Unit 35 - Developing Individuals, Teams and Organisations

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................1
LO1..................................................................................................................................................1
P1. Determination of professional skills, behaviours and knowledge needed by HR
Professionals...............................................................................................................................1
P2. Analysation of audit of completed personal skills ...............................................................2
M1. Reflection and Evaluation ..................................................................................................5
LO2..................................................................................................................................................7
P3. Evaluation of Organisational and individual learning, employee training and development
.....................................................................................................................................................7
P4. Requirement for continuous development and learning.......................................................9
M2. Learning Cycle Theories...................................................................................................10
D1. Coherent and detailed professional development plan.......................................................10
LO3................................................................................................................................................11
P5. HPW and its contribution towards employee engagement.................................................11
M3. Benefits of application of HPW.........................................................................................11
LO4................................................................................................................................................12
P6. Different approaches towards performance management ..................................................12
M4. Critical Evaluation ............................................................................................................13
D2. Valid Synthases .................................................................................................................13
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Development of individuals, organisations and its team members is essential for the
overall growth of a business enterprise as it helps in enhancing overall skills of workers and its
team members. The interconnections between effectiveness of team, organisations and
individuals warrant enterprises to consider that people development is an essential part for the
overall growth of a business (The Role of Individual Development in Team and Organisational
Success, 2019). This report is based upon Vodafone, that deals with IT services and
telecommunication services in around 150 countries. This report covers determination of
professional and appropriate skills, and behaviours which must be there in HR professionals of
this organisation.
Further, it includes audit of personal skills with the help of personal SWOT analysation
for identifying certain behaviours, skills and knowledge for professional development for a
particular job role. It also includes differentiation between training, learning and development of
individuals and organisation as a whole. It also covers analysation of requirement for continuous
development and learning for driving sustainable business performance. It also covers
demonstration of HPW contribution towards competitive advantage and employee engagement.
At the end, various approaches are evaluated for performance management in Vodafone.
LO1
P1. Determination of professional skills, behaviours and knowledge needed by HR Professionals
Skills, knowledge and appropriate behaviour is very important for an HR Professional for
the purpose of improving overall performance of an enterprise and to make sure that business is
able to achieve its overall objectives. For the job role of HR Executive, there are different skills,
knowledge and behaviours which must be there and these are elaborated as follows-
Skills Required
Motivational and Team development skills- In order to become an effective HR
executive, the basic skill requirement is the ability to motivate and develop the team as a whole
towards achieving overall objectives of an enterprise (Amabile, 2012). When workers are
motivated to achieve good results than it will help in improving their overall performance.
Moreover, HR executives who are good team builder will be able to help groups within an
organisation to work together properly and to meet their objectives.
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Leadership Skills- Leaders lead by examples, so , it is important for HR executive to
have leadership skills so that they can supervise and guide workers working in a business entity.
These skills includes ability to influence others and has the capability to take important
decisions. For guiding people in an effective manner, this skill must be possessed by HR
executive of Vodafone (Bolman and Deal, 2017).
Behaviours Required
Proactive and Attentive- HR executive of Vodafone must be attentive and proactive
towards each and every business activity taking place within its business enterprise. HR
executive must have the capability to control a particular situation taking place in an organisation
and always pays attention to all the small details within the workforce. HR executive of
Vodafone must have the ability to control the performance of employees and monitor it on
regular basis.
Inspiring Team- Another desired behaviour in HR executive can be seen in their
capability to inspire their team members. For this purpose, Vodafone HR executive must make
workers aware about their goals and objectives so that they will work in an effective manner.
This will help in encouraging them to improve their performance and achieve business goals.
Knowledge Required
Organisational Planning- The basic knowledge which is required by HR executive of
Vodafone is to have knowledge about organisational planning and to have the understanding
about the future knowledge, method to organise business activities which are required to carry
out plans and to monitor the results.
Employee Development- Another knowledge which must be possessed by Vodafone's
HR executive is to know the ways by which employees of an organisation can develop and grow
their overall skills (Hartnell, Ou, and Kinicki, 2011). It must be known by HR executive to know
what kind of training and development can be provided to them so that they perform in an
appropriate manner.
P2. Analysation of audit of completed personal skills
In order to identify appropriate behaviours, knowledge and skills of HR executive, an
analysation is done on completed personal skills audit. It is done for identifying the strengths,
weaknesses, opportunities and threats of an individual regarding various skills, behaviours and
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