Developing Individual, Teams and Organization TABLE OF CONTENTS INTRODUCTION

Need for continuous learning and professional development to drive sustainable business performance .7 P5 HPW contributes to employee engagement and competitive advantage 8 P6. Different approaches to performance management.10 CONCLUSION12 REFERENCES12 INTRODUCTION Company in respect of growing and expanding it’s business requires to focus on development and enhancement of individuals skills, capabilities and different teams within the business so that specified objectives can be gained in efficient manner. Appropriate skills, knowledge and behaviour that are required by HR professionals In

Developing individual, teams
and organization

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
P1. Appropriate skills, knowledge and behaviour that are required by HR professionals..........3
P2. Professional development plan..............................................................................................5
P3. Analysis of the difference between organizational and individual learning, training and
developing....................................................................................................................................6
P4. Need for continuous learning and professional development to drive sustainable business
performance.................................................................................................................................7
P5 HPW contributes to employee engagement and competitive advantage................................8
P6. Different approaches to performance management.............................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................12

INTRODUCTION
Company in respect of growing and expanding it’s business requires to focus on
development and enhancement of individuals skills, capabilities and different teams within the
business so that specified objectives can be gained in efficient manner. Ongoing improvement in
skills as well as knowledge of person gives huge contribution towards different opportunities in
personal and professionals life. HR managers requires to posses’ different skills, knowledge in
respect of managing different individuals who are working for the growth and expansion of the
business. This report is completely based on the case study of Burberry. It is a British luxury
fashion house company which is headquartered in London, UK. This company currently designs
and distributes ready to wear clothes and other products including trench coats, footwear, leather
goods, fashion accessories, eyewear, cosmetic and fragrances. In this report will discuss about
various skills, knowledge and behaviours that requires to have in HR professionals. It will
include personal skill audit to determine the various skills that are presented in me and requires
to be improved for achieving various opportunities in future. It will also define about the way
Higher Performance working contributes towards employee engagement as well as competitive
advantage.
MAIN BODY
P1. Appropriate skills, knowledge and behaviour that are required by HR professionals
In Burberry there are HR professionals with knowledge, skills, communication and
behaviour which could help them in developing business strategies. Most important required of
HR qualities are as followed-
Speaking ability- Human resource professionals have better speaking skills in making their
organization successful. In fact HR skills can probably do more for employee career rather than
others. They help Burberry workforce for making their vocabulary perfect and prepare them for
speech with confidence. It will worth time, money and efforts to learn how to do more well.
Even one employee realize that their human resource are not much capable for their skills and
knowledge, as they can make their own skills developed (Cassar, Baldacchino and Azzopardi,

2020). HR helps out their employee for solving problems, and they must have better speaking
skills towards employee or other clients.
Reading people- The another skills, behaviour of HR is to read out people. Most people in
Burberry being developed with their skills and knowledge. Along with that HR of company
being more developed with their best skills and knowledge about other peoples. In HR
departments among them they have attitudes of their work and position and that attitudes have
affected on people management. HR provide better training to new employee or existing once.
They learn to notice people expression, postures and mini expressed that can easily reveal in
understanding them and usually how to deal with them in making more strategies for company.
Better communication- Human resource must have better communication with their people
management. This also involves discussion between employer and employee (Choy and Chua,
2019). If HR could not clearly communicate with their workforce it could not be successful
organization. Both oral and written communication should be required in Burberry for more well
communicate clearly and make resources easily allocated. These skills give strong ability to
solve their conflicts in work and even most agreeable workplace, problems being solves out
while hearing and better understandable for their peoples conflicts. As HR could not just
negotiate their terms and issues regarding work and HR should have appropriate skills,
knowledge and good behaviour in addition with their people management.
Organizational skills and behaviour- HR professional should have better knowledge about
every situation that Burberry is facing and capabilities of every facing challenges within their
company. HR maintains proper management at their workplace with more support and optimum
resource's allocation among employer and employees (Drude, Maheu and Hilty,2019). Along
with that maintained relationship between them with more efficiency and effectively, build up
their skills and behaviour towards organizational. Burberry can be perfect by understanding
when employee start working and doing things regularly and develop their routine for work.
Great work experience usually takes times in developing them with organization as HR have to
manage their work according to worldwide either across country.
Critical thinking- Many carping problems being created at workplace among their work and
people management. HR professionals in Burberry in specifies situation very quickly balance
situation and take time to think about that with more combination which could be set in that
process and handle out situation. Some employees come from experience and some are fresher

with their work, so HR needs to create strategies in environment in which all work together
towards improving their business.
P2. Professional development plan
In completion of personal audit in identifying skills, behaviour and knowledge in developing
more towards organization.
SWOT analysis-
Strength:- I am an extraversion person and gets to know more things. Also, I think that I have
good communication skills in organization with other people. For my work experience I got very
different types of subject to perform tasks and make proper communication with them. From my
education recently I have done MBA and performing good job that helps in developing more
skills and develop my knowledge.
Weakness:- Although I have studies management in finance and marketing, right now I am
doing work in Human resource projects, organizational behaviour and business strategies (Griggs
and Allen, 2018). I am facing some issue such as leaving projects unfinished, depend on Google
and lack of technical skills. For enhance all this I have to work more and not too much depended
on other and need to be less multitasking that I can't complete my work.
Opportunities:- I have gained different knowledge from work like managing time, helping
others and doing work with more managing along with that have better communication skills. I
have done internship and maintain proper networking skills.
Threat:- Having more competition at workplace and lack of work. Not educated while in doing
project management work and not good speaker with proper confident . Submitting late work
along with that change in environment may cause adopting different techniques and losing more
confident at workplace.
PDP-
Skills Strategies to
improve
Time frame Evaluation
Leaving projects
unfinished
Divide projects
into smaller
group and keep
moving past
It will take one
to two weeks in
improving my
weakness
While preparing
strategies for
project and
judge the value

defect
(Lakshmipati,
2020).
towards
completion of
project on time.
and worth for
projects.
Depend on
Google
Take easy task
and first prepare
time strategies
for that work and
try to use less
searching over
that topic.
It can be taken
15-20 days
about not to
depend on
searching and
say no to
google.
Read out more
books and
newspaper to
keep myself
more update
and gain
knowledge in
communicating
with others.
Lack of technical
skills
Taking online
classes, talks and
shares that have
more technical
skills
It will take
almost one to
two months in
developing my
technical skills.
I have given
online exam
that I haven
improved it or
not
(Muller,2019).
P3. Analysis of the difference between organizational and individual learning, training and
developing.
Organizational learning – Organizational learning is creation of knowledge in the
organizational an using that knowledge within it. It is related to gaining knowledge about
different functions of the organization. It is the process of creation, retention and transferring the
knowledge within Burberry. It adds on to the productivity of the organization as it gains
experience with years (Chung, Ding. and Ma,2019). The goal of organizational learning is to
adapt to the dynamic and changing environment and also to increase the efficiency of Burberry.
Organizational learning is undertaken in Burberry to adjust under uncertain conditions.
Organizational learning has many benefits to Burberry such as it increases job satisfaction level

of employees, also it reduces the employee turnover and develops future leaders. The focus of
organizational learning is to solve organizational problem on Burberry's behalf.
Individual learning – Individual learning is to acquire knowledge or skill as per their own pace
by following instructions or gaining experience by own. For individual learning interest and self-
motivation are the basic elements. It helps in enhancing the performance of the employees which
helps them in doing the assigned work effectively and efficiently (Pivneva. and et.al., 2019). In
individual learning only the individual gets the benefit and does not add on to the benefit of the
organization if not transferred to others. The focus of Individual learning is to increase the skills
and knowledge to perform the job better.
Training and development – Training and development is the practice of enhancing the
knowledge an skills of the employees for better performance of the specific tasks. Training is
short term and development is long term. Training and development gives benefits to both the
organization and individuals. Benefit of training and development to organization involves better
utilization of Burberry resources, less wastage of resources, increased profitability, it also
competitiveness of Burberry. Benefit of training and development to individuals is that it
provides better career opportunities to them, motivates them to perform better, also a provision
for safety and boost their morale (Noe. and Kodwani,2018). The main focus of training and
development was to increase the competencies of the employees and helping the organization to
achieve their goals.
P4. Need for continuous learning and professional development to drive sustainable business
performance
Learning is the basic component to progress and achieve higher performance. Continuous
learning develops various types of skills and for continuous learning self-motivation factor plays
a significant role. Continuous learning and professional development helps in driving sustainable
business performance. Continuous learning forms a part of professional development as it gives
various benefits such as helps in staying relevant to the organization and industry with up to date
knowledge about the trends and skills. Continuous learning helps the employees to be prepared
for the unexpected situations and changes. It also enhance the profile of the employees and help
in the growth of their career and get out of the comfort zone. Leaning new skills on a regular
basis can spark new ideas into the minds and will open new opportunists for the employees as

well as for the organization. There are different types of styles that are used for leaning such as
visual learning in which images are used to get the knowledge and skills. This is one of the best
way of learning as images, graphs and flowcharts can be memorized for a longer duration. The
other type of learning is auditory learning in which information and skills are learned through
sounds or audio clips. The last type of learning is kinaesthetic learning and also known as tactile
style of learning in which employees perform the activity practically and learn. By undertaking
these different types of learning, organization will be able to drive sustainable business
performance as employees will waste less resources and handle complex machines with care
which enhances business performance in a sustainable manner.
Learning cycle theory to analyse the importance of implementing continuous professional
development.
Learning cycle theory was given by David Kolb which basically specifies that only experience is
not enough to learn. The four stages of learning cycle are as follows:
Concrete experience – It is the first stage of learning cycle in which a problem or situation is
introduced which later is the base for the new learning experience. In this the learner encounters
a new experience can also engage in a reinterpretation process of an existing experience. In this
individual or team are assigned a task to be performed. The activities involved in this stage
includes ice breaking, problem solving, making presentations and involving into the discussions.
Reflective observation – This is the second stage of learning cycle in which the learner reviews
the new experience and also it identifies the inconsistencies between experience and
understanding (Morris, 2019). It means taking out time from doing and reviewing what has been
done. Vocabulary is important in this stage and the following activities are involved in this stage
giving feedback, asking for observation, writing reports etc.
Abstract conceptualization – This is the third stage in learning cycle and involves comparing
what they have done and what they already know. The learner analyse the concept and form
conclusions and generalization. The activities done at this stage are presenting the models and
giving theories based on conclusions.
Active experiment – This is the final stage of learning cycle and in this the learner implements
what they have learnt. The learner also uses theory to make assumptions and test hypothesis. The
activities at this stage includes using case studies, using role models etc.

P5 HPW contributes to employee engagement and competitive advantage
High performance working (HPW):
High performance working is a strategy which Burberry follows to attain the objective of the
organisation. Under this employee can give helping hand to each other by doing communication
and sharing goals. It also includes in managing the organisation which want effective employee
engagement to get higher performance.
High performance working organisation:
These organisations are not like the traditional organisations they focus on advance technology
and motivating the workforce so that high performance can be obtained. Burberry is the high
performance working organisation (Olteanu, 2020). They give good customer services. They
analyse the market trend and make the changes according to it. They provide work life balance to
the employees. This help the organisation to achieve the sustainable growth. In this organisation
also become relaxed because they know that resources are utilized in the effective manner.
High performance working and employee engagement:
HPW and employee engagement are dependent on each other. Effective employee engagement is
very necessary. To provide high performance employees need motivation and support from the
company. Burberry ensure that employees are performing good and doing work in the manner
what is expected from them. company has implemented the employee engagement practice so
that employee works by taking interest in that work., feel that they are valued by the organisation
and also company is concerned about their career development. This practice helps in giving the
better employee performance. This is possible when employee is committed, loyal and motivated
towards their work. Burberry solve all the problems of their employees.it brings the level of job
satisfaction among the workforce. In employee engagement employee work with their complete
skills to achieve the goals. It is also important to achieve the competitive advantage. It increases
the productivity of the employees and help the company in reducing the employee turnover.
High performance working will give effective involvement of the workforce and achieve higher
performance level. HPW is a combination of technology, management and people. Rewards and
incentives can give high performance.
High performance working and competitive advantage:
Competitive advantage means doing that things which the competition is not doing so that
company can increase their market share. It means to sustain the profits by launching the

products which the competitors don’t have. If the employee is motivated, then he or she will
perform high which increase their productivity and allow the company to take competitive
advantage. Burberry gives the rewards to the employees so that company can get high
performance working. It is the hard work of the workforce only who make the innovative
products which are launch by the company in the market to take the competitive advantage.
Burberry also develop strategies and do the publicity of their products in such a way so that they
can attract large customer base. Competitive advantage helps the business to continue for the
longer period. Quality is the need of the customer. Good quality of products helps in attracting
the customers. Innovation is done by the research team of Burberry. Company believe that
market is demanding innovative products every time so if company provide innovative products
at the reasonable price then can attain the competitive advantage.
High performance HRM practices:
Practices are made for high performance so that objectives can be achieved. Burberry also follow
these practices because they believe that human resource is very important to take the
competitive advantage (Grant and Maxwell, 2018). If high performance practices are adopted,
then business can run smoothly. But to achieve the high performance working is not easy.
Employees should have coordination within them. Healthy relationships should be there between
the employees and organisation. Trust also plays an important role because it increases the
efficiency of the employees.
P6. Different approaches to performance management
Performance management:
Performance management is the approach in which manager evaluate the performance of the
employees and it is the ongoing process. traditionally performance was evaluated at the end of
the year. In Burberry performance management is done on the basis of approaches. some of the
approaches which support high performance are:
Collaborative working:
Collaborative working is like the partnership in which more than one organisation come together
or do partnership so that objectives of both the companies can be achieved. Burberry also had
done the collaborative working. They believe that by doing both the companies get benefit from
each other in terms of technology, expertise, techniques etc. collaborative working can be for

some fixed period or can be permanent also. This can increase the possibility of learning.
Employee productivity of both the companies increase. Increase the creativity and innovation.
Goals:
Burberry tell about their goals and objective to their workforce which have to be achieved. Goals
knowledge should have with staffs so that they can help the company to achieve. This helps in
increasing the employee morale and employee will also feel valued. Company should make their
employees feel that if they work efficiently with the company then along with the company’s
goals they can also achieve their personal goals. Management should have proper
communication with their staffs.
Decision making:
Company should involve their workforce in the decision making process. by doing that employee
will get motivated and in return company also get innovative and creative ideas from the young
talented employees. Company can even give their high performer employee some authority so
that they can take decisions. decision making is the very important thing. So company should
listen opinion of every level of the employees. If company apply any suggestion given by the
employee and if that give profits to the company, then that employee should appreciate.
Bridge building:
Building bridge between the staff and the management is very important which build the
commitment between both of them which helps in attaining the objectives. Burberry ensures that
they provide good working environment to their workers because if workers will get good
working conditions then only he or she will work with his or her full efficiency. Secure and
hygienic workplace is the right of the workforce.
Recognition and appreciation:
Burberry understand their employees and appreciate their hard working. This will motivate the
employees and they will continue putting efforts in the company. If employees are recognised,
then their engagement in the organisation increases. Appreciation increases the confidence of the
employees and employee will work with their full concertation.
Providing rewards and incentives:
Rewards scheme should be run by the company. So that high performance employee can get
appreciation. Rewards also help employees to earn extra and organisation can also get benefit of
the high performance of the employees (DeNisi, and Murphy, 2017). Rewards or incentives

motivate the employees which increase the productivity of employees through which goals can
be achieved.
Assessing performance:
Burberry evaluate the performance of the employees and then give feedbacks to the employees.
Timely providing feedbacks are very important. Positive feedbacks help the employee in
knowing their capabilities and increase their confidence and if employee need any improvement
then this also has to communicate to them so that they can know that where is the area for the
improvement, by doing this employee will not repeat the mistakes which he or she was doing
earlier.
CONCLUSION
This report has given high understanding about the company’s achievements that gained
through effective corporation and coordination of employee’s efforts towards the specified
goal of the business. I used personal audit to determine my appropriate skills, knowledge
and behavior then I developed PDP plan to improve my weak area for the specified job role.
This report has been summarized CPD model that supported to develop difference between
individuals’ and organization’s learning, training and development. Importance of
performance development and continuous learning to bring sustainable success in the
company’s performance in the business market has been summarized in this report. It has
concluded different approaches to performance management and demonstrated that how
these approaches supported high performance culture and commitment.
REFERENCES
Books and journals
Cassar, V., Baldacchino, G. and Azzopardi, J.G., 2020. the changing local labour market and the
changing HR professional.
Choy, W.K. and Chua, P.M., 2019. Professional development. In School leadership and
educational change in Singapore(pp. 69-86). Springer, Cham.
Chung, H.F., Ding, Z. and Ma, X., 2019. Organisational learning and export performance of
emerging market entrepreneurial firms. European Journal of Marketing.
DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management:
100 years of progress?. Journal of Applied Psychology. 102(3). p.421.

Drude, K.P., Maheu, M. and Hilty, D.M., 2019. Continuing Professional Development:
Reflections on a Lifelong Learning Process. Psychiatric Clinics.42(3). pp.447-461.
Grant, K. and Maxwell, G.A., 2018. Developing high performance working through case study
evidence. Development and Learning in Organizations: An International Journal.
Griggs, V. and Allen, J., 2018. The Value of an HR Professional Group for Organizational
Learning. International Journal of HRD Policy, Practice and Research.3(1). pp.43-57.
Lakshmipati, P.V., 2020. Design thinking for HR. Vidwat.13(1). pp.6-7.
Morris, T.H., 2019. Experiential learning–a systematic review and revision of Kolb’s
model. Interactive Learning Environments. pp.1-14.
Muller, T., 2019. Meet the HR Professional of the future. HR Future.2019(Sep 2019). pp.32-33.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Olteanu, L., 2020. Rebranding strategies and their boomerang effect—The curious case of
Burberry. The Journal of World Intellectual Property.
Pivneva, S.V. and et.al., 2019. Advanced information technology: automated and individual
learning systems. International Journal of Advanced Trends in Computer Science and
Engineering. 8(6). pp.3481-3487.

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