Developing Individuals, Team and Organisation

Unit 35: Developing
Individuals, Team and
Organisation

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Employee knowledge, skills and behaviours required by HR professionals...............................3
Learning and development culture within company...................................................................5
Significance of continuous learning and professional development...........................................6
High performance working (HPW) contributes to employee’s engagement and competitive
advantage.....................................................................................................................................7
Different approaches to performance management...................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Teams and individuals in the organisation need to pertain to certain core competencies in
order to work efficiently for meeting business objectives. This report will highlight assessment of
employee knowledge, skills and behaviours needed by HR professionals through development of
PDP for a project manager and evaluation of all factors for implementing inclusive learning and
development for driving sustainable business productivity. Also, the report will highlight
application of knowledge for high performance working in order to enhance competitive
advantage and employee engagement. Apart from this, the different ways that are implemented
for performance management, productive and collaborative work performance and better
communication that support a high-performance environment, commitment and culture will be
elaborated.
MAIN BODY
Employee knowledge, skills and behaviours required by HR professionals
Knowledge, behaviour and skills are highly important in workplaces, especially during
the process of recruitment and selection because theses areas define the competency of a person
and how productively one can work. The combination of skills, behaviour and knowledge
impacts on how the individual would act in certain situation, carry forward a task, interact in
different environment and affect the outcomes of individual and organisational objectives. The
HR professionals need to possess certain skills, knowledge and behavioural competencies that
are needed in the workplace, such as speaking ability, reading people, trait of being the empathy,
communications and listening (Shamim, Cang and Yu, 2019). They also need to be well versed
in the areas involving relationship management, consultation, critical evaluation, cultural and
global effectiveness, HR expertise, leadership and navigation. The skills of public speaking are
significant due to the periodical requirement to motivate and guide other employees and give
presentations in workplaces. The ability of reading people through body language, attitude and
personality is also important to understand and deal with people. Empathy is a much-needed
behaviour and trait which helps the HR professional in dealing with nuances of any situation, and
have the ability to see broader perspectives and connecting with people to make effective
decisions. The listening and communication skills deem to be the most important in case of HR
professionals as they have to talk and understand different employees, their needs, issues,
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problems and is also used for various functions of HR such as recruitment and selection, training
and development, onboarding, mentoring etc. Along with the ability to listen and understand
people, HR professional should possess the trait to lead and navigate as these skills are directly
associated with company outcomes liked organisational commitment and job satisfaction.
Relationship management is important due to the ability of HR professional in maintaining a
productive interpersonal relationship and assist others in doing the same. Positive formal
relationships are highly important in the workplace and this automatically improves the
productivity of the teamwork in the company (Matošková, Bartók and Tomancová, 2020).
Personal skills audit and Personal development plan for the job role of a project manager
For the job role of a project manager, there are certain employability skills are needed to
undertake certain responsibilities which involve planning, directing, organising, communicating,
scheduling work and meeting deadlines. In such cases, the project manager needs to improve in
many areas, learn skills, adopt behaviours and gain knowledge regarding the job role by
evaluating the existing competencies through a skills audit (Englund and Bucero, 2019). Skills
audit is the process of measurement and recording of the level of skills for individuals. The
primary aim for conducting a skills audit is determination of knowledge, kills that the person
currently possess, assessing the skill gap in arrange of skills and finding out which needs to be
developed for increasing personal effectiveness. There are various skills that a person needs to
adopt for being an efficient project manager such as time efficient, problem solving,
communication, leadership, multilingual, public speaking and should possess behaviours of
empathy, honesty, integrity, helpful, etc. The primary knowledge that a project manager needs
to possess are cost management, Knowledge of various technicalities like agile scheduling,
negotiation, IT skills, data analysis, risk management and critical thinking (Breslin, 2017). A
skills audit and personal development plan is given below:
Skills Current
Rating
(1 to 5)
Steps for Improvement Resources
needed
Time management
skills
3 Increasing the ability to delegate tasks to other subordinates,
classifying all activities on the basis of importance and
urgency, creating schedules, developing the habit to reduce
Scheduling
software,
Gantt charts,
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