Developing Individuals, Teams and Organisations

This assignment focuses on the development of individuals, teams, and organizations. It analyzes the knowledge, skills, and behaviors required by HR professionals, the importance of CPD, and the impact of HPW on employee engagement and competitive advantage. It also examines various performance management approaches and their effectiveness in fostering a high-performance culture.

UNIT 35
Developing Individuals,
Teams and Organisations
1

INTRODUCTION
Developing an effective team is a significant role performed by company to attain its
purpose, goal and objective. Whether the business is large or small, without the
collective or group effort of employees it likely becomes difficult for organisation to
achieve the success targets of business. For the better understanding of this report
Alexandra-Reisse has been selected which is a financial institution. They basically
strategies related to risk management, developing and implementing insurance
programs and so on. This report contains following topics like analyses on employee
knowledge, skills and behaviours required by HR professionals. Moreover, discussion
will be made on the factors to be considered when implementing and evaluating
inclusive learning and development to drive sustainable business performance
(Cerovsek, 2011). Furthermore, application of knowledge and understanding to the
ways in which high-performance working (HPW) contributes to employee engagement
and competitive advantage. Lastly, evaluate ways in which performance management,
collaborative working and effective communication can support high-performance
culture and commitment.
TASK 1
P1: Appropriate analyses of employee knowledge, skills and behaviours that are
required by HR professionals
HRM is responsible for performing the internal functions of organisation to provide
knowledge, skills as well as professional behaviour to maximize the chances of
productivity by enhancing the efficiency of organisation. HR consultant of Alexandra-
Reissue should possess various skill and qualities to manage the working of corporate
effectively. In the relevance to this case, HR manager have to follow good strategies and
planning for better environment in future of an institution. If HR manager implements these
strategies on their institution than it will help in selecting the appropriate candidate for suitable
job profile. According to this, leaders and managers have also concentrate on the development of
the employee which will identify the employee's knowledge skills and their behaviour in a
effective manner.

Employee knowledge required for HR consultant:
Knowledge: Professional knowledge required by HR manager of Alexandra-
Reissue is defined below:
Training and development: HR manager should have appropriate knowledge
regarding training and development. This helps the employee to enhance their skills and
perform significantly to accomplish the task of organisation (Baiden and Price, 2011).
Media and communication: Human Resource manager of respective company should
have advance knowledge in context to law, media and communication. This helps the
company to generate good brand awareness through online or physical stores in order
to generate customer awareness.
Behaviour: To provide appropriate knowledge the behaviour of require transparency
and trustworthiness by f of respective company. Apart from that they should maintain
the confidentiality or secrecy of company.
Ethics: HR consultant of Alexandra-Reisse should abide by ethics, rules and regulation
framed by selected company. Additionally, company should treat all employee uniformly
to gain the trust and confidence over its workers.
Confidentiality: It is the responsibility of HR manager of selected company to keep all
the important information confidentiality in relation to company otherwise their
competitors can hamper their growth.
Skill set required by HR professional: HR professional must possess various skill
such as good communication skill, team working, problem solving and so on (Blandford,
2012). Thus, among various skills HR consultant should wisely communicate all the
relevant information to its employee on time. This helps the employees of Alexandra-
Reisse to perform certain task efficiently by utilising their skill effectively. Apart from
that, HR manager of respective company should sort all the issues faced by the people
like resolution of conflict significantly.
In this case study, it has been concluded that, behaviour and knowledge of employees
plays a vital role in the financial institution. Because these skills are very much required in order
to gain knowledge. That's why leaders and managers are focuses on the team members working,
their efficiency and working performance of them. Therefore, managers should always consider
3

about employee's knowledge and behaviour in order to increase their working efficiency within
the institution.
Importance of CPD to HRM
CPD refer to continuous professional development which play a valuable role in HRM
as it ensures that professional of respective company should maintain as well as
enhance the knowledge (Bolden, 2016). Additionally, it helps company as well as its
employee to achieve their career aspiration. Therefore, the significance of evaluating
CPW in HRM are defined below:
 Continuous professional development helps employees of the Alexandra-Reisse
to gain high skill, commitment and motivation of remain proactive and achieve
their personal as well as organisational goal.
 This process helps the selected company to overpower its competitors with the
help of its highly skilled workforce and organisation environment.
P2: Personal skills audit to identify appropriate knowledge, skills and behaviours
Personal skill audit is one of the most effective methods used to identify the
performance or strength of workers working within the organisation (Tynjälä, 2013). This
helps the company to analyse the knowledge as well as abilities of workers.
Additionally, this method benefits not only to organisation but also employees to remain
encouraged and set standard for themselves to improve their performance in order to
achieve the task of organisation. Moreover, this method helps proper sessions of
training and development to overcome the weakness and enhance the strength of an
individual to groom their personal skills. Various skills and capabilities required by
personal audit of respective organisation are coordination among workflow,
communication within or beyond the team, problem solving skill, analytical skill and so
on.
Rating for self-skill
Skills Rating
Problem solving skill 8
Communication skill 7

Leadership 5
Team work 6
Problem solving skill: Due to the complex structure and negative politics within the
organisation I was not able to solve them effectively (Goodwin and et. al., 2014).
Communication skill: I was not able to communicate appropriately due to the cultural
differences and barrier in addressing issue.
Leadership: I was not able to lead the team effectively because of different viewpoints
of employee and resistance towards change.
Team work: I cannot work within team because of lack of coordination among various
group member.
Strength and weakness:
Strength Weakness
Even after the coordination and negative
politics issue my problem-solving skill
became my strength
My weakness is effective leadership
quality because of various
constraint like time
management.
Though there are cultural differences but
my communication skill to handle
certain situation is not bad
Due to inefficient team work I was
not able to address the issue
appropriately.
Personal Development Plan
Objectives
What do I want to be
able to do or do
better?
Success criteria
How will I recognise
success?
How will I review and
measure my
Actions
What methods will use
to achieve my learning
objective
Implementation
How will I practise and
apply what I learn
Target date
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improvement?
Problem solving
skill
Develop analytical
skill
Lack of knowledge or
skill to deal with
problem
Conduct orientation
and training
programme
Between
1- 1.5 month
Communication
skill
Increase the
communication
through project
delivery
Hesitation Class feedback Approx.
3 months
Team development
skill
Provide formal
training session
Coordination issue Review the
performance after
specific interval
Approx.
3- 3.5 month
Planning skill Take proactive action Lack of adequate
knowledge about
dynamic environment
Take feedback from
tutor
Around
1 month
Presentation skill By delivering project Lack of confidence Class feedback Approx.
1 month
Time management Seat goal for
stipulated time period
Lack of consistency
within workflow
Feedback from class Approx.
1.5 month
Liaison or
networking skills
Enhancing the
coordination between
management and
worker
Lack of coordination
among team member
Gain feedback from
workshop
Around
1.5 months
Project
management
By reading Ineffective theoretical
knowledge
Tutor feedback Approx.
4 months
Team working Training Lack of transparency
or trust between
leader and its follower
Feedback from co-
worker
Around
1 month
IT skill Training Lack of updated
Practical knowledge
Workshop feedback Approx.
4 months

TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development
Learning: Learning is a permanent change in human behaviour by acquiring new skill
set. Thus, it helps an employee to improve their personal knowledge, skill as well as
behaviour through training and development of employees (Conboy and et. al., 2011).
Basis of
difference
Organisational learning Individual learning
Meaning Organisation learning helps the employee
to gain the knowledge about its culture,
policies and environment. This helps the
employee of Alexandra-Reisse to enhance
their respective performances
Within this learning, an individual learns from
its experience, training and observation.
Therefore, managers of selected company
provide appropriate training to its new as well
as existing employee.
Focus Organisational learning focuses on
development of company by implementing
appropriate policies for required skills and
methods in the organisation.
It is a continuous process which focuses on
enhancing the skill of individual by
observational and training skill
Lead Alexandra-Reisse can enhance the overall
performance of organisation.
Employees of respective company can
continuously improve their performance by
learning.
Example Live model helps corporation to analyse
the current situation and make effective
decision on the basis of respective
situation (Huczynski, Buchanan and
Huczynski, 2013).
Live model leads to individual learning within
Alexandra-Reisse. Through observation an
individual’s gathers the knowledge from the
current scenario or situation to deal with it.
Training and development: Training is a learning programme given to employees by
employers to enhance their skill set as well as knowledge to attain the objective of
organisation. Whereas, development refer to the long-term growth of workers at this
stage employee becomes the asset for the company. Herein, Alexandra-Reisse provide
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training to its employees so that they can maximize their knowledge and skill to perform
their duties appropriately. Additionally, training leads to the development of employee.
Basis of Comparison Development Training
Meaning Development is a long-term process that
refer to overall growth of the employee
(Mahajan, 2011).
Training is a short-term learning
process which provide an opportunity
to employee to enhance as well as
develop require skill.
Focus This process focuses on growth and
development of an individual.
Training focuses on maintaining and
updating the existing knowledge,
behaviour and skills of an individuals.
Objectives The objective of development is to improve
the performance of employee and prepare
them to face the future challenges.
Training helps in improving the
performance of workers.
Focus Development basically focuses on acquiring
the appropriate knowledge and insight about
the problem.
Training develops adequate knowledge
and skills for its existing as well as
new workers.
Orientation Career oriented Job oriented
Skill gap analysis: It is a tool which is used to analyze the training and hiring requirements
of an employees as well as the group of an organisation in a effective manner. This analysis
helps in making organisational learning and individual learning in a appropriate manner.
P4. Analyse the need for continuous learning and professional development to drive
sustainable business performance
Continuous learning is the essential part that helps to increase knowledge experience
and skills through study and being ideas. Moreover, this is very important to expand the
ability of individual and upgrading continuous learning skills by gaining knowledge. Solid
regular learning power is required to adopt changeable work environment and get
success to run a business effectively. It helps in growth and development of employees
that will lead to enhance the efficiency of the organisation. For example, Alexandra
Reisse is UK based company which provides training and development programme to
its employees to increase their experience and growth of the organisation. Professional
development is an ongoing process that focuses on improving the capabilities and
efficiency of the workers who are working in an organisation. It develops the morale in

workers and encourage them to give best performance. Following points are discussed
that helps in growth and development of a business such as-
Possess excellent learning ability: It states an an employee should have excellent
learning ability that helps to understand the changes and can accept the challenges. In
Alexandra Reisse company this quality makes different from other and helps to
influence the organisation.
Increase the “brand width”: This state experience that helps to know the brand and
ability of employees from which individual can obtain benefits. In Alexandra Reisse
company manager develop insights skills that helps to motivate the professional
employees and increase the sustainable business performance.
Find new innovation: This help employees to get maximum knowledge and make new
innovation. Such as Alexandra Reisse provides training and development programme to
its employees that helps to improve learning skills and would lead to the professional
development of persons.
Learning theories: There are two types of learning theories, which are given below:
1. Behaviourism theory: It is based on people behaviour which are needed to
acquired a good behaviour within the organisation.
2. Cognitive: It is the information process which leads to understand the retention
in order to develop learning skills.
3. Constructivist: In this, candidates build and increase their own knowledge
which is based on the entire world or experience of people.
Various Barriers to learning: There are few barriers which bound the learning skills, which are
given below:
Physical Condition: It is a big barrier to learning, it includes in low blood sugar in human
which can reduce the concentration.
Environment: In this temperature is must important for the learning environment. So that
training should take place in good area for enhance the work level of people in a effective
manner.
So that, these barriers affect the organisation as well as people in a negative way so that
financial institution should follows thos structure which can reduce the barriers.
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TASK 3
Please task three is a presentation. Refer to the assignment brief
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
HPW refer to High performance working system which is basically a technique used to
measure the performance of workers. It is an effective tool helps not only organisation
but employees as well to measure the performance by economic competitiveness and
growth. Additionally, staff makes the maximum contribution for the success of
corporation as well as staff. Moreover, this system promotes the employment
engagement so that employee remain motivated and accomplish the success target of
organisation. As lack of employee engagement will not help the organisation to gain
competitive advantage over their competitors. Therefore, Alexandra-Reisse can
implement this concept to engage the employee and maximizes the productivity of
organisation as it led to various benefit:
 Employees are motivated to enhance their performance.
 This method is used to identify the strength and weakness of workers.
 Employee remain engaged towards their work (Wickramasinghe and Widyaratne,
2012).
 Roles and responsibilities are appropriately assigned based on specialisation of
employee.
 Skills are developed based on goals of organisation
Thus, it is a beneficial tool used by employees to improves their skills and
motivate them to attain the task of organisation. Here, strength as well as weakness of
employee are identified to maximize their effort in order to achieve productivity and
develop confidence over them. This system makes the employee more responsible to
attain the target of organisation. This process benefits the employer in following ways:
 Attain the objective of organisation
 Maximize their productivity
 Overall management as well as coordination among employees gets improved
 Work gets finished within stipulated time period

Following ways helps to engage employees and gain competitive advantage over its
competitors:
Conflict resolution: Conflicts refer to the clashes which arises among the workforce or
in different level of management that hampers the growth as well as productivity of
organisation. In relation to HR consultant of Alexandra-Reisse resolve any issues or
disputes like related to working place, management or pay that arises within the
company. Resolution of conflict leads to better working condition and decrease in
absenteeism and turnover rate. Therefore, it helps the company to work effectively in
order to achieve sustainable development and growth (Mittal and Dhar, 2015).
Transparent communication: Transparent communication leads to trustworthiness
between management and staff. It is the responsibility of HR consultant of.... to
communicate all the information effectively. If each employee receives fair and
transparent information, then they will remain clear with the accomplishment of goal.
Therefore, organisation must communicate all its information effective so that their staff
can work based on need of company to achieve sustainable success.
P6. Types of performance management approaches
Performance management is used to manage the employee's performance within the
company. This approach is used to provide essential feedback to employees due to
which they can improve their respective performances. Herein, Alexandra-Reisse uses
this approach to analyse the weakness as well as strength of staff so that
responsibilities can be delegated accordingly. Therefore, respective company manage
their performance by making the use of various types of approaches such as:
Collaborative approach: This approach is used to make a better comparison among
team members based on rank. Rank are allotted from highest order to lowest order
based on performances of staff. This approach includes various technique such as
forced distribution, paired comparison and graphic rating scale. Alexandra-Reisse uses
this approach to keep the advanced performance working culture, make comparison
based on worker's performance as well as encourage them to achieve better objective.
Behavioural approach: Management of organisation uses behavioural approach to
identify the employee’s performance. This approach carries 5 - 10 vertical scale which is
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based on parameter known as anchors. Therefore, selected company can make the use
of this approach to identify the behaviour of worker.
Result approach: Here, in this approach result is measured based on performance of
employees. This approach includes balanced scorecard technique to judge the
performance of respective staff. HR consultant of Alexandra-Reisse company makes
the use of this approach to generate the effective results. Thus, effective result
approach leads to better communication between worker and management.
Quality approach: This approach emphasises on providing quality services to its
customers by maintaining consumer satisfaction and reducing the chances of error. In
this approach employer give the feedback to worker to gain the information where they
are lacking. In context to respective organisation can use Kaizen continues
improvement process. This help the company to analyse performances of workers to
gain better result (Succar, Sher and Williams, A., 2013).
PM and its effectiveness:
It is the process of creating a good working environment in which people are enabled to
perform to the best their abilities. In the other term it is a huge working system that starts when a
job is analysed as the requirement.
Effectiveness of PM:
In this, good working environment affects the employees in a positive way through this,
they can gain knowledge effectively.
PM effectiveness to inform learning and development:
Effectiveness of performance management also influence the learning and development
programme in order to make good skills.
Critically analyse PM approaches ad its effectiveness:
According to the point of view all performance management approaches analyse the
effectiveness of institution in order to make good decision making process in a appropriate
manner.
Organizational culture and how it act as a facilitator and a barrier:

This culture includes in organisation's expectation, experiences, philosophy that lead the
members behaviours in a effective way. Therefore, it act as a facilitator because its offers
different strategies and ideas to the companies in order to increase their productivity. There is
one barrier is that some time organisation culture not able to understand various aspects which
generate the misunderstanding between company and current culture of an organisation.
CONCLUSION
From the above report it has been concluded that team building plays an essential role
to achieve the targets of organisation effectively. There is certain skill, behaviour as well
as knowledge which HR consultant should possess to sustain its position. Moreover,
organisation leaning as well as individual learning maximizes the performance of staff.
Furthermore, training and development session assist the staff to enhance the
knowledge and skills set of employees to achieve the growth and success of
organisation. Additionally, high performance system can lead to continuous
development of staffs to gain the long-term sustainable growth. Therefore, organisation
can use performance management approaches to identify the performance of the
workers and improve them accordingly.
As per this report it has been also analysed that this financial institution is very helpful
approach in order to achieved goals and objectives in a effective manner. Because HR manager
focuses on candidate's nature, behaviour and knowledge which increase the efficiency of this
institution in a competitive environment.
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