Developing Individuals, Teams and Organisation

This report focuses on the development of new management skills, knowledge and behaviour of employees. It includes the determination of appropriate professional knowledge, skills and behaviour required by HR professionals, analysis of personal skill audit, and developing a development plan for HR assistant manager. The report also analyses the difference between organisational and individual learning, training and development, and applies HPW to a specific organisational situation in context with Budgens Stores Ltd.

Developing individuals,
teams and organisation

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Determination of appropriate professional knowledge, skills and behaviour required by
HR professionals..........................................................................................................................3
P2: Analysis of personal skill audit to identify appropriate knowledge, skills and behaviour,
and developing a development plan for HR assistant manager...................................................5
TASK 2............................................................................................................................................9
P3: Analysing the difference between organisational and individual learning, training and
development.................................................................................................................................9
P4: Analysing the need for continuous learning and professional development to drive
sustainable business performance:.............................................................................................11
TASK 3.........................................................................................................................................12
P5: Analysing the benefits of applying HPW with justifications to a specific organisational
situation in context with Budgens Stores Ltd............................................................................12
TASK 4..........................................................................................................................................13
P6: Evaluating the approaches to performance management and demonstrating it with specific
examples how they can support high performance culture and commitment:..........................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Professional Development is concerned with the overall development of individuals or
personnel into efficient and effective working professionals. (Aguinis, John Wiley & Sons,2019).
Financial independence and maintaining a good lifestyle is essential nowadays, professional
development proves to be an excellent source for managing these chores. This helps in
developing the ability of earning for an individual and prepares them to be financially
independent (Bates and Morgan, 2018). It includes professional credentials that is, all the
necessary documents such as, academic degrees, experience folders, diploma courses,
certificates, verification documents, etc. This is a mutual process where performance of
employees improves and as a result, the organization benefits from this since it supports
organisation’s strategy. It keeps people updated with latest trends in the industry and lets them to
get handy with the new skills. Companies like Budgens Stores Ltd is taken into consideration in
preparing the project. The company is established in United Kingdom and was founded by John
Budgens in 1872.
This is a brief report on the development of new management skills, knowledge and
behaviour of employees. This assignment has been designed to raise the awareness towards the
foundations for one’s own continuing professional development which will support their future
engagement in lifelong learning. It may also encourage you to contribute to the development of
others and make a positive contribution to the sustainable growth of the organisations you work
for. This is a note on understanding the ways HPW contributes to employee engagement and
competitive advantage through applying knowledge.
TASK 1
P1: Determination of appropriate professional knowledge, skills and behaviour required by HR
professionals
Professional skill refers to the fusion of various hard skills and soft skills that are
required to build ones' career in any respective field or profession (Bates, Phalen and Moran,
2016). In Budgens Stores Ltd, the career competencies and abilities that an HR professional will
require may include communication, teamwork, flexibility, leadership quality, team
management, time management, public speaking, personal skills, etc.

Professional knowledge required by HR assistant manager in context to Budgens Stores Ltd
are given below:
 Proper understanding of HRM metrics: HRM metrics include several abilities related
to the process of recruitment, engagement and retention, employee value and
performance as well as computer skills like Excel, etc (Cappelli, and Tavis,2016). The
HR Assistants of Budgens Stores Ltd should involve the training programs regarding the
assistance work for employees related to companies' work & its culture. Software based knowledge: Software based knowledge is important for any HR
manager or any other professional in this digital world, where one may access anything &
everything online. HR managers in Budgens Stores Ltd should have proper knowledge
regarding the software required in management of employees and other HR based
working.
Skills of HR managers in context to Budgens Stores Ltd are given below:
 Excellent written and verbal communication skills: HR process involves several
written documents of the employees and the projects of the organization (Cook,
MacKenzie and Forde, 2016). The HR assistant needs to have a proper knowledge
regarding the documentation and its essence in order to guide other personnel. The HR
assistant manager at Budgens Stores Ltd should inculcate the abilities of teamwork and
leadership in themselves for the smooth functioning of the organization. It ensures proper
communication among subordinates and employees. Skills related to Conflict Resolution: HR managers should possess solution- oriented
behaviours, they should listen to the problems of employees and try to remove conflicts
prevailing within the organization. HR assistant managers of Budgens Stores Ltd should
have knowledge to how to personally check upon the conflicts among the employees
within themselves or with the supervisors and try to resolve the concern.
Behaviour required by HR managers in context of Budgens Stores Ltd are:
 Interpersonal behaviours: Interpersonal behaviours include approachability, emotional
availability, interaction with employees, professionalism, friendliness, humble,
commanding, etc. Managers in Budgens Stores Ltd must involve these interpersonal
behaviours for leading a team of good & efficient workers.

 Active listening behaviours: Active listening involves maintaining an eye contact,
active participation in ongoing discussions, open mindedness, no quick judgements,
careful listening, etc. HR assistants at Budgens Stores Ltd should incorporate this ability
of active listening among themselves for their own growth & development as well as for
the company's benefit.
P2: Analysis of personal skill audit to identify appropriate knowledge, skills and behaviour, and
developing a development plan for HR assistant manager
Personal skill audit
A personal skills audit refers to the analysis of an individuals' own abilities or skills
regarding the particular job or role at the workplace. It is the perfect way to check ones' negative
aspects or positive aspects regarding the role (Ewenstein, Hancock and Komm, 2016). This also
fill the gaps and brings the advancement in the existing skills of the employees. It makes it easy
for the HR managers of Budgens Stores Ltd to determine the steps to be taken in the career and
also formulate a roadmap to securing individual relevance, pay increment, promotion, desired
jobs. Personal SWOT analysis can be done for the purpose of understanding the strengths the
managers should perceive, weaknesses they have, opportunities they can take over and threats
which is challenging for the individual.
Strengths:
 I have good interpersonal skills such as
kindness, friendliness, generosity along
with professionalism.
 I can pursue better communication
skills in terms of presenting my
thoughts regarding the particular
situation.
 Can provide resolutions to several
conflicts prevailing in the firm
Weaknesses:
 I have a shortcoming related to
managing time.
 I do not have any prior experience in
the field.
 I'm indecisive in nature regarding the
choice of work.
Opportunities:
 To work at top position at leading
company so to handle work pressure.
Threats:
 Personal level competition frightens
me at the core.

 To participate in various online courses
for improving management skills.
 I have lack of knowledge regarding the
field work.
 I'm kinda addicted to technology.
From the above SWOT analysis of a HR assistant manager, it can be observed that the
strengths are good interpersonal skills, better communication skills, excellent conflicts
management. Weaknesses includes lack of time management, no prior experience, indecisive
nature. The opportunities lie with the handling of work pressure, have a good hand with soft
skills, strategy building ability. Threats involve afraid of personal level competition, lack of field
work knowledge, addicted to technology. This will help the organization to develop a quick &
easy report of an individual regarding the job role, payroll functions, leave applicability, etc. It is
rated below from highest proficiency level to the lowest one below:
Personal skill audit
Skills Proficiency level
1 2 3 4 5
Proper understanding of
HRM metrics

Software skills 
Written & verbal
communication skills

Interpersonal skills 
Active listening skills 
Problem solving skills 
Opportunist 
Leadership skills 
Analytical skills 
Command on technology 

Creative skills 
Courage to challenge 
Decision making skills 
Teamwork skills 
From the personal skill audit mentioned above, it can be analysed that there are certain
skills, knowledge and behaviour which requires improvement by the HR assistant manager. An
individual applying for HR Assistant Manager should focus more on their written & verbal
communication skills, creative skills and teamwork. These are career competencies that an
individual use in a workplace which are beneficial for any professional department. In this, hard
skills include job specific duties that a person develops through proper training & soft skills
involves transferable traits like work ethics, communication and leadership.
Personal development plan:
Personal development or self-improvement process relates to the activities that helps in
the overall development of an individual. This ensures the development of person's capabilities,
potential, human capital, employability, enhancement in the quality of life and realization of
one's dreams and aspirations (Gerrish, 2016). The goal setting and planning are based on the
values, achievements, performances, knowledge, learning and awareness about the current
scenarios. This is the journey of individuals towards accomplishing their goals and fulfilling their
dreams.
Personal Development plan
Knowledge, skills
and behaviour
which need
development
Action to be taken Importance Time
period
Progress
track
Achievable
Written & verbal
communication skills
This can be improved
by putting yourself on
reader's perspectives.
Extremely
important
5 weeks In process yes
Command on You may improve Highly 4 weeks In process yes

technology your command on
technology by clear
focus and a lot of
practice.
important
Creative skills Creative skills can be
improved by
improving your
imagination &
observation.
Very
Important
1 week Brief
done
May be
yes/no
Leadership skills Leadership skills can
be improved by
practising discipline &
keep learning.
Very
Important
3 weeks In process yes
Proper understanding
of HRM metrics
By building a business
case & identifying the
workforce driven
metrics.
Important 3 weeks In process Yes
Team skills Teamwork can be
practised by
participating in team
management,
communicating
directly with a clear
vision.
Moderately
important
2 weeks Not
approved
yet
Yes
Active listening
skills
This can be learnt by
facing the speaker
having an eye contact
and listening to the
non-verbal cues as
Less
important
1 week In Review yes

well.
TASK 2
P3: Analysing the difference between organisational and individual learning, training and
development
Difference between Organizational learning and Individual learning in context with Budgens
Stores Ltd:
Basis Organisational learning Individual learning
Meaning Organizational learning refers
to the concept of developing,
learning and transferring
knowledge within the
organization.
Individual learning refers to the
attainment of knowledge through
various instructions, necessary for
one's success as a member of a
collective group or organization and
adopt the required behaviours.
Purpose This process allows Budgens
Stores Ltd. to stay competitive
in the ever-changing
environment.
Members & employees of Budgens
Stores Ltd. can now deal with new
information, new strategies and share
a different perspective of a particular
situation.
Benefit This benefits Budgens Stores
Ltd. with increased
productivity and thereby
increased profits.
It benefits the organization such as
Budgens Stores Ltd. In a way
allowing them to take initiatives on
the knowledge of their own.
Strategy It lays a commitment to the
implementation related to
corporate training in Budgens
Stores Ltd.
This becomes a key to self-
development for the individuals in
Budgens Stores Ltd.
Difference between training and development in context with Budgens Stores Ltd:

Basis Training Development
Purpose / Importance Training offers employees of
Budgens Stores Ltd. to
acquire new skills, sharpen
existing ones and perform
better in the organization.
Development of an individual or an
organization is a key to self-
dependence which contributes to
the society & thereby economy.
This concept is very well embraced
by Budgens Stores Ltd.
Strategy Strategy for training used by
Budgens Stores Ltd involves
prioritising training needs and
setting a training budget.
Strategies for development adopted
by Budgens Stores Ltd involve
diversification.
Scope of learning Here, scope of learning
depends on the category of
employees to be trained,
Budgens Stores Ltd., has
segmented their staff
according to their job role.
Budgens Stores Ltd.'s main focus is
on the optimal human capital
development.
Goal / Objective Budgens Stores Ltd.'s main
objective lies with the
improvement in individual's
level of awareness.
The main objective of Budgens
Stores Ltd. Is to acquire new clients
and opportunities.
Sustainability Budgens Stores Ltd embraces
a training program which is
comprehensive, affordable
and impactful as possible.
Budgens Stores Ltd takes proper
check of their budget so as to meet
the present requirements along with
planning for future.
Skills required Strong communication skills
are pursued by the workers at
Budgens Stores Ltd.
At Budgens Stores Ltd, ability of
building relationships and inspire
people is taken into focus.
Benefits Proper training at Budgens This benefits the Budgens Stores

Stores Ltd., benefits the
employees with higher
capacity of adopting new
methods and technologies.
Ltd., by boosting workplace
engagement.
P4: Analysing the need for continuous learning and professional development to drive
sustainable business performance:
Continuous learning and Professional development is essential for the sustainability of
every business organization's performance. Continuous learning checks for the learning of new
skills and knowledge on on-going basis. It has the potential to increase the skill set of employees
at a workplace. Professional development refers to staying up-to-date with changes in your
industry or workplace. Continuous learning and Professional development is important for any
businesses, such as Budgens Stores Ltd, to continue the process of learning and developing,
throughout the growth and development of an individual's career. Need for continuous learning
and professional development in Budgens Stores Ltd involves:
 Continuous knowledge: There are several processes that takes place constantly within
the organization which requires continuous learning & knowledge to operate. Employees
in Budgens Stores Ltd are well aware regarding the work culture which in turn benefits
the organization in many ways. It increases productivity and thereby contributes towards
earning profit for the business organization. This involves learning through different
programs that may take place either online or offline.
 Networking with subordinates and the superiors: Process of Continuous learning and
Professional development involves certain instructions provided by superiors to its
subordinates. (Kennedy, 2016) This builds network channel between all the employees and
Board members. Every operation in the business firm is aligned with a smooth flowing
network, it stresses over business goals as well as social aspects of society. Budgens
Stores Ltd take this channel into consideration while checking for the business
performance to get the deeper insights of the industry.
 Improves Business reputation & foster team spirit: It is a key to innovation that
improves the reputation of business in a competitive market. This also inculcate the team
spirit within the organization which calls for the smooth functioning of the business
(London and Sherman, 2020). Budgens Stores Ltd is one such business which learn

continuously from the ever-changing market environment, by directly connecting with its
target customers. Customers’ requirements, tastes or preferences goes on changing by the
time, Budgens Stores Ltd predicts those by observing customer's buying patterns. This
helps to build a good reputation of a company in a market.
 Trending business: Continuous learning and Professional development helps several
businesses like Budgens Stores Ltd to stand out in a market. This helps the businesses to
stay up to date and not only follow certain trend but also to be the trend. The company
prevails among top ten supermarket chains on the list and maintains its position since
very long.
From the information provided above, we may conclude that Continuous learning and
Professional development is important or much needed factor for enhancing every business's
performance. It is the essential part of a business firm, which directs the workforce of a company
like Budgens Stores Ltd to achieve organizational goals along with personal goals.
TASK 3
P5: Analysing the benefits of applying HPW with justifications to a specific organisational
situation in context with Budgens Stores Ltd
HPW stands for High Working Performance which calls for the general approach that
manages different organizations that targets to stimulate more efficient & effective involvement
and commitment of their employees to achieve high performance levels. (Martin-Rios, Pougnet
and Nogareda, 2017). Its presence in Budgens Stores Ltd associates with the job satisfaction
among employees, motivated workforce, greater opportunities for innovation and creativity
along with lesser employment turnover. The presence of HPW provides Budgens Stores Ltd with
the high capability of achieving tasks which leads to positive attitude in the company. This
system encourages proactive behaviour among employees which enhances their involvement and
commitment towards the organization. The worker’s performance is directly related to the
business performance of a company. Greater the potential of a workforce, greater will be its
business performance.
High performance working helps the workers of Budgens Stores Ltd to get engage in
work and attain competitive advantage to sustain in the market as follows:

 Comprehensive training, learning and development: Budgens Stores Ltd uses one of
the best corporate training programs which ensures higher rates of employee engagement
and employee retention. It also increases job satisfaction among employees which in turn
improves their efficiency and productivity as well as of a company. This promotes more
companywide innovation and elevates work culture.
 Employment security and internal labour markets: Budgens Stores Ltd provides their
employees with a secure and positive environment which promotes efficiency and
effectiveness among them. This lead the organization to survive in the combative market
situations in a competitive market.
 Self-managed teams: Teamwork is a key for the people in Budgens Stores Ltd, teams or
group of people here are systematic and organized. They can work under proper guidance
as well as self-run the processes with equal efficiency in case of little or no counselling.
Here employees in the team can easily manage situations prevailing in the organization.
 High compensation based on performance: In Budgens Stores Ltd, compensations are
providing on the basis of employee’s performance and their contribution towards the
organization. Several bonuses are provided by the company towards their employees to
acknowledge their hard work and contribution to the firm.
TASK 4
P6: Evaluating the approaches to performance management and demonstrating it with specific
examples how they can support high performance culture and commitment:
Performance Management can be determined as an on-going process of communication
between the supervisor and the subordinates throughout the year. It is the corporate management
tool that helps the managers to keep a track of employee's work performance (Mone and
London,2018). The performance management 's aim is to create an environment where people
can put forward best of their abilities and produces the highest quality work. It gives insights of
individuals prevailing in a firm giving perspectives on broader workplace system. This focuses
on accountability and transparency and fosters a clear understanding of expectations. There are
several approaches to performance management that are required within an organization for its
smooth and proper functioning. This can be best explained by the instances of Budgens Stores
Ltd:

 Comparative Approach: In this approach, individuals are ranked highest to lowest and
ranking is done on the basis of comparing employee's performance with others in the
group. Budgens Stores Ltd uses this approach to ease out the differences between
employees by taking out direct comparisons.
 Attributive Approach: This approach checks upon the rating given to the employees on
the basis of a specific set of parameters such as, problem solving ability, teamwork,
communication, judgement and creativity (Smith, and Emerson, 2017). Budgens Stores
Ltd checks for the overall development of its employees by providing a proper training
program for the purpose.
 Behavioural Approach: It is the approach which automatically links the performance
with the achievement of goals, conflict of interest, control and reward (Vu, Gth,2017).
This helps the managers of Budgens Stores Ltd in making management decisions and
monitoring organizational goals with an ease.
 Result Approach: This approach gets the focus of managers towards the product or the
outcome of one's effort. It is the evaluation program on accomplishment of employee’s
given tasks subjected to their appraisal. The best suited format for this approach would be
MBO for applying result approach. This format is understood and applied by Budgens
Stores Ltd for analysing the results obtained by the managers in context to employee’s
performance.
 Quality Approach: The main focus of this approach lies with improving customer
satisfaction by error reduction and achievement of continuous service improvement
(Winter, 2016). Budgens Stores Ltd is a quality conscious supermarket chain which do
not compromise with the quality standards. This is a consumer-oriented firm which
believes in delivering only good quality products & services to their customers.
CONCLUSION
The above report can be concluded with the information that tells us about the role that
skills and knowledge plays in personal development and to achieve overall objectives of an
organization. Success of any organization depends upon the efficiency and productivity of its
workforce. Company should incorporate certain training and development plans that will
improve the employee's performance at a workplace. This will also help the company in its social
aspects, as well as developing several teams in order to divide the workload. It will attract the

dedication among employees and lead the organization towards success. Continuous learning
drives a business towards its goal of sustainable business performance by increasing the skill set
of employees. This facilitates the business firm with continuous knowledge, networking with
subordinates and the superiors, improves business reputation and fostering team spirit, trending
business. Professional development keeps the firm updated about the changes prevailing in the
industry or market. The presence of High Performance Work culture provides employees with
the high capability of achieving tasks which leads to positive attitude in the company. It
increases productivity thereby earning huge competitive advantage in a market or industry.
Performance management is an on-going process that checks for the employee's work
performance. It can be achieved through several approaches that are comparative, attribute,
behavioural, result and quality approach.

REFERENCES
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organizations: A meta‐analysis. Public Administration Review.76(1).pp.48-66.
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learning: Development of leadership style and identity.
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