Developing Individuals, Teams and Organisations: Professional Skills Audit and HPW

This report on Developing Individuals, Teams and Organisations covers professional skills audit, HPW, and continuous professional development. It provides a detailed professional skills audit and professional development plan for HR assistant managers. It also examines the importance of implementing continuous professional development and the differences between organizational and individual learning, development, and training. The report demonstrates how HPW contributes to employee engagement and competitive advantage within a specific organizational situation.

UNIT 35: DEVELOPING
INDIVIDUAL, TEAMS AND
ORGANZIATIONS

Table of Contents
INTRODUCTION ..........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
Providing a detailed professional skills audit and professional development plans....................3
Determining suitable and professional skills, knowledge and behaviours that are required by
the HR professionals....................................................................................................................7
Analysing personal skills audit to determine knowledge, competencies and behaviour as well
as professional development plan for HR assistant manager.......................................................8
ACTIVITY 2....................................................................................................................................8
Applying learning cycle theories to critically examine the importance of implementing
continuous professional development..........................................................................................8
Analysing the differences between organizational & individual learning, development and
training.........................................................................................................................................9
Analysing the need for continuous learning and professional development to drive sustainable
business performance.................................................................................................................10
ACTIVITY 3..................................................................................................................................10
Demonstrating understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..............................................11
Analysing the benefits of applying HPW with justifications to a specific organisational
situation......................................................................................................................................12
ACTIVITY 4..................................................................................................................................13
Evaluating different approaches to performance management and show how they can support
commitment and high performance culture ..............................................................................13
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Developing teams, individuals and organization is very important for company to achieve
success. High skilled workforce and teams are strength of company which helps them in
attaining goals and objectives (Farrukh and et.al., 2021). The present report is based on ASDA
stores limited which is one of the largest supermarket company in the world situated in UK. the
company provides various types of products such as clothing, homeware, groceries, insurance
facility and many more. The company keeps in mind about the needs, preferences and taste of
customers and offer them accordingly. The report will cover professional skills, knowledge and
behaviours that are required by HR Professionals. Furthermore, it will design personal skill audit
plan to find out about capabilities and skills of people with need of development and training. In
addition, it will also show importance of High performance working system in employee
engagement and competitive advantage. Lastly, it will provide ways in which HPW culture and
commitment can be supported.
ACTIVITY 1
Providing a detailed professional skills audit and professional development plans.
It is quite essential to effectively demonstrate the skills and knowledge that a person
require for themselves, which enable them to set and achieve goals, either related to personal or
professional career growth (Ismail, Ahmad and Ahmi, 2020). For purpose of skills, and
competencies demonstration, professional skills audit is the best approach. As it encompasses
key benefits such as measure and record the competency that individuals have selected to
develop or improve in their career.
Skills Very skilled Moderately skilled In need of training
Effective
communication
Team work

Creative thinking and
problem solving
Technical knowledge
Knowledge related to
Employment law
Time management
Adaptive behaviour
Future oriented
behaviour
Knowledge about
situational analysis
techniques.
From above professional skills audit table, it has been determined that I have some
weaknesses, which I tend to improve or develop in appropriate manner, through a professional
development plan. Its key benefit of this development plan is that it included some strategic
concepts such as area of development, which make a person capable to focus on those
approaches that help to develop a specific area. It also encompasses a particular time limit, under

which the aim can be achieved. Below the professional development plan is designed that
highlight the aims, which I tend to achieve appropriately.
Professional development plan-
Skills, knowledge and
behaviour that I need
to develop/improve
Approaches that I
will use to achieve
aim
Importance of aim
achievement
Time-frame
Critical thinking &
problem solving
The best approach that
I can take into my
consideration for
purpose of current
skills' development is
to situational analysis
and better decision-
making.
I want to develop
problem solving and
critical thinking skills
effectively, because of
solving the problems
of other by applying
food ideas and
implementing the
same in systematic
manner.
20 days
Technical knowledge In the context of
current form of
knowledge, I can take
initiative to become
important part of
training session. With
the help of this
initiative I can gain
knowledge about the
best digital and
advanced systems as
well as technologies
that utilize further in
the context of my
It is important to have
knowledge about all
the technical things so
that I can achieve the
aim, while playing a
role of human resource
assistant managers in a
company.
6 Months

professional career.
Knowledge related to
Employment law
I will develop better
understanding related
to employment law, in
term of taking
approach to take a
specific course, in the
field of employment.
I want to develop good
understanding related
to employment terms
and concepts in form
of laws, regulations,
etc. which is important
because it helps to
create an environment
in the company, where
employees utilize their
rights and obtain
facilities according to
the legal terms.
1 year
Adaptive behaviour For purpose of
adopting this
behaviour, I would
become understanding,
which means I need to
understand the require
of change, so it makes
thing easy to adapt
appropriately.
It is important to adapt
or develop the
behaviour of
adaptivity, as it helps
to accept the things
that benefits everyone.
1 month
Knowledge about
situational analysis
techniques
I can read number of
case studies, in which
the discussion about
each technique or
certain more, were
made.
Development of
situational analysis
techniques knowledge
is important, as it aid
to solve the critical
situations
appropriately.
1 month 15 days

Determining suitable and professional skills, knowledge and behaviours that are required by the
HR professionals
Human resource professionals in the ASDA, require some set of professional traits,
knowledge and behaviour that mention below, among those candidates who apply for the role of
human resource assistant manager.
Traits-
Communication skill- HR professional require that human resource assistant manager
have good and effective communication trait, so that they can communicate with others politely.
Team work skill- Along with above one, human resource professional also require team
working trait, which makes a candidate capable to achieve the aim and objectives of ASDA.
Problem solving or conflict resolution- It is essential for HR assistant manager to have
the current form of skill, because it makes them able to identify the issue that employees are
facing and then taking action to solve the same (Martinez and et.al., 2022).
Knowledge-
Technical knowledge- Human resource professional requiring technical knowledge
among applicants, who are applying for the job role of HR assistant manager in the ASDA.
Employment law related knowledge- With above consideration, HR professional seeks
to hire those individuals, who are having knowledge related to employment terms such as laws.
Situational analysis approaches- It is important to have knowledge about analysing the
situation in the workplace or outside internal business environment, among HR assistant
manager, so that they can deal with critical issues or challenges.
Behaviours-
Adaptive behaviour- There are different types of changes occurs in the world of
business, because of which HR assistant manager need to be adaptive and adopt this form of
behaviour. So, that they can boost the morale of employees and make them ready to accept the
change in adaptive manner easily.
Trustworthiness and honesty- It is essential to have trustworthiness and honest
behaviour among HR assistant manager, as it is one of those requirements, that human resource
management and professional required for.

Analysing personal skills audit to determine knowledge, competencies and behaviour as well as
professional development plan for HR assistant manager.
It can be analysed that personal skill audit provided a lot of benefits to the auditor, in
term of defining skills, knowledge and behaviour that they require developing appropriately or
effort to improve strategically. It also helps to drive the attention of individuals towards
development of development plan that aid to achieve the aim, either short, long or medium term.
While, personal skill audit can affect negatively in case of skills identification, because of lack of
clarify as a person is unable to identify where the improvement and at what extent is required,
which is important for them to know that.
Professional development plan is also effective because of key benefits that it includes
such as help to develop the area, but this concept is ineffective in form of lack of strategic
direction about how to develop a skill or area, in which manner.
ACTIVITY 2
Applying learning cycle theories to critically examine the importance of implementing
continuous professional development
Kolb's learning cycle-
Active experimentation-
The flow of continuous professional development can be increased and significantly
implement in term of adopting a specific learning activity such as active experimentation (Kolb's
Learning Styles and Experiential Learning Cycle, 2017). According to the term, individual
person can develop professionally in form of developing new ideas that they develop by using
personal experience, either while working in a company or with group of individuals.
Concrete experience-
By looking at things from different perspectives, a person can appropriately manage the
flow of continuous professional development as they can work according to that perspective.
Reflective observation-
Another approach of implementing continuous professional development is reflecting
observation by learning from their own experience.
Abstract conceptualization-
According to current style of learning, learners can utilize logical things for continuous
professional development implementation more than feelings to comprehend issues or situations.

VARK learning model or theory-
Visual-
Some people in the world prefer to develop professionally in form of watching others
doing something new and effective.
Auditory-
According to the auditory learning style, individuals can approach to continuous
professional development in form of listening what other said to them and speak in
understanding manner.
Reading/writing-
Another form of leadership style that help to implement continuous professional
development is current one, according to which individual candidate can read and write new
things from which they can develop more (What are learning styles,2022).
Kinesthetic-
Those individuals who are learning by touching some key methods such as movement,
models, materials, experience, etc. can appropriately implement continuous professional
development.
Analysing the differences between organizational & individual learning, development and
training.
Organizational learning, training and development is quite different from individual
learning, growth and development, on the basis of certain key points (Khan and Al-Shibami,
2019). For example, organizational learning and growth is defined as procedure of improving
overall business environment internally, including employment policies and other things, so that
ASDA can retain and gain the attention of new candidates. It helps to increase the flow of
information sharing and obtaining that also aid in the context of venture growth and success in
the retail sector, where competition level is high. While, individual learning and development as
well as training refers to the action or decision of improving and developing key skills among
employees, so that they can achieve the business aim and objective. With the help of this action,
management can take pleasure of building skilled and wider workforce, among which skilled and
talented people can perform their role according to the given accountabilities in the workplace of
ASDA.

Analysing the need for continuous learning and professional development to drive sustainable
business performance
In today's business environment, HR professionals and managers needs to understand the
effectiveness of teams, individuals and organization that give assurance of manpower
development as a core activity. Nowadays every firm wants that their staff members and other
workers working in different department should be properly trained and also possess professional
approachers so that they can complete task on time. HR Professional of ASDA wants that their
employee should always be encouraged and engaged in some kind of continuous learning so that
it would provide them a great benefit in terms of professional development. For achieving
success in competitive world, it is very much important for employees to develop their qualities
and skills so that it would help them reach at a particular status in their company and hold a good
position then it is termed as continuous professional development (Farrukh and et.al., 2021). By
using skills like communication skills, listening skills, time management skills and problem
solving skills employee can enhance their work. These kind of skills and development take place
in order to grow employees performance in this professional and competitive world. Whenever,
employee get more skilled then they get chance to interact with their senior leaders and managers
which would help them focus on their goals and targets. So, it can be said that continuous
development program are considered very essential for the firms because it helps in
improvement of employees performance. There are many advantages of continuous professional
development such as:
 By using CPD, the company's employees get more self-confidence while working on
projects.
 With the help of CPD, employees can become skilled and through this their work
performance gets enhanced and also business started gaining good market position.
 When the new workers in the company focus on continuous professional development
then this types of new skilled workers provide benefit to organization in terms of
profitability and making of new strategies.

ACTIVITY 3
Demonstrating understanding of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation.
High performance working plays an important role in the success of employees working
in the firm. Basically, it is a general approach which is especially designed for the betterment of
staff members and also engage employee (Ogbonnaya and Valizade, 2018). With the help of
HPW, organization is able to fulfil its aims which is to stimulate more effective employee
commitment so that it would help them to achieve high performance of employees. In today's
business environment, it is very important for managers and HR professionals to focus on
improving employee engagement so that it would help in job satisfaction as well as engagement
of each people. The reason behind engaging employees is that employees are the main asset for
the company. They become competitive advantage when they freely give company discretionary
effort. With the help of HPW, company is able to achieve success in creative solutions to
problems, generate innovate ideas for new services and products and also improve customer
services.
By using HPW in the company, the managers is able to improve the commitment of
people so that each employee can meet deadlines. In this business world, high performance work
system is used by those companies who want to achieve competitive advantages (Robbins and
McAlearney, 2020). Basically, it is highly essential in nature as this acts as the entire source of
gaining employee engagement and competitive advantages within the company during any such
specific situation. With the support of HPW the company can easily achieve positive workplace
culture. It will further help in creating better attitude among the different employees as this will
assist in improving the different services, product and activities with the different processes. By
using HPW, ASDA is able to take proper initiative along with increase in the innovation degree
of the firm. Whenever employee use this system and focus on application of HPW system while
working then it helps in maintaining proper coordination externally with the different suppliers
of the firm who are very important asset. With the implementation of HPW in ASDA, the
employees become more open to the innovative ideas that is generated from the other people. In
addition, this system helps in creating better coordination inside along with the outside world of
the firm. For example- when the employer, employees and colleagues effectively work together
by implementing HPW system then it will enhance coordination between them.

It has been said that when the company use HPW system, then it will help then gaining in
better financial results. This helps in assists in managing the different roles and responsibilities
easily and this creates a positive relationship between employee and employer working on
different and same projects. By using this HPW system at workplace, ASDA is able to create
good job satisfaction along with organizational commitment as well which helps in enhancing
working activities at workplace (Isimoya, Bakare and Olaniyan, 2020). In addition, by using
HPW system the firm can easily able to give employees with wide range of training sessions,
development sessions and provide them a positive and safe workplace environment. The
presence of HPW system in the firm will help in gaining sales and profitability both which
support them in increased performance and profits. From this various benefits can be achieved
by staff which includes greater opportunities for innovation and creativity, motivation to
complete task on time and also commitment towards completion of work and projects. By using
this system, the company can lead to capturing a large market share in this competitive world.
Crux of various benefits arise out of the application of high performance system are:
 Better work-life balance
 build positive culture where respect and trust is more between people
 Creates a safe and positive environment for employee
 The better attitude of employee and employer towards work so that it can help in achieve
success
 Positive relationship between teammates
Analysing the benefits of applying HPW with justifications to a specific organisational situation.
With the application of HPW system, the company's managers and employee can
improve performance which helps them achieve aims and objectives. The main benefits of
applying HPW in the company is that it helps company in gaining unique kind of strategy related
to business in comparison to different peer groups. By using this HPW system in the workplace,
ASDA is able to become a different from the other competitors in the marketplace. Not only this,
when the company focus on using HPW and apply this system effectively then it helps them in
succeeding in the entire competitive economy and also concentrate more on the discipline
(Nasurdin, Tan and Khan, 2020).

ACTIVITY 4
Evaluating different approaches to performance management and show how they can support
commitment and high performance culture
Performance management plays a vital role in the success of business. It is an ongoing
process of communication between supervisors/managers, leaders and employee that occurs
throughout the year for the betterment of the organization's workplace culture. With the help of
performance management company is able to accomplish the strategic objectives which is
already set by top leaders and management team (Franco‐Santos and Otley, 2018). Nowadays
companies are using different types of organisational performance systems which can be used by
any leading firms for the betterment of employee performance. Using those performance
management method firms are able to plan things and monitor the performance of each
employee. For HR professionals, it is very essential to plan in an effective manner so that
performance management process can be achieved successfully. The company needs to focus on
reward system and keep monitoring the employees' performance at the firm. In today's business
environment, performance management is key success metric for HR Professional recruitment
activities. The major purpose behind using performance management process is to ensure team
members and other staff are given with the appropriate resources they need to further develop for
the future success. In addition, by using this process the firm is able to recognize things
employee deserve to be motivated for the work they are doing at workplace (Schleicher and
et.al., 2019).
There are many types of methods which can be used by ASDA for the performance
management:
Quality approach- This approach is the best among all because it helps in quality
improvement which support superiors in gaining success. With the implementation of quality
approach, the firm is able to gain competitive advantages in the job market where competition is
very high.
Comparative approach- this is one of the best method which can be used by company in
order to improve high performance culture and commitment. By using this method, company can
enhance workplace performance by comparing with each other. The employees' performance
will get comparative ranks from their managers and leaders which can be totally based on
highest and lowest performer. By this method, employees can easily know about their strengths

and weaknesses which helps in increment of motivation and also increase productivity. Using
this approach will help manager in improving high performance working among employee which
is beneficial for company success (Camilleri, 2021).
Collaborative working- Basically, it is an act where 2 or more than 2 people in the firm
work together towards the attainment of one common goals and objectives. By using their skills
and knowledge, team members are able achieve one common purpose which can support them
achieve targets. For example- when the employees of ASDA need to work collaboratively, they
must focus on teamwork and collaboration so that they can easily able to evaluate the business
plan which emerged in the business surroundings and trade (Mora and et.al., 2018). By using this
method, ASDA is able to get number of benefits such as:
 Employee can learn from each other and know about areas of improvement
 employee can solve issues they face during working on projects and tasks
 Collaboration and relationship between employees improve which helps in development
of culture at workplace
 It encourages problem solving which helps in increase in performance of people
 With the support of collaborative approach, company is able to increase productivity and
performance rates also goes up.
Behavioural approach- sometimes employees face some different tasks' and
circumstances that is ineffective in nature wherein the employees may need the support of good
leader so that they can assist them and this can be useful for them to find out the particular
situation and solve it effectively on the regular basis while working.
Result approach- by using this approach company can easily able to attain a greater
outcome which would help in increment of capabilities among employees. The major focus of
this approach is performance along with achievement of the final results. By using this approach
managers of ASDA can easily analyse the results of each staff members. This helps in managing
the different strategies in an effective manner which would be helpful in analysing the
performance through management by objectives set by them (Montrezor, 2021).
CONCLUSION
To conclude, HR professionals plays a vital role in the company, and they help the firm
in getting the right people for different department so that targets and goals can be achieved
easily. From the above report it can also be summarized that HR focus on continuous

professional development program, to enhance skills of employees. Furthermore, it can be
evaluated that HR helps managers in making effective teams of employees through various
methods such as collaborative working, performance management process and different
approaches. By using continuous learning and development program company can develop work
culture in the business environment.

REFERENCES
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Farrukh, M. and et.al., 2021. High-performance work practices do much, but HERO does more:
an empirical investigation of employees' innovative behavior from the hospitality
industry. European Journal of Innovation Management.
Franco‐Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences
of performance management systems. International Journal of Management
Reviews. 20(3). pp.696-730.
Isimoya, O. A., Bakare, B. E. and Olaniyan, M. S., 2020. Perceived high performance work
practices and employee engagement: an empirical study in Nigeria. Trends Economics
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graduates: The insights from employers. Elementary Education Online. 19(4). pp.36-
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perceptions of participating in alcohol prevention skills training: a qualitative study.
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Montrezor, L. H., 2021. Lectures and collaborative working improves the performance of
medical students. Advances in Physiology Education. 45(1). pp.18-23.
Mora, H. and et.al., 2018. Collaborative working architecture for IoT-based
applications. Sensors. 18(6). p.1676.
Nasurdin, A. M., Tan, C. L. and Khan, S. N., 2020. Can high performance work practices and
satisfaction predict job performance? An examination of the Malaysian private health-
care sector. International Journal of Quality and Service Sciences.
Ogbonnaya, C. and Valizade, D., 2018. High performance work practices, employee outcomes
and organizational performance: a 2-1-2 multilevel mediation analysis. The
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Robbins, J. and McAlearney, A. S., 2020. Toward a high-performance management system in
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Schleicher, D. J. and et.al., 2019. Evaluating the effectiveness of performance management: A
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Online
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<https://www.simplypsychology.org/learning-kolb.html>
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