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i attached all you need , please pay attention , my teacher said to introduce the Ms an Ds in Ps so you don't need to do separately. Thank you!

DEVELOPING INDIVIDUALS, TEAMS
AND ORGANISATIONS
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................4
P1. Determine appropriate knowledge, skills and behaviors (KSB) that are required by HR
professionals across the department............................................................................................4
P2. Analyze a completed personal skills audit for an employee: Jane to identify training and
development needs and also create a professional development plan for her as HR Officer role
.....................................................................................................................................................5
P3. Analyze differences between organizational and individual learning; training and
development.................................................................................................................................7
P4. Analyze the need for continuous learning and professional development to drive
sustainable business performance................................................................................................9
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organizational situation.............................................11
P6. Evaluate different approaches to performance management and using specific examples
showing how they support high performance culture and commitment....................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
2

INTRODUCTION
Developing individuals, teams and organizations is important for the overall development
and progression for the economic growth rate. They combined perform the functions in
appropriate manner with the sole purpose of contributing in forwarding direction. This will
involve appropriate training and development that has positive effects on generating awareness
in context to learning at both individual and organizational levels. Along with this, continuous
professional development act as the guiding tool that enlighten the lifelong learning in context of
employees’ engagement and improvisations for cross functionality in performance management.
This assignment will shed light on the understanding of the significance of professional skills,
knowledge and behavior of HR professionals. It will also include about high performance
working cultures to drive sustainable business performance for enhancing overall productivity
and its impact with different approaches that can be used for performance management.
MAIN BODY
P1. Determine appropriate knowledge, skills and behaviors (KSB) that are required by HR
professionals across the department
Professional knowledge
HRIS (Human Resources Information Software): This is the amalgamation of information
technology with human resources and helps the Human Resources Management through plethora
of specialized techniques, tools, etc. that can effectively minimize the workload and enhances the
efficiency. It has become the latest software in making the running of operational activities
smoothly and hassle free.
Performance management: It is an important part in attaining objectives and goals of an
organization by monitoring and developing the overall business environment for the employees
to lay the foundation for interpersonal skills with an integrated communication network (Bolden,
2016). This put insights on the employees’ engagement to improve the productivity and
progression of all the functional units at the workplace.
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Compensations and Benefits: The HR must have an understanding of the policies and regulations
as per the company’s legal components for providing correct information to the employees.
There is a plan of action for compensating workforce when any accident, injury takes place and
help the employee to understand the benefits they can incur while working for a company.
Professional skills
Employee relations: HR should utilize their confidence and interaction skills to build a rapport
with the taskforce to bridge the gaps between the upper management and the lower management
staff. They must have the conflict resolving abilities to create an amiable environment at
workplace and manage the conflict management also in appropriate manner.
Teamwork and collaboration: These must have the team spirit to carry the responsibilities with
proper segregation of work through channelizing the growing orientations towards working in an
ethical and suitable mode to gain profits and finish the work on time (Raes and et.al., 2015). It
includes different departments as any organization is the interconnected loop of various
operations working for achieving mission.
On boarding: HR must have a strong on boarding process as they can hire new people quickly,
smoothly and conveniently. They should have keenness to recruit those seekers who can work
for long run. This procedure assists them in choosing the right people at the right time for right
profiles. Moreover, it helps in analyzing the potential candidates on consistent basis for their
future appraisals and rewards system.
Professional behaviors
Decision making: HR Manager should observe, monitor and analyze information and details in
context of the company they are working in. this will help to take proper decisions by
understanding all options properly and would assist in making recommendations to
implement them in structured manner (Daley, 2012).
Risk taking ability: They should avoid any insinuation behavior at workplace and must be
confident in dealing with such situations or people. They should not show resistance to any
unwarrantered confrontations, interactions or challenges.
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Influential personality as role model: HR Managers must be passionate and committed towards
achieving the mission, vision and objectives of company by supporting and preparing then
strategies in the most manipulative approach to garner profits at optimizing available resources.
Additionally, they must lead through setting examples with integrity and values.
P2. Analyze a completed personal skills audit for an employee: Jane to identify training and
development needs and also create a professional development plan for her as HR Officer role
STRENGTHS
 Good communication skills
 Strong interpersonal skills
 Confidence
 Self motivated and good team player
WEAKNESSES
 Indecisive
 Impatient
 Quick in giving reaction
 Judgmental
OPPORTUNITIES
 Improve technical knowledge
 Following latest updates on
technologies and trends
 Attending seminars and conferences
 Gaining insights by taking sessions
and participating in activities
THREATS
 Competition in the marketplaces
 Poor strategic planning of
management
 Deadlines and timescales
 Economic fluctuations at market
Personal development Plan:
Sl No. AREA OF
DEVELOPMENT
DESCRIPTION RESOURCES TIMESCALE
1 Improvement in technical
knowledge and skills
This can be
improved by
following latest
news related to
topics or following
the news or
Following
channels or
subscribing to
newsletters and
magazines, also
can improve by
Within six
weeks
3

reading journals,
books and
magazines to gain
insights regarding
the current
technologies and
methods used in
the management
stream
joining library and
being update
through enrolling
in online courses
2 By improving patience
level
At workplace, it is
important to
maintain and
interact with all
different people
with different
viewpoints, thus
losing cool and
giving quick
reactions will lead
to hostility and
affect the entire
environment
Here, by joining
yoga and
meditation classes
can assist in
minimizing the
distractions and
would also
enhance the
concentration
levels
Within four-
five weeks
3 By completing assignments
before the deadlines and
timescales
Deadlines are
given so that
individual can
finish tasks
beforehand with
qualitative
approach, thus one
must understand to
understand the
timescale to finish
the job .task before
time
The inclusion of
to-do-list will help
in keeping a tab on
day-today
activities and can
also aid in
prioritization of
tasks as per the
required timescale
which ultimately
saves time
Within two
weeks
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P3. Analyze differences between organizational and individual learning; training and
development
Organizational Learning Individual Learning
It is refereed as the methodology for creating,
implementing and distributing the knowledge
and skills within a closed set up of enterprise
or company.
It is the ongoing process of self-directed
capability of an individual towards achieving
personal capacities and goals.
Here, the entire workforce sincere efforts
through employing individual set of traits in
collaborative manner to solve issues have to
be implemented to attain the objectives with
time efficiency.
Here, the use of communication, interpersonal
skills with knowledge has to be used to fulfill
expectations and complete the tasks on
schedule.
Employees lay the emphasis in making
themselves suitable for the profiles they have
been allotted to for understanding the needs
and requirements to finish tasks effectively
(Ulrich and et.al., 2012). Along with, they
have an influence on the overall working
practices of organizations to seek knowledge
and learning.
Each employee undergoes induction and
training at personal level to foster the
organization’s growth in forwarding direction
in completion of allotted assignments. Also,
an individual shower the attention on the tasks
single handedly that leads to more
concentrated refinement of working practices
in beneficial mode.
This assists in developing opportunities that
ensure that employees are innovative,
motivated and delivering the best by getting
aware through feedbacks and group activities.
This is beneficial by enhancing the
competencies, beliefs and values in context of
work and making an employee understand on
the basis of their background, their
relationships and behavior at workplace.
Training Development
It can be defined as the opportunity to learn
new skills and enhance knowledge about
various aspects of job with financial back up
(Angrave and et.al., 2016).
It is that activity where the entire
organizational taskforce is growing and
learning the aspects of assigned jobs to fetch
profits and revenues on the whole.
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This is short term process where the
concentration is on present time with
emphasis on doing tasks or job.
This is a long term method in which the focus
is on future with main agenda to improvise
the career at hand.
It mainly deals with improvements of
employees in terms of work ethics,
performance and professionalism.
It is clearly putting insights on the complete
guidance and preparation of organization’s
resources including manpower to combat
challenges and issues.
Here, the individuals or groups attend sessions
and programs on periodical timeframes with a
restricted amount of scope.
In this, it is self assessment process where an
individual is responsible to improve learning
and skills (Differences between Training and
Management Development, 2016). Here, the
scope is majorly larger than training as it is
longer procedure to follow.
There are many benefits such as development
of skills, gaining confidence that affects the
productivity in positive way, cooperation
enhancement and more.
There are many approaches that benefit the
person or organization such as understanding
coaching, role playing, and mentoring,
improving quality of work by bringing work-
life balance and related effective outcomes.
P4. Analyze the need for continuous learning and professional development to drive sustainable
business performance
In recent times, with rise in transitional phases of professional careers, it is necessary to
understand the vital role CPD (continuous professional development) has for increased
productivity and employees’ retention rate. For this, the T-shaped competencies in terms of
specialist and generalist roles must be swapped to gain enhancements in performance with
satisfying personal growth.
With this need for continuous learning to drive the performance metrics on sustainable
factor, it is firstly important to have an understanding of its implications on both individuals and
organizations. Subsequently, the benefits of this professional development are increased
participation to attain higher levels of self-efficacy with sustained learning in an integrated
collaborative approachability amongst the employees (Stewart, 2014). Further, it leads to the
functional training by building a continuous loop of assessment on all the stages of the learning
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theory. The Kolbe’s cyclic learning theory is one of the most effective which has four stages of
concrete experience, reflective observation, abstract conceptualization and lastly, active
experimentation. Here, the employees must have proper encounters with respect to new or
existing experience for understanding the importance of involved inconsistencies prevailed in the
situational experience. Along with, the conceptual framework has an effect in reflective
viewpoint to modify or given new perception for better implementation of the abstract notion.
Lastly, the organization or individuals must be able to use this experience vividly in their future
for the entire progression of developmental progression.
Figure 1. Stages of Kolbe’Learning Cycle
(Source: McLeod, 2017)
However, there is availability of many learning theories such as Laurillard’s model of
interactive dialogue which has given a spiraling twist to the effective learning by providing
dialogue via fellow colleagues, mentors etc to gain knowledge and technicalities related to job
context. Additionally, this CPD builds a sustainable culture of engagement of prolific
competitive advantages based on the current market differentiations for improved performance
of workforce more efficiently by empowering them on larger scale.
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In addition to this, it ensures that the knowledge must be maintained, monitored and
analyzed for proper implementation of current standards in terms of changing trends and
upgradation of technologies. This has a major contribution to move towards the new positions
and advancements that can be gained through consistent efforts of employees via CPD.
Furthermore, it assists in providing security to the qualitative environment at workplace by
motivating and imbibing confidence and trust in the professionals with the help of employing
tools and techniques involving the knowledge updating through workshops, newsletters, online
forums; along with, there will be an build up of checking the changing needs of the job markets
which can help in benchmarking.
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organizational situation
High Performance Work Culture can be defined as the structural integrated network of
motivation, cultural disintegration and enthusiastic engagement for employees by shaping the
engagement of employees for performing the operational activities in more profound manner.
It has many factors that have a say towards HPW contribution such as committed training
and orientation programs, decentralized decision making, selective recruitment, employees
security in terms of job, appraisals’ and other facilities, sharing key information, elimination of
barriers amongst the employees at workplace and many more (Katzenbach and Smith, 2015).
This has also led to engagement of workforce and management of competitive advantages in
context of organization perspectives.
Employees’ Engagement: It can be refereed as the conscious notion in which promotion of
customers retention is promoted with fostering their loyalty in creating a loyal customer base by
incorporating stakeholder assets and overall performance of company. This can be achieved
through employing strategies like clear and transparent communication channel buy creating a
space of cooperation, loyalty and trust. Along with this, following company’s policies and
regulations properly with rewarding the employees for their consistent efforts in completion of
tasks, giving suitable opportunities so that they can individually develop and outshine their older
performances. They must be made aware regarding the appraisals’ and reward systems to fetch
their attention towards gaining maximum outcomes through continuous working practices laid at
the enterprises.
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Competitive advantages: This is defined as the notion in which the creation of value has been
implemented of an enterprise in comparison to their future or existing competitors at the global
marketplaces in order to duplicate the advantages for overall productivity and profitability. In
this regard, there has been an implementation with proper designing of strategies o make
effective decision making. These involves strategies in relation to differentiation, quality
incremental, innovation, cost leadership, etc. it played imperative part in laying the foundation
for enterprise to combating the competition at both regional, local, national and international
levels. Subsequently, with advent of technological advancements and globalization, the market
has seen an upsurge of complexity in bringing any radical changes inside the business
environment. However, the Human Resource Management has been developed to bridge the
disparities between the businesses of same sector (Van De Voorde and Beijer, 2015). Thus, the
intervention adopted in the cyclic loop of selecting and recruiting the population has turned into
a significant foothold for companies to garner attention and result in profit generation.
Alongside, the employees also play pivotal role by socio economic changes through maximizing
the cost of labor that ensure the bargaining to protect or advance their interests and expectations.
P6. Evaluate different approaches to performance management and using specific examples
showing how they support high performance culture and commitment
Performance Management is defined as the system of establishment of true presentation
of culture and value system by engaging employees through quality, attribute or behavior. This
process assists in company’s overall team enhancement set-up and measures it for overall
effectiveness. It includes various activities such as setting goals, reviewing feedback framework
at proper interval of time, rewards system and appraisals with development plan of assigned
tasks. Additionally, its main benefits involve several advantages for the entire organizational
setup that includes proper channel for giving and sending feedbacks about work, rewards system
in terms of both extrinsic and intrinsic, providing steps as suggestions and advices to improve
work and also by giving clear instructions regarding the expectations (Wang and Rafiq,2014).
Hereby, it has been notified that there are many types of performance management such as
comparative, behavioral, attribute, results and quality.
Behavioral Approach-
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This approach is beneficial when the performance management can be defined on the
behavioral aspects that can exhibit for effectiveness and gaining cultural momentum so that
organizations’’ success can be exhibited through using dimensions like BARS etc. It is one of the
oldest methodologies that have been implemented to calculate the overall performance of staff,
employees and success rate of corporations (Wheldall and Merrett, 2017).
BARS, commonly known by Behaviorally anchored rating scales has been used to
measure the performance metrics that put light on the behavior and attitude of taskforce at
different levels of performance. This is a reliable scale as it gives detailed and accurate results by
analyzing all the dimensional components. Another measurement scale, BOS (Behavioral
Observation Scales) has been developed to understand the employees’ performance effectively.
This is more time consuming than BARS but it provides the information and data to calculate the
process in more concise and coherent approachability.
Attribute Approach-
It is concentrating on the individuals’ characteristics that are necessary to facilitate the
organization’s development. This approach is useful for measuring the performance metric on
the basis of communication, innovation, cognitive skills, problem solving abilities and sense of
judgment. Here, the employees are rated on the basis of low, medium and high levels in which
each component is based on below (-), above (+) and equal (0). There are mainly two rating
scales namely mixed and graphic that entails the rating on the scale of 1 to 5. However, this
mixed scale is beneficial when the dimensional components are represented in respect to each
relevant performance of good, poor and average. Also, the graphic rating scale is referred to as
the discrete continuum scale which has number of points through the rater that mark the
performance.
Along with this, it has become one of the popular methods which are easy to execute and
evaluate the strategies, profiles, jobs in context of the organizational strategic planning to make
effective decision making (Goetsch and Davis, 2014). In addition to the same, it is demonstrated
that this congruence bridge the gap between the enterprises’s planning and the attribute approach
methodology. This also adds very little reliability and validity and is mostly following the
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generic feedback as these techniques and procedures to safeguard the employees’ for
contributing it in efficient manner.
CONCLUSION
It has summarized that development of individuals at both personal and professional level
has significant opportunity in building team spirit, coordination and integrity. Furthermore, there
has been described about the differences between individual and organizational training and
development to understand the implications in context to achieving organization’s objectives,
goals and aims. In addition to it, there has been description and identification of interconnectivity
links between competencies and activities that has been underlined the professionalism and work
ethics. Additionally, there have effective outcomes in improving employees’ relations in
competitive advantages and supporting development of strategies. Henceforth, HPWD with CPD
has also been explained for knowing the pros and cons related to it and its overall impact on the
taskforce and the working environment at workplace. Lastly, it provided a platform for both
employers as well as employees to understand the cost effectiveness methodologies with time
efficiency by optimizing the available resources at the highest and sustainable level.
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REFERENCES
Books and Journals
Angrave, D. and et.al., 2016. HR and analytics: why HR is set to fail the big data challenge.
Human Resource Management Journal. 26(1). pp.1-11.
Bolden, R., 2016. Leadership, management and organizational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Katzenbach, J.R. and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Raes, E. and et.al., 2015. An exploratory study of group development and team learning. Human
Resource Development Quarterly. 26(1). pp.5-30.
Stewart, C., 2014. Transforming professional development to professional learning. Journal of
Adult Education. 43(1). pp.28-33.
Ulrich, D. and et.al., 2012. Global HR Competencies. McGraw-Hill Publishing.
Van De Voorde, K. and Beijer, S., 2015. The role of employee HR attributions in the relationship
between high‐performance work systems and employee outcomes. Human Resource
Management Journal. 25(1). pp.62-78.
Wang, C.L. and Rafiq, M., 2014. Ambidextrous Organizational Culture, Contextual
Ambidexterity and New Product Innovation: A Comparative Study of UK and Chinese
High‐tech Firms. British Journal of management. 25(1). pp.58-76.
Wheldall, K. and Merrett, F., 2017. Positive teaching: The behavioural approach. Routledge.
Online
Differences between Training and Management Development, 2016. [Online]. Available
through:< https://craft-tanken.net/5-differences-between-training-and-management-
development/>.
McLeod,S., 2017. Kolb's Learning Styles and Experiential Learning Cycle. [Online]. Available
through:< https://www.simplypsychology.org/learning-kolb.html>.
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Roychoudhuri,U., 2018. Performance Appraisal Methods for Startups & Small Businesses.
[Online]. Available through:< https://www.sumhr.com/top-performance-appraisal-
methods-startups-small-businesses/>.
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