Developing Individuals Teams and Organizations - Desklib

This report covers 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.

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.
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 Time management skills- The other skill which they require is the time management
skill in which they are able to make the make proper time management. It is required
because they have to conduct the interviews and if they will not make the proper
management of time then it would become difficult to take the interviews. Patience skills- The recruiter director must have the patience skill because they have to
conduct many responsibilities covering to take the interviews and have to achieve the
criteria which is being mentioned by the company (Holbeche, 2018).
Knowledge-
 Professional knowledge- To become a recruiter it is very important that they are having
some professional knowledge which covers the ways by which they have to handle the
interviews and also the people whom they have to select will require some of the
professional knowledge. If they will not be having such type of thing then it would
become impossible for them to make the recruitment of right and talented people. Organisation and planning knowledge- This is the another knowledge which is
required by the recruitment director as if they are having the information as to how they
have to make the organisation of their work and with that the planning of activities in a
proper way. The director must be having such skill and knowledge in order to accomplish
their task.
Behaviour-
 Transparency- The people who become directors of providing the recruitment to people
are the one who must be having the behaviour of being a transparent person. They must
provide all the information to the candidates about the company.
 Purpose oriented- They must have the behaviour of having a purpose because of which
they would be able to recruit those people who will be able to work according to the
vision or purpose of a organisation(Rowe, Karg and Sherry, 2019).
P2 Personal skills audit to identify knowledge, skills and behaviours and make a professional
development plan for a job role
The personal skill evaluation can be done on the basis of SWOT analysis-
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Strengths Weaknesses
 The strength of mine is the
communication skill it is because to
achieve success in this role it is very
important that I ma having such type of
skill.
 I am a good listener also because to
take interviews the most important
thing is to listen to what the interviewee
is speaking.
 I lack in curiosity which is essential
during the process of recruiting people.
This is important because I am not a
curious person which makes the whole
process of recruitment a boring one.
 Nowadays it has become very important
that recruiters have to make the use of
technology for hiring people and for
this many technology have been
developed. This is where I lack in as I
am not the type of person who is fond
of using any technology.
Opportunities Threats
 While I take interviews from many
different people I found new
opportunities to learn and develop new
things from them.
 I develop many good relations with
people as this job role is all about
making good and better relations with
people.
 The main threat which is always there is
to make the selection of a right
employee because it is not sure that
they would be able to perform the thing
in a right way.
 The other threat which is always there
is to make the right decision for the
selection of a right employee.
Skills Personal Audit Questionnaire 1 2 3 4 5
Recruitment
Skills
Good in selecting appropriate candidates *
Good in observing the skills of employees *
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Good in communication and persuading
candidates
*
Organisational
Analysis
Good in analysing the requirement of
employees
*
Good in identifying the need of training and
development
*
Ethical
Behaviour
Good in implementing code of conduct *
Good in maintain discipline *
Transparency Good in keeping clarity between employees and
management
*
Personal development plan(PDP)-
Area of
development
How many
months it will
take to
complete
I will achieve
this by
What's
happening
now?
How will I
know I am
successful in
achieving?
Progress
Curiosity skill 1 Month The most
important
segment in
this is to
develop the
interest which
I lack the most
in it. If I will
increase this
thing then the
skill in me will
be developed
in an
I want to
develop this
skill and for it
I and trying to
make changes
in the ways of
taking
interviews.
I will know it
that I am
making
development
in which it
covers
developing the
interest to ask
things about
people.
The progress
will be
determined on
the basis of
identifying
such changes.
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automatic
way.
Use of
technology
2 months This will be
developed
when I will
start learning
about the
software and
technology
which is
helpful during
the process of
recruitment.
I am trying to
research on
the software
which are
useful and will
be beneficial
to me.
I will know
this when I
will start
making use of
the different
software.
I am going
towards this
progress
where I have
developed a
lot about new
technology.
Critical
thinking
1 Month Critical
thinking skill
is related with
the focus as to
how much
determined or
focused I am
to identify the
right type of
employee.
I am trying to
develop this
skill by
putting the
analysis on the
company
objective and
what type of
employee will
be able to
satisfy the
needs.
I will be able
to make the
development
in this thing
only when I
will start
making the
analysis in a
careful
manner.
I have started
becoming
more serious
about the work
and the way
by which I
have to put
focus on my
things.
Reflective statement:
Name Description
Reflect on why you selected that particular job
role
This job is selected by me because of the
opportunities which is their in this particular
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job role. The opportunities which this job role
provides in developing myself is also great as
compared to all other.
Reflect on what is the most challenging part of
job role
The difficult part of this job role which I found
is to do the selection of people who are right
and talented for the company.
Reflect on what you have found to be
challenging to achieve based on your Personal
Skills Audit.
The most challenging part which I found is the
ethical behaviour and to maintain discipline.
Reflect on your journey you undertook to
address your developmental needs and how
you resolved them
To become a recruiting director there are lot
many things which is required and with this
difficulties also raised which I solved them in a
very effective manner.
M1 Detailed professional skills audit which provides evidence of personal reflection and
evaluation
To become a recruiting director there are many things which is required to be developed in
which the SWOT analysis is helpful to make the analysis of the strengths and weakness. Also, in
the personal skill audit their were many things which are helpful to provide the evaluation about
the ways as to what things are important in which the changes has to be made and what things
are their which just needs further modifications or some of the new developments(Alshaikh,
2020). Other then this, the personality development plan is helpful to make the identification of
the weakness which needs to be developed.
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D1 Detailed professional development plan which sets learning goal and training in relation with
the learning cycle
The personal development plan is developed to identify the weakness which the person is having
so that they can make development in the skills. With the help of professional development plan
the person can make the changes which is required and will help them in achieving success in
their job role(Mayer and Vanderheiden eds., 2019). Other then this, the development plan is
useful so that I can make changes in myself in order to accomplish the objectives which I aim
for.
PART-2
TASK-2
P3 Difference between organisational and individual learning and training and development
Organisational and individual learning-
Organisational learning Individual learning
Meaning Organisational learning is
developed where the
employees act on the basis of
the knowledge and information
which they have gathered form
the company(Gottlieb and et.
al., 2020).
Individual learning is
developed by the person itself
on the basis of making the
analysis and observation of
company environment.
Learning Learning is developed by the
situations which arises in the
business and this is important
for the individual because this
learning is better then the
theoretical learning(Simsekler,
2019). There are many
business situations which
This is different from the
organisational learning
because in this individual
makes the development of
their learning on the basis of
training they takes. They
develop the learning by
themselves only(Arieli, Sagiv
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arises and those can be learned
on the basis of handling
practical situations.
and Roccas, 2020).
Type It is a process which needs to
be focused and on this basis it
is important that there is a
certain sought of procedure
which is present in order to
complete the task.
It is a type of structure in
which the individual has to
make the development of their
learning by themselves.
Training and development-
Training Development
Meaning Training is a process of
learning in which the
individual has the opportunity
to make the development in
the skills which they learn and
the knowledge which is
required to be
developed(Gunasekera and
Chong, 2018).
Development is also regarded
with the growth of a person
and in context with
organisation the growth of
employees.
Term The training is given for a
specific period of time in
which the individual is given
according to the needs and the
skill which they are required to
develop.
This is for a longer period of
time because the development
of individual will not be made
in a shorter period of time but
it will take some time.
Aim The main aim of providing
training is related with the job
role which is being given to
The main aim of development
is related with to make the
increase in the knowledge of a
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them during the time of
conducting
interview(Oberländer,
Beinicke and Bipp, 2020).
individual and to develop their
general knowledge
also(Rebelo and et. al., 2018).
P4 Evaluate the need of continuous learning and professional development to drive sustainable
business performance
Learning is the procedure of getting a fresh understanding, idea, attitude, abilities to increase
own potentiality and increment the working presentation. Learning in a regular manner is related
to the present treatment or discussing of growing the understanding and ability sets which leads
to the improvement in the engagement with the workers and a great gratification with the job.
Learning in a continue manner has the capability, enhance the ability and create fresh idea to
encourage the mental state and increase the whole performance of the employees of Sainsbury
(Ceri-Booms, Curşeu and Oerlemans, 2017).
PDCA cycle is a four step procedure to figure out issues and increase the procedure of business.
This cycle will be in use to increase the production and profit and also the customer gratification
for the selected firm. Plan: This is totally related to the identification of the possibility and preparation for a
modification. In this stage, an individual will definitely frame and give a model for what
is required to be done. It will represent the operation and belief of the organisation. In
case of Sainsbury, workers requirements are recognised and for that it should make a
guide for the aim of task and says the good mode to achieve them. Do: It is related to the experiment of changing and carry out a small-scale survey. After
this first step that is to plan is done and possibilities are recognised then a method is
enforced to calculate the outcome. In context to Sainsbury, works which are planned are
divided into three parts which includes training with all the individuals, effective process
of performing various tasks and to record the information for upcoming assessment. Check: This is related to the review of an attempt, examine the outcome and identifying
what is enlightened. In this stage, after the development in the outcomes, it should be
officially checked through differentiation which assists in the measurement of effectivity
and efficiency (Schoen, Bowler and Schilpzand, 2018). In relation to Sainsbury, it is done
11

by making confident about the result of a performed task and evaluate it to address the
success and failings to make the upcoming days modified.
 Act: This is the last procedure which says about utilising the answers by taking a correct
activity once the fault have been recognised. In case of Sainsbury, they take the steps
which are related to the learning which is about the requirement of sources, training by
sharing good exercises to provide best outcomes.
M2 Application of learning cycle theories to analyse the importance of implementing continuous
professional development
PDCA cycle is used to analyse how the planned performance should be maintained so
that actual performance outcome will match with planned outcome (Jagusiak-Kocik, 2017).
There are four stages in this cycle and it is important to implement continues professional
development in each stage. Hence, this cycle help Sainsbury to analyse their plan for their work,
performance of employees according to their plan. After this they check the performance and
then take actions for correction. Taking actions for continues improvement of organisation help
them to grow well by focusing improvement in quality and services of their company.
TASK-3
P5 How HPW contributes in employee engagement and competitive advantage within
organisational situations
High performance working is related to the manage an administration for a particular goal and
accomplish a good level of presentation with the aid of sharing of workers. High performance
working is also awarded by the worker so that they are staying inspired afterwards also in doing
their action. These HPW practices assist an administration to have freedom in production and to
choose the best scheme in contemplation to accomplish the result (Arghode, Brieger and
McLean, 2017). Here are some of the important activity that Sainsbury can use in introducing
HPW practices in the organisation:
 By applying the independency over the working manner of worker, by this a model of
localized system is accepted which strengthen its own administration in the firm. In
context of Sainsbury, they move a system of intermixture in which centralisation and
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decentralisation is on a small-scale to some level. By taking a few immediate conclusions
in the dealings of the firm aids in advance execution of a working of the workers.
 A good way of talking between the workers and managers, this aids in establishing an
emotion in the workers that they are having a worth in the organisation. Sainsbury has a
total set of establishment in the communicating transmission which assists them in
making a clear path related the work. Once the workers get more clear in their work
allotted to them then the procedure of activity, it will automatically becomes of advanced
power.
 The system of organisation should be concentrated for the individuals and the workers
who are working in a challenging manner in the administration should be awarded on the
successful completing of work (Hanington and Martin, 2019). In context of Sainsbury,
they have an idea of award programming on a day-to-day basis in the organization and
this assist in inspiring the workers of the administration for working in a more effective
manner.
 Flexibility of the work in the organization should be rewarding as this will improve the
working and production of workers. In context of Sainsbury, they permit feasibleness and
flexibleness at the work. This assist them the workers to manage the work in a good
manner which results in a high performance.
 To emphasize learning ability and growth in the identity of department would aid the
organisation in improving their production. In context of Sainsbury, they run meetings
and assembly in order to increase the abilities and understanding of their workers. This
will assist the workers in improving their level of production as they can use their
learning skills and understanding in their work.
 Introduction of daily planning in advantage of workers such as assessment and publicity
would aid in the establishment of an emotions of identity and faith in the mind of workers
(Kasemsap, 2017). In context of Sainsbury, they precede a set of process for assessment
and advertisements in the firm on daily basis.
M3 Benefits of applying HPW in a specific situation
High performance work (HPW) is the concept where organisations adopt those
organisational culture which is beneficial for them to enhance the performance of their
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employees. Here, management team focuses on trust, transpiration and open communication
ways for all employees with their organisation (Liao and et. al., 2019). In context of Sainsbury,
they face work load of employees during occasional days when their customers need more
household products. Hence, during this situation, they can motivate their employees to
communicate more so that they will easily get to know that which work will be done by whom
which further help to reduce the risk of work duplication.
D2 In what ways HPW mechanisms are used to support the HPW lead to improve employee
engagement or the commitment
High performance work will help a company to improve their employee engagement
toward their work. HPW is the factor of motivating employees to work for organisational benefit.
There are various kind of benefits for HPW like enhancing employees communication skill,
increase overall organisational productivity and profitability. It also help to develop
organisational reputation and gain competitive advantage. When employees of an organisation
work with each others and communicate well with each other on specific aim.
TASK-4
P6 Different approaches to performance management and in what way they can support HPW
culture and commitment
There are various kind of approaches to performance management which help Sainsbury to
support high-performance culture and commitment in their organisation and they are given
below-
Collaborative working- This approach consist of employees working within a group to achieve
common goal. This will help Sainsbury to improve their working culture and commitment of
their employees to work effectively. When employees work together then they communicate
well with each other and share their ideas and thoughts with each other which will further help
them to maintain good relationship and focus to achieve their organisational goal. This will help
company to manage the performance of their employees well and motivate them.
Behavioural checklist- This is one of the most effective performance management approach
which help management to monitor the behaviour of their employees while working in their
organisation (Mohelska and Sokolova, 2018). Here, Sainsbury record the behaviour of their
employees by asking with different working groups like management team, their colleagues and
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many others that how the specific employee behave with them. Then manager must aware that
employee that their particular behaviour in organisation is not liked by others and it is also
impacting bad upon overall productivity and performance of company. Hence, this will help
company to enhance that behaviour which will help them to enhance their overall performance.
360 degree appraisal- This is the effective performance management approach which help the
company to measure the performance of their employees by consulting with other members of
organisation especially with whom they work. For example, in case Siansbury's manager want to
measure the performance of employee by 360 degree appraisal then they take the review of their
management team that how they feel and think about the performance of the specific employee.
Secondly, they consult with their co-workers that how their team mate is performing. At last
management team also consult to customers and clients that how the specific employee is
behaving with them. Hence, this will help to analyse the performance of employee from all side
and help company to correct the performance in case they found it ineffective for their cultural
management.
Behaviourally Anchored Rating Scale (BARS)- This is one of the most effective performance
management approach which help to measure the performance of employees in both ways
quantitative and qualitative. BARS scale is used to provide the rating to employees according to
their performance and each numeric rating have statement which describe their behaviour toward
their work and other employees. Hence, this will help Sainsbury to analyse both quantitative as
well as qualitative performance of employees which further help them to maintain their high-
performance culture and better commitment of employees toward their work.
Management by Objectives- This is the another approach of managing performance of
employees where managers and employees both together make objectives and set targets and
decide which technique they must use to achieve their aim (Iqbal, 2019). Hence, this will help to
enhance high performance of employees because here employees opt those techniques and
targets which are under their specialization and help them to achieve objective easily. Here,
management team can also easily measure the performance of employees because here,
managers and employees build a string relationship with them. Hence, managers can get to know
that how much work should be done by which employee. Hence, this performance management
approach will help Sainsbury to enhance their organisational culture and commitment toward
their work.
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M4 Judgements on how effective can be the approaches of performance management
There are various kind of performance management approaches which will help an
organisation to enhance their high-performance culture and commitment such as 360 degree
appraisal where managers measure the performance of employees by asking with their
customers, co-workers, taking reviews from management point of view, by customers and many
others because it will help company to analyse overall performance of employee and in case they
found anything which they can correct then actions are taken in such cases (DeNisi and Murphy,
2017). Secondly, MBO is another performance management approach where employees and
management team together make objective and targets for completing their tasks. This will help
them to maintain good relationship with each others which further help to maintain good
working culture at organisation.
CONCLUSION
From the above report it can be concluded that for the conduct of specific role of HR it is
important that the HR professional is having certain skills and knowledge with which they can
perform the work. If the skills will be developed in accordance with the specific job role then the
chances of achieving success gets high. Other then this, there are some of the factors which is
required to be implemented during the time of doing inclusive learning so that the business could
be able to develop its sustainable performance. High performance working is also helpful in the
sense that they help in encouraging employee engagement with the different ways which are
useful for making the measurement and support the high performance working.
16

REFERENCES
Books and Journals
Alshaikh, M., 2020. Developing cybersecurity culture to influence employee behavior: A
practice perspective. Computers & Security, 98, p.102003.
Arghode, V., Brieger, E.W. and McLean, G.N., 2017. Adult learning theories: implications for
online instruction. European Journal of Training and Development.
Arieli, S., Sagiv, L. and Roccas, S., 2020. Values at work: The impact of personal values in
organisations. Applied Psychology, 69(2), pp.230-275.
Ceri-Booms, M., Curşeu, P.L. and Oerlemans, L.A., 2017. Task and person-focused leadership
behaviors and team performance: A meta-analysis. Human Resource Management
Review, 27(1), pp.178-192.
DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management:
100 years of progress?. Journal of applied psychology, 102(3), p.421.
Gottlieb, S.C. and et. al., 2020. Hybrid organisations as trading zones: responses to institutional
complexity in the shaping of strategic partnerships. Construction management and
economics, 38(7), pp.603-622.
Gunasekera, V.S. and Chong, S.C., 2018. Knowledge management for construction
organisations: a research agenda. Kybernetes.
Hanington, B. and Martin, B., 2019. Universal methods of design expanded and revised: 125
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Holbeche, L.S., 2018. Organisational effectiveness and agility. Journal of Organizational
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Ibrahim, C.K.I.C., Costello, S.B. and Wilkinson, S., 2018. Making sense of team integration
practice through the “lived experience” of alliance project teams. Engineering,
Construction and Architectural Management.
Iqbal, A., 2019. The strategic human resource management approaches and organisational
performance: The mediating role of creative climate. Journal of Advances in
Management Research.
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Jagusiak-Kocik, M., 2017. PDCA cycle as a part of continuous improvement in the production
company-a case study. Production engineering archives, 14.
Kasemsap, K., 2017. Strategic innovation management: An integrative framework and causal
model of knowledge management, strategic orientation, organizational innovation, and
organizational performance. In Organizational culture and behavior: Concepts,
methodologies, tools, and applications (pp. 86-101). IGI Global.
Liao, X. and et. al., 2019. Homogeneously dispersed HPW/graphene for high efficient catalytic
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Mayer, C.H. and Vanderheiden, E. eds., 2019. The bright side of shame: Transforming and
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Mohelska, H. and Sokolova, M., 2018. Management approaches for Industry 4.0–the
organizational culture perspective. Technological and Economic Development of
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Oberländer, M., Beinicke, A. and Bipp, T., 2020. Digital competencies: A review of the
literature and applications in the workplace. Computers & Education, 146, p.103752.
Rebelo, T. and et. al., 2018. Generating team PsyCap through transformational leadership: A
route to team learning and performance. Team Performance Management: An
International Journal.
Rowe, K., Karg, A. and Sherry, E., 2019. Community-oriented practice: Examining corporate
social responsibility and development activities in professional sport. Sport
Management Review, 22(3), pp.363-378.
Schoen, J.L., Bowler, J.L. and Schilpzand, M.C., 2018. Conditional reasoning test for creative
personality: Rationale, theoretical development, and validation. Journal of
Management, 44(4), pp.1651-1677.
Simsekler, M.C.E., 2019. The link between healthcare risk identification and patient safety
culture. International journal of health care quality assurance.
Söderhjelm, T. and et. al., 2018. Academic leadership: management of groups or leadership of
teams? A multiple-case study on designing and implementing a team-based
development programme for academic leadership. Studies in Higher Education, 43(2),
pp.201-216.
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