Developing Individuals, Teams and Organisations - Desklib

This report discusses the importance of developing individuals, teams and organisations in the business world. It covers the skills, knowledge and behavior required for HR professionals, personal skill audit, difference between organizational and individual learning, and the need for continuous learning and professional development. The report is based on Sainsbury, a renowned supermarket chain of UK.

Unit 35:
developing
individuals,
teams and
organisations

Table of Contents
Introduction..........................................................................................................................3
TASK 1................................................................................................................................3
P1) Determine behavior, skills and knowledge required to perform the role of HR
professionals................................................................................................................................3
P2) Devise personal skill audit to identify proper knowledge, behavior & skills and
also construct a personal development plan for the given job role..............................................5
M1) Provide detailed skills audit which demonstrate evidence of personal reflection
and evaluation..............................................................................................................................8
TASK 2................................................................................................................................8
P3) Discuss difference between organizational, individual learning, training &
development.................................................................................................................................8
P4) Analyze need of continuous learning and professional development to drive
sustainable performance of business.........................................................................................10
M2) Apply learning cycle theories to assess the significance of implementing
continuous professional development........................................................................................11
TASK 3..............................................................................................................................11
P5) Discuss the contribution of HPW in employee engagement and competitive
advantage...................................................................................................................................11
M3) Analyze the benefit of application of HPW with appropriate justification...........13
TASK 4..............................................................................................................................13
P6) Discuss different approaches of performance management and also discuss how
they support high performance commitment and culture..........................................................13
M4) Evaluate the contribution of different approaches and analyze how effectively
they can support to high performance commitment and culture...............................................14
Conclusion.........................................................................................................................16

References..........................................................................................................................17

Introduction
In the business world, there is several people work together in order to ensure the
attainment of pre-defined goals. Development of team, individuals is crucial to make sure that
the organization will success in the future period of time. During development, skills and
capabilities of the individuals are enhanced so that they can contribute in future growth of
business. In addition, teams are made with different individuals who work together for
realization of organizational goals. In order to develop skills and knowledge among employees,
the entities carry out training & development programs in an efficient manner (Campbell, Draper
and Huffington, 2018). The present study is based on Sainsbury that is renowned supermarket
chain of UK. It offers range of products or services to meet with the needs of global audience. It
was founded in the year of 1869 and nearly contributes 16% in the overall supermarket sector of
UK. The report will include suitable professional skills, knowledge and behavior required by the
HR professionals, personal skill audit in order to identify suitable skills and behavior for
professional development. Additionally, it will cover difference between organizational &
individual learning, training and development. In addition, needs of continuous learning and
professional development will also discuss in the following report. Further, it will discuss how
HPW can contribute in the employee engagement and competitive advantage along with the
different approaches of performance management. Moreover, the study is based on the
development of teams, individuals and organizations in the business setting.
TASK 1
P1) Determine behavior, skills and knowledge required to perform the role of HR
professionals
Human resource management is an effective business function that is related to hire,
select, train and motivate the employees. In organization, human resources play an imperative
role in ensuring long-term growth and enlargement. To manage the workforce effectively, HR
managers of the entity need to have certain skills and capabilities. These skills, knowledge and
capabilities further assist them in order to perform the HR functions effectively.
Knowledge:

Training and development: To become an effective HR manager, it is crucial to have
significant knowledge of training & development. Being an HR manager, one is required to
organize training & learning programs in timely manner to enhance the overall capabilities of the
employees (Brown and et. al., 2018).
Performance management: An HR manager is responsible to manage the performance of the
employees. Here, knowledge of different aspects of performance management will help in
facilitating and maintaining higher level of performance at workplace.
Skills:
Leadership skills: Leadership skills help HR managers to lead, guide and motivate work
force efficiently. In addition, this skills is important to handle the entire team of different
individuals appropriately.
Communication skills: An HR manager is required to maintain proper communication
with team members and management of the company. They also interact with stakeholders and
represent company in recruitment drives, training sessions and more. Here, communication skills
help HR people to maintain healthy relation with internal as well as external stakeholders
(Armstrong, French and Obholzer, 2018).
Behavior:
Future Oriented: Future is completely uncertain which can affect the business function
profoundly. An HR need to have the capabilities to predict the future and formulate suitable
strategies accordingly. Future oriented behavior helps in meeting with future uncertainties
effectively.
Solution Driven: To fulfill the duty of HR manager, one needs to have solution driven
attitude. This helps in resolving the issue in timely manner so that a positive atmosphere can be
maintained at workplace (Kakabadse, Bank and Vinnicombe, 2018).

P2) Devise personal skill audit to identify proper knowledge, behavior & skills and also
construct a personal development plan for the given job role
In Sainsbury, I will perform the role of HR manager. In this regard, I need to carry out a
detailed skills audit so that I can analyze my existing performance level. Through this, I will be
able to assess my performance effectively which will further help me in developing suitable
skills and knowledge to explore in career. By preparing personal development plan, I can easily
adopt suitable strategies to develop necessary skills & knowledge to ensure future career growth.
Here, the personal development plan will help me in conquering over my weak areas by
developing necessary skills. In addition, enhancing my capabilities will also help me in getting a
better employment in the future period of time.
Personal Skills Audit (Please provide detailed information):
Knowledge Rating Skill Rating Behaviour Rating
Training and
development
4 Leadership skills 4.0 Future oriented 3.5
Performance
management
4.8 Communication
skills
3 Solution Driven 4
Personal SWOT analysis
Strengths Weaknesses
 My leadership skills are up to the mark
which helps me in guiding, leading,
encouraging the employees in efficient
manner.
 I am solution driven person who always
put efforts to resolve different issues in
a systematic way. For this purpose, I
analyze different elements so that I can
reach at meaningful solution.
I am lacking in terms of communication skills.
It affects my potential to interact with seniors
and peers. Further, lack of communication also
negatively affects my performance at
workplace.
I am lacking in terms of anticipating the future
and take suitable action. It might create
constraint in my future growth as an HR
manager.
Opportunities Threats

 I can improve my skills set and
capabilities that will help me in
enhancing in career in future period of
time.
 I can also develop different skills so
that I can work in diversify field in an
efficient manner.
 Increasing competition in the job
market is creating threat for me to grow
at workplace. There is always threat of
replacement.
 Increasing innovation and technical
advancements are also creating threat
for me as I need to enhance my
knowledge and skills in order to cope
with the level of technological
advancements.
Lear
ning target
Development
opportunities
Steps to develop
the skill
Criteria
for judging
attainment
Time period
Communicati
on skills
By developing
communication
skills, I can easily
communicate with
other people. It will
help me in dealing
with my fear of
public speaking and
enhance my
opportunities to get
promoted at
workplace. In
addition,
communication
skills will also
make me enable in
To improve my
communication
skill, I will initiate
to interact with
other people.
Additionally, I will
also join online
classes, workshops,
sessions and more.
My performance
will be judged by
my way of
interaction of
others. In addition,
I will also take
feedback from my
peers and superiors
on my
performance.
It will take 3
months to develop
the communication
skills.

putting a better and
effective impression
on the managers at
work place.
Leadership
skills
Effective
leadership skills
will allow me to
motivate, guide as
well as lead my
team members
effectively. Further,
I can easily get the
opportunity to work
as a team leader at
work place.
Additionally, it will
help me in making
a unique presence at
work place.
For this
purpose, I will take
part in the team
building activities.
In addition, I will
take initiative to
lead the entire team
of different
individuals so that I
can improve my
leadership skills. I
will also take part
in the workshops,
sessions to work on
my leadership
skills.
To assess
the performance,
I will take review
from my team
members. Also, I
will assess the
performance of my
team under my
leadership.
Here, 6
months is required
to develop effective
leadership quality.
Develop
future
oriented
approach
Here, I can
easily predict the
future
circumstances that
will make me
enable to formulate
suitable strategies
for future growth
and enhancement of
the organization. In
addition, I will also
To develop
future-oriented
approach, I will
work on my
planning and
analyzing skills.
Joining sessions
and workshops will
also help in
developing the
respective skill.
I will assess my
performance based
on the outcomes of
my strategies.
Additionally, I will
also monitor my
ability to
anticipate the
future.
A time
period of 5 months
have been
determined by me to
develop future
oriented behavior.

get opportunities to
grow and enrich at
workplace by
developing the
future oriented
approach.
M1) Provide detailed skills audit which demonstrate evidence of personal reflection and
evaluation
I am working as an HR manager in the respective company. While undertaking the skill
audit, I identified that I have ample of skills such as leadership, performance management and
more. In addition, I am also able to evaluate the situation and suggest the best possible solution
accordingly. During the skills audit, it is identified that I am lacking in certain areas which affect
my performance negatively. It is analyzed that my communication skills are not up to the mark
hence I feel hesitate while interacting with strangers. Additionally, I also need to improve my
future-oriented skills so that I can evaluate the future and take suitable actions accordingly. I will
take suitable actions to improve my weak areas efficiently.
TASK 2
P3) Discuss difference between organizational, individual learning, training & development
Learning is crucial to enhance the level of current knowledge and skills. For individual,
learning is related to improve own skills and capabilities. With increasing competition in the job
market, it is imperative to get engage in learning programs. It makes a person enable to perform
the assigned duty in proper way. In addition, learning also helps the individuals in growing and
enriching in future career (Annosi and et. al., 2020). By getting engage in learning programs,
people can easily create difference in the job market. In case of organization, learning is about
enhancing the potential of each & every person who are associated with the entity. Here,
organization learning is not about development of a single person rather it demonstrates the
growth of the entire business entity. The main aim of organizational learning is to improve the
capabilities of each and every person so that the entity can grow in the future period of time.

Individual learning Organisational
learning
Training and
development
Under this, the main
focus is on development of
skills and capabilities of a
single individual in order to
enhance their productivity &
efficiency.
It is related with
enhancement of self-potential.
Hence, there is focus on
building skills, capabilities so
that one can grow in an
efficient manner (Kang and
Kaplan, 2019).
It is not necessary that
all the employees get
benefitted by the individual
learning as it focuses on
development of skills &
knowledge of a particular
person.
In organization,
learning is a process of
creating and transferring the
knowledge within the
business. Here, learning is a
process that is gained over the
period of time to ensure future
growth and prosperity.
Organization learning focuses
on development of each &
every person. Here, company
is considered superior than any
other component.
In organizational learning,
there is focus on growth of the
entire organization. Here, the
main aim is to improve the
skills of each & every person
within the company.
It is an activity wherein
different activities are
performed so that the
knowledge level of individuals
can be enhance. Here,
necessary knowledge and
information is imparted to the
employees to enhance their
production efficiency.
Training &
development is a process of
developing skills and
capabilities among individuals.
The main aim of training &
development is to enhance the
efficiency and knowledge level
of the employees.
Here, training &
development programs are
related to improving the skills
of the individuals for future
growth and betterment (Rayner
and Morgan, 2018).

P4) Analyze need of continuous learning and professional development to drive sustainable
performance of business.
Continuous learning is significant to keep motivated to self in order to maintain
consistency in performance. In addition, continuous learning also provides opportunities to
develop suitable skills and knowledge to enrich in career in future period of time. Here, getting
engaged in continuous learning makes a person enable to learn new skills that will further
contribute in enhancement of performance in an efficient manner. In this context, need of
continuous learning and personal development is mentioned below.
Boost the confidence level of employees: The confidence level of the individuals get
enhanced when they learn new skills. It makes them feel that they are able to contribute in the
success of the entity. In addition, it enhances the opportunities of better employment and growth
for the individual employee. Additionally, continuous learning makes the individuals feel that
they are capable enough of doing the assigned task with higher proficiency (Till, McKimm and
Swanwick, 2018). In context of Sainsbury, they provide opportunities to the individuals of
continuous learning and development. It not only improves the skills of the employees but also
boost their overall level of confidence.
Increase productivity: Through continuous learning, organization can easily improve
the capabilities of workers. A skilled employee has the capability to perform assigned work in an
efficient manner. Apart from this, personal development contributes in enhancement of overall
productivity of the employees. In Sainsbury, they can easily attain the goal of high productivity
by providing opportunities to the employees of continuous growth and development. With
improving skills, workers can also make the efficient use of the available resources that will lead
the business entity towards higher profitability and productivity.
Enhance self awareness of employees: Self awareness make the employees familiar
with their current skills and requirement of future improvements. Through the personal
development programs, individuals get to know about the areas in which they are better and the
areas in which they are lacking. This self awareness further assists the individuals in order to
take suitable steps to improve the future performance (Zaim, Demir and Budur, 2021). In context
of Sainsbury, they can make the employees self aware by offering them opportunities of

continuous and personal development. It will improve the overall potential of workforce and will
also enhance the growth opportunities of the business entity.
Lower employee turnover: In current time, employee turnover is the major issue that is
being faced by the majorities of the companies. Continuous development programs enhance the
employee engagement hence reduce down the turnover of the employees. In Sainsbury,
employees get a sense of pride and fulfillment as the company recognizes their efforts and
provide them necessary growth opportunities through continuous development programs.
M2) Apply learning cycle theories to assess the significance of implementing continuous
professional development
Learning cycle includes ample of steps which make a person enable to evaluate the
existing level of performance. To ensure continuous personal and professional development, it is
imperative to implement suitable learning cycle. In this context, Kolb learning cycle is
mentioned below:
Concrete experience: At this stage, it is analyzed that the individual have a particular
experience that might affect future performance in personal and professional context.
Reflective Observation: It is the second stage wherein one starts to reflect the
experience. Here, the person assess the experience in reference of own skills and capabilities.
Abstract Conceptualization: Here, conclusion is drawn and the individual recalls all the
learning’s which have been gathered throughout the experience.
Active Experimentation: It is the final stage wherein one actually implements the
learning’s in real context. Here, one makes plans and implement the experiences in an efficient
manner.
TASK 3
P5) Discuss the contribution of HPW in employee engagement and competitive advantage
High performance working conditions: It refers to the activities of leadership and
management related issues within organization (De Luc E and et. al., 2018). The mean aim of
this approach is to improve the engagement of employees and their commitment towards work.

Each and every company aims to enhance the potential of the employees. Here, working
conditions of the entity also profoundly affect the efficiency of workforce. In this context,
administration of Sainsbury, adopts several functions with an aim to improve the skill and
knowledge level of the employees. Here, theu ensure to provide such an environment to the
individuals where they can grow and succeed. Positive working conditions make the employees
enable to use their skills in favour of the company. In addition, high performance working
conditions are helpful in enhancing employee engagement and further allows the entity to get an
edge over competitors. For this purpose, value of HPW in terms of competitive advantage and
engagement of employees is briefly explained below.
Measurement and feedback: Efficiency of the employees influences the productivity of
the organization. High performing employees are able to produce quality products or services for
the betterment of business. Managers are likely to assign job rules to the employees and further
measure their performance & provide appropriate feedback (Miković and et. al., 2020). In
Sainsbury, they set appropriate benchmark for the employees and measure their performance
accordingly. Here, they also provide suitable feedback to the workers in order to facilitate further
improvement. It enhances the engagement of employees and further motivates them to contribute
in goal attainment.
Collaboration: High performance working conditions improves the capabilities of each
and every employee by making them enable to perform job duties effectively. For organizational
growth, all the employees work together which reduces down the conflicts and persona; grazes
among the workforce. This practice improves coordination among the employees that is
important for working collaboratively. In reference of Sainsbury, managers adopt several
activities so that the employees get the opportunity to know each other. These activities help in
enhancing interaction between the employees and improve their involvement in the working
practices of the entity.
Positive employee attitude: Positive attitude of employees is crucial for organizational
success. If workers have positive mindset towards the organization, they are likely to put efforts
for the enlargement of the entity. Positive attitude motivates the employees to utilize their full
potential for organizational growth (Lastra, Bell and Bond, 2018). In addition, employees with
positive attitude are likely to perform assignment work with greater efficiency. In context of

Sainsbury, they maintain a positive work culture that further helps in maintaining positive
attitude within the workforce of the company.
Better organization: In high performance working conditions employees are likely to
think with positive mindset. They put efforts to make optimum use of available resources within
the organization. In Sainsbury, they manage high performance working conditions for the
employees which not only improve the engagement of the employees but also set a unique image
of the entity in market.
M3) Analyze the benefit of application of HPW with appropriate justification
High performance working conditions (HPW) signifies of managing a positive work
culture in the organization. This culture stimulates the workers to contribute in the success and
growth of the entity. It makes the employees feel that they are a valuable part of the company
hence they contribute in the future growth of the entity in an efficient manner. In Sainsbury, they
are likely to maintain high performance working conditions wherein the employees get the
opportunity of enhancement. Here, they allow the employees to take part in decision making.
HPW enhances the interaction among the workforce and minimize the ambiguity that is
imperative for future growth.
TASK 4
P6) Discuss different approaches of performance management and also discuss how they support
high performance commitment and culture
Performance management refers to evaluate the performance of the workers constantly.
In the field of HR, performance management is a crucial function that allows the entity to to
measure the performance of staff for future betterment. This practice helps in identifying the
loop holes of employee performance and further provides the scope of improvement. In
Sainsbury necessary approaches applied by the entity for performance management are
elaborated below:
Collaborative performance management: This approach is applied when several
employees work together for attainment of similar goals. When employees work together to
attain similar goals, it develops competitive spirit. Here, they put efforts to prove them self better

than others (Haque, Fernando and Caputi, 2019). In context of Sainsbury, employees work
together so that they can realise the organizational goals. However, the employees have
competitive spirit. Here, top authorities of the entity measure the performance level of
workforce. This approach makes the employee familiar with the performance of their fellows and
peers. It motivates the workers to improve their existing level of performance to prove their
potential and contribution in favor of the company.
Intuitive approach: Under this approach, managers evaluate the performance of
employees based on their own intuitions. At workplace, each and every employee is likely to
behave in a certain way that further creates a perception regarding them in the mind of other
people. In Sainsbury, managers use their intuition and perception while assessing the
performance of the employees. Therefore, employees also get true feedback regarding their
performance.
Recognizing contribution: In this approach, the entity is likely to recognize the effort of
each and every worker for the success of organization. Further, they offer rewards, recognition
and acknowledgement to the employees accordingly (Todd, 2020). In context of Sainsbury, they
have specific criteria on the basis of which they are likely to assess performance of the
employees. Here, the administration of the entity is likely to reward the employees for their
contribution in organizational growth. It helps in stimulating employees to contribute more for
the future growth and betterment of the entity.
M4) Evaluate the contribution of different approaches and analyze how effectively they can
support to high performance commitment and culture
It is analyzed that there are ample of approaches are used for maintaining high
performance work culture. In Sainsbury, they adopt collaborative working practice wherein the
workers work together to attain the pre-defined goals. It improves the coordination among
workforce and helps in maintaining positive culture. The other approaches used by the company
are intuitive approach where managers offer reward to the employees based on their perception.
In addition, reward recognition is also one of the effective approaches that is adopted by the
respective company to maintain positive work culture. Here, the positive work culture improves
the work performance of the employees so that they can contribute in the growth of the business
entity.

Conclusion
It is analyzed out of the above-mentioned information that Development of team,
individuals is crucial to make sure that the organization will success in the future period of time.
During development, skills and capabilities of the individuals are enhanced so that they can
contribute in future growth of business. It is concluded that there is requirement to have some
specific skills, knowledge to become an efficient HR professional. Additionally, there is
discussion regarding difference in organization, individual learning and training and
development, contribution of HPW in performance and competitive advantage & approaches to
manage high performance at workplace.

References
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