Developing Individuals, Teams and Organisation - Desklib

This report discusses the importance of continuous professional development for driving sustainable business performance. It covers the knowledge, skills, and behaviours needed by HR professionals, personal skill audit, differences between organisation and individual learning, and the need for continuous learning and professional development. The report also applies learning cycle theories for critically analysing the importance of implementing continuous professional development.

Developing individual,
teams and
organisation

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determining appropriate and professional knowledge, skills and behaviours needed by HR
professionals...........................................................................................................................1
P2 Personal skill audit for identifying appropriate knowledge, skills and behaviours and
developing professional development plan............................................................................3
TASK 2............................................................................................................................................5
P3 Differences between organisation and individual learning, training and development....5
P4 Need for continuous learning and professional development for driving sustainable
business performance.............................................................................................................7
M2 Application of learning cycle theories for critically analysing importance of implementing
continuous professional development....................................................................................8
TASK 3............................................................................................................................................9
P5 Demonstrating understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..........................................9
M5 Analysing the benefits of applying HPW with justification to specific organisation....10
TASK 4..........................................................................................................................................10
P6 Different approaches to performance management and how they support high-performance
culture & commitment..........................................................................................................10
M4 Critically assess the various formulation and make judgements on how efficacious they
can be to support high performance culture and commitment.............................................11
CONCLUSION..............................................................................................................................12
References:.....................................................................................................................................13

INTRODUCTION
The business long-term success depends on the activities of employment whereas business
activities success depends on performance of employees. The analyses of individual skill
employee through management business chain actively helps business in competitive market
goal to attain. In accordance to position, HR professional recruit employee and analyse their
skills along with training is provided for having better performance & activities. The HR core
concepts involves all those aspects which is related to managing of employee relations at
workplace (Ahmad, and et.al., 2018). For the report, Morrison’s is the chosen organisation which
is founded in 1899 by William Morrison. It is a largest chain of supermarket which is operating
its business in UK headquarter in Bradford, west Yorkshire, England. The report will cover
employee knowledge, skills and behaviours required by HR professionals, considering factors
when implementing learning & development to drive sustainable business performance. Further,
it covers understanding of high-performance working contributing in employee engagement and
competitive advantage along with ways are evaluated in which performance management,
collaborative working and effective communication supporting high performance culture &
commitment.
TASK 1
P1 Determining appropriate and professional knowledge, skills and behaviours needed by HR
professionals.
For every business organisation human resource is considered as prominent part which
support and handle people in systematic process. The well-qualified and skilled people are hired
in Morrison which are liable to effectively control its workforce. The Morrison is already having
adequate HR professionals who manages its workforce at large scale. The HR manager of
Morrison has responsibility to make plans for performance of several kinds of business activities
which helps in attaining business objectives of organisation (Aramburuzabala, and et.al., 2019).
There is certain knowledge, skills & qualities required by HR professionals.
Knowledge of HR professionals
It is defined as information, set of abilities which a person gains from particular situations
and experiences. In Context to Morrison HR manager is needed to have effective knowledge as
to perform task for accessing overall performance.
1

 Knowledge of business- The knowledge of business helps HR professionals in preparing
effective strategies and policies being familiar with all rules, regulations. It is required to
have knowledge of internal & external operations.
 Knowledge of labour legislations- Having good knowledge of labour relations helps HR
professionals in managing people easily as it is related with taking care of employees,
rights, & duties at work. It is required by manager of Morison to provide safe working
environment to all staff as to have proper working (Billett, 2020).
 Knowledge of best practices- In organisation there are certain HRM practices such as
recruitment & selection, training & development, appraising employee performance etc.
which HR manager should be familiar with all of them.
Skills of HR professionals
It is considered as ability of person which helps in performing several kind of task in any
kind of situation. For effective working HR need several skills which are as follows-
 Managing resources- For an HR profession it is foremost quality that are able to manage
resource i.e. human within organisation. These people are capable to motivate, direct and
develop other people as they can work for organisation.
 Effective communication- It is required by HR manager to have good communication
skills as they have to communicate effectively with others and present their viewpoint to
senior manager that helps in attaining career goals & objectives.
 Leadership & management- This skill makes HR capable to lead and manage overall
tasks. The manager has the ability to take control and responsible for work which leads to
gain more opportunities.
Behaviour of HR professionals
It is described as way in which HR manager behaves with other inside the company. This
helps in assisting proper engagement and overall performance ability. In relation to Morrison’s,
some basic forms of behaviour that an HR manager is required to have are as follows-
 Adaptability- This behaviour helps HR manager in assembling applicable information
and addressing multiple request rising in changing environment by applying critical
intelligent in organisation (Campbell, and et.al., 2018).
2

 Fairness- The HR manger is required to be fair while taking decisions and implementing
rules. It should not be partial with employee which helps in improving their loyalty and
faith towards organisation.
 Ethical behaviour- The HR professional of Morrison is required to behave ethically with
all employees by giving respect to value, morale and believes of other persons.
P2 Personal skill audit for identifying appropriate knowledge, skills and behaviours and
developing professional development plan.
Personal SWOT analysis-
This analysis helps the HR in analysing internal and external strength, weakness,
opportunities and threats.
Strength Weakness
 I have strength of time management
skill as I am capable to manage time for
accomplishing given task and working
as per target before time limit that will
help in future growth.
 The resolution directed is skill that
helps in resolving several problems of
workers by providing them effective
solution of a problem which improves
my overall efficiency (Christensen, and
Edelman, 2018).
 I am weak in administration and
management skill as I lack in
management knowledge and not able to
manage employees.
 I am weak in information technology
skill as at find difficulty in adapting
new methods and technologies due to
complexity in working.
Opportunities Threats
 The understanding of HRM provides
me opportunity in enhancing overall
working as I have understanding of
Personnel and HR management.
 The listening skill is opportunity for me
as I am able to listen others without
judgement and creates safe space for
 There is huge competition in the
professional career as individual are
more experienced and having skills,
knowledge which is threat for me.
 The lack of training can be big threat
for employees.
3

others to share.
Personal skill audit
The personal skill audit defines the procedure of analysing, measuring and reporting of
abilities which is presented in individual or team. Through this manager can know about the
strength and weakness of employees that helps in improving their productivity. The personal
skill audit helps in identifying effective skills which involve variety of activities along with
supporting in identifying requirements of training & development in relation to Morrison.
Skill/ behaviour/ Poor Average Good Excellent
Understanding
HRM
*
Time
management
*
Listening skill *
Information
technology
*
Administration
management skill
*
Resolution
directed
*
Personal development plan
It is an action plan which HR manager creates in order to overcome with the weakness. This
plan helps in knowing individual goals and access skills, knowledge and experience of individual
so that success can be attaining (Clarke, M., 2018). This is a form of self-evaluation & reflection
that is being used in the higher education and the organisation.
Skills Current
capability
Target Development Time frame
Information
technology
I am not good in
adopting
My target is to
have the better
I can improve my skill
by continuing the
1 year
4

technology and
learn that
quickly.
understanding of
current technology
so that I can use
this continuously
in performing the
given work in an
appropriate
manner.
various diploma course
in context to
technology and various
training taken from the
experts.
Administratio
n and
management
During this, I
face difficulty in
accessing the
data of
employees and
accessing
overall
performance
that makes me
this skill weak.
I want to improve
my skills by which
the data of the
employees can be
improved in an
appropriate
manner. This also
assist me in
problem-solving by
managing issues.
In order to develop this
skill, I will take the
advantage of knowing
and administrating by
reading books, taking
various training
programmes.
3 months
TASK 2
P3 Differences between organisation and individual learning, training and development.
For analysing individual and organisation learning it is required to have understanding of
organisation culture. The managing of individuals helps in promoting business environment and
competitive advantage is attain by collaboration and work of leaders (Dönmez, and Grote, 2018).
The organisation learning is about of implementing knowledge for specific purpose and with aim
of continuous learning and improving employee’s capabilities whereas individual learning is
about of executing learning sessions for improving particular skills of employees. In context to
Morrison following are the differences-
Organisation and individual learning
5

Basis Organisational learning Individual Learning
Meaning This refer the process of
creating, retaining, and
transferring knowledge within
an organisation. The
motivation and encouragement
is sense by employees which
evaluates & observe people
effectively.
To perform better job there is
development of skills and
experience in individual
learning. It occurs
continuously within firm
guided through self-interest of
individual.
Purpose The company problems and
queries are resolved as to
improve organisation
performance & capabilities
through organisational
learning (Rayner, and Morgan,
2018).
The aim is to improve skills,
knowledge and understanding
of individual so that tasks can
be performed with efficiency.
Benefit This learning helps in
encouraging and motivating
workers. The performance is
increased when team works for
achieving goal.
This learning benefits in
increasing productivity of
individual which leads to
enhancement of organisation
performance.
Training and development
The training & development for the individual is about of developing skills and abilities
for themselves as they can make use of doing their work. The organisation training and
development is defined as process that provides training to employees as to complete
organisational activities. In relation to Morrison, following are differences-
Basis Training Development
Meaning This defines to an education
process which give chance to
This defines to an informative
process which provides
6

employees for developing
skills, competency and
learning as to perform
particular job.
understanding of overall
growth and skills of an
employee is improved.
Purpose This aims to increase the skills
and knowledge of employee so
that organisation performance
and productivity can be
enhanced.
It aims on learning and growth
as it is related to career
oriented process. It is
performed for improving skill
and knowledge for facing
future challenges (Roberts,
2018).
Focus The training has focus on
technical skills and on role as
it has narrow scope. It is job
oriented which focuses on
making effective employees.
This have focus on conceptual
and human ideas by having
wide scope. It has focus on
person and on future growth of
organisation.
Orientation In organisation to employees
the orientation is provided to
make them, comfortable in
performing specific job.
This is proactive process
which is attended by individual
and prepares then for future
job and growth in all aspects.
P4 Need for continuous learning and professional development for driving sustainable business
performance.
In the individual life, continuous learning plays an important role which forces them to
attain their career goals and objectives in effective manner. The continues learning comprising
process of documenting and tracking skills & knowledge that is gain during work. In case of
Morrison personal and professional development program are organise for boosting skills and
knowledge of employees as to gain high competitive advantage. The employee capabilities are
connected with current standards of external environment in professional development &
7

continuous learning. The professional development is about of maintaining professional
credentials in learning that is associated with continuing education and career training after
person is entered in workforce. The need of professional development is important for individual
that gives opportunity to professionals in order to learn and apply new knowledge skills as to get
future career. The employee performance in case of Morrison is enrich by continuous learning &
professional development (Wei, Thurasamy, and et.al., 2018). Employee contributes in
organisation goals through continuous learning. In Morrison, the company wants it employees
are trained and possess professional approaches for which HR manager of organisation wants its
employees to get engaged in some kind of continuous learning as to get them professionally
developed. The continuous learning and professional development provides several benefits such
as improving of individual skill leading to improve work performance and business eventually
get developed. The skilled employees help in making new strategies for company that help in
development. Through continuous learning and professional development, confidence of
employees is increase and they work in free manner by understanding their management.
M2 Application of learning cycle theories for critically analysing importance of implementing
continuous professional development.
Continuous professional development is viewed as a tool for professionals to update their
knowledge and abilities in order to function better. Everyone is constantly learning since
everyone has a different learning style. The ability to understand new topics and concerns as a
result of more research and learning enhances one's ability to work effectively in an organisation.
In the context of Morrisons, numerous cycles of learning theories are applied in continuing
professional growth. The learning cycle used by Klob, which is used by Morrisons HR, includes
several stages:
 Concrete learning- It is about of completely new experience where learner requires to
actively engage in task in order to gain new knowledge. New and original concepts are
used in the work, and others might contribute their own earlier experiences (Holbeche,
2018).
 Reflective observation- This phase of the learning cycle gives the learner the
opportunity to ask questions and discuss their experiences with others. Communication is
crucial at this stage because it enables students to pinpoint any discrepancies in their
8

interpretation of events. New concepts are evaluated, and the person exhibits self-
examination.
 Abstract conceptualization- The following step in the learning cycle is what makes
sense of these experiences as the learner tries to draw a conclusion by thinking back on
their prior knowledge, applying concepts they are familiar with, and potentially
theorising while talking to their peers. The experience is analysed, and comparisons with
what they already know are made. It entails evaluating both old and new ideas that aid in
learning.
 Active experimentation- Students take part in this testing phase in order to apply their
findings to novel situations. The learner makes predictions, analyses tasks, and makes
strategies for future knowledge acquisition. The students apply what they have learned.
TASK 3
P5 Demonstrating understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High performance working defines to set of several management practice that is
implemented for creating working environment in which workers contributes highly in activities.
It is aspect of collecting human resource and putting together for getting maximum future
benefits. The performance of employees is evaluated through high-performance working and
rewarding them as to retain in firm for long term period. In context to Morrison, this conception
support in employee coordination and engagement as there is working for specific goals &
objectives. The prime objective is to boost worker’s performance & efficiency as to meet desire
of customer in effective manner (Na, Kunkel, and Doyle, 2020). The HPW prefers to get
together all employees as they can work in team effectively for achieving business goals.
Henceforth, productive and efficient employees in firm easily attain highly competitive
advantage in short span of time. Moreover, it also assists in providing training & development
assistance to staff members for learning of new skills and capabilities as to deal with any
circumstances. The workers help each other by sharing common goals, communication and
leadership. High performance working encourages employee commitment. For instances,
Morrison’s have high performing organisation and follow features of offering superior services
and values to its customers, rich quality of professional life for workers. The employee skills and
9

performance are manipulating which drives the business successfully. In context to Morrison,
benefits of HPW are as administering employee surveys to gauge their satisfaction, enhancing
employee knowledge, empowerment, and incentives that motives them to accomplish high
performance targets. The conception of high-performance working and employee engagement is
interrelated with company performance as it is chain practices which is linked with high
commencement and HRM practices (Antony, Gupta, and Gijo, 2018.).
Characteristics of HPW
 Participative leadership- The leader involves actively team members for identifying
objectives, development of strategies and decision making.
 Open and clear communication- The employees are more engaged and understand what
they do is concerned for the business success.
 Effective decision making- The high-performance working leads to effective decision
making in workplace and important for the leaders
M5 Analysing the benefits of applying HPW with justification to specific organisation.
High performance working is viewed as an internally consistent and coherent human
resource management technique that is intended to promote employee knowledge, motivation,
and commitment. This entails making a sizable investment in human capital to empower people
through the acquisition of information, skills, and drive. The management criteria of a firm with
significant income generation are effective. High performance has positive side effects that
increase productivity and efficiency. The hard work and productivity of the highly motivated and
skilled workforce benefits Morrisons as a business (Ferreira, and Franco, 2019). In the case of
Morrisons, it is one of the high-performing companies that has characteristics such as providing
unique offerings and value to their customers, providing excellent future career opportunities to
their employees, and having the ability to frequently change the atmosphere of the organization.
As a result, this action helps the human resource executives make sure that resources are
employed wisely and effectively.
10

TASK 4
P6 Different approaches to performance management and how they support high-performance
culture & commitment.
For every business organisation performance management is one of the important task
which help managers in evaluating capabilities of employees as to achieve organisation goals
and objectives. The process of performance management involves measuring, demonstrating,
and developing efficiency of individuals and teams. It defines to tactic where employees and
employers keep its business performance on continuous basis. The HR manager in context to
Morrison uses different approaches to evaluate performance level and to gain high growth and
development. Following are the approaches of performance management in context to
Morrison’s-
 Collaborative working- It is an act where two or more people works towards attaining
common purpose in organisation. This helps in evaluating business plan. The
collaborative working provides benefits of increasing power solving capacity of
individuals after assessing strength and weakness of staff members. It also helps in
practice of self-analysis which provides the capability to judge performance and company
operations (Kyle, Atherton, and Lasater, 2021). In context to Morrison, this approach
helps in ensuring smooth functioning of company business functions leading to high-
performance culture & commitment.
 Behaviour approach- It is considered as traditional approach of performance
management which refers to chain of vertical scale towards various dimensions of job.
On the basis of performance level, staff members are categorised. The performance of
employee is based on rating scales which is done through BARS (Behaviourally anchored
rating scale). This allows specific performance feedback by measuring individual
performance at managerial level to lead high pe4rformance culture & commitment in
case of Morrison’s.
 Decision-making: This refers to the process through which the managers of Morrison's
business make decisions. The personnel will be much encouraged toward their working
standards if the business organisation pays attention to the workers' orientation. They will
attempt to modify the management's business orders. Similar to how performing
11

employees should be provided with adequate control and authority to carry out their
specific management-related tasks in organisation (McCauley, and Palus, 2021).
M4 Critically assess the various formulation and make judgements on how efficacious they can
be to support high performance culture and commitment.
In the case of Morrisons, it helps the employees and management to offer support and work
in a team with the necessary team spirit, give appropriate criticism, and oversee the whole
execution of the work. In order to ensure that the staff are working as a unit with a strong sense
of teamwork, the right methods of performance management are utilised in accordance with the
organization's goals and objectives. This is done by providing the necessary training and
collecting the necessary feedback (Peters, Samuel, and Hobson, 2021).
CONCLUSION
From above discussion it is being concluded that to attain business goals individuals, teams
and organisation work together by following rules and regulations. For the business organisation
every skilled and experienced employee are considered assets. In the organisation human
resources manager plays an important role which helps in getting right talent as to attain goals &
objectives. Through development of knowledge and skills it helps management in making
effective team of employees. The organisation and individual learning assist people in improving
their knowledge as to perform effectively at workplace. In order to boost employee efficiency,
managers are needed to organise several personal and professional programmes.
12

References:
Books and Journals
Ahmad, and et.al., 2018. An evaluation of teaching methods of entrepreneurship in hospitality
and tourism programs. The International Journal of Management Education, 16(1),
pp.14-25.
Aramburuzabala, and et.al., 2019. Embedding service learning in European higher education:
Developing a culture of civic engagement. Routledge.
Billett, S., 2020. Learning in the workplace: Strategies for effective practice. Routledge.
Campbell, and et.al., 2018. A systemic approach to consultation. Routledge.
Christensen, and Edelman, 2018. Can I relate? A review and guide for nurse managers in leading
generations. Journal of nursing management, 26(6), pp.689-695.
Clarke, M., 2018. Rethinking graduate employability: The role of capital, individual attributes
and context. Studies in higher education, 43(11), pp.1923-1937.
Dönmez, and Grote, 2018. Two sides of the same coin–how agile software development teams
approach uncertainty as threats and opportunities. Information and Software
Technology, 93, pp.94-111.
Rayner, and Morgan, 2018. An empirical study of ‘green’workplace behaviours: ability,
motivation and opportunity. Asia Pacific Journal of Human Resources, 56(1), pp.56-78.
Roberts, J., 2018. Managing only with transparency: The strategic functions of
ignorance. Critical Perspectives on Accounting, 55, pp.53-60.
Wei, Thurasamy, and et.al., 2018. Managing virtual teams for open innovation in global business
services industry. Management Decision.
Holbeche, L.S., 2018. Organisational effectiveness and agility. Journal of Organizational
Effectiveness: People and Performance.
Na, S., Kunkel, T. and Doyle, J., 2020. Exploring athlete brand image development on social
media: The role of signalling through source credibility. European Sport Management
Quarterly, 20(1), pp.88-108.
Antony, J., Gupta, S. and Gijo, E.V., 2018. Ten commandments of Lean Six Sigma: a
practitioners’ perspective. International Journal of Productivity and Performance
Management.
Ferreira, A. and Franco, M., 2019. The influence of strategic alliances on human capital
development: A study applied to technology-based SMEs. EuroMed Journal of
Business.
Kyle, R.G., Atherton, I.M. and Lasater, K., 2021. Context, complexity and cross-pollination:
Nursing leaders' views of the role of the voluntary and community sector in nurse
education. Nurse Education Today, 99, p.104732.
McCauley, C.D. and Palus, C.J., 2021. Developing the theory and practice of leadership
development: A relational view. The Leadership Quarterly, 32(5), p.101456.
Peters, L.M., Samuel, V.M. and Hobson, C.W., 2021. Shining a light on the experiences of staff
working with young homeless people: A grounded theory study. Children and youth
services review, 121, p.105843.
13

14