Developing Individuals Teams and Organizations

This report discusses the skills, attributes, and behaviours required by HR professionals for developing individuals, teams, and organizations. It also covers the factors considered while implementing and assessing learning and development to create sustainable business development. The report explores the need for continuous professional development to drive sustainable business performance. The report includes a personal skills audit and SWOT analysis for becoming an HR professional. It also discusses the difference between organizational and individual training and development.

Developing
Individuals, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................2
LO1 Analysing Employee knowledge and behaviours required by HR professional.....................2
P1 Appropriate Skills and Attributes required by HR professionals......................................2
P2 Completed Personal Skills audit for becoming HR professional......................................3
M1 Detailed Professional Skill Audit and personal reflection...............................................4
TASK 2............................................................................................................................................6
LO2 Factors considered while implementing and assessing learning and development to create
sustainable business development....................................................................................................6
P3 Analysing difference between organisational and individual training and development. 6
P4 Need for Continuous Professional Development to drive sustainable business performance
................................................................................................................................................7
M2 Learning cycle theories to analyse the importance of continuous professional development
................................................................................................................................................8
LO3 Knowledge and understanding to the ways in which High Performance Working contributes
to employee engagement and competitiveness................................................................................9
P5 understanding HPW and contribution to employee engagement and competitiveness....9
M3 Benefits of HPW............................................................................................................10
LO4 Ways in which performance management, collaborative working and effective
communication can support high performance culture and commitment......................................11
P6 Approaches to Performance Management......................................................................11
M4 Evaluating the effectiveness of approaches to support high performance culture and
commitment..........................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Development is an integral process and very important for the growth of everyone because it
provides social, physical, cultural, ethical, psychological and wholesome growth of an
individual, team or an organisation. Development process is like a flowing river that polishes the
pebbles and brings out the shine among them, creating new paths to overcome hindrances and
flows continuously by breaking through all challenges (Buheji, 2020). The development of an
individual or team within an organisation is the activity of human resource professionals, with
high levels of capabilities and skills for developing an organisation. J. Sainsbury's PLC is the
second largest retail supergiant, which was established in the year 1869 and is headquartered at
London UK. The company and its HR are constantly involved in the development activities of
teams and individuals for enhancing the organisational performance. The following report will
provide different aspects of developing higher levels of skills and attributes for enhancing the
performance of individuals, teams or organisations. The report will analyse certain skills,
knowledge, attributes, behaviour, abilities and practices that are performed by the HR
professionals for development of people within an organisation. It will also provide the self-
analysis of the skills and behaviours with the help of SWOT analysis for creating a personal
development plan. Moreover it will explain about the factors that must be considered for
improving the personal development of an individual for creating sustainable business
performance for a specific role. Moreover, it will demonstrate the use of high performance
working (HPW) that can be helpful for improving the employee engagement and
competitiveness of the form. Furthermore, it will examine the methods and ways in which the
personal development plan can be helpful for a specific job role within an organisation. Along
with it, this will access the methods in which collaborative work and performance management
can be helpful for personal development activities. In the end it will describe the approaches of
performance management along with the examples towards the performance management.
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TASK 1
LO1 Analysing Employee knowledge and behaviours required by HR
professional
P1 Appropriate Skills and Attributes required by HR professionals
Within an organisation the human resource managers have a very important role to manage
the people working within an organisation and create efficiency and effectiveness for achieving
the organisational goals and objectives in optimum manners.
Knowledge of HR can be elaborated as the set of professional and contextual knowledge a
person has gained during their experience and education (Botke and et. al., 2018). It is important
for the human resource to be knowledgeable and have subtle experience about various fields
within an organisation. The knowledge that the HR manager at Sainsbury's are expected to
possess are given below.
 Communication and language: It is expected from the HR that they must be good in
linguistic skills for communicating effectively with the employees. Within Sainsbury's
the HR managers are expected to have knowledge and experience about the language and
communication so that they can communicate effectively and efficiently with the
employees and customers through various mediums like television, newspaper, social
media etc.
 Government laws and legislations: It is considered that HR professionals must possess
the knowledge about the government laws and legislations regarding various aspects of
the organisation and employment at a given place (Kong, 2019). With the help of legal
knowledge they will be able to implement proper rules and regulations of the government
so that business activities can be conducted in a legal manner.
Behaviours are the common attributes, manners, ethics, values, beliefs and other aspects of
human nature that determine how they act in a given situation (Baker and Lakhani, 2018). There
is some basic behaviour attitudes that human resource managers must require to work at
Sainsbury's that are elaborated below.
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 Adjustability/Flexibility: The human resource professionals of managers within an
organisation are expected to be liberal and flexible with their management activities in a
given situation.
 Accountability: It refers to the responsibilities and roles of an individual that must be
performed for maintaining good work performance. The human resource managers within
Sainsbury's are expected to be accountable for their job and their activities which they
perform within the organisation.
Skills of human resource are the common attributes that are required by the human resource
managers for performing various kinds of tasks within a given situation (Aramburuzabala and et.
al., 2019). The skills that are required by the human resource within Sainsbury's are given
below.
 Organising people: It can be explained as a power which with the human resource is able
to organise the task for the people with required skills and abilities. They perform various
tasks for managing the people in various situations and handling the people within
various departments for achieving the tasks effectively.
 Team management: It refers to the ability of the human resource managers to manage
group activities and many people in teams all together for improving overall
performance. Team management activities are very important because the achievement of
high performance can be done by working in groups and handling activities together for a
higher level of work.
P2 Completed Personal Skills audit for becoming HR professional
For personal evaluation and reflection of the skills SWOT analysis is given which helps to
identify strengths, weaknesses, opportunities and threats which are as follows:
Strengths Weaknesses
 Effectively and efficiently dealing with
the given tasks within an organisation.
 Compatibility with various
organisational functions and the
 Inability of solving all the problems of
all the employees within the
organisation.
 Human resources activities keeps on
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different activities of the organisation.
 HR helps in dealing with the
employees, workforce and labourers
(Lee, Hallak and Sardeshmukh, 2019).
 Solving employee problems and
conflicts among themselves or with
superiors or with the organisation.
 The abilities of motivating and
influencing the employees to work
effectively and efficiently.
changing constantly that makes it
dynamic to handle equitably.
 Motivational activities may be positive
for one employee and many become a
negative aspect for another.
 Human resource needs to perform their
activities continuously.
 Needs a lot of time and efforts of the
Human resource individuals (Gibbs and
Kharouf, 2022).
Opportunities Threats
 Developing the best practices to
achieve the organisational goal as early
as possible.
 Improve the performance management
to attain the objectives of the
organisations and employee
performance at par.
 HR can manage different types of
people in various departments and align
their activities.
 Human resource managers need to
handle all the disrespect and
consequences of not handling the
people effectively.
 Have to constantly look after the
leader’s aspects and the employees
aspects.
 Employee needs are dynamic and may
change at any time creating fluctuation
in their efficient management.
M1 Detailed Professional Skill Audit and personal reflection
Personal skill audit can be elaborated as the analysis, measurement and interpretation of
the abilities of an individual or team (Luu, 2019). With the help of this the managers are able to
identify the strength and weaknesses of an employee for improving the productivity and
performance of individuals or teams. As Sainsbury's is a very useful organisation, the human
resource managers are very efficient and effective to handle various activities of personal skill
audit within the organisation. There are mainly 4 steps in a skill audit that are communicating in
the information, stakeholder engagement, assessing the development standards and
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competitiveness, performing skill audit, and finally the interpretation and reporting of the data. A
scale audit is provided for evaluating self-performance.
Skill Definition Level of
competency (1-5)
Communication Ability of exchanging information with others
in a precise and understandable manner.
4
Team work Ability of working effectively with others
(Jitpaiboon and et. al., 2019).
5
Time management Ability of completing given tasks on time or
before deadlines.
3
Problem solving The ability to solve the conflictual conditions
by identifying problems and their solutions.
4
Creativity It is the ability of discovering or innovating old
things to new ones.
2
Flexibility/Adaptability Make changes as per the situations or
conditions prevailing in a given environment.
3
Leadership Ability of influencing and motivating others to
work willingly (Malik and et. al., 2019).
5
Decision making It can be said as the ability to opt most suitable
option between the given options.
3
Technological Know
how
Skills and knowledge about various
technological aspects and their working.
1
I am not good at the creativity and technical know-how that I would develop with the help of
a personal development plan and various development activities and courses in upcoming
duration for overcoming those weaknesses. I know that I am not good at technology skills and
the use of technology and I would like to improve this skill by utilising computer courses and
personal development programs for improving the creativity within me.
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TASK 2
LO2 Factors considered while implementing and assessing learning and
development to create sustainable business development
P3 Analysing difference between organisational and individual training and development
The organisational learning and individual learning are having a huge difference in their
meaning and application that is elaborated below.
Organisational Learning Individual Learning
 It can be explained as the learning
activity that provides knowledge and
skills to the groups, individuals or
teams within an organisation for
achieving its goals and objectives
effectively and efficiently.
 In order to create organisational
learning the managers need to identify
the requirements of the employees from
lowest level to the highest level.
 It provides necessary skills and abilities
to the people within an organisation for
improving their productivity at work
(Rezvani and Khosravi, 2019).
 The human resource managers at
Sainsbury's would like unique tools,
technologies and latest advancement
that can be helpful in effective learning
programs within the organisation.
 It can be explained as the learning by
an individual or a person regarding
their self-interest and respective field. It
is performed in self-interest and for
achieving the goals and objectives
determined by an individual.
 These activities of learning are
concerned with enhancing the
development and productivity of an
individual by enhancing their
knowledge and experience.
 It provides the necessary skills and
abilities to an individual for their
respective field of work so their
chances for improvement can be raised.
 Individual learning can be developed
by involving oneself in such an
environment about which the learning
is required.
Training and development are very different activities although they are used mutually
for growth of an individual, group or an organisation.
Training and development for Training and development for individuals
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organisational level
 Organisational training and
development can be explained as the
process of the enterprise to provide
community training and development
programmes within the organisation
including everyone from all levels.
 These training activities are provided to
enhance mutual understanding,
collaboration, skills of the people
across all the departments for
enhancing the organisational
performance.
 It also helps to improve the
performance of new employees by
adjusting and accommodating them
within the organisation.
 In this form of training and
development activity an individual
develops skills and abilities for
enhancing their performance and
achieving their own objectives and
goals.
 Like any other organisation,
Sainsbury's also provides individual
training and development opportunities
to their workforce for improving the
skills and abilities of individuals at the
workplace so they're growth can occur
(Roberts, 2018).
P4 Need for Continuous Professional Development to drive sustainable business performance
The need for continuous professional development (CPD) can be understood by identifying
the benefits of continuous professional development that are elaborated below.
 CPD is helpful and very much effective for improving the skills and abilities of
individuals within an organisation, eventually leading to the development activities of the
company. With the help of CPD the people have the latest knowledge and skills with the
help of effective skill development and educational activities that are provided by
Sainsbury's which create sustainable social growth.
 With the help of CPD, the workforce and employees are able to generate higher levels of
efficiency at the workplace and continuously develop the latest knowledge and skills for
filling the skill gap within the organisation. It is helpful in improving the business
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practices and creating sustainable opportunities for growth of the employees as well as
reduces the wastage of resources for creating sustainable development.
 With the help of new skilled employees the organisation can develop many strategies and
plans that are highly effective and can provide sustainable growth to the organisation in
the prevailing world (Sharma, 2018). With the help of CPD, Sainsbury's improves the
lifestyle of the people and it also provides opportunities for development and growth of
the organisation in a sustainable manner.
 With the help of continuous professional development the employees are more confident
at work and they are aware of the health risks and hazards at the workplace. By this, the
employees in Sainsbury's will reduce the hazardous work and improve their level of
performance for achieving the organisational goals effectively and efficiently.
 With the help of CDP Sainsbury's is also able to improve its overall efficiency and create
better knowledge among the employees for performing sustainable practices at the
workplace.
M2 Learning cycle theories to analyse the importance of continuous professional development
There are many learning cycle theories that are available for managing the business activities
effectively and efficiently. Koleb has provided a four stage theory for continuous specialized
professional development within a business field. Sainsbury's utilises this theory provided by
Koleb, which has four stages for improving performance.
 Concrete experience: Under this stage of Koleb's theory, the personal experience of an
employee on their regular activities within the organisation is discussed. These activities
within the organisation include the professional experiences, knowledge at the workplace,
skills and capabilities required, personal experience and educational experience shared by
an individual. With this activity of concrete experience, the employees within Sainsbury's
understand various qualities, capabilities and other aspects about a particular job within
an organisation.
 Reflective observation: In this stage, the employees perform a deep observation and
examination of a given situation for understanding certain positive aspects and gaining
knowledge (Staniškienė and Stankevičiūtė, 2018). These kinds of observations are
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helpful within Sainsbury's for identifying the skills and knowledge required at specific
positions within the organisation.
 Abstract conceptualization: It is a form of theoretical approach that explains the
utilisation of certain facts and concepts that are gained from the response towards certain
activities. It helps the management to identify the opinions of the people who are
unapproachable or unresponsive towards the business activities. It is very important for
Sainsbury's to understand their customer thinking and what they want from the
organisation.
 Active experimentation: In this stage the concepts from the reflective observation stages
are derived and utilised practically. The employees directly take part in the activities of
the organisation and utilise the various scales and knowledge learnt through reflection,
experience and conceptualization. Within Sainsbury's the continuous professional
development can be implemented after the process of testing the experience, observation
and conceptualization of the employees.
LO3 Knowledge and understanding to the ways in which High Performance
Working contributes to employee engagement and competitiveness
P5 understanding HPW and contribution to employee engagement and competitiveness
Sainsbury's is among the biggest retail industries in the United Kingdom and it is known
for its quality precise products and services. The employee engagement can be explained as the
feeling of employees as a part of organisation and sense of familial existence within the
company. It helps to create a sense of belongingness of the employees towards the organisation
and enhances their performance by involving them in the activities of the organisation. There are
many benefits of high performance working (HPW) that contribute to employee engagement and
competitiveness. There are many benefits that arise from HPW at Sainsbury's which are given
below.
 Creates a better work life balance giving striated time to the employees with their family
members and themselves.
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 Improve the attitude of staff members towards each other, superiors and the organisation
(Tsai, 2018).
 Creates an environment of mutual trust and respect for each other at the organisation.
 It has to create a better work culture and enhance the employee relationships along with a
high level of performance.
The high performance working leads to better success and growth of the organisation and
also enhances the profitability of the organisation and chances for growth to the employees. High
performance working has enabled Sainsbury's to reach success and cover the maximum market
area by creating the effective performance of the employees for achieving organisational goals. It
has led to higher growth opportunities for the company and increased the market coverage of the
organisation in the external market. Sainsbury's has continuously executed a market analysis for
checking the prices and market conditions for increasing their market coverage and enhancing
the knowledge of employees in a real time scenario.
M3 Benefits of HPW
There are many benefits of high performance working that helps the organisation to cover
larger market areas and expand in your segments. HPW had helped Sainsbury's to expand its
business into the larger market segments and derive higher benefits of growth and profits. High
level of performance leads to the higher generation of profits and income for the organisation and
additionally it improves the positive mind set of the people towards the organisation (Waddell
and et. al., 2019). With the help of HPW Sainsbury's has gained the opportunity of gaining
Goodwill for all the customers and improving the work condition within the organisation for the
employees. By this the employees of the organisation have a positive mind set towards their
work and they are actively involved in their activities with high level of performance. With the
help of HPW Sainsbury's has developed technical information and knowledge among the
employees of the company.
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LO4 Ways in which performance management, collaborative working and
effective communication can support high performance culture and
commitment
P6 Approaches to Performance Management
Collaborative working refers to the act of unifying the efforts of two or more people within
an organisation for achieving a common objective with mutual efforts. Collaboration helps a
business to evaluate the one's plan for improving the overall performance of the organisation by
coexistence with another individual. With the help of collaborative working the employees
within the organisation work together for achieving the objectives, aims or goals of the
organisation effectively and efficiently. For example, the employees within the sales department
of Sainsbury's collaborate together in order to cover a larger market area and address the
maximum number of customers. Sainsbury's also utilises collaborative working to ensure the
smooth working of the business activities and interconnectivity within the works of various
departments. The company also collaborates and interacts with the other companies or retail
outlets for improving the business functioning and covering larger market areas.
M4 Evaluating the effectiveness of approaches to support high performance culture and
commitment
Project administration can be explained as the method that helps an organisation to assist its
projects at the workplace. There are several approaches and methods by which high performance
culture can be developed within the organisation and conduct the activities smoothly. Below are
some of the approaches of making effective management to support high performance culture
and commitment within an organisation.
 Comparative approach is a method of managing the projects and activities within the
organisation by comparing the performance of the projects with other projects.
 Attribute approach can be explained as the approach of project management that
focuses on the specific skills, characteristics, behaviours and features of the organisation
to reach success and growth.
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 Quality approach of the project management can be explained as the approach for
solving the issues and problems of the business project. It has to maintain and manage the
business project by eliminating the problems and performing effectively.
 Result approach is the method of project management that improves the capabilities of
the work force within an organisation by enhancing knowledge and skills to attend
greater levels of results with higher efficiency.
The high performance working helps the organisation to capture larger market area and
achieve higher success and growth opportunities (Welch and Hodge, 2018). The HPW is helpful
to improve the performance of the employees and provide competitive advantage to the
organisation by improving its functions and operations. The high performance working is also
helpful to develop better knowledge and skills among the employees to achieve the business
objectives and goals with optimum capacity.
CONCLUSION
It has been obtained from the above report that the human resource manager has a very
crucial role for acquiring the correct talent within an organisation and achieving the goals and
objectives of the organisation effectively and efficiently. The responsibility of HR in an
organization is huge and cannot be denied. To work in an organisation, we need to focus on
various aspects and through this organisation will be able to reach its aim. The HR team also
have to more concern while recruiting employee and for that train properly. Moreover, it has
been identified that human resource managers are helpful in developing effective teams and
effective employees by improving their performance, abilities, knowledge and skills.
Furthermore, this report has also demonstrated discussion of various performance management
approaches by which skills of the employees can be improved and the overall capabilities can be
enhanced. Along with it, there has been a discussion about the importance of continuous learning
and development programmes for the employees within the organisation and its effects on the
organisational performance. Finally, it has discussed the development activities and CDP of the
employees for improving the organisational performance within a specific environment.
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