Developing Individuals, Teams and Organizations

This report discusses the knowledge, skills, and behavior needed by HR professionals in developing individuals, teams, and organizations. It includes a personal skills audit plan and a personal development plan. The report also explores the difference between organizational and individual training, learning, and development.

Unit 35: Developing Individuals,
Teams and Organizations
Table of Contents
1

Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
P1. Explain knowledge, Skills, and Behaviour needed by HR professionals:......................3
P2. Personal skills audit plan..................................................................................................5
Personal Development Plan-..................................................................................................6
M1 Professional skills audit as well as professional development plan that provide evidence
of personal reflection and its evaluation.................................................................................9
P3 Illustrate difference among organisational along with individual training, learning and
development...........................................................................................................................9
P4 Identification of needs for professional development along with continuous learning for
driving sustainable business performance............................................................................12
M2 Assess learning cycle theory for analysis of significance of continuous professional
development plan..................................................................................................................14
P5 Explicate how high performance working makes its contribution within employee
engagement along with competitive edge in organisation...................................................15
M3 Evaluation of HPW along with its benefits in organisation...........................................16
P6 Explicate distinct approaches for performance management and ways in which they
support HPW culture............................................................................................................17
M4 Analysis of performance management system in context of Bentley Motors...............17
Conclusion.....................................................................................................................................18
References......................................................................................................................................19
2

Introduction
In present scenario, there prevails intense competition and there are wide ranges of option
present with employer for recruiting an individual for peculiar post. Thus, it becomes important
that each person must develop skills along with capabilities. Such qualities aid management and
employees for conducting operations in an effectual manner. Furthermore, this will enable to
attain better outcomes (Al-Sakkaf and Stilley, 2019). The improvements within skills are not
only made in personal context but in professional aspects also. Professional development plan
refers to process associated with providing assistance to individual for identification of qualities
and skills that are required for attainment of desired objectives and goals on the whole. Through
the professional development individuals along with organisation can ensure success within tasks
that are carried out by them. To acknowledge this concept, Bentley Motors is taken into account
that deals within manufacturing as well as marketing of SUVs ad luxury cars. They deliver their
services worldwide by providing them with automobile customisation with near about 4000
employees. This report emphasise of illustration of discussion related with knowledge, skills and
behaviour which are needed for taking up role of HR in efficient way. Furthermore, SWOT
analysis will be carried out on the basis of skills that have been determined and this will further
aid within development of professional plan.
Main Body
P1. Explain knowledge, Skills, and Behaviour needed by HR professionals:
It is the role of HR manager to focus on different skills and activities of different
employees within the organisation in order to manage them in an appropriate way. In context of
this HR manager handle different individuals within the organisation to perform the functions
and manage the situations according to the organisational requirements. In context of this HR
professional need different kind of skills and abilities in accordance with the particular situation
to perform the function as well as achieve the objectives.
Problem solving: problem solving can be defined as a skill which is related to
management of different individuals by using appropriate tools and techniques to solve different
problems (Amar, Dixon and Franklin, 2017). In context of organisational working environment
there are a number of problems which has to be faced by HR manager and must be solved in
accordance with the current needs and requirements. In order to this it is mandatory for the
3

manager to meet the requirements and perform the function by establishing appropriate
relationships between subordinates.
Decision making skills: It includes all those functions and skills which has to be
performed by the HR professional in organisation in order to manage different functions. under
this HR manager focus on delegating the powers to lower levels in order to improve the
standards of organisational functioning.
Analytical skills: it is also important function within the organisation ware HR manager
within family focus on functioning the different systems as well as improving the functions by
using appropriate analytical techniques (Chang, 2016). This help in managing different
employees as well as using the tools in an appropriate manner.
Knowledge
Induction: it can be defined as a function within the organisation where professional
within firm has to focus on providing appropriate knowledge to the individuals about the job and
facilities which has to be performed. In context to this HR manager focus on improving the
knowledge of individual by providing various kind of information regarding organisational
functions roles and responsibilities which are included under the job. This function is important
for the organisation in order to manage aspects of knowledge to the individual.
Compensation and benefit: it is also important for HR professional within the
organisation to include the knowledge about compensation and benefits of different employees.
These information include the functions which must be included in order to provide various kind
of information regarding the compensation and other benefits to the employees. This information
is needed by HR professional in order to maintain the motivational environment within
organisation as well as support the functions of employees to perform on organisational duties.
Behaviour
Participative: It is mandatory for the HR professional within the organisation to increase
their role as well as perform the function in a participating manner. Here HR manager need to be
participate in different functions where they can perform this function according to the
requirements. It is also mandatory to the manager in order to participate in different function and
fulfil the vacant job position by getting the knowledge about organisational functioning.
Be transparent: bringing transparency to the organisation and functioning is also and
policy which can be adopted by HR professional with an organisation. This help in fulfilling the
4

gap as well as performing the function in an appropriate manner so that various employees can
participate easily as well as improve their functions by knowing the current situation of firm..
P2. Personal skills audit plan
A personal audit plan can be defined as in function which includes various aspects and
activities. These aspects and activities have to be performed by the manager in order to execute
the function and perform appropriate identification of different strengths weaknesses
opportunities and threats (Davis and Daniels, 2016). And appropriate swot analysis of self-
identity of an HR is discussed below:
Strength Weaknesses
 The major strength of HR professional
with an organisation is related to
executing different operations in an
appropriate manner where HR can take
decisions regarding the human
resources which act as a backbone for
organisational functioning. Here HR
manager can use to manage the
functions of human resources in
accordance with the organisation
requirements.
 The major weakness of HR
professional within the organisation is
related to different operations which are
performed by them. To this it is
essential for HR manager to perform
the function by identifying the
complexity within employment
administration. And this they can set
different activities by performing the
function in mutual agreements where
they feel difficulty while managing the
employees according to the
requirements of current business
systems.
Opportunities Threats
 There are a number of opportunities
within the actual profession. This is
because it by using appropriate
motivated factor I can easily
perform different activities in an
appropriate way for stop this help
 The major threat for me within this
profession is related to functioning
as well as high burden of job for
stop this is because there is only
single requirement of a person
within an organisation which
impact on my ability to perform.
5

me in achieving better results as
well as increasing operation by
using subordinate.
SWOT analysis is helpful tool which will impact on my functioning where I can easily
focus on different areas as well as improve my skills and abilities to perform different activities.
This will also help me in identifying my post strength and weaknesses where I can work on these
weaknesses and strength as well as improve my functioning as a student as well as a
professional. This will also help me in developing my career under the HR professional where I
can work in an appropriate manner with an unrecognised organisation.
Personal Development Plan-
Personal development plan is undertaken as the procedures of developing as well as
formulating strategies based upon the business practices. Moreover, it helps them to make an
action as per their plan for upcoming performance objective settings, planning for workforce
growth (Hall and et. al., 2018). Within Bentley Motors human resource manager have to provide
guidance upon how the administrative manage their competencies as well as render training &
development for self-improvement. In this respect PDP plan is developed below:
Personal Development Plan
Development
Objectives
Priorities What activities do
to achieve the
objectives
Support sources
to achieve the
objective
Duration
Inefficient
management
Management of
insufficiency is a
a prime function
which has to be
performed by me
in order to
improve my skills
and abilities
where it will help
this also help me
in participating
within different
activities where I
can easily identify
the organisational
goals
under this I will
use to get
assistance and
support from the
staff as well as
other members in
order to achieve
the goals of
insufficiency
6 month
6

me in developing
appropriate
relations and
performing the
function
effectively.
management
Employee
Engagement
Increasing
employee
engagement scale
is top most
priority of me as
it will help me in
developing
various kind of
activities as well
as increasing the
supportive
function within
the organisation
so that goals and
objectives can be
achieved.
Analyse that there
are different ways
which can be
used by the
organisation in
order to meet the
demands as well
as improving the
function by the
use of employee
engagement so it
is essential for
organisation to
analyse.
There are
different
strategies which
can be used by a
leader for hr
professional in
order to increase
the employee
engagement
where continuous
performance
appraisal is one of
the technique
3 month
Decision making
skills
It includes
identification of
different aspects
where it is
essential to make
effective
decisions in
regarding the job.
Include number
of elements which
has to be
identified in
accordance with
the current
kitchen
requirement as
In order to
improve these
skills I used to
participate in
different activities
which help me in
improving my
functions as well
2 month
7

well as maintain
an appropriate
study decision to
improve the
current situation.
as achieving
better results for
performing
different
activities.
Learning
objective
Current
Proficiency
Target
proficiency
Development
opportunities
Time period
Coordination
skill
6 10 Under my
coordination
skills I will use
various aspects
related to
meeting the team
requirements as
well as
performing with
different
individuals so
that I can
improve my
functions and
achieve results in
better time.
60 days
Communication
skill
7 10 Communication
skills I will use
to take classes
which help me in
developing my
verbal and
nonverbal
45-60
8

communication
skills as well as
performing in
effective manner
for increasing
efficiency at
workplace.
M1 Professional skills audit as well as professional development plan that provide evidence of
personal reflection and its evaluation
It can be evaluated from the above that professional skills audit as a professional
development plan is useful to the organisation as well as an individual in order to improve the
goals as well as perform the functions for stop it help in identification of different skills and
abilities which can be used to execute an appropriate plan. This will help the organisation in
achieving goals and objectives in a timely manner. Along with this organisation improve the
functioning of HR professional where they can convert the weaknesses into the strength by
conducting appropriate analysis as well as utilising the resources in efficient way. This also helps
in preparing a time table which can be used in accordance with the needs and requirements as
well as improving the performance of individual while performing at organisational objectives
(Hubers and et. al., 2018). This will also manage increase profit margin of the organisation
where form can plan for future by improving the skills and abilities of employees
P3 Illustrate difference among organisational along with individual training, learning and
development.
Within business organisation, employees work with an intent to attain relevant profits by
making improvisations in their performance that further leads them to ensure that effectual
outcomes are being attained. This enables organisation to attain their objectives along with goals
in appropriate manner by making significant efforts within delivering their services in effectual
way. It becomes important for organisations like Bentley Motors to make sure that appropriate
guidance is being given employees through which their overall performance can be amplified
within given time frame. Learning will enable employees of organisation to make use of distinct
processes as well as techniques by emphasising on making workforce efficient so that overall
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productivity can be amplified. The concept of individual training as well as organisational
learning is specified below with reference to Bentley Motors:
Individual training: This aspect is crucial for businesses for identification along with
evaluation of skills and abilities that are possessed by peculiar individual. Organisation is liable
for furnishing individual training through which an employee can learn as well as amplify their
skills and knowledge which will make them capable enough to deliver their services in an
appropriate manner. In addition to this, in case of Bentley Motors they prefer as well as opt for
individual training that will enable organisation to deliver their functionalities and operations in
adequate manner (Killingsworth, Xue and Liu, 2016). Therefore, it becomes crucial for an
organisation that they develop the culture of providing training as well as development
programmes for their workforce.
Organisational Learning: This concept is critical for both employees and organisation
on the whole. Wide range of operations, activities and business functionalities are conducted that
need relevant guidelines through which desired results can be attained in affirmative way. With
respect to Bentley Motors, organisation tends to render organisational learning to individuals so
that they can acquire professional perspectives and deliver their liabilities with reference to
policies as well as procedures that have been formulated by later.
Comparison between Organisational and Individual learning
Individual Learning Organisational Learning
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 The inherited knowledge as well as
skill that are possessed via an entity is
referred to as individual learning.
 The advantage that can be attained by
making use of such kind of learning
within Bentley Motors is that it will
allow to identify efficient along with
inefficient employees by rendering
them individual training. This will aid
to determine what they have acquired
within the process that is carried out.
 The development along with
enhancement of knowledge in team or
group of employees is defined as
organisational learning.
 The critical asset associated with this
type of learning is, it enables to develop
coordination as well as collaboration
among employees through which it will
become easy to deliver or work on the
particular project.
Training and development: Within the organisation, this aspect has critical role within
enhancement of productivity of employees at high level. For understanding this aspect, an
example can be taken like; artificial technology is growing field and has significance within
automotive industry (Whitley, 2018). Bentley Motors can opt for rendering training to employees
so that their knowledge can be increased with respect to particular field. Through this they will
be developed in context of that they have acquired or enhanced their knowledge with particular
aspect which will further lead to create relevant impact on their performance. This clearly
illustrates that when knowledge will be utilised in an appropriate manner then this will lead to
development of employees and organisation on the whole. Training is mandatory within the
organisation as this lead employee to acquire information related with their job, analyse their
liabilities as well as role and attain their objectives as per desired standards. Through the
assistance of training, individuals can enhance their knowledge along with skills at enhanced
levels.
With respect to Bentley Motors, they have two options that can be utilised by them, they
are: off job and on job training. In case of on job training, the guidance is executed in the
premises of organisation and on the particular instance. This act as an asset for both employees
as well as organisation as this do not involve ample of cost and even any other resources are not
required which can be expensive (Levi, 2015). Furthermore, this requires minimum time for
effective enhancement of knowledge along with skills possessed by workforce of Bentley
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Motors. On the other hand, off job training implies the knowledge that is being imparted outside
the premises of organisation. Bentley Motors have opted for such kind of training methods so
that employees can acknowledge different working culture and also learn how to deal with
different situations that might occur at any instance of time. It is not necessary that favourable
conditions might be always present so by external exposure, employees can identify the external
threat.
Development implies the process that is associated with grooming of knowledge along
with skills of specific individual for shorter and longer duration of time. The development
processes are being utilised via Bentley Motors so that management and leaders can deliver their
operations along with functionalities in an efficacious manner.
Comparison in between Development and Training
Basis Training Development
Definition The knowledge that is imparted to
individuals for specific time frame of
time is defined as training. In context
of Bentley Motors, training is opted
when business is developing or is not at
peak period so that when this zone will
come then employees can deliver their
services in efficient manner.
Development refers to continuous
learning process which assists both
organisation as well as their employees
within enhancement of those aspects
where they lack. This will lead to their
overall development through which
they can attain their goals and this can
be done at any instance of time.
Assets Training is liable for enhancing
capabilities, motivation along with
morale of employees at wider scale.
By making use of development,
Bentley Motors will be able to develop
productivity as well as goodwill within
the marketplace in an adequate way.
The brief analysis has been carried out and this has been inferred that all these aspects
that are, learning, training as well as development are critical for firm as they are liable for
enhancing productivity at broader levels. Organisational and individual learning assist within
improvisation of motivational levels of employees by enabling them to deliver their
responsibilities appropriately. In addition to this, training and development are utilised for
attainment of overall growth via making significant amplifications in the performance of
12

business (Liao, 2017). Therefore, businesses make use of effectual strategies along with tactics
for enhancement of overall effectiveness and efficiency.
P4 Identification of needs for professional development along with continuous learning for
driving sustainable business performance
The process where organisation as well as individuals is engaged within process of
acquisition of new skills as well as knowledge is defined as continuous learning. The rationale
behind opting for continuous learning is to have relevant improvisations in context of skills along
with competencies that are possessed by them on regular instances. For attainment of long-term
growth as well as development, it becomes important for Bentley Motors to amplify the
performance of their employees and this can be attained by opting for continuous learning.
Basically, it implies the process in which employees are engaged within acquisition of new
figures and facts in firm that will lead to development of abilities among them (Varlejs, 2017).
On the other hand, professional development implies the process of enhancement of capabilities
while delivering their responsibilities within the working premises so that they can meet the
desired quality standards in adequate manner. It is identified that both professional as well as
continuous learning are crucial for an individual as it enables them grow along with this their
performance will be amplified while liabilities are delivered by them.
With reference to Bentley Motors, they are one of the leading automotive firms across
UK and tend to furnish their customers with enhanced services. Thus, they emphasise on growth
of their employees by considering them as crucial asset as well as contributor behind success of
the firm. Bentley Motors have opted for distinct growth plans through which they can focus on
learning of employees so that they can acknowledge the trends as well as preferences of their
potential customers (Moxen and Strachan, 2017). By acknowledgment of this aspect, employees
will be able to deliver their responsibilities by taking into account needs of customers so that
firm can attain desired standard of growth and productivity. Learning is critical aspect as this
enables to improvise as well as enhance knowledge levels of individuals in adequate way.
Continuous learning allows acquiring new information by expansion of their present limits. This
can be utilised by organisations for enhancing the skill set that is possessed by employees in
relevant way. The rationale behind this is that employees will be able to have significant increase
within their productivity along with efficiency while furnishing services.
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Professional development is crucial as this act like a guidance that enhances motivational
levels of employees and will groom them through which it will become easy for them to work
within the organisation. With respect to Bentley Motors, they can opt for professional
development so that entities can attain their objectives as well as goals within stipulated duration
of time in appropriate manner. The brief analysis has been illustrated above and with respect to
this different strategies as well as tactics are utilised by organisations for enhancement of
business performance. Professional development along with continuous learning will enable
organisation to amplify overall performance and growth in effectual manner. For this the
learning cycle theory is being utilised by Bentley Motors and this is specified beneath:
Learning cycle theory:
This denotes the cycle that comprises of distinct levels associated with learning. This
theory illustrates that experiences, knowledge as well as experiences are linked with one other
and must be utilised in processes while furnishing services so that affirmative results can be
attained. The stages involved within this are specified below:
 Concrete Experience: This is the initial stage where learner goes through different
situations or might experience old events. Here, critical thinking levels of individuals will
be enhanced that can be further utilised within the professional career. With reference to
Bentley Motors, they have opted for rendering concrete experience to workforce so that
their thinking abilities can be enhanced.
 Reflective observation: In this stage, learners will observe experience that they have
gained while dealing with distinct situations. In this context Bentley Motors, must furnish
employees with real life observation through which it gets easy for them to understand
how to react and accordingly decide their actions (Serrat, 2017). Furthermore, it will
enable them to emphasise on practical aspects associated with course of action that they
have to take.
 Abstract conceptualisation: Within this stage, the aspects that have been observed by the
learners will be evaluated. This will allow learner to specify different theories associated
with the situation that prevails and will be beneficial while professional development.
 Active experimentation: In this case, learner can test models or theories that they can use
with reference to what they have observed and evaluated for identification of their
14

performance. This will also reflect the appropriate theory that can be utilised by learner
for having adequate results.
M2 Assess learning cycle theory for analysis of significance of continuous professional
development plan
It is found that both professional as well as continuous development theories are crucial for
organisation to make sure that they are able to attain their objectives and goals in an appropriate
way. In both the cases, learning will be gained by employees both learners as well as one who
delivers them knowledge. For analysing the learning process, Bentley Motors have opted for
making use of learning cycle theory that comprises of four distinct stages that act differently
depending on the attitude as well as behaviour of individuals (Stanton and et. al., 2017). It will
provide employees with real time scenario and accordingly decide actions that they have to carry
out for rendering their services in relevant manner.
P5 Explicate how high performance working makes its contribution within employee
engagement along with competitive edge in organisation
The improvisations that are being enforced via management of firm is referred to as high
performance working within the organisation. The rationale of HPW is to involve their
employees in different activities for ensuring that relevant performance can be achieved. It is one
of the critical perspectives that are carried out within the working premises for overall
improvisation of brand value by taking adequate steps for enhancement of abilities along with
capabilities that are possessed by employees. HR department of Bentley Motors have crucial role
as they are accountable for understanding as well as motivating employees through which they
can render their operations in an effectual way. This will further allow them to attain
organisational goals and objectives within desired time frame. The HR department is liable for
organising distinct training sessions for employees by focussing on active participation of
employees and teamwork so that significant levels of job satisfaction can be attained, With
reference to Bentley Motors, the strategies that will aid them within attainment of their liabilities
in appropriate manner through which employee engagement can be attained are specified
beneath:
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Continuous training: This is crucial for management of the organisation that they lay
emphasis on development of skills and knowledge of their employees by rendering them with
effectual training along with development sessions. With respect to Bentley Motors, the
management can focus on providing their human resources with off job and on job training so
that they can acquire information related with different aspects (Van Knippenberg and et.al.,
2015). This will further amplify performance of employees more independent as well as efficient
through which they can conduct their liabilities as per the demand of organisation.
Team work: The needs and preferences of customers are altering continuously which
makes relevant change within business environment. This means that uncertainties takes place
frequently and this makes it mandatory that enhanced affirmative relations are maintained with
employees so that they can furnish their roles in efficacious way. With respect to Bentley
Motors, different steps are taken up by management so that they can emphasise on development
of effectual team so that innovative solutions can be attained for different projects and make sure
that they are delivered on time. In addition to this, while working within a team, there is
possibility that certain feedbacks might be given but this will lead to have competitive edge
within the working environment of Bentley Motors.
Rewards: There are distinct monetary as well as non-monetary benefits that are rendered
to employees via management with intent to inspire employees through which they can give their
best by making use of their complete potential. In reference to Bentley Motors, management of
renders workforce with certain benefits so that performance of employees can be enhanced and
they can be further motivated to make their best efforts as well as motivate others also so that
they significant levels of performance can be attained (Stout-Rostron, 2018).
Feedback: This is crucial activity that will aid within improvisation of employees
performance and organisation on the whole. In context of management of Bentley Motors, they
take feedback from employees as well as customers so that they can identify aspects on which
they need to improve. This is done to engage them in different activities as well as develop a
relationship and also identify their limitations which in case if are eradicated might lead to have
amplified performance.
M3 Evaluation of HPW along with its benefits in organisation
For enhancing productivity as well as performance of the business, it is crucial that high
performance working environment system is utilised in appropriate way. HPW will enable them
16

within examination and making comparison between progresses of each individual through
which responsibilities can be assigned further.
Advantages
 HPW enables to enhance the capabilities possessed by employees and attained better
effectiveness.
 It is accountable for motivating subordinates through which overall knowledge can be
enhanced and objectives can be attained in stipulated time frame.
Limitations
 Conflicts might occur between employees when HPW will be used aggressively.
P6 Explicate distinct approaches for performance management and ways in which they support
HPW culture.
Within the organisation, management tends make use of distinct corporate tools for
monitoring as well as evaluating work of employees. The primary objective of HR department is
to formulate safe as well as friendly environment in which people can emphasise on delivering
their best performance by rendering quality work. This will further aid within improvisation of
performance of organisation as well as render tough competition in the market. Management of
Bentley Motors have opted to utilise distinct approaches for improvisation of overall
performance, they are specified beneath:
Collaborative approach: This is effectual way through which managers of Bentley
Motors will be able to work in systematic way through usage of ranking system. In this,
performance of employees will be judged and accordingly support will be provided to them.
With reference to this, appreciation, appraisals and rewards will also be given which will further
enable them to motivate their workforce as well as encourage to actively participating in distinct
functionalities.
Reward & recognition approach: This programme will aid firm within accomplishment
of their goals as well as objectives in an efficient manner. In case of Bentley Motors, they have
opted for this approach so that employees can be attracted to give their best while working on
certain projects (Thornton, 2019). For this management captivates them by giving rewards,
bonuses, flexibility and many other benefits so that they are motivated and deliver their best.
This will also enable to amplify their abilities as well as skills in order to attain higher position
and recognition in the working premises.
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M4 Analysis of performance management system in context of Bentley Motors
The effective decision making is needed that will further enable to attain affirmative
results. PMS (performance management system) is crucial and mandatory for organisation as this
will enable to conduct analysis along with identification of performance so that relevant
measures can be taken by the management of Bentley Motors. For this different approaches like
quality, behaviour, collaborative and many other approaches can be utilised as per the
requirements. All of them will enable firm to analyse performance of their workforce and
accordingly develop strategies.
Conclusion
From above, it can be concluded that organisations need to emphasise on development of
effectual strategies as well as bring in innovative solutions through which business activities can
be carried out in an appropriate way. This will lead them to captivate employees as well as
ensure that they are motivated through which it becomes easy to attain organisational goals. In
addition to this, by enhancing skills as well as capabilities it gets easy to attain desired task
within timely manner. The SWOT analysis will enable organisation or individual to identify
capabilities possessed by them so that both external as well as internal business environment can
be acknowledged and accordingly strategies can be developed so that future needs can be
attained effectively. It is important that effective training programmes are formulated through
which competitive levels can be maintained within as well as outside the working premises of
the organisation. This will have relevant affirmative influence on ways in which services are
being delivered by the firm.
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References
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Approach to Continuing Professional Development. CRC Press.
Chang, J.F., 2016.Business performance management systems: strategy and implementation.
CRC Press.
Davis, J. and Daniels, R., 2016. Effective DevOps: building a culture of collaboration, affinity,
and tooling at scale. " O'Reilly Media, Inc.".
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Hubers, M.D. and et.al., 2018. Share and succeed: The develop
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Van Knippenberg, D. and et.al., 2015. Information, attention, and decision making.
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