Developing Individuals, Teams and Organisations: HR Perspective

This report examines the development of individuals, teams, and organizations, focusing on the role of Human Resources within the Guardian Media Group. It begins by outlining the essential professional knowledge, skills, and behaviors required of HR professionals, followed by a personal skill audit to identify strengths and weaknesses. The report then differentiates between organizational and individual learning, training, and development, emphasizing the need for continuous learning and professional development. It explores how high-performance workplaces (HPW) contribute to employee engagement and competitive advantage, alongside various approaches to performance management. The report covers skills to be developed by HR professionals, knowledge to be developed by HR professionals and behaviour needed by human resource professionals. The report also examines personal skill audit, differences between organisational and individual learning, training and development, need for regular learning and professional development, HPW, and approaches to performance management. The conclusion summarizes the key findings, highlighting the interconnectedness of these elements in fostering a thriving organizational environment.

Developing Individuals,
Teams and
Organisations.

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Professional knowledge, skills and behaviours needed by HR professionals......................3
P2. Personal skill audit................................................................................................................5
TASK 2............................................................................................................................................6
P3. Differences between organisational and individual learning, training and development.....6
P4. Analyse the need for regular learning and professional development..................................8
TASK 3............................................................................................................................................8
P5. How HPW contributes to employee engagement and competitive scenario within
particular situation of an organisation.........................................................................................8
TASK 4............................................................................................................................................9
P6. Various approaches to performance management and how they can support high
performance culture....................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
Appendix .......................................................................................................................................12

INTRODUCTION
Organisation is the sum total of 2 or more people who always come together in the
market to fulfil overall needs and demand. In order to make successful organisation every
business should have experienced employees as well as team members in order to gain huge
success by having optimum utilisation of resources. Along with this, organisation always
motivates their overall working members and employees to make new changes within the
company. On the basis of this they can give better performance of their activities in front of the
market. Therefore, an organisation should opt new technologies to become more attractive in a
proper way (Berry, 2011). This assignment is based on Guardian Media Group, it is a British
mass media organisation which was founded in the year of 1993 and headquartered in London,
UK. This firm operates its own media operation like The Observer, The Guardian, therefore, it is
well known brand within the marketplace. Apart from this, assignment will covered various roles
of HR within the company, importance of individual and organisational learning along with
benefits of high performance and management performance at workplace. At last, organisational
roles in regards with barriers and facilitator in effective performance management will get
covered.
TASK 1
P1. Professional knowledge, skills and behaviours needed by HR professionals.
According to the current scenario there are different types of organisation which focuses
on completing their overall requirements at marketplace day to day. For this they make specific
target in order to get desired results in future. Generally it includes, making effective goals and
target in order to achieve desired goals by which they can increase organisation growth within
the market. In relation with Guardian Media Group, it is considered as one of the better British
mass media organisation and deals with its own operation as specified above. On the basis of this
they have large number of employees who works together in order to achieve organisational
goals effectively (Amabile, 2012). Along with its product and services are includes in
newspapers and websites with the high sales and revenue into the marketplace. Moreover, HR
professional is needed to have effective working abilities in order to manage overall function and

operation towards organisation and give better experience to people at workplace. Thus, there is
few knowledge, skills and behaviour of HR professional, those are listed below:
Skills to be developed by HR professionals
Skills refers to the unique abilities of people by which they can finish their task
accordingly towards achieving goals. There are few skills in context with Guardian Media
Group, mentioned below:
Strong communication: It is also known as effective communication by which an
individual can get to know about appropriate views in a actual and clear way. It includes
transferring information to employees and staff members in a short way so that they can
understand overall concept in a proper way. Along with it influence people in a postpositive way
so that they can get better results.
Leadership and managerial skills: Management skills are one of the best approach to
manage every kind of activities and operations within the organisation. It helps people to achieve
goals on time. With the help of this manager can allot different task to its employees and get
desired results in future. On the other hand leadership skills are also very essential for every kind
of business in order to operate their overall functions by influence team members and employees
in a positive way (Goetsch and Davis, 2014) With the help of effective leadership skills leaders
can make organisation better and make productive by following overall information in an
effective manner.
Knowledge to be developed by HR professionals
It refers to the proper information which is based on appropriate subject or area in which
people can take personal experience accordingly. Therefore, it is helpful for people to take
accurate decision skills to achieve desired goals towards the business.
Business Knowledge: It is necessary for those people who wants form their own
businesses at marketplace. With the help of proper knowledge of business they can get particular
information and able to gain huge profits in the market. As per the HR professional, they are
really needed to attend few seminars and conferences in order to get appropriate knowledge
about business.
Laws and regulations of Government: According to this there are different types of
rules and laws which is implemented by the government towards organisation. Therefore, it is

essential for HR professional to focuses on each and every laws and rules in order increase
growth of business and productivity in an effective manner.
Behaviour needed by human resource professionals
Behaviour of an individual always defines their values, norms, attitude and culture.
Along with it shows the communication and working style of particular person. So that, herein
HR professional is required to have polite employees as well as staff members to gain huge
success.
Ethical behaviour: It is applicable on that situation of business when people make
appropriate decision in order to give positive and healthy working culture to its employees by
using code of ethics. Therefore, it is supportive for employees by which they can get influence in
positive way and make different policies in a better way. Examples are be Calm nature, quick
decision making, etc (Ford, 2014).
Decisive Thinker: According to this HR professional is needed to think broadly on the
basis of practical truths and able to give solution for various issues within the firms. Examples
are Critical thinker, etc.
P2. Personal skill audit.
Personal skills audit always refers to the different types of techniques by which overall
measurement of person's abilities and skills can be analysed. On the basis of this process, an
individual who are related with an organisation can give their judgemental own effectiveness, so
that they can develop their own abilities in a perfect way (Gibbs, 2013). According to the HR
manager of large organisation named as Guardian Media Group, it is very necessary for them to
measure overall abilities of person and focuses on their performance as well. According to this, I
also used skills audit in order to measure my own strength and weaknesses. It will be very
helpful for me so that I can attain different types of training and development classes in order to
increase my abilities. This, by personal skill audit, the main weakness and strength of mine are
mentioned below:
Strengths: This organisation is generally famous for magazine and evening news which
consist different types of names and headings. For instance, I can help to other people by
knowing unique tools and technologies, as I have effective leadership skills by which I can

motivates employees timely. So it will be reflect on my overall business knowledge. As I good in
leadership skills so I can manage overall activities of an organisation so I that can make my
project effective within a short period of time.
Weaknesses: Guardian Media Group, it has huge place for work wherein, approximately
thousand people are working together to achieve organisational goals. But sometimes, at few
situation conflicts can be crate among employees and workers so it would influence overall
organisation in a negative way (Levi, 2015). Additionally, it can be difficult sometimes for
workers to gain appropriate goals and objectives. So now I need to reflects on my problem
solving skills properly.
In order to minimise my weaknesses, I have created personal development plan as
mentioned below:-
According to HR professionals, personal skills audit has been appreciated as below:
TASK 2
P3. Differences between organisational and individual learning, training and development.
Learning is the very effective and essential concept for firm by which they can get huge
knowledge by using various models in order to take accurate decisions in future. It involves
developing different types of technologies which helps organisation to learn new concepts day to
day (Hirst and et. al., 2011). On the basis of this they can get better results and able to gain huge
profits within the marketplace. Furthermore, individual learning always bring different types of
changes in the company by which they can finish their allotted task in a short time of duration
and able to make each and every aspect easy. It also offer huge support to employees so that they
can get better opportunities at marketplace. On the other side individual learning within the
organisation is much beneficial in every aspect to develop new rules and policies. In context with
Guardian Media Group, they are needed to focus on individual efficiencies by which they can
increase of their working capabilities in order to bring more improvements within the sales and
revenue.
Individual learning: It is necessary for each type of individual who are associated with
an particular organisation. It mainly shows the overall qualification and practical experience of

people. At current scenario of business each and every people have different type of working
capabilities in order to gain more profits (Pinjani and Palvia, 2013).
Organisational learning: It is the combination of different skills of individuals. In
relation with Guardian Media Group, there are different types task which is fulfilled by this
organisation in order to achieve organisational goals and objectives in a perfect way. There are
large number of skills which can be differentiated by organisational learning and very helpful to
increase overall growth of business effectively.
Difference between individual and organisational behaviour
Individual learning Organisational learning
 Learning concept of people is
much important to develop
unique and different ways to get
better opportunities in future. It
also increase their overall growth
in their life.
 With the help of learning
concept people can generate
ideas and able to provide
training and development
programmes for employees
within the Guardian Media
Group (leary, Mortensen and
Woolley, 2011) .
 Organizational learning always gives
such type of facility by which they
can minimise skills gap of employees
and able to make organization
effective to achieve organizational
goals.
 In order to create awareness between
employees firm is required to have
different technological skills to
maximise firm's profits and
productivity in a proper way.
Training: It is the type of learning process which is offered by the firm for their
employees in order to increase their overall experience in firm. Therefore, training programmes
are helpful that gives new technologies and skills to employees to achieve organisational goals.
Development: It is the process of conducting different types of conferences, seminars
which is held by the respective firm in order to gain future opportunities in a better way.

Therefore, development is most effective aspect to gain huge profits with effective marketing
share (McCormack, Manley and Titchen, 2013).
P4. Analyse the need for regular learning and professional development.
Continuous learning refers as an effective process by which an employees learn from
their working environment. (McCormack, Manley and Titchen, 2013).
Professional development is introduces as training section which is organised to create
skills of workers who are unskilled as well as less experienced.
Advantages of learning process mentioned below:
Abilities lead an employee to become confident: When employees get an opportunity to
work or perform under professionals as well as get training also, then it improve their skills. It
will be beneficial for growth and success of employees as well as organisation, it will further
support an enterprise in improvement of its performance.
Growth of an individual and organisation: By giving accurate learning program, human
resource managers also provide a chance to workers to grow their skills and abilities.
TASK 3
P5. How HPW contributes to employee engagement and competitive scenario within particular
situation of an organisation.
High performance work generally used to analyse the procedure of managing and
creating something healthy for employees and staff members. With the help of gaining positive
environment within the workplace employees can make themselves productive for firm and able
to perform their activities in a comfortable way. It generally involves take care of each and every
responsibility by senior authority towards management in order to fulfil goals and objectives. On
the another side, with the help of high performance work employees can make unique policies
and strategies in order to grab future opportunities through Guardian Media Group
(Schaubroeck, Lam and Peng, 2011). Additionally there are different types of activities to
achieve business goals, those are following as under:
Share duties: In order to sharing all type of roles and duties respective firm is needed to
overcome heavy burden from the single employees of firm so that they can distributes their

duties to everyone together with it removes pressure from the employees and make them very
energetic in a proper way.
Team building: It is one of the best founded term for conducting various research on
various sorts of manufacturing procedures by which team member can finish their task at given
period of time. Therefore, team building is the more attractive and effective part of each and
every firm which is segmented into various parts of an organisation. In relation with Guardian
Media Group, team members of this organisation always works together in order gain huge
success towards the organisation (Seibert, Wang and Courtright, 2011). By having good
performance of employees respective firm is able to make their potential customers and gain
huge success in an appropriate way.
TASK 4
P6. Various approaches to performance management and how they can support high
performance culture.
Performance management refers to the process, with the help of this managers and
employees of an organisation can develop effective plan for betterment of future. With the help
of making new plan they can also formulates different types of technologies and strategies in
order to monitor overall progress of business. In relation with Guardian Media Group, HR
manager of this organisation use different types of approaches in order to evaluates entire
performance of employees within the business. On the basis of this process they can encourage
employee and increase their performance level at different ways. For this there are several
approaches of performance management, which is adopted by an organisation given below:
Collaborative approach: According to this technique and approach, an organisation can
easily identify their overall skills and able to share their issues with employees into the company.
With the help of this collaboration they can get effective results. For example: If HR manager of
respective firm use this approach within workplace, so that they can evaluate overall team spirit
and make unique strategies for better future (Knowledge and skills required by HR professional,
2016).
Comparative approach: According to this technique performance management is able
to identify overall skills and abilities of workers on the basis of comparison. For example:

Manager of respective firm gives their contribution in the firm to achieve better success in future.
For this he is needed to best employees of the firm or who are working in a right way. With the
help of this they can beat their competitors and able to gain huge profits with growth in the
market.
Attribute approach: According to this sort of approach employees are able to give
particular rank to workers on the basis of their performance within the workplace. Within the
Guardian Media Group, manager always considered its employees as a first priority so that they
give better rank to its employees from the number of 1to5 as per their overall performance.
Therefore, it is necessary for an organisation to have different types of skills to increase
employees working performance and give them better rewards and benefits accordingly
(Approaches for measuring performance of employees, 2018).
CONCLUSION
According to the above mentioned report, it has been concluded that work within the
large organisation always need huge efforts in order to gain huge advantages into the
marketplace. In order to develop different types of skills it is essential for firm to make various
techniques to gain better knowledge in a perfect manner. For instance, there are different types of
roles and responsibilities which is played by the HR professional of an organisation to get goals
and objectives in a perfect way. Whereas, personal audit and professional development plan
shows the skills and personality of an individual so that HR manager can increase their
confidence towards firm to achieve organisational goals. Together with he also manage working
performance of employees to make management decision better.

REFERENCES
Books and Journals
Amabile, T., 2012. Componential theory of creativity (pp. 3-4). Boston, MA: Harvard Business
School.
Berry, G. R., 2011. Enhancing effectiveness on virtual teams: Understanding why traditional
team skills are insufficient. The Journal of Business Communication (1973). 48(2).
pp.186-206.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Gibbs, G., 2013. Reflections on the changing nature of educational development. International
Journal for Academic Development. 18(1). pp.4-14.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hirst, G. and et. al., 2011. How does bureaucracy impact individual creativity? A cross-level
investigation of team contextual influences on goal orientation–creativity relationships.
Academy of Management Journal. 54(3). pp.624-641.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
McCormack, B., Manley, K. and Titchen, A. eds., 2013. Practice development in nursing and
healthcare. John Wiley & Sons.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
theoretical model of its effects on productivity and learning for individuals and
teams. Academy of Management Review. 36(3). pp.461-478.
Pinjani, P. and Palvia, P., 2013. Trust and knowledge sharing in diverse global virtual
teams. Information & Management. 50(4). pp.144-153.
Schaubroeck, J., Lam, S. S. and Peng, A. C., 2011. Cognition-based and affect-based trust as
mediators of leader behavior influences on team performance. Journal of Applied
Psychology. 96(4). p.863.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
Journal of Applied Psychology. 96(5). p.981.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Williams, C. L., Muller, C. and Kilanski, K., 2012. Gendered organizations in the new
economy. Gender & Society. 26(4). pp.549-573.
Online
Approaches for measuring performance of employees. 2018. [Online]. Available through:
<https://www.projectguru.in/publications/approaches-measuring-performance-
employees/>.
Knowledge and skills required by HR professional. 2016. [Online].Available through:<
https://workology.com/top-5-work-hr/ >

Appendix
Desired Professional Role (Appendix)
Knowledge Skills Behaviour
• Business Knowledge • Strong communication • Ethical behaviour
• Laws and regulations
of Government
• Leadership and
managerial skills
• Decisive Thinker
PERSONAL SKILLS AUDIT
Knowledge Rating Skill Rating Behaviour Rating
Compliance 5 Communication 4 Ethical
behaviour
4
Health and Safety 6 Conflict
resolution
5 Self-
confidence
5
Problem solving 3 Decision making
skills
5 Critical
thinker
3
PROFESSIONAL DEVELOPMENT PLAN
KSA to be
developed
Activities
needed for
development
Duration Development
monitoring
approach
Assessment of
development
Detailed
evaluation
Critical
thinker
Work under
guidance of
seniors to
observe their
thinking skills.
2-3 months Feedback from
supervisors
Top
management
With the
help of
supervisor
feedbacks
critical
thinking
can be
improved.
Decision
making
Will engage in
more difficult
1 month Feedback from
colleagues
Middle
management
Facing any
situation