Developing Individuals, Teams and Organisation - Desklib

This report discusses the skills and competencies required by HR professionals, analyzes the differences between organizational and individual learning, training, and development, and emphasizes the need for continuous learning and professional development to drive sustainable business performance. The report also includes a personal skills audit and a professional development plan for a given job role. The subject is developing individuals, teams, and organizations, and the course code and college/university are not mentioned.

Developing individuals,
teams and organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals..........................................................................................................................1
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role...........................3
P3 Analyse the differences between organisational and individual learning, training and
development.................................................................................................................................5
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance................................................................................................7
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation...............................................8
P6 Evaluate different approaches to performance management and demonstrate with specific
examples....................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFRENCES ................................................................................................................................12

INTRODUCTION
Employees are one of the most important part of organization as they play vital role
within success of a company. They are required to provide with proper training which is given to
employees. The human resource manager within an organization is based upon handling
employees in an organization. In this report selected organization is Unilever which is an
multinational consumer good organization which was formed in 1929 and has headquarters in
UK . The strength of employee is around 155000 in this organization. In the report discussion is
based over skills an competencies which is used by HR professionals. Also, CPD has been
formulated over developing skills with difference in organizational and individual learning has
been evaluated. It has helped in providing best training of employees with continuous learning
and professional development which is analysed over goals and objectives of an organization.
This makes higher performance and work culture hold importance of employees which is
integral part of report. In the end some approaches of management has been discussed with
collaborative working has been discussed within the report.
MAIN BODY
TASK 1
Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
It is an vital perspective that HR professionals has important role to play within an
organization. This is based over requirements which is based upon multitasking while being HR
in Unilever. This aspect is important which is required tie be noted over requirements of different
skills and professional knowledge that makes person ready for job(Nwamara and Onuora-Oguno,
2021). This is related with professional knowledge so that they are able to work in effective
manner. The behaviour of an individual is an important aspect for gaining success. As it deals
over people by making them interactive which leads individual to become good HR. There are
different skills which is required to be performed by HR professionals of Unilever which has
been discussed as follows:
Skills
 Communication capabilities: Effective communique is should for HR of an enterprise.
It is visible that a HR should have right written and verbal communique in order that
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they're capable of engage efficiently. It allows to construct a hyperlink among the
employees and the enterprise. It is visible that HR of Unilever makes use of communique
capabilities to construct powerful relation with the employees.
 Decision making capabilities: It is vital to be aware that HR should be a great choice
maker. The human aid supervisor of an enterprise works to rent the proper worker in the
the enterprise. It is essential to have right analysing capabilities in order that they're
capable of pick the nice professional candidate. In Unilever, all of the choices associated
with employees are taken with the aid of using the HR of enterprise.
 Technological capabilities: It is vital to be aware that generation is updating at a
everyday pace. It is visible that there are numerous software program which can be
utilized by the HR of an enterprise. So, if organization want to use them efficiently there
may be requirement of technological capabilities(Nwamara and Onuora-Oguno, 2021). It
is visible that a right schooling should be furnished to HR in order that they're capable of
use modern generation and entire the paintings efficiently.
 Behaviour Problem solving: It is visible that there are various troubles that rise up
whilst running in enterprise. All the employees come to HR of the enterprise if
organization want to get answer of the problem. It is visible that HR of Unilever is
constantly equipped to pay attention to the the employees and offer them nice answer in
order that they're capable of paintings efficiently in the the enterprise.
 Team control: It is essential to be aware that there may be want group control
capabilities in order that they're capable of paintings efficiently. There is group of HR
that works collectively and manage the employees in Unilever. It is needed that they
paintings efficiently in group in order that there are right running situations in the the
enterprise. It is essential to efficiently control the group in order that the agency is
capable of reap desires and targets in an powerful manner.
Knowledge
 HRM expertise and know-how: It is visible that there's requirement of expert expertise
and know-how in the the discipline of HR in order that the employer is capable of attain
success. It is visible that a skilled character is capable of manage the employees in an
powerful manner. It is likewise visible that having powerful qualification in the the
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discipline of HR is likewise important in order that they may be capable of educate the
employees with the great.
 Recruitment and selection: It is visible that major function of HR is to recruit and pick
out great employees for the organisation(Nwamara and Onuora-Oguno , 2021). It is
visible that HR ought to have potential to tell the people approximately the emptiness in
order that they may be capable of apply. Along with that the potential to pick out great
amongst them is likewise important. It is important to have expertise and capabilities
approximately the employees in order that the emptiness may be stuffed through way of
means of the organisation. It is important to offer identical possibilities to all of the
people making use of for the job. These are the important thing capabilities which can be
required through way of means of the man or woman to emerge as HR in a reputed
organisation. It is important to have a majority of these capabilities in order that they may
be capable of control all of the employees and allow them to paintings efficiently in an
organisation.
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
This is important to be marked out that there is need for hiring of employees within an
organization. It is important for making check of skills within a person by hiring them. There are
certain important aspects which is used for improvement and requires to be analysed.
Skill Audit: This way is based upon assessing of skills which is based upon making
employees more effective in terms of skills and analysis. Thus skill audit is important part of
skills development.
Skills and and Competences Score to Self Score by Others
Communication skills 6 7
Decision-making skills 7 7
Problem-solving skills 5 6
Team working skills 9 8
Technological skills 4 4
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From the skills audit it's far analysed that a number of the skills require interest and
improvement. It is important to skill audit on normal foundation in order to make enhancements
done which are involve(Santani, Ruiz-Correa and Gatica-Perez, 2018). This leads towards
improvement which makes assistance to be provided.
Continuous expert improvement: It is a plan this is formulated through the agency so
as to examine the desired route of action. It will assist the character to broaden the ones skills
and use them for success. The skills are required to turn out to be right HR expert.
Skills Importance Actions Taken Time
Communication
skills
Communication
competencies assist an
person to increase family
members with the
employees.
Reading of English
newspaper and novels
will help.
2 Months
Decision-making
skills
It is needed to lease first-
class appropriate worker
for the organisation.
Solving case stud allows
to beautify selection
making capabilities
1 Month
Problem-solving
skills
To remedy the problems
confronted through way
of means of the
employees of the
company.
By running of preceding
issues and analysing the
answers taken at that
time.
2 Months
Team working skills There is want to running
with cooperation and
coordination.
By running in group
projects.
1 month
Technological skills To use software program
and paintings effectively
it's miles important to
have technological
By taking instructions
and education
technological capabilities
3 Months
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competencies may be developed.
P3 Analyse the differences between organisational and individual learning, training and
development.
An organization has group of talented employees which persists various kinds of skills,
capabilities and knowledge. Individual learning of employees is important since leads upon
developing working environment. This is an self centred method that makes individual included
within learning process(Bakari and Sofien, 2019). It relates with self learning when employees
make participation which makes organization process developed with learning and training
programs. An individual is able to boost skills and capabilities which is based over making job
role performed more effectively. The culture of individual learning relates with demonstration of
knowledge and skills which can be shared over workplace that relates upon adopting of
capabilities over knowledge and skills which helps upon achieving of goals and objectives.
Organization learn through efforts, practices and ideas that leads towards dynamic environment
to be produced. There is lot of uncertainties and risk making factors to be prevailed over finding
solutions or training. Thus employees are required to find root cause of problems for improving
knowledge for overcoming challenges. The difference between organizational and individual
learning has been discussed as follows:
Basis Organisational learning Individual learning
meaning This is based upon studying
about region with set and
employer. The employees
collectively contain in studying
new concepts, research shape
experience(Dark, Brownlie, and
Bloomberg, 2019). The reason
for organisational studying is to
enhance skills so as to cope up
in dynamic environment. The
most important purpose of this
It is based upon learning about
individuals which is based
over self participation. This is
related to personal interest and
motivation which leads
towards bringing change
within skills and knowledge of
individuals. The individuals
improve their performance and
abilities through engaging
within learning and
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studying is to convey essential
extrude an expertise in standard
employer.
experiences.
Purpose It additionally ambitions to
paintings in coordination. The
employees will triumph over
the demanding situations with
the assist of employer
resources.
The main aim of individual
learning is based upon self
capability which makes tasks
and activities performed. This
leads towards self satisfaction
and personal growth.
Benefit It is useful for entire employer.
As studying will bring about
making an powerful way of life
through which, employees keep
updates and expertise to make
higher performance.
It is leads upon creating
benefit for an individual by
increasing confidence while
working. The organization
results in great performance
through increasing knowledge
of an individual.
The different of training and development is presented underneath:
Basis Training Development
Meaning Training means the process
which is used for guiding,
educating
employee(Hambleton,
Jeyaseelan and Murphy, 2020).
This is short term process
which makes employees gain
relevant knowledge about
task.
Development is mainly aimed
towards long terms purpose.
This is based upon managerial
solutions which is based over
carrying out solutions with
more effectiveness. This
includes theoretical concepts
and practice knowledge.
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Basis Training Development
Orientation The education receives
orientated at expert level. The
intention is to contain
personnel to be acquainted
with place of business
challenge and advantage
information for appearing first-
rate activity role.
Development results in make
profession making plans and
attaining lengthy phrases aims.
It is in shape of profession
possibility and giving
excessive function in the the
corporation.
Scope of learning In education, there's restrained
scope for gaining knowledge
of because it takes area for
restrained term to reap a
specific challenge or
goal(Bracale, Carpinelli and
De Falco, 2019). The scope in
improvement is pretty huge as
people learns in all of the
stages.
Development receives by no
means forestall whether or not
the challenge or sports might
be fulfil. It takes everywhere
in the corporation which
recognition on giving
possibilities to employees
Focus Training is based on
improving skills of employees
It makes them assured and
effective to reap goals and
stable their activity role.
Development is furnished to
managers and leaders who've
reap awesome function in
corporation. To hold their
motivation, everyday
improvement is vital to
triumph over with destiny
uncertainties.
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P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous studying refers to part of studying and improvement for an individual.
Learning is an vital component which is going until the lifespan of an individual(Bickle, 2017).
In each corporation, personnel want to be part of non-stop studying and improvement, it helps in
coaching skills and information to attain self purpose in addition to gift very own self as a
efficient property for the company. Unilever has true HR rules wherein they aid and cognizance
at the non-stop development of employee’s abilities. Without studying, personnel will now no
longer be capable of cognizance on innovative thinking, progressive thoughts and giving true
answer for enterprise functioning. Therefore, the requirement of non-stop improvement for
Unilever is mentioned below:
 Increase productivity: in a enterprise surroundings, era is swiftly developing which
brings in methods of product improvement(Astrachan and Pieper, 2021). Continuous
studying will assist the corporation to create a subculture of ongoing studying procedure
wherein personnel usually examine to be effective, test the idea, examine the basis
purpose an cognizance on locating answer. It will cause get rid of any errors or needless
practices shape the production. Therefore, non-stop studying will lead them to mentioned
approximately the way to do the unique undertaking to be able to make a contribution in
super satisfaction for Unilever.
 Maintain aggressive edge: non-stop improvement is the maximum critical issue to carry
competitiveness in company. Business surroundings is huge and complicated wherein
opposition is rising. In retail sector, there may be large warfare amongst shops in phrases
of attracting clients through bringing new concept and strategies. Therefore, Unilever is
needed to extra cognizance in giving everyday trainings, take feedbacks approximately
what demanding situations personnel are facing. So that, personnel of Unilever will
include new innovative thoughts to go away the competition in the back of and reap super
satisfaction in worldwide market.
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
The HR manger performs a critical function in the the enterprise. They are accountable to
have interaction personnel, lead them to take part and compare excessive overall performance
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goals(Laub, 2017). As consistent with the corporation allow appropriate management in addition
to trainings to dispose of any problems or doubts which have an effect on on excessive overall
performance goals. There are diverse traits of HPW which can be mentioned below:
 Transformational management: on this form of management style, personnel are loose
to take part in the the choice making of enterprise. The leaders deliver them authority
over duty and contain their engagement in order that personnel will experience valued
and listened properly.
 Open and clean communication: it's far the primary traits of excessive-overall
performance operating which permit the worker to loose for speak on every occasion they
required. It makes enterprise surroundings much less complicated name personnel and
clean the doubts in confusion at from bases(Obeysekare, Mehta and Maitland, 2017). It
enables them to place their entire capability in operating which results in gain excessive
overall performance goals.
 Focus on diversity: the Unilever has liver discover operating way of life wherein all of
the personnel are dealt with equal for the corporation. These personnel might also
additionally come from extraordinary backgrounds way of life and values however the
enterprise create way of life for all which lead them to experience dealt with in proper
way.
 Resolving problems and conflicts: excessive-overall performance operating enterprise
could be capable of clear up conflicts in an powerful manner. The supervisor and leaders
of Unilever speak with personnel and try and discover the real problem is available in
administrative center that allows organization to make a justified and dependable answer
in favour for employees
There are diverse practices below excessive overall performance operating standards
which result in have interaction personnel and create a aggressive gain in Unilever fullstop those
practices are defined below:
 Standard overall performance appraisal: it's far one of the primary elements of
excessive-overall performance operating. When personnel paintings extra than their
capability and skills, they require excessive overall performance value determinations in
phrases of appreciation and motivation(Irons and Leber, 2020). Unilever has an powerful
method to offer ordinary value determinations on worker’s overall performance. This
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widespread hold they committed closer to the paintings and personnel in no way depart
any threat to take part in new to paintings techniques in Unilever.
 Development of competencies: excessive overall performance operating enables in
improving worker competencies not skills and information. The leaders of Unilever
placed emphasis on offering splendid schooling and steering which makes the worker
distinctly effective and autonomous to carry out organisational task. How practices boom
worker’s capability and information over particular process function. Employees are
searching for extraordinary competencies to carry out diversify their sports which it's far
important for Unilever to advantage aggressive gain.
 Disclosing critical data: that allows organization to make personnel have interaction in
enterprise roles and duty, the Manager Need to reveal all of the associated data to
employees(Heaslip, Tatham and Vaillancourt, 2018). These data are approximately
establishments funding plan, monetary function and centralisation and decentralization
techniques. When worker receives aware of this data’s they may carry out their process
function in step with that that allows organization to result in excessive overall
performance operating. Managers of Unilever attention in this exercise that allows
organization to make the personnel regarded approximately mission, imaginative and
prescient goals and method of corporation.
P6 Evaluate different approaches to performance management and demonstrate with specific
examples.
Performance management is based upon keeping eye upon employee's activities and
working. Through ineffective performance leads over eliminating potential and capability within
an organization which is used for achieving objectives and goals more effective(lyvon Borell,
Weiss and Penke, 2019). This makes human resource not applied effectively. The work
performance approach regarding managers of Unilever has been discussed as follows:
Established goals : This is an important management approach which makes employees
aware about standards which leads over making goals and objectives achieved more effectively.
The leaders of Unilever is required to focus upon performance more effectively.
Develop a plan: This is based over developing needs with long term approach. The
managers of Unilever makes developing plans which is needed for business development. The
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abilities over knowledge of every employee is based upon doubt which is cleared. This makes
growth to be attained regarding performance management.
Take action: The manager of an organization is based upon creating culture which is
based over reviving feedback. The employees implement plans and strategies which make goals
and objectives accomplished more effectively.
Assess performance: The duty of manager is based upon keeping eye over performance
of employees so that improvement is done by analysing initial working. This is based over
reducing wastage of time and resource(Riegel and Meacham, 2017). The manager of Unilever is
based over vital activities that is done by using different software over performance which is
used for maintaining records . This makes employees needs to be fulfilled more effectively.
Provide rewards: This is based over effective practices related with performance
management. The managers of Unilever is based upon giving reward and recognizing about
perspectives related to future motivation. This make high performance done which makes target
achieved more effectively.
CONCLUSION
From the above discussion it can be concluded that organizations requires to select
talented and skill-full employees that helps towards development of organization on large scale.
There are various skills that is based upon competitiveness and communication which is based
upon attaining competitive edge by an organizations. Further, it has been marked out that
organizational learning and self development is based over working within an organization. In
the end of the report various kinds of HPW practices and characteristics which is related to
success of an organization has been explained in relation to innovation and creativity within an
organization.
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REFRENCES
Books and Journals
Riegel, K.E. and Meacham, J.A., 2017. The Developing Individual in a Changing World:
Historical and Cultural Issues. Routledge.
von Borell, C.J., Weiss, A. and Penke, L., 2019. Developing individual differences in primate
behavior: the role of genes, environment, and their interplay. Behavioral ecology and
sociobiology, 73(2), p.20.
Heaslip, G., Tatham, P. and Vaillancourt, A., 2018. Developing individual competencies for
humanitarian logistics. In The Palgrave Handbook of Humanitarian Logistics and
Supply Chain Management (pp. 395-415). Palgrave Macmillan, London.
Irons, J.L. and Leber, A.B., 2020. Developing an individual profile of attentional control
strategy. Current Directions in Psychological Science, 29(4), pp.364-371.
Obeysekare, E., Mehta, K. and Maitland, C., 2017, October. Defining success in a developing
country's innovation ecosystem: The case of Rwanda. In 2017 IEEE Global
Humanitarian Technology Conference (GHTC) (pp. 1-7). IEEE.
Laub, C.R., 2017. The complexity of roles as a seedbed of individual autonomy. In The idea of
social structure (pp. 237-264). Routledge.
Astrachan, J.H. and Pieper, T.M., 2021. Developing responsible owners in family business.
In Topics of Family Business Governance (pp. 119-126). Springer, Cham.
Bracale, A., Carpinelli, G. and De Falco, P., 2019. Developing and comparing different
strategies for combining probabilistic photovoltaic power forecasts in an ensemble
method. Energies, 12(6), p.1011.
Bickle, J.T., 2017. Developing remote training consultants as leaders—Dialogic/network
application of path‐goal leadership theory in leadership development. Performance
Improvement, 56(9), pp.32-39.
Hambleton, I.R., Jeyaseelan, S.M. and Murphy, M.M., 2020. COVID-19 in the Caribbean small
island developing states: lessons learnt from extreme weather events. The Lancet Global
Health, 8(9), pp.e1114-e1115.
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Dark, L., Brownlie, E. and Bloomberg, K., 2019. Selecting, developing and supporting Key
Word Sign vocabularies for children with developmental disabilities. Manual Sign
Acquisition in Children with Developmental Disabilities, pp.215-245.
Bakari, S. and Sofien, T., 2019. The impact of trade openness, foreign direct investment and
domestic investment on economic growth: New evidence from Asian developing
countries.
Santani, D., Ruiz-Correa, S. and Gatica-Perez, D., 2018. Looking south: Learning urban
perception in developing cities. ACM Transactions on Social Computing, 1(3), pp.1-23.
Nwamara, A.I.O. and Onuora-Oguno, N.C., 2021. Developing Nigeria Human Capital through
Music Entrepreneurship. AWKA JOURNAL OF RESEARCH IN MUSIC AND ARTS
(AJRMA), 9, pp.253-261.
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