Developing Individuals, Teams and Organisations - Desklib

This report discusses the importance of professional development for individuals, teams and organisations. It covers the skills, knowledge and behaviour required by HR professionals, personal skills audit, difference between organisational and individual learning, training and development, need for continuous learning and high-performance working. The report is based on Bentley, a British marketer and manufacturer of luxury cars and SUVs. Get study material, solved assignments, essays and dissertations on Desklib.

Developing Individual,
Team and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1-Determine professional knowledge, behaviour and skills that are required by HR
professional.............................................................................................................................1
P2- Analyse a complete personal skills audit to identify knowledge, behaviour and skills...3
P3- Analysis difference between organisational and individual learning, training and
development...........................................................................................................................5
P4- Analyse the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................6
P5- Understanding of high- performance working contribution to employee engagement and
competitive advantages..........................................................................................................7
P6- Evaluate different approaches to performance management in support to high-
performance culture and commitment....................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................13

INTRODUCTION
The professional development involves various types of learning opportunity such as, academic
degrees, non-formal and conferences opportunities. Professional development is the term of
courses, training, educational and classes initiatives. It is important for organisation to have a
skilled, qualified and trained people which can help the company to grow and achieve their
objectives and goals (Baldé, Ferreira and Maynard, 2018). In this report the chosen organisation
is Bentley, it is a British marketer and manufacturer of luxury cars and SUVs with a subsidiary
of Volkswagen Group. The company was founded by H.M Bentley and W.O Bentley in 1919
with the established headquartered in Crewe, England. The report will cover a brief regarding
appropriate and professional knowledge, skills and behaviours which are needed by HR
professional. There will be an analysis for completing a personal skills audit in order to identify
knowledge, skills and behaviour to develop a professional development plan for HR role.
Further, there will be analyse of difference between organisation and individual learning, taring
and development. Analysis of the need for continuous learning and professional development to
drive a sustainable business performance. Furthermore, there will understanding of high
performance working for employee engagement and competitive advantage. Lastly there will be
evaluation difference approach in order to performance management.
MAIN BODY
P1-Determine professional knowledge, behaviour and skills that are required by HR professional
Every organisation, that the human resources have an important role in determining the
needs and demands of the employees within the organisation. It also helps finding the solution to
overcome any issues. In context to Bentley, the HR manager play an essential role in recruiting
with the major effectiveness of employees for the organisation. As HR manager have roles and
responsibilities in order to make plans for the performance of several activities within
organisation. These plans will help in order to complete the objectives and goals of the
organisation. It is very important for HR to handle the complete situation in efficient manner
(Bentley, 2020). There are various skills, behaviour and knowledge that are required by HR
manager are mentioned below.
Knowledge of HR
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It is referring to the information which is set of abilities in individual gains with a certain
situation, experience or education within the person. Hence it is essential for HR manager to be
extremely knowledgeable within their field they can be use in organisation. The knowledge that
Hr of Bentley are required are as follows.
 Communication- HR manager should be communicator so that they can communicate
with their employees easily and discuss ideas and plans with them.
 Law and government- This should be considered as one of the major essential forms of
knowledge which can be required by HR to possess with that, they can help their
employees and the organisation in various types of legal matters. By having legal
knowledge, HR can able to implement proper rules and regulations within the
organisation so that the company’s activities should be conducted in a legal way
(Bernstein and et. al., 2021).
Behaviour of HR
This can be described as a way through which HR manager can behave with other within
the organisation. There is various behaviour that Hr manager is required to follow, which are
mentioned below.
 Adaptability- It is a kind of behaviour that help the HR manager in enterprise for
assembling the applicable for information and addressing various request rising changes
environment through application of critical intelligent.
 Accountability- This can help the behaviour of HR manager will able to take into
consideration with their responsibility in order to reduce the issues of the enterprise and
also helps in improving the workforce utilisation.
Skills of an HR
These are needed to be taken into consideration as the ability of a individual by that they
can perform several types of tasks in various situation. There are various skills that are needed to
be within HR manager, some of them are mentioned below (Carlucci, Mura and Schiuma, 2020).
 Organising people- It can be defined as the ability of employees to comprehend their
own skill so that they can use it to improve employee performance. These HR managers
should be able to handle any circumstance that may develop within the organisation.
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 Skill full team- The primary goal of HR is to create a highly skilled workforce in Bentley
so that tasks are performed on time. They recruit skilled workers for their outsourced
stores so that customers are well managed.
P2- Analyse a complete personal skills audit to identify knowledge, behaviour and skills.
Personal skills auditing can be defined as the act of analysing, measuring, and reporting on
the talents present in a person or a team. This allows the management to learn about the
employees' strengths and limitations, which may then be leveraged to boost staff productivity. In
context to Bentley, as it is a large organisation, the HR manager of the company must be efficient
in order to properly manage their tasks. The personal skills audit is mentioned below.
Skills and Ability Self-assessed score Score from other Variance
Team building
quality
7 9 -2
Problem solving 8 9 -1
Decision making 7 6 1
Confidence level 8 10 -2
Communication
ability
8 10 -2
Information
technology skills
9 7 2
Time management
skills
8 7 1
According to the above data, certain skills are very good while others require improvement.
Individuals must improve their team-building and decision-making abilities; the rest of their
talents are adequate (Hadley and McGrath, 2021).
The strengths and weaknesses that are assessed by the personal audit report which are
mentioned below.
Strength Weaknesses
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The individual has excellent communication
skills, which allow them to easily
communicate with their co-workers.
The individual is not a multi tasker and due to
this weakness, they might not able to
accomplish their work on time sometimes.
The individual is also a competent problem
solver since they can identify appropriate
solutions to challenges that arise in the
organisation.
The individual is also inefficient in making
effective decisions, which has a direct impact
on their professional position.
The individual has a high amount of
confidence, which allows them to converse
with anyone about anything (Jäger and Fifka,
2022).
The individual also believes that they need to
improve their IT skills because they are
unable to create reports that must be delivered
to management.
Personal development plan (PDA)
In order to overcome the weakness, the HR manager must develop an action plan.
Learning
objective
Actual skill Target skill Improvement
opportunity
Time period
Decisions
making
Needs to
strengthen their
decision-making
skills, which are
now lacking and
negatively
hurting the
organisation.
Individuals want
to know that any
decisions they
make will be for
the development
of the
organisation, and
that only they
have the
authority to
make those
judgments.
This will require
assistance from
experienced
individuals as
well as self-
confidence.
4-6 months
Time
management
skills
The individual
frequently
submits their
Individuals must
be able to
complete and
If they practise
handling minor
work within time
3-4 months
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work late and
thus needs to
work on their
time
management
concerns.
submit all of
their work on
time (Na,
Kunkel and
Doyle, 2020).
They can
accomplish this
by making little
adjustments to
their timetable.
constraints, they
will be able to
handle large
duties on the
same day.
Information
technology
As the individual
is very weak in
IT work and
hence, is not
able to make
their reports on
time and also
due to which it
gets delayed.
The individual
should be able to
make utilise
techniques
effectively in the
IT department so
that they can
complete their
work on time.
Needs to get
professional
training to
develop their IT
skills
3 months.
P3- Analysis difference between organisational and individual learning, training and
development
The differences between individual learning and organisational learning for the HR manager
of Bentley are mentioned below.
Individual learning Organisational learning
Individual learning occurs when an employee
learns a new skill within the organisation. It is
also obtained through an individual’s self-
interest (Rebelo and et. al., 2018).
It is a type of learning that occurs when the
entire crew develops a new ability for the
benefit of the firm. The acquired abilities aid
the organisation in accomplishing its aims and
objectives.
These types of learning are associated with an To achieve organisational learning,
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individual’s development of productivity and
execution.
management must be honest in their working
environment so that employees understand
where development is needed. Companies are
expected to promote their personnel from
lower to higher levels in order to develop
their learning.
It is often stated that an individual must be
aware of their talents and abilities in order to
enhance them during the individualized
learning process.
It is often stated that new administration
should always provide opportunities for
growth for their staff in order for them to
grow and expand their learning.
These types of learning are also produced
when employees are exposed to their
surroundings (Rezvani, Barrett and Khosravi,
2018).
Bentley’s HR manager should use new
technologies and a current style of learning to
contribute to the company’s success.
The difference between development and training for individual and training and development
for team are mentioned below.
Training and development for individual Training and development for organisational
level.
Employees are expected to develop their own
talents and abilities in this type of learning so
that they can apply them while doing their
job.
Organizational training is a process in which
businesses provide training to their personnel
in order to perform their organisational
activities.
Bentley, like any other organisation, provides
personalised training to its employees in order
for them to develop the skills necessary to
execute their tasks (Rudman, 2020).
These trainings are provided to help
employees increase their talents while also
improving the company’s market standing.
Staff workers who have recently joined must
also go through such training sessions in order
to comprehend everything about the
organisation.
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P4- Analyse the need for continuous learning and professional development to drive sustainable
business performance.
Every business organisation desires that its staff be trained and have professional methods in
order to do their duties in the company. As a result, Bentley's HR manager desires that their
employees participate in some type of continuous development so that they can grow
professionally (Turner, 2019). Continuous professional development can also be defined as when
a person develops their talents and traits in order to obtain a specific position in their firm. These
abilities are frequently confused with academic abilities, although they are not the same. These
are the types of skills that only experts gain within the firm. This type of development occurs in
order to advance in the professional world. These acquired skills are exclusively applicable to the
employees' specific employment. As employees advance in their careers, they will have more
opportunities to interact with their superiors. It is also depending on the employees' attention to
them. Everyone understands that developing people is critical for the company's growth, and
hence organisations fully assist their employees when they try to expand their talents. Employees
that work closely with the organisation understand what skills are vital to them and how they can
be enhanced. The business grows as a result of such awareness. As a result, corporations place a
high value on continual development programmes.
The benefits of continuous professional development are mentioned below.
 It is extremely effective in increasing individual skills, and as a result, organisations are
finally established.
 By CPD, the workforce becomes more skilled, which improves their work performance
and, as a result, the business.
 New skilled employees are very beneficial to the organisation because they can be used
in developing new plans and strategies for the organisation.
 With both the assistance of continuous professional development, employees gain
confidence and work more freely because they understand that their management
recognises their importance and is available to assist them in any way (Twelvetree and et.
al., 2022).
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P5- Understanding of high- performance working contribution to employee engagement and
competitive advantages.
One of the biggest car manufacturers in the UK is Bentley Motors. The company is
renowned for producing high-quality automobiles. An employee's sense of belonging to their
firm and to the company's goals is referred to as their level of employee engagement. A step
toward consumer engagement in the business is work engagement in the organisation. It is clear
that Bentley is operating under the principles of high-performance working. The Bentley is
increasing its market share by employing the HPW approach.
Working at a high level of performance has a variety of advantages. Among the
advantages of high-performance working are some of the followings.
• Improved work-life harmony.
• Staff members' improved attitudes.
• A respectful and trusting atmosphere.
• A good working relationship.
Working at a high level of performance improves an organization's success and growth,
which in turn boosts revenue and increases profitability for the business. Work that is performed
at a high level makes an organisation run more efficiently. Bentley is able to achieve great
success because to HPW. The company's overall market share has increased since the HPW was
implemented in Bentley's operational area. The attitude of the personnel toward their work or the
task at hand is favourable at this organisation. This promotes the company's better growth and
raises its market share in external markets. Additionally, Bentley periodically evaluates its prices
and develops strategies that improve its market share (Venkatachalam and et. al., 2019).
An organisation can gain a sizable market share by putting high-performance working into
practise. A business that aids Bentley in increasing its share of the external market can reap a
number of rewards. Some of these advantages also assisted Bentley in growing its market share.
The efficient operation and execution of Bentley's business functions and processes are made
possible by high-performance working. Additionally, the company's personnel work actively,
enthusiastically, and freely. They also have a good outlook on their jobs. The organisation has
noticed that its employees are becoming more creative in their approach to their work as well as
contributing better and unique ideas that help the company expand. Following the adoption of
high-performance working, a better association with the organization's internal and external
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settings has been noted. Bentley has been able to attract more customers to its products because
to the introduction of high-performance working. The business has been successful in expanding
and increasing market share throughout the exterior market area. The company's employees'
information and knowledge are better developed as a result of high-performance working.
The business is able to increase its market share in its peripheral markets thanks to its high-
performance working. It assists in gaining more customer focus. It aids the company's efforts to
experience more success and expansion. High-performance working gives the organization's
workforce stronger capabilities and a superior competitive advantage in the marketplace in terms
of how its businesses are run and function. Numerous studies have been conducted that show
high-performance employment increases an organization's workforce base's capacities, skills,
and knowledge. Additionally, it aids in the improved and efficient functioning of company
functions. It aids in expanding the consumer base in the company's external market.
Additionally, it encourages employees to work freely and actively while also boosting their
inventiveness for the organization's task. They can now approach the fundamental issues with a
higher level of sophistication than before. A corporate organization's personnel can work with
more efficiency and effectiveness when they engage in high-performance work. Additionally, the
staff members approach their work with a liberated and proactive mindset and are eager to
expand their knowledge and learn new abilities.
P6- Evaluate different approaches to performance management in support to high-performance
culture and commitment.
The project can be administered using a variety of techniques. When two or more employees
in an organizational system together to achieve a single goal, this is known as collaborative
working. Working collaboratively aids in assessing the business plan that was developed in the
commercial and business environment. The management of the project in the commercial and
business environment is the top priority for every firm. In collaborative working, two or more
employees of the company cooperate with one another for a clear-cut goal. Recently, Bentley
began using a collaborative working strategy in its operations. An organisation can profit greatly
from collaborative working in a number of ways (Walsh and et. al., 2020).
The following are the justifications for and explanations of the advantages of the phrase
"collaborative working,"
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• Collaborative working can be used in business contexts to exercise self-analysis. The
company's staff is capable of evaluating the effectiveness and efficiency of the business.
Employees working for the company are supposed to have some prior knowledge of the
company's market's advantages and disadvantages.
• The ability of the company's employees to solve problems creatively can be increased by
collaborative working. Once they are aware of the strengths and limitations of each
employee, they can resolve problems without having a negative impact on the success of
the business in the marketplace.
Bentley uses this method of teamwork to make sure the business operations of the
organisation run well. To enhance its commercial operations, the organisation also
communicates and collaborates with other businesses in the sector.
The management of any organisation is built on measuring employee performance. Business
owners typically gauge an employee's success by evaluating how big of a contribution they are
making to the company's expansion. At the time of the employee's performance review, this is
explained to them. Employee evaluation, useful feedback, and a favourable impact on future
performance are all included in performance appraisal. Employee performance is influenced by a
variety of factors, including;
• Conducive work environment
• Work profile
• Compensation
• Bonus system
• Job satisfaction
• Company policies
• Technology
These elements are crucial in influencing employee productivity and, consequently, the
overall success of the firm.
Project administration is the process that aids and supports the firm in completing its projects
at work. A business can run the operation of its project in a smooth and better way by using a
variety of ways and methodologies (Widmann and Mulder, 2018).
The methods for an organization's project management are mentioned below.
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Comparative approach- The comparative approach is a project management technique that
enables the manager to assess a company's performance by contrasting it with that of another
project. Ranking an employee's performance in relation to that of the other members of the group
is part of the comparative method. According to their performance, people are graded from
highest to lowest. The forced distribution strategy, paired comparison, and visual rating scale are
just a few of the tools available for a comparative approach. Using the forced distribution
method, groups of employees are ranked. For instance, a group of excellent performers would
make up 10%, a group of ordinary performers would make up 40%, and another group of
competent performers would make up 40%. The final 10% is made up of a group of
underachievers.
Attribute approach- The attribute approach to project management focuses on the
capabilities, traits, and qualities of the organisation to support the success and expansion of the
company. Subjectivity is the main drawback of the attribute method to performance
measurement. In other words, it could be quite dependent on the evaluator's personality. This
method's accuracy in identifying only the best and poorest performers is another drawback.
However, this strategy has the benefit of being straightforward, which is why most firms choose
to employ it.
Quality approach- The effective project management methodology that aids in resolving
difficulties in commercial projects. It is a method that aids in the effective management and
upkeep of the business project. By eliminating errors and delivering continual service
improvement, this strategy aims to increase customer happiness. This method considers both
system and person-related issues. In order to address performance difficulties, companies also
often solicit feedback from supervisors, peers, and clients on the personal and professional
qualities of the employee. The Kaizen process is a key component of the Quality Approach,
which aims to constantly enhance corporate operations (Zighan, 2020).
Result approach- The outcome approach is a project management technique that improves
the comprehension skills of an organization's employees. It aids in achieving a better result. The
fundamental benefit of the result-based approach to performance evaluation is that it provides a
more comprehensive translation of strategy into operations. It considers the job's external
environment, including factors like customers, growth, and learning. It does not only rely on
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monetary measures of employee performance. The absence of several important stakeholders in
the indicators and the lack of focus on the human resource component are the drawbacks, though.
CONCLUSION
From the above report it is concluded that the Human resource manager plays an essential
role in organisation and they help company to get the right talent within the enterprise can able to
achieve the goals and objectives of the company. They also assist management in establishing a
successful team of employees by expanding their knowledge and skills. There was an analysis
regarding the personal audit of skills, knowledge and behaviour that are required by HR for
performance their best within the organisation. This study discusses numerous performance
management approaches via which the company can calculate the employees' talents and, once
known, they can begin working on their improvement. It is also emphasised here that it is critical
for organisations to engage in continuous learning and development programmes so that
personnel can grow themselves in response to changes in the business environment. Bentley has
a strong HR management department which helps in making better decision for the company and
help employees to achieve the goals and objectives of the organisation. The high-performance
working has an important contribution in competitive advantages for the company. Lastly from
evaluation of different approach of performance management that helps the organisation to
achieve their goals and objectives of the company.
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REFERENCES
Books and Journals
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and intrinsic motivation. Journal of Knowledge Management.
Bentley, C., 2020. Adaptable Project Management–A combination of Agile and Project
Management for All (PM4A). IT Governance Ltd.
Bernstein, E.E. and et. al., 2021. A single-session workshop to enhance emotional awareness and
emotion regulation for graduate students: A pilot study. Cognitive and Behavioral
Practice, 28(3), pp.393-409.
Carlucci, D., Mura, M. and Schiuma, G., 2020. FOSTERING EMPLOYEES’INNOVATIVE
WORK BEHAVIOUR IN HEALTHCARE ORGANISATIONS. In Managing
Knowledge, Absorptive Capacity and Innovation (pp. 185-212).
Hadley, R. and McGrath, M., 2021. When social services are local: The Normanton experience.
Routledge.
Jäger, J. and Fifka, M., 2022. The relationship between perceived corporate social responsibility
and perceived organisational performance in professional sports
organisations. European Sport Management Quarterly, pp.1-24.
Na, S., Kunkel, T. and Doyle, J., 2020. Exploring athlete brand image development on social
media: The role of signalling through source credibility. European Sport Management
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Rebelo, T. and et. al., 2018. Generating team PsyCap through transformational leadership: A
route to team learning and performance. Team Performance Management: An
International Journal.
Rezvani, A., Barrett, R. and Khosravi, P., 2018. Investigating the relationships among team
emotional intelligence, trust, conflict and team performance. Team Performance
Management: An International Journal.
Rudman, R., 2020. Performance planning and review: Making employee appraisals work.
Routledge.
Turner, P., 2019. Employee engagement in contemporary organizations: Maintaining high
productivity and sustained competitiveness. Springer Nature.Carvalho, A., Merhout,
J.W., Kadiyala, Y. and Bentley II, J., 2021. When good blocks go bad: Managing
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Twelvetree, T. and et. al., 2022. Developing sustainable nursing and allied health professional
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Venkatachalam, S. and et. al., 2019. Organisational learning in small and medium sized South
African energy project organisations. Management Research Review.
Walsh, B.M., Wong, A.H., Ray, J.M., Frallicciardi, A., Nowicki, T., Medzon, R., Bentley, S. and
Stapleton, S., 2020. Practice makes perfect: simulation in emergency medicine risk
management. Emergency Medicine Clinics, 38(2), pp.363-382.
Widmann, A. and Mulder, R.H., 2018. Team learning behaviours and innovative work behaviour
in work teams. European Journal of Innovation Management.
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Zighan, S., 2020. Motivational paradox: a Delphi study to reach a consensus knowledge
regarding individual vs. team motivation in the context of project-based
organisations. International Journal of Project Organisation and Management, 12(3),
pp.240-259.
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