Developing Individuals, Teams and Organisations: Importance for Growth and Productivity

This report focuses on the importance of developing individuals, teams and organisations for the growth and productivity of the firm. Specifically, it discusses the required knowledge, skills and behaviour for HR executives in the toy selling company, Hamsley. The report includes a personal SWOT analysis and a professional development plan for the HR executive job role.

BTEC HND in Business
Developing Individuals, Teams and Organisations

INTRODUCTION
The development of the company totally count on the implementation of the individuals, teams and
behaviour which assist in the whole productivity of the firm. The method enhancing the performance
and productivity is the key solution to resolve any challenges and issues regarding it.
Growth of the staff in the organisation refers to improve the ability of the employee in accordance
to its performance. This can efficaciously support in the achievement of the targets and goals of the
firm. The evolution of the organisation, team and an individual is counting on each other in
accordance to improve the effectiveness of all of them. This can ultimately result in growth of the
organisation as well as of a person. Besides, the performance of the firm promote the workers in
accordance to improve the productivity to attain the goals and tasks of the company. In the
organisation, it should be inevitably to the sense of influence and bond among each other in
accordance to work as a group. The following report is based on the firm, Hamsley, which operates in
selling of toys. It was founded in 1760 by William Hamsley and the company operates at the Noah's
Ark. The following report will cover the appropriate knowledge, skills and behaviour which are
requisite by the Human Resource executives. Additionally, it will include the personal skill audit as
well as personal development plan. Moreover, following report concentrates on the requirement for
the regular professional growth and how high performance working assist employee engagement and
performance management.
The HR of the firm is concentrating on the crucial important factor of the firm which functions
in the organisation in order to attain the targets and objectives of the business. The human
resource must have required several knowledge, appropriate behaviour and skills set in order to
manage the employees efficaciously which assists in keeping them in the company (Fleming,
2019). These elements are required by the associates of the HR to assist the firm in managing the
staff and their productivity. The management of the workfroce is mentioned below:
Knowledge: The HR associates of the organisation Hamsley, should get the needed knowledge
in accordance to do a specific work in regarding of the improvement of the enterprise by taking
out the foremost qualities of the workers. The knowledge which is required is described below:
 Staff and HR – It includes the understanding of the recruitment and hiring of the talented
skilled workers in accordance to improve the working of the company, Human Resource

should have an ability of providing proper training, evolution, performance management
of employees etc. to get the appropriate employee of the organisation.
 Administration management – It involves the human resource associates to possess the
knowledge in regards of the value of the management in accordance to create a plan
which is effectual. This also involves the several techniques to keeping the staff and
make the organise in order to attain the targets and objectives of the firm (Stuart, 2017).
Skills:
The HR executives of the firm Hamsley must possess different needed sets of skill which can
assist them in controlling, managing, planning, guiding and observing workers. The various
skills which are needed by it is mentioned below:
 Management of time – The executive of HR should necessarily have this skill in
accordance to optimum use of their time in order to manage their work on priority and
urgency of the assigned targets. This can help them in completing their assigned task on
time without any delay or missing the deadline of the task.
 Listening skills- It is one of the major skill that is needed by the HR executive in order to
solve the conflicts within the organisation among the employees or consumers. The
executive should listen to the opinions of the employees and focus on it in order to
properly help employees for their regarding issues.
Behaviour:
This element play the crucial role in the employee management as it can assist in their
engagement and performance ability. The HR executive of the company Hamsley should have
appropriate behaviour that is described below:
 Resolution directed – The HR should have the proper behaviour and attitude in order to
solving and fulfilling the need and wants of the employees or the company that are facing
various types of the challenges in the firm (Wilk, 2018). HR requires a primary level of
this skill in order to provide the solution of the issues and resolving their conflicts.
 Understanding knowledge – The executives of HR of the company should always know
about the working of the various new technology which can help them in operating their
working with convenience and it can also help them in completing their tasks effectively
and efficiently which can also impact the performance of the business.
Personal SWOT analysis:

The HR executive of the brand, Hamsley must accomplish the needed knowledge, skills and
behaviour in accordance to function their assigned jobs and responsibilities appropriately before
the given deadline(Gope, Elia and Passiante, 2018). These elements are important in improving
the career growth of the employees for their long term success and better opportunities in their
professional life. The following is the personal SWOT analysis that assist the associates of HR to
evaluate their internal strength, weakness, threat and opportunities in accordance to concentrate
and eliminate their weaknesses and threats and moreover, focusing on the strengths and
opportunities.
Strength
 Time management skills – My time
management skills are one of my
strengths as I am always able to
manage my work or assigned targets in
accordance to the urgency of it which
always assist me in completing my
tasks before the deadline and that is
very beneficial for my future growth
and success.
 Resolution Directed – For me its
easier to talk to and help my fellow
mates in solving their problems by
providing them with the suitable
solutions which can help them in
motivating and enhancing their
productivity.
Weakness
 Administration management skill- As
a HR, my administration management
skills are bit of weak as I am not able to
properly utilise my this skill in order to
manage the data of the employees and
about their working. So this skill of
mine is very poor.
 Information Technology – My IT skill
is very weak as I am not able to adapt
to new technologies because of its
complexity and to overcome this
weakness of mine I need to learn and
understand the utilisation of latest tech
which can be helpful for me in
enhancing my own productivity and for
my professional growth (Hirsch,
2017).
Opportunity
 Listening skill – My listening skill is
bit average but I need to improve it
Threat
 Ever changing trend is a threat to me as
the wants and requirements of the

more as it can assist me in observing
while listening to someone. It can be a
good opportunity for me to properly
understand someone's problem and
provide them with suitable solution.
 Understanding HRM – As a HR
executive I look for enhancement in
learning and understanding more about
the personnel and Human Resource
Management that can help me more in
my HR job role to increase my
performance in completing a task
effectively and efficiently(Davies and
et. al., 2017).
people can change over night. So in
order to overcome this situation its is
good for me to do a better research
about the market and the trend in
accordance to growth of my
professional career.
 Competition – Now a days people are
so experienced and skilled which is the
reason of more competition in my
professional life. In overcoming this
threat it can help me in getting an edge
over my competitors.
Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Personal skill audit:
Personal skill audit is the technique of analysing the behaviour, skill and knowledge which a
person possess or lacks. The executive HR of the company Hamsley must have their personal
skill audit to understand and improve the required element. This audit is described below:
Skill/ behaviour/ Poor Average Good Excellent
Understanding
HRM
*
Time
management
*
Listening skill *

Information
technology
*
Administration
management skill
*
Resolution
directed
*
Personal development plan:
It is the framework that helps in the evolution of an individual who does not possess various
skill, knowledge of behaviour or is weak in it. The HR executive of the firm Hamsley should
have their own plan of personal development in order to analyse and improve it. The
development plan is mentioned below:
Skills Current
capability
Target Development Judgement
criteria
Time frame
Information
technology
Right now my
this skill is
very poor as I
am not able to
adapt to the
technology
very
quickly(Kim,
Park and
Kang, 2019)
(Numonjonov,
2020).
I want to
rapidly adapt
and
understand
latest
technologies
that can help
me in
performance
my assigned
tasks
effectively and
smartly that
can helpful for
my long term
By pursuing
several
diploma
course of
technology
development
and I can also
enhance my
this skill by
taking various
training from
experts in this
field.
My result of
the diploma
course as well
as my trainers
who will give
me the
training of
information
technologies
shall be the
criteria of
judgement and
the trainers
can also
provide me
1 year

professional
success.
with the
suitable
feedback.
Administratio
n and
management
I am bit weak
in this skill as
I am not able
to properly
manage the
data of the
company's
employees and
their
performance
development.
I want to
enhance this
factor as it will
help me in my
job role of
HR. By
effectively
managing the
data of the
workers and
administration
operations.
This can assist
in solving my
major issues in
record
maintaining.
I can develop
my this skill
with the help
of my mentor
and pursuing
development
and training
programmes.
My mentors
and results of
my training
programmes
shall be the
judgement
criteria of it.
3 months
Understanding
HRM
I want to
increase my
abilities in
human
resource
management
and personnel
which can
help me in my
particular job
I want to
totally learn
and
understand
about the
human
resource
management
which is my
professional
I can enhance
my learning
about the
HRM by
reading
various article
and books
more about it
and practically
implementatio
My seniors
and
subordinates
shall be my
judgement
criteria of it
They can give
me the proper
feedback on
my prqogress
6 months

of HR. field in order
to help my
future career
growth.
n of the things
in my
professional
life.
of learning it(.
It is essential to write that professional skill audit assist to understand about the internal aspects
like strengths and weaknesses of the individual. It assist to understand the competences and skill
which required betterment. It is evaluated that I required to take appropriate training and
development to improve technologies adaption skills. It is the period when the HR associates of
the firm should possess specific knowledge to utilise the proper way of technology. It is the time
when the executive of the firm should have required understanding to use of the various
software. So the operation can be done efficaciously. It is mandatory to keep such skills like
listening, time management. It is also known that HR should be active and also capable to take
effectual decisions.
The technique of learning regularly is very much important for the personal and career
development of an individual or the organisation. In relation to the Hamsley, it assist both
organisation and employee equally. As the better performance of the employee helps in the
productivity and development of the firm. It can also assist in the long term growth of individual
as well as the company. The several differences are described below:
Organisational and individual learning:
Basis Organisational learning Individual Learning
Meaning It refers to the technique that
starts when the employees
sense the motivation and
encouragement in feeling the
optimistic change. So that it
can help in the evaluation and
observation of the people
It is a framework that focuses
on developing and maintaining
the understanding and
productivity of the firm. It
have a goal of overall growth,
improvement and development
of the company.

effectively.
Purpose Aim of it is to resolve the
challenges and queries of the
organisation and improve the
performance and capabilities
of the firm.
It has the aim of improving the
skills, understanding and
knowledge of a particular
individual who can function its
tasks efficaciously and
expeditiously.
Benefit It helps in the analysis the
learning ways of the company
in order to make the workers
encouraged and motivated.
It can help a person in order to
increase their productivity and
performance of the
organisation.
Training and development:
Basis Training Development
Meaning It is the method of developing
skills required to perform at a
particular job.
It is the way of overall growth
of a person or an organisation
for the future.
Purpose Its goal is to enhance the
performance and productivity
of the firm.
It ensures that people and
organisation are fully prepared
for the issues and challenges.
Focus It is job oriented, so it
basically focused on making
the effective employee to
perform the particular task of
the organisation.
It focus on the future growth
and need of the person or the
organisation.
Orientation It is basically given to the
people in order to perform in a
specific job.
It is career focused method on
the upcoming opportunities.

In today's constantly evolving environment, the need for continuous learning and adapting of
new skills and techniques in business and mostly every aspect of life helps in the growth and the
firms to adapt in changing of needs of the society and of business itself. For this, a term known
as CPD (continuous professional development) is considered. It helps the using individuals to
continuously focus on ways through they can become more competitive and skilled
professionals. These are the combination of several ideas and practices that helps in managing
and considering own growth as a important factor and with many other benefits. As through this
the training and learning ability of employees increase which directly increase the productivity
and profitability of the organisation, it makes a positive impact on the organisation as well as its
employees too. Continuous leaning concept in business world refer with the rapid building of
knowledge and skilfulness in depending the organisation as different jobs may require different
skills (He and et. al., 2021). Professional development refers to the training and expertise needed
by a worker depending on the work of the organisation for succeeding their career. For the
continuous development and growth of a business, leaning and professional development can
play a major in Hemsley due to the following reasons:
 Well trained- When a business entity focus on the leaning and development of its
employees it helps the business and the employees both by increasing the production,
systematic classification of products, getting detailed knowledge about the products and
process involved, career growth and many other related aspects that training programs or
learning in various form involves. When focusing on employee's development, the trust
and bond between the organisation and employee also impacts in increasing their
retention levels further decreasing the exchange cost bearded in hiring new employees.
 Competitive edge – It helps a company in learning the ways and kinds of researches.
This assists them to read the market trends, areas they are lacking in, measuring
performance, new ways of technology usage, strategies that their competitors are using
and many more. Practising all these information in the business activities will provide
with a competitive advantage to Hemsley.
 Improved customer satisfaction- It contributes in reading of customer demands and
ways through they can get better experience with the company's products and services,
enhancing the loyalty of customers towards it. Professionally developing employees can

understand, provide the needed information and will deal with their customers in a better
way.
Learning is a regular method for everyone. Every individual has their method of education in
learning. The more person will study, the more they will clear their topics and issues with the
helps of lots of practices functioned in the company. Moreover, regular plan of professional
development is essential to lead and direct the person a proper method to function their process
of learning. It is the type of document which involves authentic and liable skills and understand
that the person needs to grow in the firm. There are various cycles of learning theories that assist
in executing consistent development. There is a theory that works in promoting the learning
through providing a idea that helps in conversion of experiences into knowledge, the theory is
known as Kolb theory which was given in 1984 by a researcher named David Kolb. The HR
executive of Hamsley, requires to work on kolbs learning cycle stages which are described
below:
 Concrete learning – The workers perform their work on a totally new and different ideas
or topics. Other than, they can do their work with the help of earlier experience. Each
learner is required to engage in the activity or task provided in concrete experience as the
theory believes that in order to learn something, reading or watching are not enough and
involvement in the related task is required.
 Reflective Conceptualisation – In this stage it is all about the evaluation of new
concepts and ideas and the person notice its cons and pros and show its own reflection
about it. This stage promotes communication to deeply analyse any discrepancies in the
user's learnings and understanding. Quality of vocabulary also plays a part in solid
review.
 Abstract Conceptualisation – In this stage it states about the evaluating of the past and
new ideas that help in learning of a person. Several conclusions are drawn which reflects
about the experience in a short form to easily get with the knowledge learned. This
involves rendering the experiences to make or test their understanding of the concept.
 Active Experimentation- In it the workers of Hamsley, research latest strategies to see
response of consumers in the market share. The learners get back to their participation in
several tasks as in the concrete experience but with the changed goal of applying their
conclusions to the new experiences.

The explained model proves as a useful method in developing of training practises in an
organisation. The learning of the model has a fixed sequence of practising which when done
accordingly can provide the organisation with skilled and knowledgable employees that have
increased level and quality of productivity. The labelled information of using the model is to
experience, relect, conceptualise and apply in the sequence form.
Professional development plan is a written document of abilities, knowledge, skills that a
person requires to determine. With the aid of learning cycle theory, a person requires to
concentrate on the consistent development of research abilities, communication skills, problem
solving skills and the time management. All these skills can be enhanced consistently focusing,
learning and practising. As per the kolbs theory cycle people are uninterested that they need
appropriate method plans.
In various research it has been known that execution of the HPW is initiated by the insistent of
the economy. The version of the productive management standards is better in high revenue
generating company. These firms survive the fluctuating atmosphere that commonly diverts risks
on the employees. In case of Hamsleys, management has adopted the differentiation strategy
rather then any other form of strategy and it is more possibly to execute the HPW activities in the
firm.
HPW is based on building a cultural focused organisation which have transparency, open
communication, loyalty, understanding and helping attitude between all its sectors. This concept
is 'more employee involvement' based giving them better standards and providing with certain
needs which overall motivates them for giving higher level of performance. The several benefits
of HPW with its contribution with employee engagement and competitive advantage in reference
with Hemsely are as follows:
 Better cooperation inside and outside the organisation – The above explained process
(HPW) helps in building the relationships and cooperation both internally (other people
related of the work of other departments) and externally (customers, spectators and
suppliers) as these promotes the involvement of more communication.
 Improving of financial results – The productivity of the employees clearly increases as
already mentioned in the above. The increment in the productivity leads to increasing
the sales that leads to the increasing in the revenues. The term also help in decreasing

the cost that directly help in the margin and profit building of the company. This
improves the financial status of its and availability of funds that it can use on some
other investing areas.
 Employee creativity – Transparency make employees look into and help each other
with their problems, which gives more solutions and choices to make. This enhance and
make employees to show their creativity, making the tasks easy.
 Distribution of work – With this, the organisation or employee themselves become
familiar or get to know about each other's strengths and weakness which makes the
dividation of easy and in connection with their corresponding strong points which
surely helps in enhancing the quality and building production (King, Wills and Randle,
2019).
 Employee satisfaction – The familiar and casual or less formal environment promotes
employees to express their real views and build good relation with their colleagues.
This does not put pressure and keep them fresh which keeps them motivated and
provide the organisation with more productivity and qualified work. This satisfaction
also keeps them loyal and bound with the company, with holding them with it.
 Developing long term goals – When managed in systematic way, this concept provides
the firm with maintenance and completion of its long term goals. The employees
related with HPW work with their complete involvement, giving active participation,
using their personal and considering the firm's targets as they own. These individuals
actively participate and show proactive behaviour towards problems and activities
required for completion of its goals.
The term high performance management also consists of various types of primary principle
which are defined in the following points :
 Shared information – Witht the changing and developing of business cretireas the
sharing of information between the different departments or authorities is highly
important to carry the operations of a business entity smoothly. These sharing of
information helps by getting suggestions of ideas that can promote the business
performance.
 Knowledge development – This principle tells about how the instement in developing of
knowledge of the employess can help. This brings and identifies the brightest or most

talentted individual in the labour market. It also cater with the opportunity of sharpening
the knowledge of the related people continoiusly that can help them in understanding the
latest trends, techniques and demands of the society.
 Performance reward linkage – This principle tells about the providing of the basic goal
of every employee for which they work and that is the monetary reward. When the
rewards are related with the performance of the employees, the productivity automatcialy
increases and need of manager to supervise decreases. This help in providing the rewards
according to the performance and not wit the position.
 Egalitarianism – The conflict between the workforce and mangers proves to be a
negative factor that have a drastic impact the organisation's performance. This principle
tellsw abolut the work towards maintaining more cooperating rapprochements to decrease
these conflict. The believing of employees as a part of the company is focused. This also
helps in promoting the team work that leads to efficient process of operations.
This activity is performed in order to increase the productivity and profitability of the
company through managing and working in enhancing the current operatives of it. The performer
or manager analysis the production of its organisation and separately targets individuals (Sun and
et.al., 2020). Observing individuals that are not hiting their maximum capacity and provide them
motivating factors such as incentives and appreciation to do so. The different performance
management strategies used by Hemsley are as follows:
 Finding the lacking areas– This focuses on detecting the weak points which are working
as a negative element for the company. The manager or expertise employed for this
should maintain a healthy relationship with the work force so they can openly tell about
the situation and unsupportive areas that are needed to be corrected.
 Considering psychological aspects– Recognitions, positive feedbacks, appraisals,
providing positive reviews and honours are motivating factors that effect a human
behaviour highly and inspire to work more. This brings the hidden potentials of
employees.
 Human resource accounting – This is based on the monetary benefits that should be
provided. In this the value that a particular employee or a group of employees are

providing to the firm are calculated if the value is less then the remunerations than
methods such as new hirings or replacing should be done.
In relation to Hamsley, it helps the employees and leaders to support and work as a team
together, give appropriate feedback and observe overall work performance. Approach of
performance management are utilised in order to keep objectives and goals of the business, by
providing proper training and getting appropriate feedback to ensures that staff is working
together as a team. There are different approaches of performance management that are
expl;ained in the following points :
 Comparative approach – This si performance management related approach that tells
about the comparison of an individual's performance with the other competitors or
employees of the firm. An overall assessment of an individual's performance is made
with the motive of developing the ranking of performing of the related individual.
 Attribute approach – This is the characteristics and traits focused and related approach
that makes flexible changes with the motive of the success of the company. The used
technique for evaluating individuals in this approach is consisted with a set of traits such
as initiative, competition and leadership.
 Result approach – This approach is based on the outcomes compared with the setted and
specified goals through following a fixed sequence. The sequence includes the different
process from setting the goals to giving feedbacks based on the results.
 Quality approach – This approaches focuses on building and maintaining the quality the
quality of the related product or service to provide the organisation with a competitive
advantage in the market.
In context to Hamsley, the relation among the organisational elements and HPW like active
attitude of worker and find organisational explain nation the importance of the HPW in the firm.
Various research had states that there is an essential bond among employee engagement and
HPW. It assist in encouraging the workers and set up a system of the appraisals for them.
CONCLUSION

From the above report it is concluded that an HR executive must have several sets of skill,
knowledge, and behaviour in order to keep their workers efficient. These components assists
them to take out the best skill of their staff in accordance to enhance their productivity.
Moreover, the personal SWOT analysis and audit of personal skills has supported the HR
managers to reducing the threats and weaknesses. Additionally, the constant learning is a crucial
element of the development of the professional life and the HPW helps the managers of the firm
to improve and manage the engagement of the staff.
REFERENCES
Books and Journals
Fleming, P., 2019. Developing your team through effective professional learning. InSuccessful
Middle Leadership in Secondary Schools (pp. 153-169). Routledge.
Stuart, R., 2017. Team development games for trainers. Routledge.
Wilk, T.R., 2018, September. The" I" in Team: How Developing Individual Strength, Builds a
Great Team. In Proceedings of the 2018 ACM SIGUCCS Annual Conference (pp. 187-192).
Stout, R.J., Cannon-Bowers, J.A. and Salas, E., 2017. The role of shared mental models in
developing team situational awareness: Implications for training. InSituational awareness (pp.
287-318). Routledge.
Gope, S., Elia, G. and Passiante, G., 2018. The effect of HRM practices on knowledge
management capacity: a comparative study in Indian IT industry. Journal of Knowledge
Management.
Hirsch, B.J., 2017. Wanted: Soft skills for today’s jobs. Phi Delta Kappan, 98(5), pp.12-17.
Murawski, M. and Bick, M., 2017. Digital competences of the workforce–a research
topic?. Business Process Management Journal.
Davies, E.M. and et. al., 2017. Learning and training for older workers. In Managing the Ageing
Workforce in the East and the West. Emerald Publishing Limited.
Kim, E.J., Park, S. and Kang, H.S.T., 2019. Support, training readiness and learning motivation
in determining intention to transfer. European Journal of Training and Development.
Numonjonov, S.D., 2020. Innovative methods of professional training. ISJ Theoretical &
Applied Science, 1(81), pp.747-750.
King, S., Wills, L. and Randle, H., 2019. Early training of foals using the ISES training
principles. Journal of Veterinary Behavior, 29, pp.140-146.
He, Z. and et. al., 2021. Encapsulation of heteropolyacids within hollow microporous polymer
nanospheres for sustainable esterification reaction. Reactive and Functional Polymers, 169,
p.105063.
Sun, X. and et.al., 2020. High Proton Conductivity Achieved by the Self-Assembly of POM-
Based Acid–Base Adduct in SBA-15 over a Wide Range from− 40 to 85° C. ACS Applied
Energy Materials, 3(1), pp.1242-1248.