Developing Individuals, Teams and Organisations - Desklib

This report discusses the importance of developing individuals, teams, and organizations. It covers topics such as professional development plans, skill audits, high-performance working, and employee engagement. The report also includes a case study of Unilever and their HR practices. Course code, course name, and college/university are not mentioned.

DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
ACTIVIITY 1..................................................................................................................................4
Professional development plan and Skill Audit...........................................................................4
Skill Audit....................................................................................................................................7
ACTIVITY 2....................................................................................................................................8
Presenting differences between organisational & individual learning, training & development 8
Need for continuous learning and professional development....................................................10
Activity 3.......................................................................................................................................11
How HPW contributes to employee engagement and competitive advantage..........................11
ACTIVITY 4..................................................................................................................................13
Presenting different approaches to performance management..................................................13
CONCLUSION..............................................................................................................................15
REFERENCES .............................................................................................................................16

INTRODUCTION
An organization is built by the efforts of different individuals who are working towards
the fulfilment of the common goal associated with the organization. These associated individuals
are the employees of the organization who brings the best, hence it is very important for the
company to have the best trained, qualified, productive and skilled workforce in the organization.
All these responsibilities comes under the HR department (Oyemomi and et.al., 2019). HR
stands for human resource who are accountable for hiring, training, development, retaining and
firing the employees in the organization. Unilever is a multinational company which has its
headquarters in London, UK. It has large product portfolio which comprises lifebuoy, sun-silk,
knorr, lux etc. the report will comprehensively elaborate the knowledge, skills and behaviour
required by the HR in organization, also an audit to determine the correct suitable knowledge,
skills, a professional development plan of HR, further how HPW contributes as a competitive
advantage to the business and engagement of employees. At last various methods which ensures
high performance culture and commitment in the organization.
MAIN BODY
ACTIVIITY 1
Professional development plan and Skill Audit
Goals Significance Resources
required
Barriers Where I can go
for support
Time
management skill
It will help in
segregating the
task and helps in
achieving the
overall growth in
effective manner.
Self initiative
support like
proper planning
and setting aims
which need to be
completed on
time.
Lack of priority
and over loading
work. Lack of
strategic direction
s.
Senior manager.
Earn a
professional
certificate as HR
It will help in
enhancing overall
skills and
Internship in
repudiated firm.
Lack of finance Teachers and
seniors.

executive. knowledge
(Scott-Young,
Georgy and
Grisinger, 2019).
Learn new
technology
It will contribute
in enhancing
company
objectives as well
as boost
productivity.
Internet and
computer
Finance and lack
of knowledge
IT work shop.
Working on
weakness
It will help in
turning my
weakness into
strength.
Practising self
awareness as well
as keeping
journals for
recording.
Lack of
motivation.
Senior manger as
it will help in
guiding.
Learning how to
manage stress
It will help in
building
concentration
while working. It
will also benefit
health (Lemmetty
and Collin,
2020).
Practice
Mindfulness an
at home cardio
workout.
Lack of
motivation and
poor physical
activity.
Online class and
Gym.
Interpersonal
skills
It will help in
building healthy
relation with
clients and team
members
Active listening,
responsibility
taking and team
work.
Lack of trust
among team
members.
Attending online
workshop related
to HR department
and building
professional
personality.
Completing It will help in Participating in Lack of finance I will be taking

diploma course in
HR.
learning skills and
technology that
will help in
identifying
process of
working in the
company and
ways to
collaborate with
employees. Along
with this, this
course will give
major details
regarding
working culture
and ways to
develop strategies
related uplifting
company.
online diploma
course of HR
professional by g
Google or other
companies.
and motivation. guidance from
my senior
executives so that
it can guide me
regarding the best
diploma course
of HR
professionalism.
Along with this,
I will be joining
educational
workshop so that
I can learn about
roles and
responsibility of
human resource.
Grow Network As an HR it is
necessary to have
wide network
area because in
company there is
need of
professional
employees. The
benefit studying
HR professional
will help in
working with
I will be
learning about
different
functions of
company so that
I can learn about
issues faced by
them and given
them appropriate
solution.
Due to introvert
nature I am not
able to grow my
network.
Join a
professional
organization and
attend conference
as it will give an
opportunity to
develop good
relation with
others.

other employees
appropriately
(Kools and et.al.,
2020).
Skill Audit
Skill High Moderate Low
Time management
Planning
Goal setting
Auditing
✓
Active listening
 Asking
solution for
problem
 Be attentive
✓
Leadership
 Teamwork
 Taking
responsibility
✓
Organizational skill
 Working under
pressure.
 Analytical
thinking
✓
Communication
 Listening
 Non verbal
 Written
✓

 Contextual
Interpersonal skill
 Self confidence
 Positive
attitude
 Openness to
feedback
 Decision-
Making
✓
Technical skill
 Programming
Language
 Software
proficiency
 Project
management
 Data Analysis
✓
Adaptability ✓
Problem Solving ✓
Management Skill ✓
ACTIVITY 2
Presenting differences between organisational & individual learning, training & development
Individual learning Organizational Learning Training and development
It develops when an individual
participate in specific activity
and it can be improved if
practice from time to time.
Along with this, learning
It can be described as learning
needs basing on correction and
it needs to be more likely a
reactive approach. Along with
this, learning solution need to
It is known as educational
process and activities that
helps organization to designed
and improve their job
performance. This type of

individually takes time and
such activity need to be
completed with accuracy.
Such types of learning course
are available within firm and
new employees are likely to
start at lower level of
performance as compared to
trained workers (Slade, Philip
and Morris, 2018). Although
this is a good way to analyse
learning at individual level.
New employees tend to
gained progress through
learning on their level. In
addition to this, individual
learning is known as method
of teaching in which content
and pace of learning is based
on abilities of each learner.
This type of learning can be
done through setting particular
goals and make them look
more specific (Franco‐Santos
and Otley, 2018). These
objectives need to be in
dynamic nature and review on
regular basis so that progress
can be identified. In addition
to this, goals are specifically
based on curriculum design
be find out due to drastic
change within company.
There are four concepts to
build organizational learning
such as knowledge acquisition,
information distribution,
information interpretation and
organizational memory
(Kuntz, 2021). Along with
this, organizational learning
concept does help in
evaluating the effectiveness of
learner and potential workers.
It will benefit each employee
to have better learning level
so that it can contribute in
success of company. It has
been stated that better
routines and way of operating
need to be developed by
organization so that learning
level of each employee can be
improved. This is important
for the organization so that
each employee can learn about
culture of company in better
ways. If organizational
learning is introduced then it
will directly impact on
performance of the company
in better ways. This type of
learning is introduced so that
workers knowledge and skills
sets have greater motivation to
enhance their level of
performance (Calvard and
Jeske, 2018). It refers as
educational activities within
organization that will help in
enhancing the skills and
knowledge of workers as well
as appropriate information has
been provided in order to
perform particular task.
Training is defined as short
term reactive process whereas
operative is known as designed
that helps in meeting the need
of executives. One of the aim
of training is to develop skills
and development of their
personality. In training
initiatives has been taken by
management so that there
objectives of meeting the
needs of employees can be
fulfilled. In development
initiative is taken by
individuals so that it can
improve their weakness in
better ways (Camilleri, 2021).
Furthermore, the purpose of

and standard so that
employees can improve their
learning abilities. However,
each worker has their own
level of understanding so it
needs to work on personal
level to understand things
more specifically and
appropriately.
learning helps in learning
about new skills and operating
ways which will contribute in
developing employees'
performance (Schleicher and
et.al., 2019). Training and
development is one of the
ways through which
employees can undertake their
job and be more effective in
the beginning. Thus, it is
important for company to
introduce such level of
learning in order to reduce
their turnover level and
employees.
training and development is
lower attrition as employees
feel that they are given an
opportunity to develop their
career and it satisfies their
growth needs. In addition to
this, training helps in preparing
employees to meet unexpected
challenge happens in industry.
As trends changes constantly
due to digitalization so it is
necessary to keep team aware
about such changes. It has
been identified that when
proper training is given to the
workforce then company will
move forward and prosper.
Need for continuous learning and professional development
Every successful organization knows that one of the greatest assets is employees and
many company make use of various methods to keep their workforce updated through training
so that right skills can be used to meet the company objectives. Kolb's learning cycle can be
used to teach employees regarding new technology and methods. This theory is consist of four
distinct learning styles which can be used in training. The first stage is known as Concrete
experience in these employees learn individually about the workplace like culture and working
style. The second step is known as reflective observation employees review its own
performance level so that it can transfer weakness into strength. Employee can review itself
through participating in training and analysed their level of performance compare to other or
company expectation is appropriate or not (Al-Delawi and Ramo, 2020). In addition to this,
active experimentation is known as learning into practices like applying new skills in
completing the task on time. However, Kolb stated that in order to learn to be effective leaner

has to go through experimental learning cycle and implement the right strategies to achieve
bigger aims. Along with this, Kolb has identified different type of learner that are present in
company. Benefits of continuous learning culture is skill gap is filled and efficiency is
increased. It is necessary because business expansion is very necessary and it requires deeper
knowledge and skill sets so that growing depends on can be met in effective manner. Strong
learning culture drives faster growth in the market area better employees productivity will allow
in gaining better ability to catch up with future demand in the marketplace. It has been seen that
better overall work will lead in continuous learning culture as well as more productive
workforce is created.
Activity 3
How HPW contributes to employee engagement and competitive advantage
High performance working are those practices in the enterprises which enhance the
quality of working and brings overall performance improvement in the organization. It makes a
firm very efficient in hiring, recruiting, managing, engaging, training the employees, as
employees remains at the heart of the organization. The high performance working culture is an
organizational setting which accommodate the professional behaviour skills and knowledge of its
employees on all the hierarchy levels of the organization. It exhibits a collaborative working
space where different employees can bring their own level of productivity and fulfil the
organizational goal as whole. It develops such atmosphere in the organization which enhances
the high performance from the individuals (Henriksen and et.al., 2020).
When the employees and subordinates working in the organization are bringing the best
to the business it makes an organization display its best way forward. It as a whole process
delivers the competitive edge in the marketplace. As employees in collaborative working style
gives best inputs in their capacity which results in the success of the multiple business
operations. HPW has a vital dynamics which states employee's continues growth and
development in terms of training and development which results in the organization goal
achievement. Employee engagement is one of the most crucial parts of the HPW as it enables the
facility where employees can voice their opinions and HR can have accumulative reach to
incorporate the practices. Unilever is a very big organization which has an effective human
resource professional working for the company to ensure employees are having a heathy and
productive time at the workplace. They include such vital practices such as the engagement of

the employees, enhancing collaborative working, understanding the training and development
requirement of the employees and fulfilling the same (Al-Musadieq and et.al., 2018).
Each organization is always looking forward to developing the competitive advantage in
some way or other in the marketplace. An organization like Unilever which already is a business
giant seeks the constant building of edge in the market and industry. HPW helps Unilever by
incorporating the best working professionals in the company who can contribute towards the
success of the organization. As a company is built by its people and when these employees are
highly motivated they bring the best in the company and it enables the competitive edge on the
market. Employee engagement is important for the organization. As every industry is facing high
rates of attrition in the market. Attrition rate is the rate at which employees leave an organization.
Unilever is also facing high rates of labour turnover or attrition. The solution to this problem is
the employee engagement in the company. HR professionals must undertake such activities in
the business which brings employees closer to the organization as such practices will helps in
retaining the employees. Some important HPW practices which can be incorporated are as
follow.
Rewards and recognition: HPW encourages employees by different means where employees
are getting rewards for exceptional performances. Subordinates lay some expectations of getting
recognized and rewarded when they are performing their jobs. Unilever must take appropriate
measures to mark the performances of the employees and providing recognition to the staff for
outstanding jobs. This can encourage them to work more efficiently in the organization and this
will lead to the employee engagement at the Unilever. And when employees perform well for the
organization it indirectly builds competitive advantage for the business (Rehman, Mohamed and
Ayoup, 2019).
Training and development: from time to time HR professionals must determine or recognize
the employee's need for training and knowledge update. As we are living in the fast pace
changing world which makes it very mandatory for the employees of the organization to have a
skilled and well-trained work force. Hence, Unilever must work towards training and
development need of the individuals in the organization. This will make staff feel that
organization is working for there development and it brings them closer to the organization. This
will lead to the employee engagement in the Unilever (Adnan, Hay and van Staden, 2018).

Effective operation management: to enforce a high performance working in the organization
various operations of the business must be made faster and effective by the usage of technology
and advancement which can lead to the automation of the business. This can make the jobs in the
company very simpler yet faster, the small repetitive business processes in the enterprise must be
automatized which can make the complex work very simple hence employees become very
productive in bring the best business ideas in their respective role. It can lead to a high
engagement of the employees in the business (Najeemdeen, 2018).
Efficient services: Unilever has various business activities and it also deals in the online sale of
its products consist many small activities for the online business as well. Like incorporating the
faster delivery system for the online services, making the reminders for the online shopping etc.
can uplift the business and enhance the high performance of the employees in the organization.
Also, establishing customer support channels which enhance the business performance can lead
to a high competitive edge on the market and it can enhance the HPW of the company.
All these factors can together enhance the high performance working which will lead to the
competitive edge in the market and enhancing the employee engagement.
ACTIVITY 4
Presenting different approaches to performance management
Measuring the performance of employee is backbone of any company as it helps in
known how productive their workforce is towards organization. Along with this, business now
days measure performance through identifying their contribution towards firm growth.
Performance appraisal refers to the revelation of workers and providing them with valuable
feedback and creating as positive future performance. Although performance of employee
depends on various factors such as working environment, work profile, bonus system and job
satisfaction. All this factor play important role in determining employee productivity and
organizational development. Business can make use of different approaches for purpose of
measuring their level of performance.
Comparative approach: It is known as process of ranking workers' performance as compare
to others in group. Employees are ranked on scale of highest to the lowest performer and there
are various techniques used in comparative approach like paired comparison and graphic rating
scale. There are reward given to higher level performers, and they are given proper training so
that it can get promoted to higher managerial position. On other hand, poor performers are given

a chance to improve their level or dismissed if they do not meet the standard requirement of
company. In this system ranks are given on the basis of categorization rules rather than on
their performance (Kuntz, 2021). Employee with higher ranks are given good pay and one with
lower ranking do not deserve it. In paired comparison technique company compares their
performer with other. This approach is mainly used in firm with small group of workers with
similar job profile. It is not suitable for firm with large number of employees or organization
with different job profit.
Attribute Approach : In this system employees are rated on the basis of particular set of
parameters like problem solving, team work, communication and judgement. Graphic rating
scale allow rating employer to rate employees on scale of 1 to 5 such as lowest to highest. A
mixed rating scale is layered method of measurements and workers are rated as high,
medium and low on the given set parameters (Calvard and Jeske, 2018). The major disadvantage
of this attribute is it is based on subjectivity and it helps in identifying only the best and the
worst performers.
Behavioural Approach : It is one of the oldest technique of measuring the level of
performance and it is consisted of vertical scales so that different dimension of the job can be
identified. The Behaviourally Anchored Rating Scale is consisted of five to ten vertical scales,
and they are based on parameters (Kools and et.al., 2020). It provides more specific detail and
frequency compared to employee related to employee behaviour for effective performance. One
of the disadvantage of this method is large number of data and it is hard for manager to
remember that. Supervisor helps in remembering behaviours that are close to performance
scale which leads to biased rating.
Unilever is a large scale organization which needs application of several ways which can
support the high performance culture in the organization. Unilever is constantly trying to adapt
the collaborative working style in the organization and enhancing the same to all hierarchy
levels. As it highly support the high performance and boost the productivity of each individual in
the organization. Also, company is bringing the healthy performance management system such
as balanced scorecard and matrix which can measure the performance of the employees and
makes company determine the need to look after the workforce of the business. As if employees
are aware of the fact that their performance is being measured it will make them perform better.
Further, the HR team in the Unilever must align the organizational goals with the individual

goals. It is very crucial for the employees to have their individual goals achieved as they work
towards fulfilling the organizational goals (Li and et.al., 2021).
In the end it is the personal goal which they want to achieve and for which they are
putting efforts in the organization. As this will indirectly fulfil them. These measures have the
power to encourage the high working culture in the company. Also, hiring professionally
capacitate individuals who seem to be boosting the high performance culture in the organization.
As it is the constant efforts and coming together of balanced practices in the enterprise which
enhances and improves the overall working culture in the organization (Afsar, Shahjehan and
Shah, 2018). As long as employees feel very connected to the organization they will be able to
maintain the high performance. Each business department needs to simplify the jobs and make it
more interesting. Unilever is operating in many countries and across the industry because of the
large product portfolio. It needs each work place and work culture to be very systematically
arranged which fulfils the goal of the organization as whole.
CONCLUSION
The above report has summarized the conceptual framework for individual development,
development of team and organization for Unilever has been properly depicted. Report has also
depicted the skills, knowledge and behaviour which is required from an individual working in
the HR department, who are known as the HR professionals. A professional development plan
has been stated highlighting the viral aspects supporting the sustainable business performance.
Further the working traits of high performance working which delivers the competitive
advantage and employee engagement. In conclusion of the report is has been observed that
various performance culture and commitment in organization is supported and improved.

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