Developing individuals, teams and organisation

This report discusses the professional knowledge, skills and behaviours required by HR professionals, differences between organisational and individual learning, and the need for continuous learning and professional development to drive sustainable business performance. It includes a personal skills audit and development plan, and analyses different approaches to performance management.

DEVELOPING
INDUVIDUALS,
TEAMS AND
ORGANISATION

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................4
Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professional...........................................................................................................................4
Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role..........................5
TASK 2............................................................................................................................................9
P3 Analyse the differences between organisational and individual learning, training and
development................................................................................................................................9
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance.............................................................................................11
Task 3.............................................................................................................................................12
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.............................................12
TASK 4..........................................................................................................................................12
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high- performance culture and commitment..........................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
A business organisation is broad collection of different entities which includes, an individual,
leader, workers, manages and other business faculties which plays significant role in forming a
company and managing their daily tasks or activities for an effective functionality of the
organisation. Therefore, an organisation required skilled, experienced, trained and qualified
people in order to keep the momentum of a company to attain their goals and objectives
(Gupta,and Pathak2018). The managers of an organisation are responsible to ensure that they
enhance and prepare the teams. The organisation chosen for this report is Bentley, a British
luxury cars and SUVs manufacturers and subsidiary of of Volkswagen group. This report will
cover all the relevant and appropriate professional knowledge, skills and behaviour of an Human
Resource department team, a distinction will be made between organisational and professional
including training development programme and other approaches and strategies taken by
performance management along with an examples will discussed in this report.
TASK 1
Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professional
Each organisation has a human resource department whose role is very important for
determining the actual demands of the employees and to establish the issues and challenges in an
organisation. The duty of HR is not merely to identify the issues but to seek essential remedies
and approaches to tackle with such problems. In the same way, Bentley too, has the HR
department which is lead by the head HR manager whose job is to recruit the best and most
efficient employees for the company and prepare them nicely to work for the company. These
managers are obliged and responsible towards the company's code of conduct such as, making
strategies, plans for executing various activities of the companies (Xiao and Cooke 2019). These
plans are the principle objectives of a company which needs to be done positively. To operate
and organise all such activities in a well planned manner requires skilled, experienced and active
person and can handle the challenges effectively. The essential professional knowledge which
needed by the HR are discussed below.

 Communication : An HR manager must have the quality of communicating with people,
so that they can interact with the people effectively, the main purpose is to discuss the
ideas and plans with employees (McCauley and Palus2021).
 Law and Government: For a giant company like Bentley, it is very important that its
superior employees have the knowledge of law and government and various policies
which the government makes relating to business. A person having a knowledge about
law can bring great help in countering the legal challenges of the company or an
employee (Gracia and et.al2020).
Scientific Temperament or behaviour of HR represents the culture of the company, therefore it is
essential that HR behaves with due care and cautions and must treat everyone fairly and nicely.
Following are the forms of behaviour which the HR must have are:
 Adaptability: Adaptability is the embrace of company's work culture which helps
managers in an organisation address the potential challenges in the company.
 Accountability: it is the behaviour of taking responsibility of the company's work
without any fear by the managers and always game for taking countering the issues of
the company.
 Organising people: By organising people in an effective way enables to use their energy
for improving the performance of the company. The HR managers must have the ability
to handle all forms of situations which may arise within the organisation (Ling and et.al
2018).
 Skilled team : the main duty of an HR is to create a highly skilled and experienced
members in Bentley with the view to complete all the relevant task on time. Therefore,
they must hire skilled and active candidates for their outlets so that they can manage the
customer nicely and decently.
Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
An audit for personal skill is a tool to examine or analyse, measure and report the abilities which
an individual carries in a team. By way of this, managers could establish strength and
weaknesses of employees which can be used to improve the productivity of employees. In the
same way, the HR managers of Bentley must be efficient to handle their activities a well manner

(Mohanty and Mohanty2018). Therefore, personal SWOT analysis will be helpful for an HR
advisor to acknowledge strength
weaknesses and threat, by which steps can be taken for eliminating weaknesses and threats for
improving the functionality of an organisation. The SWOT analysis is discussed below:
Strength Weakness
 Being an HR advisor, in my personal
knowledge I inherit strength of active
listening. I actively on the sayings of
others and try to understand the view
points of others and by this I could put
my say on the matter.
 My other strength is that I am well
organised and I can manage things
well. I am sure enough that, I would
utilize my this strength to administer
and manage the work force in an
organisation as being an HR advisor.
 The weakness which may affect my
work is time management skill as I lack
in managing time. I do things which are
not important enough and this affect my
work. Therefore, realising my weakness
I shall take efforts to improve my time
management skills.
 Another weakness of mine which can
also affect my derision making capacity
is my solution oriented knowledge. I
cannot find quick solutions to the
standing problems which cast bad
impression on my decision making and
it can create negative effect on my
overall performance as being a HR
advisor.
Opportunities Threats
 I am an opportunity seeker, especially
in area of technology and science. As I
realize that I am not expert in this field
but if I seriously work in this area I
could understand it. Therefore, I need
remain focused and constant to
embrace the knowledge in technology
 The threat I see for me is competition,
as the people in this era are more
skilled and ambitious, there is huge
competition standing in line which have
the potential to challenge my
credibility.
 There are many threats, but threats

to understand the functionality of
technical work in an organisation.
 Another potential opportunity is to
learn the basics of personnel and
human resource understanding. This
knowledge enables in managing the
workforce in a direction which may
benefits the organisation (Espinós,and
et.al 2021).
which could affect my career is the
behaviour of the people and their
preferences which has no certainty, the
society is dynamic as the people have
distinct choices. Therefore, it is very
essential to remain update with the
trends of the society and research must
be made on the views of the
contemporary society to cope with the
threats of uncertainty.
Personal Skills Audit
It is a process of analysing the skills, behaviour and knowledge which an individual lacks
and which it posses. The HR Advisor for Hamsley shall have the personal skill audit to identify
its required skills and knowledge which is discussed below-
Skills/
knowledge/
behaviour
Poor Average Good Excellent
Active listening
skills
*
Time
management
skills
*
Administration
and management
knowledge
*
Personnel and
human resource
*
Solution oriented *
Technology *

Skills/
knowledge/
behaviour
Poor Average Good Excellent
Savvy
Personal Development Plan
It is a notion which assist an individual to enhance his/her credibility or skills where they lack.
The HR advisor of Bentley may create this plan of action with the view to enhance their skilled
to perform better in their job. The plan on personal development based on SWOT analysis
illustrated in below table
Time
management
skills
Poor I disparately
need to
improve the
skills in which
I lack most ,
because this
deficiency
affects my
work and
performance.
I need to
develop my
time
management
skills by
embracing
different
methods and
tools like,
reading
articles of
eminent
authors and
follow their
ideas.
The other
important
aspect which
will help me to
develop time
Improvements
can be judged
by my near
relatives or
friends, to
whom I can
demonstrate
my learnings
on the skills
and can ask
for
suggestions
and feedbacks
on the
progress.
4 months

management
skill is by
focusing on
tasks which
are important.
Solution
oriented
Average I need to
improve my
solution
oriented skills
as it is high
time because
if I do not
improve these
deficiency. I
could affect
my decision
making.
I can improve
this skill by
practising by
putting myself
on
hypothetical
situations,
wherein
imaginary
problems will
created and
solution will
be made.
The process of
evaluation will
be made by
subordinates
and superiors
by giving
feedbacks.
4 months
Technology
savvy
Poor This particular
ability is
which I want
to adopt
desperately to
become
technology
savvy by
adopting
I want to
develop this
skill by
subscribing to
a diploma
programme.
This
programme
can help me to
The evaluation
on my
performance
can be judged
by the results
of the exams
which I shall
be taking in
diploma
4 months – 12
months

technology
driven
approaches in
organisation.
learn every
minute details
in information
technology.
Additionally,
books and
journal which
will help me
gaining
additional
information.
course.
My colleagues
, relatives will
give me
feedbacks on
my based on
my
performance.
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development.
The process of continuos learning is an effort that helps the individual to gain certain set of
skills and knowledge for personal growth. In Bentley, these learning skill helps the individual to
enhance their chances of growth and development. Training and development programme has
been designed to get specialised knowledge in the relevant filed (Kurmanalina and et.al 2020).
This skills are important for sustaining long term growth in the market.
The differences between the two are given below:
Individual and Organisational learning
Basis Individual learning Organisational learning
Definition It is a continuos process that is
used to motivate the employees and
secure their interest within an
organisation. It mainly focus on the
individual growth and skills that
It is a process in which retention
and transformation in employees
are done through focusing on their
core skills and knowledge for the
organisation.

Basis Individual learning Organisational learning
helps them to achieve success in
life.
Aim The main objective of this learning
process is to encourage the
employees to perform the job
effectively and efficiently with the
help of skills and knowledge.
It focus on the primary objective of
an organisation and can be possible
through encouraging the efforts of
employees to sustain growth and
development of an organisation.
Advantages It enhance the productivity and
personality of an individual.
It creates positive environment for
employees where they can explore
new opportunities of growth to
become satisfy at workplace.
Training and development
Basis Training Development
Meaning Training is defined as focusing on
certain sets of skills and knowledge
that are important to perform the
new job role at workplace.
Development is a process which
focus mainly on the growth of the
employees.
Aim It's main objective is to increase the
performance of the employees.
It aims to prepare the employees fro
future uncertainties.
Focus It focus on current need of the
employees to enhance the
performance of the employees and
their roles and responsibilities.
(Hilorme and et.al 2019).
It is focused on future needs as it
makes the employee capable for
future opportunities.
Orientation It focus on goal of the organisation It is career oriented as it is focused

Basis Training Development
to meet the requirement of skills. on future opportunities.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance.
The process of Continuous learning is of crucial importance to the employees as they feel
motivated for the attainment of competencies and knowledge so that they can expand the set of
skills and be ready to enjoy the opportunities coming up in the near future (Cowan Clayton and
Bochantin 2021.). This is the section of professional development that aids the employees in
becoming competent and accept any challenge and learn new skills. It is recommended to the HR
professional of Hamsley for the purpose of increasing efficiency of the employees, focus on the
constant learning. This will as a result prepare the employees of company to be prepared for the
future challenges. The requirement of continuous learning is discussed in context to Bentley
Career development- this aspect is very important as it is related to the future of employees that
can be enhanced by continuous learning. Skill development, training or education is the
source through which learning can be done and also help in achieving the objectives that
helps the in gaining an uplifted or upgraded position. Al over this will help in growth of
Bentley
Maintain competitive edge- continuous learning will help Bentley to fought a battle of strong
competition also its employees will become more productive and efficient and be able to
bring the innovative ideas on the ground that will help in beating the competition to some
extent. Another benefit that is provided by the continuous learning is boosting up of
motivation level of employees so that they can better perform their assigned task.
Task 3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
High performance working(HPW) pertains to an approach which enables organisation to manage
the workforce in order to make work environment more efficient and productive. This approach
highly contributes in achieving the principle objectives and targeted goals of an organisation by
the collective efforts of an employees (Ganesh2018.). In the same, for a company like Bentley,

effective implementation of this approach will positively help in attaining maximum profits
which would help the company face uncertain challenges and threats associated with business.
These approach will help Bentley to grab all the opportunities and set the position of a company
at much strong level. Following are the competitive advantages which the Bentley company may
get by implementing HPW approach:
 Developing long term goal: organisation usually assign targeted goals to the workforce
much before with the purpose to ensure that the targeted goals must be completed at
stipulated time. This method discard the vagueness among the employees about their
goals and set the clarity about their goals to sustain profitability within the organisation
(nastasovski Rasković and Guzović,2020). Similarly, Bentley makes sure that its staff are
well communicated about their goals which needs to be attained effectively.
 Flexible working culture: Healthy working culture in a company enables employees to
work freely and feel motivated towards their work and organisation. They actively
engaged with their work by maintaining coordination with each other. In context with
Bentley, the organisation focused on creating healthy environment for its employees,
employees are given proper training for enabling them overcome their shortcomings with
the view to increase company's productivity.
TASK 4
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high- performance culture and commitment.
Performance management practice is a method which enables the organisation to enhance the
performance of its employees with the view to bring efficacy in the company's productivity and
profitability. The manager by way of this method can evaluate the performance of its each
worker so that necessary measures can be taken in order to make workers motivated so that they
can give their best in their tasks, this plan will bring ultimate benefits to the company, especially
in terms of profitability and productivity (Gnan and Flamini2021). In the same way, the
managers of Bentley also use various methodology of performance management in order to
establish a healthy and creative working environment at workplace so that a sense of
commitment towards the goals of the company can be infused. Following are the key approaches
undertaken by the Bentley for performance management are discussed below:

Attribute approach: According to this approach, emphasize is made on the extent to which the
individuals are equipped with necessary skills and attributes which in view of the company is
most desirable for its growth and success. Under these approach the performance of each
employee is evaluated on the basis of their attributes and skills. All the departments of an
organisation and its faculties are included and evaluated under this approach like
communication, leadership, productivity, creativity, execution and many more (Sechelski and
Onwuegbuzie 2019). Similarly, the managers of Bentley can also measure the performance of its
employees by way of this approach, the skill efficiency of each employee can be determine by
using this approach with the view to enhance the working culture and environment of an
organisation.
Comparative approach: As per this approach, the manager can evaluate the performance of
single employee by comparing their progress with other individual, this process helps in enabling
the company to evaluate the actual growth of level of an organisation and its man power. In this
approach every employee is evaluate on the basis of rank on the scale of highest rank to lowest
rank. In context to Bentley, the same approach can be put to use for evaluating the performance
of each employee and can implement strategies and planning for enhancing the efficiency of
such employees whose performance showing low on comparative approach. This approach will
help the company to develop a better working environment and improve the work efficiency of
employees (Kincade Cook and Goerdt2020).
CONCLUSION
From the above report it can be concluded that, a company is a collection of several essential
faculties and departments, like Human Resource department, marketing department,
manufacturing department and many more. Human resource department is the arrangement of
system which requires certain skills, expertise, knowledge and professional behaviour to manage
its affairs effectively and timely. These attributes are essential to bring out the best from the
employees and work in the interest of the company. In this report a UK based company named
Bentley is taken to demonstrate the application of professional development of individuals,
teams and organisation by HR professionals and a complete analysis on personal skill and Swot
Analysis to identify the appropriate knowledge, skills and behaviour, an analysis between
organisational and individual learning, training and development including the contribution of
HWP in employee engagement is discussed in this report.

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