Unit 35 Individual, Team and Organisational Development

Unit 35 Individual,
Team and
Organisational
Development

Table of Contents
INTRODUCTION ..........................................................................................................................1
LO1 Analysing employee skills, behaviour, attributes and knowledge required by professionals
in HR................................................................................................................................................1
P1 Professional skills, abilities, knowledge and behaviours required by HR professionals. .1
P2 Personal or self-evaluation of the skills and behaviours required to be developed to be a
HR Professional......................................................................................................................3
M1 Detailed professional skill audit for serf evaluation and reflection.................................4
LO2 Factors to be considered while implementing and evaluating or assessing learning and
development to create sustainable business development...............................................................6
P3 Differences between organisational and individual learning as well as training and
development...........................................................................................................................6
P4 Need for continuous learning and continuous professional development to create
sustainable performance of business......................................................................................7
M2 Learning cycle theory to analyse or assess importance of implementing continuous
professional development.......................................................................................................8
LO3 High performance working (HPW) that adds to employee engagement and competitive
advantage.........................................................................................................................................9
P5 High performance working (HPW) contribution to employee engagement and competitive
advantage with specific organisational situation....................................................................9
M3 Benefits of applying HPW with justifications to a specific organisational situation......9
LO4 Methods in which performance management, collaborative working and effective
communication can support high performance culture and commitment......................................10
P6 Approaches to performance management that can support high performance culture and
commitment with specific examples supporting the statement............................................10
M4 Examination of the approaches for checking their effectiveness on high performance
culture and commitment.......................................................................................................11
CONCLUSION..............................................................................................................................11

INTRODUCTION
Development is an integral process in everyone’s life that means enhancement of overall
physical, social, psychological, cultural, ethical and environmental growth of individual, team or
an organisation. The development of individual and teams in an organisation is done by various
HR professionals who are well equipped to improve others for developing an organisation. J.
Sainsbury’s PLC is among the largest retail supergiant dealing in the market of UK, which was
established in the year 1869 and is headquartered at London, UK. This respective report will
focus on Sainsbury’s retail PLC about the scenarios mentioned below. This organisation is
considered as the second largest retail business across UK which means it constantly deals with
the development of individual, teams and organisation. This report will help to learn different
aspects of developing teamwork. This report will analyse knowledge, abilities, behaviours and
skills that are required by HR professionals, along with self-analysis of skills behaviours for
developing personal development plan. It will also be explaining about the factors that must be
looked after before implementing learning and development to drive sustainable performance of
the business. It will be analysing the need or role for continuous development of skill by learning
and development to create sustainable business performance. Moreover it demonstrates how high
performance working (HPW) can contribute to employee engagement and competitive
advantage. Along with this report will assess the methods in which performance management,
collaborated work and communicating effectively can improve high performance culture and
commitment with the help of specific examples. At the end, this report will be evaluating
different approaches to manage performance such as collaborative working, etc. along with the
example to support high performance culture and commitment of employees to work better at
their workplace.
LO1 Analysing employee skills, behaviour, attributes and knowledge required
by professionals in HR
P1 Professional skills, abilities, knowledge and behaviours required by HR professionals
The human resource is a very dynamic force within an organisation and it management
requires various skillsets and abilities that must be possessed by individuals to manage them
(Aramburuzabala and et. al., 2019). HR of an organisation requires these skills of an employee
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that are gained by focusing on their behaviour and working that satisfies their requirement at a
retail organisation. These skills abilities, knowledge and behaviours are as follows:
 Curiosity: The HR of an organisation should be curious which means they should be
eager to learn and know new things and whatever ways of enhancing knowledge. The HR
must show their professionalism in different kinds of activities in a business. HR needs to
be advanced in their thinking about future because this helps them to make
foresightedness for the results. The impacts of crating curious mind-set would help to
achieve organisational goals on time and tackle future problems. In terms of Sainsbury’s
the HR must be curious about the new trends and market changes that could help them to
develop plans to get more development opportunities in future and complete
organisational objectives on time. The organisations aims to gain higher profits that can
be achieved with the help of understanding the changes in the market and adjusting the
workplace and manpower according to these changes. The HR must be open minded and
indulges in various activities of the business which helps in raising ultimate advantages
for growth of an organisation. The Sainsbury’s should enhance the abilities of HR to be
more curious and optimistic about their services for the customers and market changes
that may affect the profits of the organisation.
 Decision making: It is a crucial ability that must be shown by all the HR managers and
they should entrench this ability with their other potentials. Decision making refers to the
ability of an individual to choose strategically, among the options given by certain
situation (Baker and Lakhani, 2018). This ability is essential for every HR manager in an
organisation which is crucial for running the business that is possessed by other
employees to. The HR of an organisation can take decisions by focusing on different
process of information and evaluating them to choose the best option. Sainsbury’s is a
very large business as it is among the top retail chain stores across UK which means it
requires effective and efficient decision making to be successful. This is required to be
done on regular basis to be competitive and get best results in the business.
 Skilled influencer: The HR should be able to influence other employees in order to the
get the things done by them. With the help of skilled influence the HR could influence the
employees working and generate best results by improving their performance. HR in
Sainsbury’s is expected to be skilled influencer to get the work done and increase outputs
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