Developing Individuals, Teams and Organisations - Desklib

This report covers the professional skills, knowledge and behaviour required by HR professionals, difference between organisational and individual learning, training and development, and approaches to performance management. It also provides a professional development plan for a given job role and explains the need for continuous learning and professional development to drive sustainable business performance.

Developing
individuals, teams
and organisations

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1- Ascertain suitable and professional knowledge, skills and behaviours which are required
by HR professionals.....................................................................................................................1
P2- Examine a completed personal skills audit to determine appropriate knowledge, skills and
behaviours and create a professional development plan for a given job role..............................2
M1- Supply a detailed professional skills audit and professional improvement plan which
present evidence of personal reflection and evaluation...............................................................4
P3- Analyse the differences between organisational and individual learning, training and
development.................................................................................................................................4
P4- Analyse the need for continuous learning and professional development to drive
sustainable business performance................................................................................................6
M2- Apply learning cycle concept to critically analyse the importance of implementing
continuous professional development..........................................................................................7
D1- Make a detailed and coherent professional improvement plan which approximately sets
out learning goals and training in relation to the learning cycle to accomplish sustainable
business performance goals.........................................................................................................8
P5- Prove that how high performance working system contributes to the employee
engagement and competitive advantage in a particular organisational situation.........................8
M3- Examine the advantages of applying HPW with justifications to a particular
organisational situation................................................................................................................9
P6- Measure different approaches to performance management and prove with particular
examples that how they can support to high-performance culture and commitment................10
M4- Critically examine the different approaches and justify them that how they can be to
effective to support high-performance culture and commitment...............................................10
D2- Provide a valid synthesis of knowledge and information which results in appropriate
judgements on how HPW and mechanisms used to support HPW that leads to improve the
employee engagement, commitment and competitive advantage..............................................11
CONCLUSION .............................................................................................................................11
REFERENCES..................................................................................................................................

INTRODUCTION
The success of any business is based on the performance of employees. As we all know
that to attain organisation's goals, individuals and organisations has to work together and follow
the business rules and regulations (David, Endedijk and Van den Bossche, 2022). As to make the
organisation better, professional development is needed. To improve the professional skills of an
employee, the firm has to provide training and development sessions to them. In this report, we
will discuss about the professional skills, knowledge and behaviour required by the HR
professionals and develop a professional development plan. The report covers the difference
between organisational and individual learning, training and development. And also cover the
various types of approaches to performance management.
MAIN BODY
P1- Ascertain suitable and professional knowledge, skills and behaviours which are required by
HR professionals.
An HR professional are the workers which are hired to upgrade the organisation and the
employees. In simple terms, they are the type of workers who establish, maintains, and control
the company policies in order to provide benefit to their company. And their recruitment process
is within the nation's labour laws and regulations. A good HR professional seems to be have a
wide variety of social skills such as honesty, workplace professionalism, integrity and good
manners and attitudes towards work. The duty of HR professional is to manage the worker’s life
cycle which includes recruiting, training, hiring and firing the workers and handling the worker’s
benefits. There are some skills and qualities that needed by the HR which are mentioned below-
 Patience and endurance levels- It is one of the most mandatory qualities that a HR
professional should have as they have to communicate with wide variety of peoples
which makes them to lose their patience level. A HR should have a high degree of
dedication and quality so as to make a balance in their patience level (Gubbins and
Hayden, 2021).
 Communication skills- It is main skill that a HR should have as their prime work is
to communicate with the peoples in an effective way and analyse them for the

suitability of the job. HR should have to be flawless as they have to deal with
different kinds of peoples.
 Problem solving skills- As we all know that a HR is a kind of person who trains
workers about the work that they have to do in the organisation and many other
related knowledge. The duty of HR is to teach and solve the problems or doubts of an
employee as it is a good skill which a HR should have.
Behaviour required to be successful in HR profession-
 Collaborative- A HR should have a collaborative relationship with the organisation
as they are working towards the same goal. To maintain their continuity in the
organisation, a HR should possess this behaviour as they has to communicate with the
employees all over the day.
 Solution oriented- It is a vital behaviour that a HR should possess to become
successful in the HR profession. They have to satisfy all of the parties by providing a
solution to their problems. To adopt a solution based approach, a HR must have to do
innovation as it will provide a solution to them (Allen, Williams and Allen, 2018).
 Transparency and trustworthiness- A HR should have to be trustworthy in their
profession as they are dealing with the sensitive and confidential information of the
employees. The workers in the organisation must have the feeling that they are
talking with someone who they don't have the fear of judgement in their honesty. A
HR should have to maintain transparency in the firm in an efficient manner.
P2- Examine a completed personal skills audit to determine appropriate knowledge, skills and
behaviours and create a professional development plan for a given job role.
A skill audit refers to a procedure that can be used to analyse the gaps in skills and knowledge. A
skill audit is conducted to evaluate the skills of an individual as it helps them to accomplish their
personal and professional goals.
To audit the skills of a HR professional, SWOT analysis is conducted-
Strengths-
 The strength of HR professional is their
communication skills as it helps them
to interact with other peoples and
Weakness-
 To solve a problem, they have to do
creativity in the problem solving
approach which can be identified as a

provide a complete collaboration with
their goals in a given time period.
 A HR professional has a strength that
they have do their work in an effective
way and have a good command in all
over the management skills which are
operated in the workplace.
weakness of them.
 They do not have the knowledge of
advanced technology which creates a
lacking of technology skills in them. As
they failed to grasp new technology and
it leads to a failure in bringing of
innovation in the organisation.
Opportunities-
 If the HR attend different seminars
about the innovation, advanced
technology, etc. as it can improve their
presentation skills and leads to better
performance (Ivanovic and Ivancevic,
2022).
 If the supervision is provided to HR by
an expertise in their firm, it can help in
different ways as it may enhance the
skills and knowledge of them.
Threats-
 A HR has a lacking of technological
skills which can be proves to be a threat
for them as to overcome this, they have
to take training and development
sessions which leads to improve their
knowledge.
 A HR has to possess problem solving
skills which can satisfy the parties and
has to maintain an effective turnover in
the organisation to accomplish the
organisational goals.
To improve the professional and personal skills, the development plan is mandatory. Through
this plan, a HR can analyse the skills required for the performing of their job. The development
plan is based on the SWOT analysis which is mentioned above-
Improvement Objectives Act to be performed to
accomplish these objectives
Resources required to
accomplish these goals
To enhance technical skills I have to register myself in a
technical class to achieve the
objective. To keep with the
latest trends and innovations, I
To achieve the goals, I have to
increase my knowledge of
technical aspects as on the
basis of my job.

have to subscribe to a technical
magazine.
To strengthen my leadership
skills
To improve the leadership
skills, I have to take a
responsibility and put myself
in different situations and have
to complete the tasks in a
given time period in an
efficient manner. I have to
learn the ways to inspire the
workers (Teoli, Sanvictores
and An, 2019).
I have to study different
leadership styles and theories
as to deal with this.
To improve my problem
solving skills
I have to adopt a solution
based approach and has to
manage different situations in
a given time period.
To identify the progress, the
feedbacks from professionals
and experts will provide me a
guidance to deal with them.
M1- Supply a detailed professional skills audit and professional improvement plan which present
evidence of personal reflection and evaluation.
Through the audit skill which I have discussed above, I can manage my time in an efficient
manner and have a better communication skills which helps me to collaborate with other peoples
in order to accomplish goals. One of my strength is workload management as it can help me to
perform better among all of the team members. When I improve my communication skills, it can
help me to build relationships with the other peoples in the team.
There is some of the weakness which I have to go ahead when I work. Firstly, I have to improve
my problem solving skills and have to try to find solutions in an effective way which leads to
help me to fight with different problems. To solve the problems, I have to go through some
traditional methods which can solve the problem in a frequent way. For the future development, I
have to increase my technical skills as it is very vital for performing a job in the company.

P3- Analyse the differences between organisational and individual learning, training and
development.
Organisational learning
It is a type of learning which aims is to achieve the goals of the organisation and where whole of
the workforce learns a new skill which can help the organisation (Mazzotti and et.al., 2018). The
employees have to make sure that the knowledge gained during the tasks within the organisation
should not be conveyable and maintained outside the organisation. If the knowledge is
transferred and retained in the organisation, it can help them to improve their business. To
increase the knowledge and skills of the employees, the HR leader has provide some
opportunities to them.
Individual learning
Individual learning refers to the learning of something new by the workers in order to gain self-
interest of them. If there is an involvement of the employees, it helps them to learn new things
which can lead them to increase their motivation and commitment. The culture and management
style of the organisation affects the individual learning. If the workers are exposed to the external
environment, this kind of learning can be accomplished (Field, 2020).
Training
It is a type of procedure which is used to improve the knowledge and skills of the workers as if
the firm provides training programs to their workers, it can help them to achieve their goals in an
effective way. But to enhance the skills of the workers, the workers has to attend the sessions on
the regular basis. And it is conducted for a fixed time period.
Development
It is a long term procedure which focus on the growth and expansion of the skills of an individual
as it consists of learning and expanding.
Training Development
 To improve the knowledge and skills of
an individual, this type of procedure is
used as it is an education activity.
 To face the current and future
situations, this type of procedure is
used as it enhances the knowledge and
 To grow or expand the organisation in
an effective way, this type of procedure
is used as it is an informative process.
 This procedure is a long term and a
career oriented procedure as it provides

skills of the workers.
 It is a job oriented and short term
process which is mostly used by the
organisations to improve the
knowledge and quality of their workers.
 As it is a reactive process which aims is
to improve the technical skills and
knowledge of the employees.
 The training sessions are attended by
the groups or teams of an individuals
and it must be make sure that it is
attended on a regular basis (Ross,
2018).
 Training is a initiative of management
and organisation as it is an outcome of
self-motivation.
an opportunity to improve.
 The main focus is to face future
complications as it aims to improve the
knowledge and skills of the workers.
 It is a type of proactive procedure
which purpose is to provide a
conceptual and general knowledge to
the employees.
 The sessions of this procedure are
usually attended by the individuals as to
improve their knowledge.
 It is an outcome of self-motivation and
has to be taken by performing some
steps which are mostly used by those
enterprises who wants to generate
more revenue and standard of living as
it leads to an improvement in the
economic position of the country.
P4- Analyse the need for continuous learning and professional development to drive sustainable
business performance.
The organisation has to train their workers in an effective way with the right skills as to manage
the sustainable business performance of them. The firm has to engage in the learning, training
and skills certification with the workers as in order to accomplish their goals and it can also
satisfy the wants of the workers (Reiter-Palmon, Mitchell and Royston, 2019). There are some

advantages which builds and develops a continuous learning culture in the firm and these are
mentioned below-
 Fill the skills gap more efficiently- The company has to change their skill sets as in
order to meet the growing demands in marketing, sales and other development. They
have to develop a continuous learning culture in their workplace as it trains existing
employees on the regular basis which satisfy their skill demands. The business has to be
make sure that they should fill the gaps which can be viewed as a continuous process and
it should not be like something that which has to be forced to hire new workers.
 Gain a competitive edge in the marketplace- The business has to provide best and
creative goods and services as it can raise a quick response to the consumer needs and
helps to achieve their goals in an effective way. If the firm supports the continuous
learning culture in the workplace, it can raise the productivity and performance of the
workers which leads to attain a competitive position in the market.
 Create a better overall work environment- If the continuous learning work culture is
practised in the organisation, it can build a more creative and productive work
environment which leads to better achievement of organisational goals. If the work
environment is positive and productive, it transfers the worker's role into a growing
career opportunity which can provide a flexibility with their career choices. But it is to
be ensured that worker has to stay with their current employer when the firm is investing
in the career development (Xie, 2018).
 Get it done online, on-demand- It is a type of model which is mainly used by the
workers as if the learning model is not according to their expectations. In this model, the
worker can have their choice as what type of course they want to learn but it should be
completed by them on online mode. As it is a faster, cheaper and more efficient type of
approach and in this approach, the worker enjoys flexibility to learn with their own
choice. But the employee has to ensured that they have to choose those courses which is
based on the techniques that they may require for their current and future roles. Through
this approach, the firm can review their curriculum.

M2- Apply learning cycle concept to critically analyse the importance of implementing
continuous professional development.
To understand the continuous professional development, Kolb theory is used as it is a learning
cycle theory and plays a vital role for this development. This theory contains four levels that are
vital for the constant improvement in the business field.
Concrete Experience- At this level, it consists of the experience of the workers which are
related to the daily activities that they perform in the organisation. The worker has to believe on
the feelings more instead of the regular approach to problems and situations.
Reflective Observation- At this stage, the worker has prepared to learn new things through the
deep observations.
Abstract Conceptualisation- When the employee reaches to this stage, they has to germinate
their thoughts to solve the problems as learning includes logics, theories and evidences that can
help them to understand the situation (Lee, 2020).
Active Experimentation- This is the last stage in this approach as it is referred to the testing
stage. In this stage, the learners are participating in the projects with their main purpose as to
apply their knowledge to the new experiences. To retain the information in the future, the firm
has to allow learners to use their knowledge in the works which has been assigned to them.
D1- Make a detailed and coherent professional improvement plan which approximately sets out
learning goals and training in relation to the learning cycle to accomplish sustainable
business performance goals.
A worker or an individual improvement plan can also be referred to as the professional
development plan. This plan is used to achieve organisational goals and needs some skills,
knowledge and competencies of the workers as in order to develop their career. There are some
steps which the business has to consider to create a professional development plan. First, the
company has to examine the professional skills, knowledge and interests of their workers as it
helps them to ascertain those areas which requires improvement. After ascertaining, the firm has
to consider the next step as they have to set their objectives in such a manner which should be
specific, measurable, achievable, relevant and timely (SMART). The next stage, the firm has to
define some structure and strategies as in order to effective accomplishment of goals. But the
company has to be make sure that their professional development plan should always be in the
work in progress.

P5- Prove that how high performance working system contributes to the employee engagement
and competitive advantage in a particular organisational situation.
The high performance working system refers to a perfect collection of people, technology and
organisational structure as it makes the full use of the resources and opportunities of the
company to accomplish their objectives. It helps the workers of the organisation to improve their
productivity and performance as its main purpose is to higher the productivity of the workers in
comparison to the competitors exist in the market. If the organisation has to engage their workers
and wants to improve their performance, they have to consider the seven practices of human
resource which are detailed below-
 Build a high-trust environment by decentralizing decision-making power- If the
firm wants to improve the performance of their workers, they have to be make sure that
the leaders should communicate with the employees about the goals and can also
provide a guidance to them in order to accomplish their objectives. In this environment,
the workers feel very flexible as they can share their ideas to the leaders and can make
an effective decision. If the firm performed this activity in their workplace, this can raise
the productivity and performance of the workers.
 Lift capabilities through training by commitment- In this pattern, the organisation
has to believe their workers that they will take thoughtful and some ideal decisions
which helps them to move toward their objectives. The company has to provide training
by commitment as it concentrates on the workers that they will give their best
knowledge and skills to tackle the problems and brings a change in the organisation. As
to achieve the objectives of the business, the workers has to improve their job ownership
and dedication (Luiselli, 2021).
 Give workers more security by eliminating part-time and contract positions- To
improve the performance of the employees, the business has to replace full-time
workers with the part-timers and contractors as it is the most powerful tool that
promotes job security and provides a guarantee of employment for a certain time.
M3- Examine the advantages of applying HPW with justifications to a particular organisational
situation.
If the business applies HPW in their workplace, it can bring an advantage to the customers,
management and workers. For an employee, it brings a freedom to them to share their work.

Through this, the worker can gain a possibility to form relationships with the fellow workers and
this could allow them to enjoy their jobs. But for a customer, it brings a benefit as they can
receive their goods and services more frequently as they can and provides an inviting
environment to them. HPW can also benefit to the management also as they have to not to deal
with the matters of the employees which can lead to the wastage of their time. Hence, HPW is a
method which directly or indirectly benefits the organisation.
P6- Measure different approaches to performance management and prove with particular
examples that how they can support to high-performance culture and commitment.
To enhance the productivity and performance of the employees, there are some modern concepts
which may contribute to the growth of the firm. As to accomplish the goals of the organisation,
these types of concepts are important. There are some modern concepts which will discussed
below-
 Management by objectives (MBO)- In this method, the leaders and workers are
planning, organizing and communicating with each other as to concentrate on the
objectives and it is a type of appraisal method which may be mostly used by the
organisations. When the goals are identified, both of them will discuss the procedure and
creates respective strategies so as to deal with their objectives. But the firm has to be
make sure that the workers will get a clear understanding of their work and duties which
leads to better accomplishment of their goals (Pulakos, Mueller-Hanson and Arad,
2019).
 360-degree feedback- It is also an appraisal method which concentrates on the
opportunity that is given to the workers to obtain their performance feedback from their
leaders or superiors but this could in the form of peers and direct reports. As according to
this method, it is based on the performance reviews of the workers.
 Assessment centre method- This method is introduced in 1930 by the German Army
and provides a freedom to the organisations to test the suitability of their workers. The
main benefit of applying this method is focusing on the future job performance of the
workers instead of the existing performance of them. But it is a cost and time intensive
procedure.

M4- Critically examine the different approaches and justify them that how they can be to
effective to support high-performance culture and commitment.
After examining all of the approaches such as management by objectives, 360-degree feedback,
assessment centre method, etc. that assist high performance culture and commitment in the
organisation. The firm has to adopt 360-degree feedback method as it helps to analyse the
performance of the workers and provides a clear understanding of the capabilities of the workers.
Through this method, it makes the employees to concentrate on their performance and can
provide them an accurate performance. The main aim of this method is to modify an effective
performance and productivity of the workers.
D2- Provide a valid synthesis of knowledge and information which results in appropriate
judgements on how HPW and mechanisms used to support HPW that leads to improve the
employee engagement, commitment and competitive advantage.
If the business adopt HPW in their workplace, it inspires their workers towards the goals and can
improve the career and personal status. As it provides a complete knowledge to the workers to
improve their performance. Through this, the workers in the organisation can perform in an
effective manner that leads to produce higher revenue for the firm. It inspires the workers to be
work addicted and establish a value for the firm by lowering their costs. Hence, it can improve
the productivity and efficiency of the employees and provides a better standard of living which
leads to gain a well-reputed image in the business community (Günter and Gopp, 2021).
CONCLUSION
In this report, we concluded that the human resource professional plays a vital role in the
organisation as it helps the firms to provide skills and knowledge by training and development
programs. By bringing best and effective employees in the organisation, they can provide better
accomplishment of organisational goals. It also helps the management in executing and creation
of the policies. Further to it, we will discuss about some approaches of performance management
as through this, we can compute the skills of the workers. After computing the skills, the firm
can work on their development as we all know that the training programs and continuous
improvement are mandatory for both the workers and the organisation.