Developing Individuals Teams and Organisations

This report analyzes the skills, knowledge, and authenticities required by HR professionals and the key components of HPW. It also examines the difference between organizational and individual learning, training, and development. The report discusses the importance of continuous learning and professional development to drive continuous business performance, and the settlement of HPW devote to employee engagement and competitive benefits. Additionally, it explores several approaches to performance management and determining high culture of performance.

DEVELOPING INDIVIDUAL
TEAMS &
ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Significant talents and competence in human resources..............................................................3
Distinction between formation and growth , organisation and individual learning.....................5
Continuous learning and professional development to drive continues business performance...6
Settlement of HPW devote to employee engagement and competitive benefits.........................7
Several approaches to performance management and determine high culture of performance. .8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The purpose of this report is to present the key components of HPW and to analyse the skills,
knowledge, and authenticities required by HR profess. Knowing the findings of this ongoing
study on this high level of trust and highly empowered managerial structure may help business
managers avoid the problems that "common wisdom" can bring and that are increasingly
recognised as the source of much organizational instability and collapse. HR management
necessitates a methodical approach. HR success is dependent on well-organized files, excellent
self-discipline, and individual effectiveness. (Adesi, and et.al2018).The management assesses the
employee's knowledge, abilities, and actions in order to ensure high-performance working
practises. When implementing and assessing inclusive learning and development to promote
sustainable company success, certain critical criteria will be examined. The installation of
performance management is critical for an effective high-performance working environment. As
performance management is an essential component of the high-performance working system,
certain techniques will be explored.
MAIN BODY
Significant talents and competence in human resources
Current human resources professionals need to have considerably broader and more
complicated abilities in the skills usually associated with managers of human resources, such as
recruiting, screening, employee relationships and performance management. as an external
Learning and Development Consultant by an SME. (De Meuse, 2017). These are the skills that
HR need to require in Cathelco limited.
Faculty of communication
The abilities of communication are the most commonly stated while opening HR jobs. In human
resources management, communication is crucial as the HR specialist is the interface between
company and employees.
Expert in Administration
The function of HR continues to be dominated by administrative responsibilities. These tasks
cover areas such as leave for staff, absence, absence documents, workers' entry and departure,
payroll and other issues.
HRM competence and know-how

No wonder, HRM knowledge and competence are sometimes referred to as key HR skills. It is
highly useful to have previous experience or education in human resource management or
industrial and organisational psychology.
Proactivity
Proactivity is generally more a related to the quality than a talent. However, HR may absolutely
develop it with time.
Advising
The consultation of several stakeholders is one of the important HR competencies. HR must be
able to provide advice on staff concerns to both staff, managers and senior management.
Selection and recruitment
The recruiting and selection process are another highly-referred HR talent(Drude, , and et.al
2019) . Finding skilled applicants is one of the most essential HR jobs to pick the best prospects
and to explore whether the candidate, organisation and the management match.
Sensitivity to inter culture and language
This HR ability relies on the organization's characteristics. Intercultural awareness is a
requirement, particularly for large international organisations.
Driven and oriented analytically
In the past five years there have been significant development of data-driven work and analytics
skills. Most HR generalists must now be driven and focused analytically. The skills of an HR
manager must include understanding important HR Key performance metrics.
Facilities to report HR
HR reporting abilities are becoming essential as part of being more analytically minded and
oriented. These capabilities include the capacity to produce, analyse and comprehend HR reports
utilising data from various information systems for human resources.
SWOT analysis is considered to maintain plan of professional development
It determine employees work in company, I have to perform in possible manner that
increase resources by focusing. By using SWOT analysis personal reflection and evaluation seen,
through this strength, weakness can be known easily. These are swot analysis of an external
Learning and Development Consultant by a Cathecol Ltd.
Strength- Each worker has to put his power by effectively, because of this employer who work
in company not able to provide services as result bearing loss for organization. It is to be

productive by given business through given task. The recruitment process in management done
through with help of human resource, if they choose wrong person for position, then individual
will not be able to give proper service that gives him satisfaction to earn profitability. (Flood and
Klausner, 2018).
Weakness- As employee I have fragility from which it occurs decrease in productivity or
services that is not possible for management. Through not disclosing this, If as human resource
of firm due to which occurring loss for firm as result drawback for firm in wide range. It create
disadvantage also for firm in order to occur their imperfection work in their work that may
occurs loss for firm.
Opportunities- It is important to find opportunity in organization for achieving goals and
objectives of company easily which is must for employee of firm. Provide proper facility for
management is helpful in regards to this, by joining different courses would helpful in improving
technological skills (Fontaine, 2018). Attending differ seminars and references are also helpful in
improving current skills. By handling various circumstances Iam able to come it in great benefit
for organization.
Threats- It finds in many ways like due to increase in competitiveness that occurs various
competitors from this productivity decreases for company. Also, lack of hearing that create gap
circumstances in that affect Cathecol Ltd. From which hazard create in organization because of
developing this company may have to face many circumstances or problems related to this.
Distinction between formation and growth , organisation and individual learning
It is a basic necessity in their continued existence that all organisations learn, whether or not they
actively choose. Some companies intentionally promote corporate learning and build capacities
compatible with their goals; others do not make a concentrated effort and so acquire detrimental
habits. All companies, however, are learning. as an external Learning and Development
Consultant by an cathecol ltd. In this report I include organisation, individual learning and
growth and formation of the company.
Learning and development are a systematic procedure which improves an employee skills and
knowledge, and improves work performance. In particular, the development of information,
qualifications and attitudes is concerned with learning. The expansion and strengthening of
knowledge according to development objectives. The model begins with the beginning
circumstance in the company and previous knowledge that determines the learning goals and

aims. These data are utilized as inputs to the subjects, methods of teaching and learning. These
results lead to a monitoring and assessment of the results. The aims and goals are updated on the
basis of this assessment (Hughes, 2018).
Individual learning
The relevance of personal learning for corporate learning is clear and at the same time subtle –
evident because everyone consists of people; subtle because companies may learn independently
of individuals but not independently of all persons.
Organizational Learning
Organic learning, rather than just magnifying individual learning, is complicated and dynamic. .
In companies, motivation and incentive issues are doubly difficult for integral part of human
learning
Organized double-layer training happens when individual mental models get integrated into an
organization, through use of common mental models. Dual-loop learning gives chances for
discontinuous change in both situations, in which re framing an issue might lead to dramatically
different solutions (Körkkö and et.al, 2020).
Continuous learning and professional development to drive continues business performance
Continuous learning process is beneficial for the effective performance expansion for
business. Leader and manager both are the major key, and they have responsibility to improve
quality of performance provides with motivation, learning program, essential training etc.
Professional development improve the work behaviour and individual personality directly
improves, individual has more focuses on the particular task and professional development only
develops by the experts who have great knowledge and expertise about the particular task. Both
drives beneficial for improvement in business performance are as follows (Lawler and Boudreau,
2020),
Fill the Skills Gap More Efficiently
Almost every organization has to consider this concept because it improves the quality of
performance and work behaviour of employee. According to Catechol Ltd. their manager and
leader has to development of training process because the expert knowledge can provide time
management skills, they explain any process with the application of methodology, theories, and this
skill when employee listen, and they apply in their work process it directly improves the performance
of business as well. So the development of perfect and requires skills can be improving the quality of

performance . Also, covered space to work in productive manner by different concepts(Martinez-
Jimenez and et.al, 2020.).
Gain a Competitive Edge in the Marketplace
Repetitively changes and variations in market its essential that organization manager
develop require changes and focuses on the expansion of new policies in the market. Expansion
of new policies and application of new advancement require expertise knowledge and company
has to consider new approach which require to survive in the competitive market. Every field of
business require different skills and knowledge to maintain work culture and Catechol Ltd.
company manager has to focuses on the application of new expertise in chemistry filed, so they
develop professional efficiency in their employee. It will create spirit of competitiveness in
market due to attain objectives of firm.
So on the basis of these concepts business performance defiantly improves and it highly
influences the quality of work performance ad directly improves the quality of work of
individual. PD and continues learning generates the values towards with the goals.
Settlement of HPW devote to employee engagement and competitive benefits
High performance working can be defined as the achievement of objectives that in
organization by improving the level of performance among employees. Improvement in
performance include enhancement in skill and productivity. Some examples of HPW are security
of employment, hiring on basis of selection, training of extensive nature etc. by providing this
advantages Cathecol Ltd, may improve their efficiency by which earn company profitability.
There is higher level of benefit from this as it will help in gaining cost-effectiveness and increase
market share of company. There is an improvement in different sectors so that there is an
enhancement in profitability of management. An employee attitude is improved as there is
growth in attitude level because of improved, there is growth in level of behaviour because of
improved product and rise in innovational factor (Piopiunik and et.al, 2020). High performance
working and employee engagement is the actions like how people's are managed in work to
organization and authority issues of management. Due to high level of engagement within
Cathecol Ltd, there is strong development inside organization and employees are more
cooperative towards their colleagues. The relation between the subordinates and leaders in firm s
also improved significantly. It helps in improving HPW and employee engagement by providing

framework. They are focusing on improving management performance and productivity in short
term and long period. Being a new concept, employee engagement has as many definitions
which individual writing about it. People's feel sense of commitment to their company in order to
achieve the organizational goals, targets and objectives from which profitability increases and
also efficiency rise. High-performance work aims with practices determining up surroundings in
order to attain objectives of company. It acts as different, sustainable resources supporting the
implementation of corporate strategy and attain operational goals. Also, primarily seen as set of
internally coherent of continuous practices of HR to promote employee knowledge, motivation
and commitment (Rekarti and Doktoralina, 2017).
Several approaches to performance management and determine high culture of performance
Performance management define as performing tasks that focus on targets. In context to
organization, several theories are evaluated which engagement or explained as concept of
determining work in accordance to create technique may be used in several ways like in many
criteris from which Cathecol Ltd. can achieve goals and aims of organization (Tajeddini, Martin
and Ali, 2020). Differentiated approach is the best suitable for Small Medium Enterprise where
few peoples are working in particular task. Also, not suited for other firm that may rise
performance of workers fastly or can rise efficiency in order to attain objectives. Attribute
approach of measuring administration, in these subordinates are ranking from differentiated
evaluation of task by which individuals are rated to determine all things.
The benefits of this comparative study is purity as compare to others, are explained below;
Concept may provide changes in employees performance, behavioural path for measuring it. It is
one of the oldest way to measure performance through Behaviourally Anchored Rating Scale is
used to rate it. Both benefits or drawbacks, supervisory that consider action, attitude that refers
to during its forward concept, this generally aims at financial, consumer, internal operations etc.
Comparative is very common way and has been used from very beginning of civilization.
Attribute approach is determined by using parameters that varies from firm to organization. In
this, employees are rated by considering different framework like problem-solving skills,
innovation etc. In high performance culture it plays significant role by indicating that people's
should be given training from which they build new skills in them and learn for growing
company production and increases their profitability (Widmann and Mulder, 2018). Another
approach is result that is based on solution by having straight forward concept that generally

focus on financial, customer, learning & growth that derive benefits for the Cathecol Ltd. Also,
evaluated performance for achieving goals and targets for organization in order to attain high
performance from models.
CONCLUSION
It has been summarized from above study that developing individual, teams and organization that
determine professional skills, knowledge and behaviors that have been required by HR
professionals. Analysis personal SWOT and professional development plan that has been based
on it for job roles to achieve set learning objectives. The study will also analyze difference
between organizational and individual learning, training, development by continuously learning
of development in its performance related to professionalism. Furthermore, will also determine
Human Performance Working that contributes in organization, employees that derives benefits
for company in order to achieve sustainable growth. (Herman, 2017). Also, evaluated concepts
that measures work and how they have been supported in high performance culture commitment.
Both development in work is necessary for organization accordance to evaluate proper
implementation of needs related to skills and creativity that are needed for achieving desired
skills and objectives of organization. From this study has been developing team, individual or
organization in order to achieve aims and objectives of firm.

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