Developing individual ,team and organisation assignment

Developing the
individual ,team and
organisation

Table of Contents
INTRODUCTION ..........................................................................................................................1
SECTION 1......................................................................................................................................1
a) Knowledge, skills and behaviour required by HR. professionals in department....................1
b) Personal skill audit for an employee according to the skills, behaviours and knowledge .....3
c) Making a development plan for the Jane Cambridge.............................................................4
d) Comparison between individual learning and organisational learning in the context of
training and development............................................................................................................5
e) Need of continuous learning and professional development which is helpful in the
sustainable development.............................................................................................................6
Section 2...........................................................................................................................................8
i) High performance working is helping employee engagement and competitive advantage in
the particular organisation situations..........................................................................................8
ii) Defining various approaches of the performance management by giving examples and
supporting the high performance culture and commitment........................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Developing teams, individuals and organisation is one of the major jobs of an
organisation. People who are working in company are doing work for the people. Working in the
team. For making team also too many changes are done in the team. This report will study about
the knowledge, skills and behaviours which are required by the human resource professionals. It
will more study about the personal skills audit for the employees. This will furthermore explain
about the development plan for the Jane Cambridge in her HR. professionals. It will more study
about the comparison between organisational learning and individual learning. This report will
more study about the need for continuous learning for professional development for sustainable
development.
SECTION 1
a) Knowledge, skills and behaviour required by HR. professionals in department
HR. professionals require knowledge of all the laws related to company and employee. It
is the duty of department to follow all laws in working premises (Kislov and et.al., 2014). The
skills required by these professionals are:
 Activists - Candidate must possess the confidence which utmost requirement in this.
People must have the positive attitude which is necessary in doing the work. Good
communication skills which are needed for this profession. He must be rigid to his words
and help them in taking the toughest decisions.
 Capability - It includes the innovation, focus, efficiency and work ethics which are
mostly required by them. Working regularly will raise potential of the organisation. By
giving best by employees and motivate them regularly will help them to build more
capabilities in the organisation (McAuliffe and et.al., 2017).
 Change - Candidates must adopt changes whenever required. Change will help the
employees in doing work in a better way. It helps in moving ahead from the competitors.
It makes the work easier. Candidates who want to become the HR. professionals can face
many challenges while working. By adopting changes, it will contribute in their path. Knowledge of all the laws related to employees as well as company- the candidate
must have known the all the laws like employment act, labour laws, regulation made by
the government and many more. All this knowledge is will create the value of him only.
1

Skills and Knowledge
 Technology - person must know the use of technology. People must possess some
knowledge of the computers so that if any work which is related to this then he can
perform. Nowadays all work is on the computers if knowledge of computers can make
his work easier. It includes use of Microsoft office, Power point, Email, internet and
many more. He must be having the knowledge of all the work require in this profession.
 Industry awareness - in this field candidate must know the each every aspect of the
change or trend which is prevailing in the industry. Like Employment law changes in that
respect candidate must be knowing all the aspect of implementation of changes in the
organisation.
 Ethical approach for human resources - In this, person must possess the ethics which
are required by the HR. professionals (Joel-Edgar and Gopsill, 2018). In this field
requirement of this thing is more. People needs polite human resource manager who can
solve all the problems which are faced by them. Ethics includes the culture, protecting
employees from the bad behaviour of employer as well as colleagues. These
professionals face many issues like not to disclose the information related to employee
and this will help them to maintain reputation of entity as well. Human resource Organisation skills - In this person must have all the work of
organised format. Systematic work is done by them. Person must have all the capabilities
which are needed in the organisation skills. In every situation person must know how to
save or handle the circumstances prevailing in the organisation.
Behaviour
 Solution driven - he is able to solve all the issues which are faced by employees. In the
organisation also he has to give immediate solution to any situation (Stoll and Kool,
2017).
 Courageous - person must be having that much potential to handle the toughest situation.
He must be so talented to solve the all the problems face by the employees.
2

b) Personal skill audit for an employee according to the skills, behaviours and knowledge
One of the employee which is named as John Cambridge whose audit is done by the HR
which is based on the skills and knowledge and behaviour.
Strengths: He is possessing the good communication skills. This is helping him in doing
his work. For making more perfect in this he can do the more practice of the speaking English.
He can be better in this as well.
Weakness : HR. professional must possess the technical skills but somehow he is lacking
behind in this type of the work. He needs to improve his technical skills. For that he can join the
computer classes for certain period. He can choose the time which is appropriate for him
(Liljenberg 2015). Lack of innovation which is required to improve in the John. For this he can
do his tasks in different methods.
Opportunities :He can do same work by applying diverse ideas. This will him in
thinking of new ideas. The more innovation thinking is there the more he will progress. New
ideas is necessary for making the firm move ahead from the contenders. Adoption of change is
not followed by him. Change is necessary in organisation as well as employees. Change can
help to face many problems. World is changing with the speed and cope that changes must be
adopted by the people. For this he can do tasks in the changing environment. So that he can
work in any of the environment. In this he has to face many challenges and after that people will
consider John as the versatile employee. He is having all the skills which requires handling all
the situation in better way. It includes the following managing all the environment where person
is working.
Threats :If any situation came in the middle and have to face it in that case candidate
must be ready to solve all these. John is not having this capability. To solve this issue he can do
the various work in which he has to sudden work or changes in the decision (McAuliffe and
et.al., 2017). By this he can work in the context with the organisation. His employer can give
him tough task and gradually he will become use to it. He will take time in its early days after
that he can work very early. Ethical approach must be have by the people so that organisation
can run smoothly and no one is able to talk to employee in bad way. He has to work for the
people and they are emotionally fool. John is not using this skill in that much proper way. For
this he has to become more patient so that all the workers can talk about his problem fearlessly.
3

c) Making a development plan for the Jane Cambridge
For development plan Jane Cambridge requiring skills and knowledge. For improving
efficiency firm is making the plan to improve all deficiencies and skills which are at better way
can reach to the perfect level. Plan is here:
Information
Technology
Use duration resources used
Knowing the use
of PowerPoint
In this
PowerPoint is
taught by the
teacher. He will
tell each and
every thing which
is needed to be
understand in
this.
it can be of 2
months
Pen, computers, teacher and one
room for teaching with full of
internet facility.
E mail It is basic thing
which can be
taught by the
colleague only.
5 days Computer with internet facility and
one colleague.
Internet It will take time
to use fully all the
features.
it can be 2-3
months
Teacher, computers, internet facility.
Knowing the use
of Microsoft
office
Knowing the use
of this is very
useful while
working. It helps
in recording the
It can be 1-2
months
Teacher, computers, internet facility.
4

data.
In the above table it is shown the skills of the Jane Cambridge. He is lacking behind in
which of the skills of technical and how much time he needs to learn it. As a professional he
must know the use of the all the use of computer enough which will help him in moving ahead
from the others. In this Jane is lacking behind use of the internet facility which is essential in
today's world. He knows about the PowerPoint and E mail but know some part of Microsoft
office. This will help in office smoothly. It is necessary to know use of it and make our work
easy.
use duration resources required
Communication
skills
Interviews It is lot of need in
the
communication
skills without this
conveying of
messages can be
difficult.
it can be 2-3
months
People which are likely to hear you.
One teacher who can teach English,
classes to teach you communication
skills.
Confidence In this person
must have
confidence on
himself. It is very
much required in
the organisation
as well in every
field.
It will take time
and this
deficiency is
recovered slowly.
One mirror for practising before and
person who is encouraging on the
regular basis.
In this Jane Cambridge is the person who is having communication skills but to make it more
perfect people will have to improve his skills so that he can work in any environment.
5

d) Comparison between individual learning and organisational learning in the context of training
and development
Organisational learning refers to learning in team. New learning experience from the
team is more important. People working under team have less pressure. They learn easily in the
teams. Scenario is learning with fun. If one worker is having problem in that case other will help
him and teach him how to solve this kind of issue easily (Stewart and et.al., 2015). All the things
are shared in the teams like knowledge, information and many more. This will directly affect the
working efficiency of the people. Increase production efficiency of the workers. Work of
organisation is increasing but to improve in the quality of it employees are working. People are
doing the work with team and giving the information to each other. It reduces the communication
gap between the people within the organisation. All the information must be reach to the people.
Workers are working in the same entity and they are motivating to each other. This will improve
the working with people are help firm to reach its goal. While working in the company is
helping the person to challenge himself to do more work than day before yesterday. It will
minimize the turnover of employee because employee are more satisfied by their and willingly
want to work in the entity. This will contribute the worker to adopt change and increase the
chances of developing.
Individual learning means learning by own their on. the person more learn through
himself more independent he will be. Person is studying himself about work by himself. It takes
lot of time but not gradually he learns by self. It is the learning people is doing with more efforts
and hard work. Once he has learnt then it will be more helpful in the building confidence. This
encourages the person to take initiate on their own. This will improve the person internally and
this will affect in entity performance. This is necessary in the organisation (Mahembe and
Engelbrecht, 2014). Person who is learning independently takes time once after that there is
success in their path. This will contribute in achieving better heights in organisation. While
training and development process person are observed totally and after that people they are given
work accordingly. Self learners are the persons who is doing the work after understanding it they
are keep going on path of the success. It is not like that people can be more learn in this type of
learning but organisational learning never takes time. From the training point of view both are
best in their use and has its own importance.
6

e) Need of continuous learning and professional development which is helpful in the sustainable
development
Continuous learning is important for all the fields. There are many benefits which are
taken from the ongoing learning. Benefits are :
1. Increase productivity of employees- by continuous learning is significant for the
employees. Every day they will learn new things which is beneficial for them. People are
working with more efforts. Overall development of workers will be there (Kislov and
et.al., 2014). This will satisfy them and make them happier. It will increase retention of
employees which is more essential for firm. Loyalty towards the organisation will
improve. Boss of entity is taking care of employees. Workers reach more career path.
Retaining them is more beneficial for entity and help in earning profits of the company.
Fresh talent persons which are differentiated one organisation from other. New
employees are the person from different background and talent which are applying the
innovative ideas to organisation.
2. Companies concentrate on learning - the more employees will learn, the more
organisation will grow. Most of the firms focus on the learning and this will help in
making organisation to move on the path of development. Once the workers learn about
the working of the company he will do his work faster than before. It will be more
efficient in the working of the employees. It will contribute in development of
employees. By conveying information to each other will help the employees to know
important things related to company (Joel-Edgar and Gopsill., 2018). Through these
workers are moving ahead from the contenders. Firm can reach on the top position.
Learning is more important because people has to face problems on regular basis and
from that people are learning with their experience as well. For this management need to
step ahead to teach or provide training to employees and help them to learn many more
skills which are requiring for the growth of them.
3. Create team of life long learners- for becoming professional also learning plays very
significant role. For making the team of employees who are already encourage for
learning. This will help employees and employers and make it more helpful from the
point of organisation. By making the team like this will help the entity to achieve their
7

goal. In order to achieve the goal of the entity will tell team members to help other
members so that they can work properly.
Section 2
i) High performance working is helping employee engagement and competitive advantage in the
particular organisation situations.
High performance working environment is helpful for employee. It will contribute in the
performance of the employee. In the situation of competition employee engagement plays very
important role. It is helpful in moving ahead from the competitor. When employee will do more
work with passion. It shows the commitment towards the organisation. Satisfaction of employees
is more necessary for the company. It is the duty of the entity to fulfil all the requirement of the
employee then only they will able to work in the organisation. It will increase the productivity of
people. Retention of employees is maximising and it will affect the firm in good way. Through
employee engagement customer will satisfy from the services provided by them. Employee is
putting the efforts best to satisfy the customers (Gormley and van Nieuwerburgh, 2014). It will
be more beneficial for the clients.
This will attract customers by fulfilling the demand of them. Loyalty of the customer will
increase. It will help the organisation to maximising sales due to more attraction of customers
towards the organisation. It will be more helpful in covering whole market share. Goodwill of
entity will increase. Profitability of the firm also maximise. It will help the entity to make the
position of company in the eyes of the world and make perfect position to stay longer in the
market. The more profit is earned by the company it will help in distributing to the employees
(Fagerholm and et.al., 2015). It is one of the way to move to the path of development which is
helping the organisation to reach at that position which is in their vision. To achieve that
employees put more hard efforts.
ii) Defining various approaches of the performance management by giving examples and
supporting the high performance culture and commitment
There are different approaches of the performance management which help in the
measuring the performance of employees. These are :
 Comparative approach - in this approach rank is given to employees on the basis of
their performance. There are various techniques which are used under this : forced
distribution technique, paired comparison and graphic rating scale. This helps the
8

employer to know their efficiency and potential which is working in the entity. The
Highest performer is given rewards and lowest will be given chance to improvement in
them. For example in the certain firm people are categorised according to employees
ranking which is helping the employer to know the best among them. It will be very
easy for them to identify the employee who are working there (Duffield and Whitty,
2015).
 Attribute approach - on the basis of diverse parameters workers performance are
measured. These are problem solving skills, team work, creativity, innovation and
communication. It is one of the easiest method to know about the good or bad
performer. For example in the organisation persons are measured on the basis of its
characteristics which help them in getting the best out of the worst.
 Behavioural approach- this is one of the traditional method for measuring the
performance. It involves various scales for measurement. It has five to ten scales for
this. On the basis of these workers are ranked. This is more helpful in getting more
accurate results.
 Result approach- this approach is practically measured the performance of workers. It
involves financial, customer, internal and operations and learning growth. It is more
focussed in not only on the indicators financially but on every aspect of the performance
(Stoll and Kools, 2017).
 Quality approach- in this their motive is to satisfy customer and help them achieve the
organisational targets. This approaches focus on the Kaizen process. The motive of it is
to improve regularly on the continuous basis. Benefits of this to solve the problem with
the help of team. Engaged of internal and external factors.
CONCLUSION
From this report it has been concluded that topics cover under this are diverse approaches
performance management which will help in supporting the high performance culture. It has
more discussed about the high performance working framework is helping engagement of
employees in the gaining the competitive advantage. This has studied that need of continuous
learning and professional development contribute in the sustainable development. This report has
also discussed about the comparison between the individual learning and organisational learning.
Making a development plan for the Jane Cambridge.
9

10

REFERENCES
Books and Journals
Duffield, S. and Whitty, S. J., 2015. Developing a systemic lessons learned knowledge model for
organisational learning through projects. International journal of project management.
33(2). pp.311-324.
Fagerholm, F., and et.al., 2015. Performance Alignment Work: How software developers
experience the continuous adaptation of team performance in Lean and Agile
environments. Information and Software Technology. 64. pp.132-147.
Gormley, H. and van Nieuwerburgh, C., 2014. Developing coaching cultures: a review of the
literature. Coaching: An International Journal of Theory, Research and Practice. 7(2).
pp.90-101.
Joel-Edgar, S. and Gopsill, J., 2018, January. Understanding user requirements in context: A case
study of developing a visualisation tool to map skills in an engineering organisation.
In Information Management and Processing (ICIMP), 2018 International Conference
on (pp. 6-10). IEEE.
Kislov, R., and et.al. 2014. Rethinking capacity building for knowledge mobilisation: developing
multilevel capabilities in healthcare organisations.Implementation Science. 9(1). p.166.
Liljenberg, M., 2015. Distributing leadership to establish developing and learning school
organisations in the Swedish context. Educational Management Administration &
Leadership. 43(1).pp.152-170.
Mahembe, B. and Engelbrecht, A. S., 2014. The relationship between servant leadership,
organisational citizenship behaviour and team effectiveness. SA Journal of Industrial
Psychology. 40(1). pp.01-10.
McAuliffe, E., and et.al., 2017. Collective leadership and safety cultures (Co-Lead): protocol for
a mixed-methods pilot evaluation of the impact of a co-designed collective leadership
intervention on team performance and safety culture in a hospital group in Ireland. BMJ
open.7(11). p.e017569.
Stewart, D., and et.al., 2015. Building hospital pharmacy practice research capacity in Qatar: a
cross-sectional survey of hospital pharmacists. International journal of clinical pharmacy.
37(3). pp.511-521.
11