Developing Individuals Teams and Organizations - Desklib

Developing Teams and
Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
PART- A..........................................................................................................................................3
TASK-1............................................................................................................................................3
P1 Assess appropriate skills, knowledge and behaviour which is required by HR professionals
................................................................................................................................................3
P2 Personal skills audit to identify knowledge, skills and behaviours and make a professional
development plan for a job role..............................................................................................5
M1 Detailed professional skills audit which provides evidence of personal reflection and
evaluation...............................................................................................................................8
D1 Detailed professional development plan which sets learning goal and training in relation
with the learning cycle............................................................................................................8
PART-2............................................................................................................................................9
TASK-2............................................................................................................................................9
P3 Difference between organisational and individual learning and training and development..9
P4 Evaluate the need of continuous learning and professional development to drive
sustainable business performance.........................................................................................10
M2 Application of learning cycle theories to analyse the importance of implementing
continuous professional development..................................................................................12
TASK-3..........................................................................................................................................12
P5 How HPW contributes in employee engagement and competitive advantage within
organisational situations.......................................................................................................12
M3 Benefits of applying HPW in a specific situation..........................................................13
D2 In what ways HPW mechanisms are used to support the HPW lead to improve employee
engagement or the commitment...........................................................................................14
TASK-4..........................................................................................................................................14
P6 Different approaches to performance management and in what way they can support HPW
culture and commitment.......................................................................................................14
M4 Judgements on how effective can be the approaches of performance management......15
CONCLUSION..............................................................................................................................16
1

REFERENCES..............................................................................................................................17
Books and Journals...............................................................................................................17
2

INTRODUCTION
Team development is related with the bringing together group of people who have the
ability to conduct the task. It is an ongoing process which is their in every organisation so that
the group can be able to work according to work which has been assigned to them. The team
work is considered to be good specially when it is related with the organisation because there are
many people who are involved in it having different skills and talents which can be used in the
work(Söderhjelm and et. al., 2018). When the work needs to be done in an effective way it is
very important that people are working towards a common goal and that too in a coordinated and
cooperative way. When the team will be able to develop those things which are being told to
them then this means that the organisation will also develop in terms of profitability and in terms
of gaining competitive advantage. Sainsbury is the second largest supermarket chain which is
founded in the year 1869 and is having its headquarters in London, UK. This report will cover
knowledge, skills and behaviours required by HR, factors which has to be considered when
implementing and evaluating inclusive learning and development, ways by which high
performance working contributes to employee engagement and the ways by which performance
management, collaborative working can support high performance culture and commitment.
PART- A
TASK-1
P1 Assess appropriate skills, knowledge and behaviour which is required by HR professionals
There are different skills which can be used by HR professionals during the time of working in
an organisation and for performing that specific job role they have to require the skill, knowledge
and different sought of behaviour(Ibrahim, Costello and Wilkinson, 2018). In Sainsbury the
“Director of Recruiting” has to develop some knowledge and skills and those are being
discussed below-
Skills-
 Communication skills- It is important for the director that they are having good
communication skills in order to communicate with people who come to take the specific
job role. It is because if they will not be having such type of skill then they would not be
able to ask questions to people.
3