Developing Individual Teams and Organizations

This report examines the importance of developing individual teams and organizations to achieve high performance, productivity, and profit. It explores the concepts of individual and organizational learning, the characteristics of high-performance work environments, and the role of performance management in achieving organizational goals. The report also examines the contribution of HR practices in fostering a high-performance culture and the impact of organizational culture on employee performance.

DEVELOPING INDIVIDUAL TEAMS
AND ORGANIZATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................3
Organisation learning..................................................................................................................3
Individual learning......................................................................................................................4
Occurrence of organisational learning........................................................................................4
TASK 3............................................................................................................................................6
Describing characteristics of high-performance work involves the following:..........................7
Benefits of HPW organisation....................................................................................................8
Contribution of HR practices......................................................................................................8
TASK 4............................................................................................................................................9
Performance management...........................................................................................................9
Effective Performance Management ..........................................................................................9
PM inform learning and development at the organisation........................................................10
Explain organisation culture in both positive and negative way...............................................10
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
High performing team are pillars of big organisation within effective and hardworking
individuals. Developing the team is an important role of any manager or management (Franck,
and et. al, 2018). Training and development doesn't apply not only to new employees but also
existing employees in team because people need guidance, training and support throughout
career to develop their skills both as individual and team.
The main aim of developing individuals, teams and organisations to provide opportunity
to develop knowledge and skills to achieve high performance, productivity and profit. The goal
of any organisation is high 3P's which means high-performance, high-productivity and high-
profit. Developing employees and team means increasing the performance capacity of an
organisation. Training and development improves abilities of individuals and teams to contribute
specific results that builds a culture in which everyone understand and work towards business
objectives.
TASK 1
Knowledge, Skill and Behaviour
As per Appendix A, Katie Latta who is currently working in editing department and is
lacking in many skills such as communication, IT, Use of internet and more. She needs a proper
training and development for coping in the next semester. HR department must focus on Katie’s
weak points and provide proper training so she learns from this and give effective high
performance to fulfil the needs of company. Let discuss in detail:
Communication: Katie needs to improve in Essays and technical report writing that will help her
in better and effective communication with superiors and team members. She also needs to
improve verbal communication in groups so that it is easy to convey ideas in front of her team
members.
ITC Skills: According to appendix A, Katie is an editor in a company so she has to be perfect in
Text as well as graphics manipulation. She has to improve Photoshop techniques for better
performance. In training and learning, she should be focused on Photoshop and must be familiar

with its tools. She also improves her internet using technique for blog creation. She should be
creative for blog creations so internet technique must well know for her.
Learning to Learn: Every employee of an organisation should know time management and
Katie also have to manage time properly and must work according to deadlines of project. HR
department should give proper training to Katie about time management and completing work
before deadline. This will help her to complete tasks on time and know its value.
In an organisation, HR management dealing with different candidates and applicants,
here they have to manage all the resources and helping firm to reach their goals and objectives
and also help individuals and team to reach their potential (Vera, Rodríguez-Sánchez, and
Salanova, 2017). So it is important to understand the qualities of HR as well. Strong
management, multitasking, good leadership, strong communication power, personal efficiency
are such important keys of HR professionals.
1. Multitasking: HR professionals dealing with many problems at a time such as employee
personal issues, leave applications, recruiting strategy, organisation’s needs and many
more. So HR management should be good in multitasking to manage all problems on
time with effectiveness.
2. Communication: HR professional have to communicate with managers, out to potential
employee, all level of current employee, applicants and they have to writing, while
speaking to groups of organisation and also through social media. Hence, HR
management have to polite, convincing, caring and believing.
3. Ethics: HR department are conscience of organisation, this means they have to be strong
ethics when it comes to confidential information of an employee and company’s policies
(Thayer, Petruzzelli, and McClurg, 2018). HR professionals must gain the trust of an
employee so they do their job efficiently. Honey and discretion are key parts of HR
management.

4. Leadership: HR professional have good leadership quality and confidence to lead. The
good HR department are balancing the friendly environment in office while taking
control or leading to run organisation smoothly.
5. Strong Organisational Skill: This is the most important role of HR management in
organisation. HR management have may responsibilities and duties such as recruitment
and selection, termination, maintenance of company records, dealing with workplace’s
conflicts, training and development to teams (Somech, and Naamneh, 2017). As per
continuous change in laws and regulations, this makes an organisation’s HR department
to keep up with duties. They also manage deadlines and accomplish tasks quickly so that
both employee and employer prerequisites and requirements get fulfils.
6. Problem Solving: In an organisation, there are many daily basis problems occurred due
to different personalities can work together (Schabel, and Bechtel, 2017). HR
management accomplish tasks and also have to skilled at conflict management and
diffusing combative situation. They have to gather information, identify the problems,
come up with possible solutions as quick as possible so the company runs smoothly.
TASK 2
Organisation and Individual Learning
Learning and development is defined as change in skills and knowledge as resulted in
experiences. In order to achieve success, any organisation cultures and retain talent is provided
them with personal development opportunities (The Role of Individual Development in Team and
Organizational Success. 2016). This can motivate and encourage employees in building
confidence by leadership training and by pursuing passion that inspires employees.
Individual learning must be a continuing function that occurs by formal and informal
methods which means the best possible outcomes for organisation’s productivity (Kassim, and
Nor, 2017). Support and encourage individual by learning cross pollination (i.e. what other are
doing in their same field). The management regularly explore how and why individual wants to
develop for seek of improvement an organisation. All Evolution is the result of learning. To

effectively support an organisation in productivity and performance, an individual’s
development on regular basis is necessary.
Organisation learning
Organisation learning determines creating, retaining and transferring knowledge within a
structure. For gaining experience, firm has to improve the process and time is necessary for
development. Learning curve is the most common measures for learning curve in which shows
relationship between product and profit. Moreover, it specifies how organisation produces more
products or services, increases its productivity, efficiency, quality, reliability with returns.
Organisation learning is a function of experience and development in company that
allows entity to stay in competition in ever changing environment (Liao, Chen, and Hu, 2018).
Organisation learning and development includes how to increase productivity of company, with
efficient employees. The goal is to successfully gain profits by adapting changing environment,
to adjust uncertain conditions and to increase efficiency.
Individual learning
Individual learning is the smallest unit of teaching in an organisation which can occur. To
develop skills or ideas and knowledge of workers to increase productivity at work. The major
disadvantage of individual learning is that single decides whether to share that knowledge with
rest of people in group and if doesn't share their ability before leaving, the group loses this
knowledge. Respective teaching must be continuing function that occurs by formal and informal
which means the best possible outcomes for organisation’s productivity. (i.e. what other are
doing in their same field).
Occurrence of organisational learning
Organisational learning is a combination of different unit of firms learning that is
individual learning, team learning, inter-organisational learning and organisational learning in
which involves the process of which organisational units will increase efficiency of firm.
Organisational learning can occur in three forms; the first one is Single Loop Learning as it is a
lower-level learning which occurs when errors are detected and corrected and company can
continue their work or policies and goals (Lowik., Kraaijenbrink, and Groen, 2016).

Second one is Double Loop Learning which is a higher-level of learning that occurs when
error detection and correction can be done, the firm changes its norms, policies, procedures and
goals. Capabilities of company is expanding by Double loop learning.
Last one is De-utero Learning encompasses both individual and double loop teaching
while single loop learning focuses on solving problems in present without knowing current
behaviours and double loop learning focuses on experimenting and feedback and solving
problem, The deuteron education direction on transforming organisational people by helping
them in learning procedures. The deuteron learning develops organisational learning ability that
is how to acquire about teaching.
Teaching process is a collection of organisational conventions, values, practices and
processes. This procedure of learning and devolution encourages employees and organisation to
develop knowledge and competence. There are many strategies for determining and
implementing individual learning are:
Understand Individuals: In this, an organisation and its management has to understand the
abilities of individuals like- skills, strength, preferences, capabilities. The employees involved in
determining the skills, knowledge and abilities to be learned.
Training and Developments plans: Training and development of individuals can increase the
knowledge and skills of workers and also give innovative ideas for business to increase
productivity. For learning culture to be established and it is mandatory for all individuals in
organisation.
Leaning Recognition: When the individuals successfully learned and developed new skills and
abilities should be recognized and encourages others to follow it.
Feedback: When training and development provided successfully to individual then it's the
management responsibility to check whether it well spent or not.
Learning organisation is all about to identify knowledge and skills that want to develop
among individuals, team and whole organisation to achieve their learning goals.
Learning goals of an organisation are:

11 Develop ability11 Develop research and analytical skills11 Develop the ability to communicate, coherently and effectively11 Developing strategies for working both independently and as team.11 Increase in services and productivity.11 More Involvement in participation11 Motivation by other employee base
Innovation in business is an important aspect for business management, because it helps
in improving capabilities of firm and increases competencies between firms. Innovation can be
developing through organisational learning (McEwen, and Boyd, 2018). In managing suitability
in business, management typically focus on improving performance strategies. Organisational
learning is an important key to embedding sustainable in organisation. Leadership motivates
workers and encourages the flow of information and knowledge. Sustainable business involve
problem solving, organisation’s development, innovation, creativity to achieve business goals
and all these actions implements by learning procedures of organisation.
TASK 3
High Performance Working Organisations
High-performance Working is the central key for competitiveness and growth. High-
performance working is more effective when it used in the majority. This means organisation
chooses the strategies and practices which are beneficial for overall objectives of it. High
Working have three important areas that includes:
 High employee involvement.
 Human resources practices.
 Reward and commitment practices.

High-performance working increases the productivity by 30-40% can be seen in any
organisation. Its work practices increases profit of organisation by employee's strategical
management. When these strategies fairly applied to a structure time to time it increases
employment engagement, which support performance and productivity. It can also help
enterprises to maximize potential and profit more quickly depend on operations. It create an
environment within an organisation where involvement and responsibility of an employee is
more (Michinov, and Juhel, J., 2018). It focuses engaging workforce, which include cooperation
between employees and management, self-directed responsibilities, skill building, learning from
other organisation, effective use of performance measures including comparison. The
implementation of high-performance work practices in an organisation positively correlates with
rate of its growth, increased profitability, higher job satisfaction, lower staff turnover and high
innovation and creativity. This working is a fundamental series of practices, process and policies
which combine together and integrated as result in improved performance of employees.
High-performance workplace, team produce quality products and services using
innovative techniques (Morgan, Fletcher, and Sarkar, 2015). its working team is combination of
talented and motivated professionals working together for business objectives and goals. High-
performance team gives the highest level of productivity and performance. They can work
effectively than other groups of people.
Describing characteristics of high-performance work involves the following:
Clear Goals: In high-performance working, effective leaders communicate with clear vision and
working goals. An effective leader always ensure that team members have proper training, time
and resources to complete work (Santos, Caetano, and Tavares, 2015). High-performance people
always know well about what they are doing and why they are doing.
Maintain Open Communication: In high performance workplace, leaders always try to share
and exchange their thoughts and ideas with co-workers for improving the performance. The
communication between leader and sub ordinates should be open.
Proactive ad Qualitative Decision-Making and Problem Solving: High-performance teams
are active and expertise in problem solving which occurs during working. They solve

complicated issues and implementing important decisions successfully as a team in resulting
high performance.
Clarity of Roles: The high-performance team are well aware of their duties and responsibilities
for fulfilling their work related obstacles and always try to achieve ultimate objectives of
organisation. They have a clarity of roles and responsibilities.
Strong Leadership: Leadership play a vital role in high performance working of team. Leaders
sets strategic framework and course of action for team members. They define goals and priorities
and make sure effective coordination in various aspects for enhancing opportunities and
delivering successful results.
Benefits of HPW organisation
Employee contribution is the most important role in high-performance of team.
Involvement of employee in high performance work practices can develop positive beliefs
towards organisation. As much as the employee focus on hard work it gives high performance
which increases productivity of organisation (Schabel, and Bechtel, 2017). More contribution of
employee in high performance workforce gives positive outcomes for workers as reward,
recognition, promotion. Engagement of employees in high performance gives them high
authorities and more responsibilities. It gives them growth opportunities in career. Employees
always appraise for their work in fellow team or team members. When employees can paired
with high performance team it is easier for them to share their responsibility. Employees
enhancing their skill and knowledge while working in high performance team. For high
performance workers, there are some advantages i.e. to achieve an appropriate work-life balance.
Individuals have variety of responsibility friendly working environment and job satisfaction
(Somech, and Naamneh, 2017). Employee engagement concerns about employee belief in
organisation, its leader and working condition. Employee have power to make decision with
subordinates that are important to their performance and quality of working. The reward
component in high-performance workforce motivates employee for more hard work and also
motivates others for contribution in its practices.

Contribution of HR practices
High performance culture means embracing the continuous improvement and working
with leadership, who are committed to high performance culture for long term. Human Resource
and management plays significant roles in fostering and implementing strategies that encourages
high workplace performance (Thayer, Petruzzelli, and McClurg, 2018). HR functions and
management have 3 major ways in contributing high performance- recruitment and selection,
training and development, reward and appraisals.
Recruitment and Selection: HR recruitment and selection is an important aspect for
organisational performance. Hiring right candidate provides the best employee and can provide
better performance to company.
Training and Development: Training and development can improve employee knowledge,
skills, attitude and behaviour so performance can high of organisation. HR training and
development help company to improve quality of workforces and hike in performance of
employees.
Appraisals and Rewards: Rewards and appraisals is a process in which employee performance
can measure, providing feedback and gives appraisals and rewards for better work in the future.
Rewards and appraisals by HR motivates employees for high performance working in the future.
TASK 4
Performance management
Performance management is defined as the organisational strategy to monitor and
improve the performance of human resources in alignment with the organisational goals. It
ensures that all resources are utilised effectively and the performance of human resources as well
as of organisation is as per the desired standards. In order to achieve business goals, it is essential
for an organisations to ensure that operational activities and business functions are executed with
the highest efficiency and accuracy (Vera, Rodríguez-Sánchez, and Salanova, 2017).
Performance management approach can help organisation to achieve this. It monitors the
efficiency of every human resource, functional departments as well as organisational objectives.

Effective Performance Management
The effective performance management is based on the feedback process. Managers and
leaders regularly evaluate the performance of their team members and provide feedbacks to
them. On the basis of feedback and organisational requirements, they motivate their team
members to bring improvement in their performance and activities. The higher authorities of
organisation interact with leaders and managers so that they can guide the team leaders to
improve their performance to the extent that organisation can achieve its desired outputs (Franck,
and et.al, 2018). Performance management is essential for sustaining the progress and generating
profits. It improves communication between leaders and team members so that they can develop
a better understanding regarding what organisation expects from them and how they can meet
those expectations by improving their performance. If organisation will not adopt performance
management techniques, then it will become difficult for the organisation to analyse areas which
require improvement and focus.
PM inform learning and development at the organisation
PM inform learning and development of individual, team and organisation can impact on
performance of organisation both positively and negatively. Measuring performance of an
individual delivers successful outcome for organisation. Employees demand should be clear.
Learning is a part of performance in which performance can depend (Kassim, and Nor, 2017).
Learning is about honing skills and mastering new ones.
Explain organisation culture in both positive and negative way
Organisational culture can have both negative and positive effects on employees’
performance. Strong culture helps them to adapt changes in environment, thus enhancing and
supporting organisational performance in long term (Liao, Chen, and Hu, 2018). Adaptability,
mission, consistency, involvement are four factors that can positively affect performance
management of an organisation. While weak and negative culture deceases the performance of
organisation and demotivated employees. The organisation where mangers are not facilitators but
employees live with fear and distrust.

The important rise of HR to measure performance, directly linking individual, team and
organisation with series of measurement management that develops the aims of an organisation
to achieve goals and objectives. Performance management is open to number of interpretations.
Understanding performance management of an organisation or a team also requires
understanding individual within that team.
CONCLUSION
From report it is concluded that individual, team, and organisation performance affects
organisation and economic. The benefits of training and development to performance
management can affect overall productivity of organisation. The main aim of developing
individuals, teams and organisation is to provide opportunity to improve knowledge and skills to
achieve high performance, productivity and profit. The individual learning is small part of an
organisation but it affects the performance of team and itself. Individual and team high
performances' workforce practices influences objectives and goals of organisation. This means
organisation chooses the strategies and practices which are beneficial for overall objective of
organisation.

REFERENCES
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