Developing Individuals, Teams and Organisations

This document discusses the importance of developing individuals, teams, and organizations. It covers topics such as appropriate knowledge, skills, and behaviors required by HR professionals. It also examines a completed personal skills audit and provides a professional development plan for HR executives. The document emphasizes the significance of continuous professional development and its impact on personal and professional growth.

Developing Individuals,
Teams and Organisations

Table of Contents
Introduction......................................................................................................................................1
Main Body.......................................................................................................................................1
TASK 1............................................................................................................................................1
P1. Ascertain appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................1
P2. Examine a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role..........................3
M1. Provide a detailed professional skills audit and professional development plan that
demonstrates evidence of personal reflection and evaluation.....................................................5
D1. Critically evaluate the professional development plan that appropriately sets out learning
goals and training in relation to the learning cycle to achieve sustainable business
performance objectives...............................................................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................7

Introduction
Organisational development is the overall objective based method which is used in an
organisation in order to initiate any changes in system with change in time. Team development
creates a enthralling condition by encouraging co-operation, team spirit, mutuality and by
constructing trust among team members (McCormack, Dewing and Mccance, 2011). Building
teams are effective tool in order to increase employee motivation. CPD is the learning activities
for professionals engage in order to develop and grow their skills. This include, learning through
trainings, teaching, practising, by sharing ideas and attaining seminars etc. to improve
professional development. The report will going to cover, how development portfolio show self
learning process and acquire skills by using CPD as informally and how ultimately the portfolio
through effective planning and monitoring can help in achieving the objectives for personal as
well as professional through development(Continuous Professional Development. 2021).
Main Body
TASK 1
P1. Ascertain appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
Human Resource manager at any organisation have shift the role in more forward
thinking with change in operating business and also in handling of human capital in an
organisation (Ayers, 2018). Thus it have created space for growth where HR executive must
utilise and modify themselves parallelly in respect with organisation. Some of the most common
and fundamental need as per the current situation in organisations, HR executives must posses
the following:
SKILL SET of HR:
 Communication Skills. Clarification in thought and speaking with individuals are the
one of major skill that a HR executive of an organisation must have (Pakdil and Leonard,
2014). It is considered as communicational skill that when the HR express themselves,
they represent their self on behalf of the company, both written as well as verbal. Apart
from this the HR executive have to deal with different types people in a day, such as;
conducting training and development, assist with issues of individual in the organisation,
dealing with outsiders and hiring of new people from different backgrounds etc. The
effective communication skill play the vital role in HR practices.
1

 Decision Making Skills. The HR executive of an organisation have to take lot of
decisions, majorly in regarding human capital for the company. For instance, during
recruitment process of the company, it is the total responsibility of the HR executive to
hire right individual for right job (Amato, 2020). The HR executive analyse and check the
suitability by applying appropriate process for individual during hiring process.
 Training and Development Skill: Another major function of HR is to provide training
and development to new and existing employees of the company. It is the responsibility
of HR executive give employees development opportunities in order to maximize their
level of performance and increase the value. Organizing sessions on leadership and
management training, for example, will provide more diverse skills to the employees.
This allows them to assume added tasks and support their career growth at the same time.
 Change management: Many organisations today are under constant position of flux.
Any changes in the organisational level are initially introduced by the HT professional of
a company (Eraut and Hirsh, 2010). In change management it is the toughest of all
change that every employee hesitate to change because it not only change the way of
doing business and leadership but also change the values and on the basis of that value
implementation every employee get judged. People mostly get freaked out by what’s
going on then the role of HR is to help everyone cope with these changes.
KNOWLEDGE SET of HR:
 Career Assistance for Employees. The HR executive play an active role in providing
assistance to its existing company's employees with advance career options. Today,
organisation not only promote or grade their human capital on the basis of their
performance at organisation but also help them to grow their career with further
educational assistance. With modernisation in HR practices, now HR executives help
their workforce to identify their areas of interest and give chance to improve them by
developing specific action plan.
 Organisational. The HR executive of the company not limited to a particular department
of the company, as they oversee all the other functions that must be carried in a
systematic way must be followed. Since the effective working of an organisation largely
depend upon overall external environment and thus this must be carefully analyse.
Therefore HR executive check upon different legal compliances that taking change due to
2

change in governmental level. It include paperwork filing on time in order to avoid any
issue.
BEHAVIOUR of HR:
 Empathetic. The HR of an organisation deal with people with different emotion and
express themselves differently. Different people have their own type of problem which
defer from person to person. Thus an HR executive must have empathetic behaviour in
order to understand the individual's problems, listen them and provide assurance if
possible from the end of HR to solve the present concern.
 Ethical. HR executive must behave ethically in the company, by behaving conscience
and as keeper of confidential information of the organisation (Nancarrow and et. al.,
2011). Since the HR serve the needs of top management and also monitor take necessary
actions toward employees in order to sure that policies and regulations are followed at
every level to avoid any malpractices. HR executive have to be able to push back, thus it
is not an easy job to preform when employees are are not in order to keep the company
aligned.
P2. Examine a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.
Job Role: HR Executive
Personal Skill Audit
Skill Set Personal Audit Questionnaire 1 2 3 4 5
Behaviour Skill Efficient in ensuring Transparency and Trust 
Efficient in adaptability and Versatility 
Recruitment Skills Efficient in building relationship 
Efficient Time management and Multitasking 
Efficient in Team work and good Target
driven

3

Organisational
Analysis
Efficient in analysing the various requirement
of employees

Efficient in identifying the needs at the time of
training and development

Knowledge of
Communication
Efficient in both written and oral
communication

Efficient in providing assistance in problem
solving situation

Ethical Behaviour Efficient in apply code of conduct 
Efficient in keeping confidential information
of the organisation

Clarity in
Management
Efficient in keeping clarity between
employees and management

Professional Development Plan
Areas of
Developmen
t
Objectives
(what do you
want to
achieve)
Why? How? -
training,
qualification
shadowing
By when How are you
going to
measure
achievement
objective
Behaviour
skills
In order to
ensure
transparency
in the
organisation
and building
trust among
the
employees.
Transparency
will help
organisation
in set value in
the
organisation
and it will
improve the
employee
By adopting
training to
manage
behavioural
skills at
personal and
professional
level.
Effective
learning
through
training
session of
behavioural
skill and by
end of the
one month
When
employees at
all level share
their positive
experience
through
training
sessions and
adopt them at
4

dedication in
their assign
work.
desired
behaviour
should be
establish.
their working
level.
Presentati
on skills
Main
objective of
this skill is to
present the
information in
proper manner
and access to
positive
results.
This skill is
important for
given job
applicant as
because it
helps in
improving
confidence
level.
Through
training it is
easy to
develop the
way of
communicati
ng with
audience.
Presentation
skill is to be
achieved by
the end of
module
session.
The
achievement
objective will
be measured
through
delivering of
presentations
in effective
way.
ICT Skills With use of
ICT skill, it is
easy to
achieve
competitive
advantage and
access to
employability.
This ICT
skill is
beneficial as
it assist me in
improving
my
knowledge
on the basis
of which it
will be easy
to analyse
problem and
By giving
accessing to
training and
development
programmes,
it will be easy
to access to
high
efficiency of
individual.
This skill is
to be
achieved by
within two
weeks.
Achievement
objective is to
be measured
by using of
metrics and
applying
technical
knowledge
into real
practices.
M1. Provide a detailed professional skills audit and professional development plan that
demonstrates evidence of personal reflection and evaluation.
A skills audit can be helpful at any stage of any individual's career. In the beginning, it
help in build confidence and also can help in choosing right path to career. (Duffield and Whitty,
2015) When an individual have more experience and work with any particular objective like,
promotion or like to change career field etc. Skills audit can bring that clarity in the path to
5

move forward. Conducting a skills audit is an important step while planning any change or
unbuilding any new skill can help plot out the following things:
 what skills you got?
 what levels you are at now?
 what grounds you hold in order to demonstrate the skills and their levels?
At present, employers of every organisation are now increasingly alert about the
importance of investing in its employees and often have provided structures and processes in
place to give opportunities like; training and development to them. Managers at different
organisation too, essential to take personal obligation for renewing and updating their own skills
and knowledge for working lives. Personal development is a non-stop lifelong process for
nurturing, shaping and improving skills to ensure supreme effectiveness and current
employability (Hawkins, 2017). In personal development checklist include the following:
 Set up purpose/ direction
 Place the development needs
 Recognise the learning opportunities
 Develop an action plan
 Confront the development
 Evidence the outcomes
 Assess and review
In above Professional skill audit is a template help in reflecting all the strength and
weakness on the basis of job title one perform in an organisation. The template include some
questions related with the skill set required to preform the job. This could be measured
numerically from the scale of 1 to 5 in ascending order. Which means Being the least among the
skill which need early concern as soon as possible (Pareek and Rao, 2015). The template have
both negative and positive characteristics. In reference to Professional skill audit the professional
development plan is made where this help in measuring the all the weak in skills that need to be
improve and how they can be improve is mentioned. The plan act as a blue print in guiding
individual at both personal and professional level. The plan act as a guiding tool which provide
way to improvise all the weakness are mentioned in them.
6

D1. Critically evaluate the professional development plan that appropriately sets out learning
goals and training in relation to the learning cycle to achieve sustainable business
performance objectives.
Professional development plan are the representation of the goals, their required skill,
ability development and objectives a employee that need to fulfil in order to support continuous
improvement and career development (Lloyd and Mey, 2010). Usually a professional
development plan is created by the management body, who closely work with the staffs to
determine the necessary skills and resources to support the employee's personal and organisation
objectives. Professional development plan need to be reviewed on timely basis as this an
continuous process go through year by year, at least one meantime review discussion between
the employees and management should be conduct before the end of annual performance
assessment period (Ladyshewsky, 2010). Using this help in keeping track record of employees
and their contribution in the company.
Conclusion
From above report it can be summarise that both professional and personal learning is
important to gain key progress in achieving any particular target. They help in eliminating any
negative areas of the individual which may act as barrier in the path of development by help in
identify the weakness and give way improve them to grow at both personal and professional
level.
7

References
Books and Journals
McCormack, B., Dewing, J. and Mccance, T., 2011. Developing person-centred care: addressing
contextual challenges through practice development.
Pakdil, F. and Leonard, K. M., 2014. Criteria for a lean organisation: development of a lean
assessment tool. International Journal of Production Research. 52(15). pp. 4587-4607.
Eraut, M. and Hirsh, W., 2010. The significance of workplace learning for individuals, groups
and organisations.
Nancarrow, S.A., and et. al., 2013. Ten principles of good interdisciplinary team work. Human
resources for Health. 11(1). pp. 1-11.
Duffield, S. and Whitty, S.J., 2015. Developing a systemic lessons learned knowledge model for
organisational learning through projects. International journal of project
management. 33(2). pp. 311-324.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Pareek, U. and Rao, T. V., 2015. Designing and managing human resource systems. Oxford and
IBH publishing.
Lloyd, H. R. and Mey, M.R., 2010. An ethics model to develop an ethical organisation. SA
Journal of Human Resource Management. 8(1). p. 12.
Ladyshewsky, R. mK., 2010. The manager as coach as a driver of organizational
development. Leadership & Organization Development Journal.
Online
Continuous Professional Development. 2021. [online] Available through:<
https://www.skillsyouneed.com/ps/continuing-professional-development.html>
Ayers. R. 2018. The HR & Employee Engagement Community. [online] Available through:<
https://gethppy.com/talent-management/7-responsibilities-of-hr-professionals>
Amato. K. 2020. Skills All HR Managers Must Have. [online] Available
through:<https://in.topresume.com/career-advice/top-skills-for-human-resource-
managers>
8