
given training for higher motivational avenues based on company objectives.
 Organization learning within Dyson is fragmented on the objective of gaining high end
benchmarks of company business profits on which higher gaols are set , with investing in
technology networks and innovative production tools which highly enhances customer
satisfaction. Individual learning and development is whereas an highly mutual process among
employees where they gain new skills, functional knowledge of working with leaders

supervision which develops their inner skills and functional capabilities to bring forward high
profitable products (De Cieri, Cooper and Brooks, 2016).
 Organization learning within Dyson is focused towards functional efficiency and innovation
among websites of products and services development towards which higher goals of
company are focused. Various change models and new creative development with diverse
company gaols building models has been the base onto which Dyson working performances
are based through which various objectives are attained for long run. Whereas employees
training is an individual concept which motivates them to learn new potentialities, research
better within their assigned duties and keep the reporting functions highly active onto which
higher gaols are formed.
P4 Continuous learning, professional development to drive sustainable business performance
Continuous learning and professional development are highly correlated with each
other on various parameters through which companies are able to generate higher sustainable
business performance for higher profitability and goodwill generation. The continuous
professional development is highly evolving business practise where employees and
stakeholders are given high focus of training and development practices through which higher
gaols can be generated for company. Continuous learning parameters motivate employees to
perform better towards their assigned tasks and responsibilities through which they can
generate better efficiency among business performance and bring higher working parameters
(Chidiac, 2018). Professional development at Dyson is highly encouraged by leaders towards
employees through which they can seek higher working horizons and profoundly look
forward to gain high optimistic work opportunities through which working benchmarks are
higher and stronger for future performances. Dyson highly focuses towards generating long
term business revenue by professionally developing its internal stakeholders and continuously
providing them with latest working paradigms and high ethical working standards which
motivates and generate strong motivation within them to share their skills forward. The
continuous learning and professional development yields new relative synergy through which
employees can focus towards gaining high ethical working parameters and rationally develop
their skills through which new research production standards are driven in company (Kato,
and Kodama, 2018). Brainstorming sessions and functional group sessions motivate them to
potentially develop new synergy of working through which higher creativity is developed.
Continuous professional development trains the stakeholders working in company for higher
business goals in Dyson which enriches them with higher productive functioning targets for

longer periods. These functions and parameters motivate employees to continuously learn
new techniques of working towards their set responsibilities and give them various new
creative diameters through which creative abilities are governed under employees at Dyson
(de Aquino and Robertson, 2018).
LO3
P5 HPW contribution in employee engagement and competitive advantage
High performance working involvement practices can be understood as self-directed
teams, quality circles and sharing the access of communication to various departments of
company within human resources practices which enlarge their view towards working
performances. The performance appraisal, work redesign and mentoring are the various
parameters on which employees can seek higher work objectives and also look forward to
higher fundamental objectives. Employees contribution , engagement and competitive skills
are developed with HPW techniques and programs through which overall functional
capabilities are programmed into Dyson. Competitive advantage is encouraged when the
internal functional abilities are highly developed within company through which creativity
and diverse working aptitudes are researched (Gordon, 2018). The HPW contribution highly
brings employees closer to company gaols on which the framework is based which develops
gaols into more constructive format, leverages high creative paradigms among employees
which motivates them towards completion of assigned tasks. These research skills are and
functional abilities to program out new avenues and functional gaols on which they are
looking forward to various new paradigms are highly attributive and technical efficiency
which inject various innovative tools within company business framework HPW contributes
greatly in bringing employees engagement higher within Dyson which feels the employees
are the face of brand which sees the customer satisfaction services and functionally are the
working paradigm on which later productivity is highly developed for longer periods (Zacher,
and Rudolph, 2017).
These HPW working practices are highly functional and attributes are highly
connected within the set networking of workforce within company greatly focused towards
high end business targets. Employee commitment is highly important for high growth within
company business network with the competitive growth avenues through which higher gaols
can be accomplished for determinants of innovation. Dyson functionally focuses towards
HPW working techniques through which higher goals and competitive skills can be

reinforced within workforce. Larger the commitment from workforce larger the strength for
which employees can stand together for company at crisis situation , Dyson has been highly
focusing towards HPW networking channels and programs to train employees for larger
business activities, keenly upgrading the various avenues on which the services to customers
can be delivered which also enhances overall sustainable working ethics and goals of
company (Korac‐Kakabadse,Skouloudis and Dimopoulos, 2019).The HPE relatively is an
highly evolving concept with the pace of time which largely makes the relative growth of
skills ,capabilities to function under dynamic situations and keenly function the programming
towards various parameters onto which company can develop high dynamic workforce
which is involved on various parameters.
LO5
P6 Performance management approaches
There are various performance management approaches which supports high
performance culture and commitment among employees with continuous evolvement and
various fundamental working parameters. Dyson focuses on performance management as one
of the best networking chain and tool to connect employees and stakeholders working within
company among various departments for higher working gaols The various approaches
which prepare employees for reaching the set targets of functional efficiency, target profits
and the relative synergy onto which they are highly based for various long commitment in
Dyson are as follows (Kuvaas, Buch and Dysvik, 2018).
 Collaborative thinking: Employees are given various platforms and networking avenues with
their leaders and colleagues to bring forward new ideas and showcase their accretive
abilities to framework their research abilities. Collabrative thinking can be understood as
the vital chain of bringing employees and leaders under one chain where ideas and projects
are discussed with brainstorming techniques, leverage goodwill for various business targets.
Such performance management approach at Dyson has upgraded the employee engagement
among business tasks where the technology integration is also highly vital for company to
reach the set targets with high profitability. Collaborative thinking brings employees closer
to the vision and company working paradigms onto which Dyson stresses to enhance team
building programs, brainstorming avenues and functionally deliver various targets onto
which higher gaols can be established. Collaborative thinking not only engages all

departments of employees in company business networking chain, which keenly upgrades
various functioning aims onto which Dyson engages.
 Conducing work environment: The various conducing working platforms which enhances
the company employees engagement and supervisors which are motivational factors for
various business goals are diversified. The Dyson company business environment is highly
focused towards bringing employees bets skills forward to company which works as an
asset and technically bring company employees close to top management onto which higher
supervision is attached for long term expansion. Dyson company working tools and
functional abilities of employees are structurally planned forward for bringing forward
various business expansion into international horizons, leveraging the best high quality
services among customers worldwide (Mikkelsen, Jacobsen and Andersen, 2017).
 Bonuses and Job appraisals: This is the extrinsic motivation and performance management
parameter through which employees feel highly motivated to bring their skills forward
effectively. Dyson company to keep employees highly retained in company for longer
periods stresses forward providing them bonuses and job appraisals, which not only works
as profound tool to upgrade the working standards among employees but also enable them
future parameters onto which their relative strengths can be programmed highly. Job
appraisals within periodical periods enable employees to keep motivated among company
business regulations and keenly enhance various parameters onto which higher gaols are
set. Bonus and recognition onto various projects accomplishment impacts employees
functional abilities highly and also bring company business gaols close to employees
strength , onto which creativity is highly developed for long term working parameters.
CONCLUSION
This report can be concluded with explanation that there are various differences
within individual learning and organizational learning for company through which higher
goals are set for large productivity. Report concludes Dyson is an high innovative company
in UK which believes in bringing employees closer to commitment and engagement which is
an important part of Continuous professional development and production chains . The report
concludes various business horizons onto which employees connectivity is enriched among
business departments onto various fundamental working parameters, keenly reflecting
various goals which are set. Report further concludes how company gains productive skills
among the workforce with continuous evolvement in latest working strength and researching

the best methods of performance management among employees. The report concludes
various HPW techniques which are used by Dyson and materialistically develops the key
networking chains under which employees are given high focus for developing strong
working avenues for company higher profitability goals (Ristic, Selakovic, and Qureshi,
2017).
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