Developing Individuals, Teams And Organisations

This report focuses on developing individuals, teams, and organizations. It discusses the skills, knowledge, and behavior required by HR professionals and provides a personal skill audit and professional development plan. It also compares individual and organizational learning, training, and development. Additionally, it explores the benefits of high performance working and different approaches to performance management.

Developing Individuals,
Teams And
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Describe the skills, knowledge and behaviour which are required by HR professional........1
P2 Conduct personal skill audit and develop professional development plan............................3
Personal Development Plan........................................................................................................4
M1 Produce a professional skills audit which demonstrate evidence of personal evaluation and
reflection.....................................................................................................................................5
TASK 2............................................................................................................................................6
P3 Comparison between organization and individual learning, training and development........6
P4 Identify the needs of continuous learning and professional development in order to drive
sustainable performance of business...........................................................................................8
M2 Apply learning cycle theories to identify the importance of implementing continuous
professional development............................................................................................................9
TASK 3............................................................................................................................................9
P5 Define HPW that contributes to employee engagement and competitive advantage............9
M3 Evaluate the benefits of HPW with specific justification...................................................11
TASK 4..........................................................................................................................................11
P6: Different Approaches to performance management and how they can support high
performance culture and commitment......................................................................................11
M4: Critically evaluate different approaches and how they can support performance culture
and commitment........................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
In the competitive world, organizations are fully depend upon the person's ability to
develop and expend business operations collectively. Developing individual and team leads to
increase in the company capacity, performance as well as success. To develop the organizational
efficiency there is need to increase the skills and attributes of an individual as well as team
members. In this report Coca cola is chosen to further study which deals in beverage industry. It
is an American multinational corporation as well as manufacturer, retailer and marketer of non-
alcoholic beverage concentrates and syrups. The company was founded in 1892 and
headquartered in Atlanta, Georgia, US. Under this report discussed about the professional skills,
knowledge and behaviours as well as analysed them through personal skill audit to develop a
professional development plan. Also, discussed about the comparison between individual and
company learning, training and developments for continuous development and learning to drive
the sustainable business organization actions. In addition, identify how HPW contributes to gain
competitive advantages along with the employee engagement as well as examine the different
approaches of performance management which can support high culture and commitments.
TASK 1
P1 Describe the skills, knowledge and behaviour which are required by HR professional.
I am responsible for controlling and managing the workforce with in an organizations. As
I performed several activities such as recruitment, development, selection, training,
compensation as well as performance appraisals (Amabile, 2012). To perform all these functions
I appoint as a human resource professional in Coca Cola and I requires to develop some unique
kinds of skills, attitudes, behaviour and knowledge in staff members which can helps in
completing all tasks on time and accomplish organizational objectives effectively and efficiently.
These attributes are described below:
Skills: Active listening: Individual needs to develop active hearing skills to gain whole
informations related to the range of positions as well as know actually what they are
saying, understand their points, asking related questions as well as response them and
remembering what is being said. This skill helps in solving disputes and conflicts of
employees and build trusts.
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 Decision making skills: Employees requires to develop decision making skills in order to
take effective decisions regarding different situations and their solutions. In a business
organisation all staff members needs to have decision-making skill for best fitting in the
several job roles such as communication manager.
Knowledge: Administration and management: Staff members needs to have knowledge about the
business practices and effective management practices which helps in performing the
business objectives appropriately as well as accomplish organisational objectives in an
effective manner (Bolman and Deal, 2017). Business practices and strategic management
involves proper planning, effective allocation of resources, problem solving, coordination
of people and resources, leadership style etc. Law and government: The employees of a Coca Cola requires to know about the legal
laws, codes, regulations, lawful legislation, agency rules, court processes, democratic
governmental conditions as well as governance orders. These are defined by the
governmental authority of specific nation where the company operates. This will helps in
performing business activity to achieve the end results as well as execute strategies in
lawful and legal manner. This should be required by all individual for best fitting in the
different job roles and positions such as communication manager.
 Education and training: Knowledge about the methods and sources of training,
development, learning are required to have by staff members as it helps in providing
instructions and measures the results of application of these principles. The manager of
Coca Cola should focus on developing knowledge about the methods and principles to
design and develop the programmes for their staff members in order to make competent
for playing different job roles and makes them valuable for the company.
Behaviour: Analytical thinking: This kind of employees behaviour are needed to identify the
problems and challenges and develop logical thinking to address these issues effectively.
The HR manager of Coca Cola company should develop new and logical thoughts to
increase the workers efficiency which can helps in gaining maximum contribution
towards the performance and accomplishment of objectives.
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 Initiative: Every organizations are required to take innovative steps for competitive
advantages and growth (Ford, 2014). Whereas, staff members of Coca Cola requires a
willingness to initiate on taking responsibilities and challenges.
 Self control: This behaviour needs to have in employees of Coca Cola in which a they
have full control over their own emotions, aggression and try to control their anger and
hard behaviour even in very difficult situation also. It will helps in self motivation and
encouragement towards the performance of any task or role with calmness and learn
many more things.
P2 Conduct personal skill audit and develop professional development plan.
Personal audit of skills is very effective style for persons to analyse the strengths and
weaknesses for developing a healthy environment at organization workplace (Herrmann and
Herrmann-Nehdi, 2015). It is considered as a valuable method through which weaknesses of an
individual is eliminated and increase their strengths. Coca Cola is an American multinational
corporation which is involved in manufacturing, distributing and marketing their non-alcoholic
beverages with the help of their entire staff. Human resource manager of the company can
execute its performances only when they understand its own strengths and weaknesses and align
it with opportunities and threats to better results. For this professional of Coca Cola is necessary
to do a personal skill audit which can be described as follows:
Personal skills audit of mine are as follows:
Skills Personal Audit Questionnaire 1 2 3 4 5
1 Active listening - - * - -
Decision making skills - - - * -
2 Administration and management - - - - *
Law and government - - * - -
3 Education and training - - - * -
Analytical thinking - - - - *
4 Initiative * - - - -
Self control - * - - -
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In the above audit report there are five numbers which shows the skills. These numbers
shows that: 1- Bad, 2- Not bad, 3- Average, 4- Good and 5- Excellent. The star(*) displays the
actual score along with its attributes. According to the above table it is clear that the personal
skills are average or above average.
Personal SWOT analysis:
My strengths My weaknesses
 My knowledge about the administration
and management is strong which is one
of the strengths of mine.
 Analytical thinking behaviour of
myself helps me a lot in developing
logical thinking to address the issues.
 As I have less self-control over my own
aggression and emotions which impacts
on the decisions of difficult situations.
 Less initiative behaviour of mine is one
of the major weakness which lacks in
increasing the growth and performance.
Opportunities Threats
 I have a wide opportunities to take
initiates towards the responsibilities
and roles which helps in improving
efficiency.
 Self control is less which creates
obstacles in adopting changes or taking
initiative towards the innovative
concepts and duties.
Personal development plan:
personal development planning is a procedure of creating an action plan that are based on
the values, goal setting, awareness, reflection etc. which assist people to get over from the weak
areas and develop capability to perform better (Hirst and et. al., 2011). This is done in the
circumstance of career, self betterment as well as education and human relationship. The
personal development plan of mine are considered as below:
Personal Development Plan
Area for
development
Date I will
have this
completed by:
I will achieve
this by:
What's
happening
now?
How will I
know I've
been
Progress
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successful?
Initiative I have lack in
the initiative
behaviour thus
which is
required to
take
responsibilitie
s and perform
takes
effectively.
To improve
this kind of
behaviour
there is needs
to take
initiates for
facing the
challenges and
act in an
appropriate
manner.
Current
behaviour is
increased with
the help of
colleagues as
they are
motivated to
take
responsibilitie
s and
managers who
directs me.
Generally
management
gives negative
feedbacks on
my less
initiative
behaviour
which helps
me a lot.
25 days
Self control I have less
control on my
emotional and
aggressive
behaviour
which
negatively
impacts on
decision-
making
process.
To improve
control over
own emotions,
anger and
stress by using
meditation
practice in my
daily routine
schedule as
well as keep
calm myself in
every
situations.
Currently I am
able to control
my self
behaviour
which results
in taking
effective
decisions and
complete tasks
on time with
the calmness.
Employees
dissatisfaction
and
management
of negative
feedbacks
helps me to
improve my
behaviour.
1.5 months
The above mentions skills and behaviours are on bad and not bad criteria so it should be
need to overcome within a short period of time.
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M1 Produce a professional skills audit which demonstrate evidence of personal evaluation and
reflection.
Reflective statement: This shows the reflection on my skills audit along with the development
plan.
Particulars Statements
Reflect on why you select that particular job
role:
I have management level of experience in a
well reputed organization like Coca Cola
Limited. It provides me a better lifestyle and
have a chances of better future growth and
success.
Reflect on what you have found to be
challenging to achieve based on your personal
skill audit:
I personally feel that self control over the
managing workforce is most challenging tasks
for me. It will also impact on my initiative
behaviour to take responsibilities.
TASK 2
P3 Comparison between organization and individual learning, training and development.
Background of Coca Cola Ltd.: It is an American multinational corporation and
manufacturer, retailer as well as the marketer of non-alcoholic beverages concentrates and
syrups. Coca Cola's UK subsidiary has moved into new London headquarters in Wimpole Street,
London W1. Around 300 Coca Cola employees will be based at new building that replaces the
company's office in Hammersmith, W6. Within the context of this company, understand about
the HPW contribution towards the employee engagement and competitive advantages as well as
analyse the benefits of high performance working with respect of employees, employer and Coca
Cola.
Individual learning defines as the development of skills, knowledge and behaviour of an
individual that takes into consideration the strength's and weaknesses of a person. These are
developed after interacting between outside sources (Hislop, 2013). Human resource manager of
Coca Cola can analyse the person's strong and weak areas to develop a effective learning
programmes which can be arranged as per the requirements.
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Organizational learning is a process of making, transmitting, keeping and
communicating the cognition and knowledge to hold a high level of performance in this
competitive marketplace. This defines as an appropriate way to formulate the organizational
policies and design plan to achieve the business objectives and goals (Katzenbach and Smith,
2015). HR professionals of Coca Cola limited can use organizational learning to create
innovative methods and principles which helps in increasing the success and growth.
Difference between individual and organizational learning:
Basis Individual learning Organizational learning
Definition It is a way of education which includes
instructions, content and step of
learning which are based on each
individual's or learners interests and
attitudes.
This refers to the development of skills,
knowledge and behaviour of people
collectively so they can execute their
work or tasks effectively and efficiently.
Nature It is flexible nature of learning as it is
not facilitates the specific guidelines to
enhance and increase their knowledge.
It is rigid in nature because management
gives clear direction towards the
employees learning.
Scope Individual learning has narrow scope
because it limits on increasing the
individual's learnings only.
It has broad scope because it increases
the entire organizational knowledge and
skills.
Time It considered as a continuous process
because it does not depends upon the
time it focused on individual career.
The specific time duration is decided by
the management to manage the time for
increasing the skills and knowledge.
Training: It is a process of increasing the particular skills and capability of person's that
are required during the performing any specific activity or tasks. Human resource manager is
liable to design a plan for effective training programmes by using different sources and methods
such as on the job, coaching, conferences, off the job etc. This will helps in improving the
employees learnings and abilities through which they can execute in well manner as well as they
contribute more towards the growth and development of businesses.
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Development: This defines as a continuous procedure of increasing the attributes and
skills of person's who are required to perform business functions effectively and also accomplish
the future growth and success of their professional career (O'leary, Mortensen and Woolley,
2011). This is concerned with the overall development of an individual that makes capable to
perform in different working conditions and situations. This will helps in improving the
capabilities of workforce as well as attain personal and professional objectives collectively. It
also assist in employees engagement and retention that results in overall development of
organization and individual as well.
Difference between training and development:
Basis Training Development
Purpose The main aim of training is to enhance
the particular job tasks knowledge to
complete it.
This enhance the overall development of
an individual and its personality
throughout the whole organization.
Skill It increases the technical skills of an
individual to complete a specific tasks.
This will helps in increasing the ideas,
knowledge and skill along with its
behaviour of employees.
Focus This emphasised on the job oriented
purpose.
It is a career oriented approach of
learning.
Scope This focused on immediate need of
company so it has narrow scope.
It has wide developmental scope because
it concerns on futuristic approach instead
of specific job role.
P4 Identify the needs of continuous learning and professional development in order to drive
sustainable performance of business.
Continuous learning refers as a process of increasing and developing the capabilities
and skills continuously which assist in being able to perform the assigned task efficiently and
effectively within the dynamic workplace environment. This will helps workforce of Coca Cola
to inform about new concepts and techniques which are useful for an organisation to improve the
efficiency in its business operations.
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Professional development helps in enhancing the professional knowledge, behaviour
and skills by designing several developmental programmes like training, seminars, coaching
classes etc. This is effective for an individual to attain the objectives and professional career
success (Penuel and et. al. 2011). If personnels are developed professionally then they commit
more towards the tasks and works effectively as well as efficiently for the longer duration of time
in a company.
In context of Coca Cola, continuous learning and professional development are essential
to support their employees and operations in order to accomplish the future growth as well as
success.
Need of continuous learning and professional development to drive sustainable business
performance: Increase employee retention: These concepts helps in developing the skills and
competencies of an individual that leads in improving their work performance. It helps in
motivating employees and creates loyalty towards the company for the longer duration
and enhance their future growth and development. Hereby, it directly decreases the
turnover mechanism of workers and increase company strengths by retaining them for
long time. Improve performance: Continuous development assist in enhancing the skills and abilities
of employees which results in better working performances and company's productivity
and profitability of an organizations and workers. Coca Cola should adopt continuous
learning and professional development to increase potentiality and productivity of their
workforce which are improves the overall performance of an organisation.
 Technological respond: Continuous learning enhance the employee's knowledge and
skills towards the advanced technologies which are valuable for the company in taking
competitive advantages. Coca Cola can use digital marketing to approach large customer
segments as well as increase sales and revenue. Through displaying ads on social media
also helps in sustainable business operations (Pinjani and Palvia, 2013).
M2 Apply learning cycle theories to identify the importance of implementing continuous
professional development.
Kolb's experimental learning theory: It is a learning theory which is developed by
David A. Kolb in 1984. This cycle is mainly based on the two attributes such as how person's
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respites informations and how an individual exercise this content in progressive experimentation
(EXPERIENTIAL LEARNING (KOLB), 2019). Coca Cola is an multinational manufacture,
retailer and marketer of beverages, the company using this cycle to increase the working
execution and results. This theory are explained below: Diverging: It is way of feeling and watching style of employees for their imagination and
emotional behaviour. These people analyse the entire situation from several prospectives
and create many ideas. They are deep thinker and people oriented so it will improve the
skills and capability which enhance the Coca Cola performance. Assimilating: This style is watch for those people who are concerned in logical concepts
and clear-cut statements over applied approaches. They are worth conciseness and logic
which are helpful in effective results in company performance. Converging: Technical minded people prefer this approach and they easily
acknowledged new objects and shift on learning as well as thinking to insight appropriate
solutions of practical problems.
 Accommodating: It defines as a hand-on approach, it is suitable for self-generated
instead of logical. They mainly rely on others analysis and they react proactively to take
challenges.
TASK 3
P5 Define HPW that contributes to employee engagement and competitive advantage.
High performance working defines the environment of a workplace in a business
organization which provides the freedom to their workforce to freely interact and transmit with
their colleagues as well as with managers. In Coca Cola, the management of the company brings
transparency in connection networks and ways that will encourage their workers to display ideas
and share problems to their managers without any hesitation (Seibert, Wang and Courtright,
2011). This will aids in more contribution of employees towards the achievement of business
objectives which will increases the level of performance. There are some examples of HPW are
Dell, google, Toyota etc.
Moreover, high performance working is implemented by building and designing a
statement for change and communicate to its employees in appropriate way. For this develop a
union and involved it in this system which helps in works as a collectively and after that a
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company use navigate transition for developing the changes. This will helps in increasing the
performance level which are evaluated at last. The culture of an organization is broad-minded
where workers are treated equally and have same opportunities to accomplish the competitive
advantages which influence the productivity and profitability level of employees as well as
organisation.
HPW contribution towards employee engagement and competitive advantages: Employees outcome and quality of work life: High performance working helps in
increasing the employees involvement in the work performance because they are highly
satisfied that are required to success and growth. Also, they have strong commitment due
to their skills and knowledge are enhanced and make potential towards their performance.
 Organizational outcome and competitive advantages: If performance of working is high
then employees are satisfied and contribute more towards the achievement of
organizational objectives. This will helps in increasing the productivity and profitability
as well as results in cost minimisation. Increased performance helps in effective and
positive responsiveness to customers due to their flexibility in working environment and
their motivated employees.
Benefits of applying HPW:
Benefits of HPW to organisation: Better cooperation inside and outside an organization: high working performance leads
in employees cooperation in both internally with their co-workers and externally with
their suppliers, customers and investors. They are more open for ideas from others and
sees themselves as a part of value chain of Coca Cola which has results in effective
functioning. Increase in employee attitude: Through HPW employees feel confident and take more
responsibilities towards the achievement of Coca Cola's objectives along with increases
in their products, services as well as procedures. They initiate for challenges by sharing
their innovative and creative concepts (Wates, 2014). This will increases the employee
engagement and company's performance.
Benefits of HPW to employers: Competitive advantages: Achieving higher HPW means better financial results of Coca
Cola as compared to its competitors. High performance working helps in increasing the
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performance level which are beneficial for both organisation as well as employees. The
company manage their finance in appropriate way and allocate budget accurately. Better financial results: High performance working gives high level of productivity as
well as profitability and focuses on minimising the cost and increasing the company's like
Coca Cola's turnover.
Benefits of HPW to Employees:
 As employees contribute more towards the success of an organisation such as Coca
Cola's growth and development because of the high performance working.
 The employees get high level of satisfaction and become high level of contributors which
are valuable for themselves and Coca Cola as well.
M3 Evaluate the benefits of HPW with specific justification.
High performance working is beneficial for an individual as well as organization which
helps in increasing the cooperation inside and outside the business organisation. Also it will
helps in choosing the suitable and specialised candidates who are best suits on the job positions
as well as it leads the competitive advantages. Skills and attributes are also developed which
enhance the employees attitudes and they perform in effective manner as well as contribute more
towards the accomplishment of organizational objectives.
TASK 4
P6: Different Approaches to performance management and how they can support high
performance culture and commitment
Performance of the individual contributes to the organisational performance for which it
is important that everyone in the organisation understands the vision, mission and goals of the
organisation. For improving the performances the company need to undertake various
approaches that improves the performance of the employees (Von Krogh, Nonaka and
Rechsteiner,2012).
Importance of performance for organisation : The performance has following importance for
CocaCola :
 It helps in establishing the goals for the employees which will help in determining the
level of work an individual have to do.
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 With the help of performance management the feedbacks can be provided to the
employees which will help them to bring improvement.
 It also helps in providing the rewards and recognition to the employees on the basis of
their performance which motivated them to work.
Different approaches to performance management
 Collaborative Working : This approach facilitate effective communication and will
develop understanding among the employees of Coca Cola. Also it will develop
capability to resolve the issues on their own with the help of each other.
 360 degree feedback : With the help of this technique the management can provide
feedbacks to the employees which will help them to improve their performance. This will
help the managers of Coca cola to identify the need of the training to be provided to the
employee.
 Developing the plans : To manage the performance various short and long term plans
need to be developed. They will find out the priorities of the work for the employees
which will enable them to achieve their targets on time. It will help Coca cola to manage
the sales targets by effectively pitching the customers.
 Establishing goals : On the basis of plans so formulated they can establish goals which
will make their employees committed towards their work. The Coca cola can establish
goals at different level which will help them to regulate the performance of the
employees within a strategic framework as per the plans.
Various approaches of performance management will facilitate Coca Cola in developing
the understanding among the employees which will support high performance culture as they can
resolves all the issues on their own with the help of each other. Also team work with effective
communication be stick to their commitment by achieving the targets on time. Even individual
when receives feedbacks works on them to enhance their performance and the plans so
formulated will make them committed to their work.
M4: Critically evaluate different approaches and how they can support performance culture and
commitment
The performance management approaches has influence on the employees which will
make them committed towards their work and also will effectively support the performance
culture in the organisation. Some of the approach such as collaborative working will help the
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organisation in developing the spirit of togetherness and understanding which will motivate the
employees. But the approach such as 360 degree feedback may adversely affect the performance
as due to regular and frequent feedbacks they may feel lesser productive than other employees.
So it is important for the organisation to have a balance between various performance
management approaches while they implement them in their organisation.
CONCLUSION
It has been summarised from the above report that development of individual, team and
organization is essential for enhancing the skills and knowledge of their workforce. For the
appropriate development human resource professional is required to conduct the skill audit and
identify strengths and weaknesses that can be resolve by applying continuous learning and
professional development plans. Employees motivation is also plays an important role to
maximise the contribution towards the accomplishment of organizational goals and objectives as
well as the company facilitates several learning and training programmes for enhancing their
skills and abilities. Moreover, performance management approaches are essential to adopt by an
company as this is to support the high level of performance as well as employees commitment.
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