Unit 35 Developing Individuals, Teams and Organisations: A Comprehensive Analysis

Unit 35 Developing Individuals, Teams and
Organisations
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Contents
Introduction...........................................................................................................................................3
LO1- Analyse employee knowledge, skills and behaviours required by HR professionals...................3
P1. Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals...............................................................................................................................3
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role..................................4
M1. Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation....................................................................................................................................5
LO2. Analyse the factors to be considered when implementing and evaluating inclusive learning and
development to drive sustainable business performance........................................................................6
P3 Analyse the differences between organisational and individual learning, training and
development......................................................................................................................................7
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance........................................................................................................................7
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development..................................................................................................................8
D1- Produce a detailed and coherent professional development plan that appropriately sets out
learning goals and training in relation to the learning cycle to achieve sustainable business
performance objectives....................................................................................................................10
LO3. Apply knowledge and understanding to the ways in which high-performance working (HPW)
contributes to employee engagement and competitive advantage........................................................11
P5. Demonstrate understanding of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation........................................................................11
M3- Analyse the benefits of applying HPW with justifications to a specific organisational situation.
.........................................................................................................................................................13
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LO4. Evaluate ways in which performance management, collaborative working and effective
communication can support high-performance culture and commitment............................................14
P6 Evaluate different approaches to performance management (e.g. collaborative working), and
demonstrate with specific examples how they can support high-performance culture and
commitment.....................................................................................................................................14
M4- Critically evaluate the different approaches and make judgements on how effective they can be
to support high-performance culture and commitment....................................................................16
D2- Provide valid synthesis of knowledge and information resulting in appropriate judgements on
how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment and competitive advantage..........................................................................................17
Conclusion...........................................................................................................................................18
References...........................................................................................................................................19
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Introduction
The report details out different aspects of developing individuals, organisations, and the
teams associated with them. It discussed the importance of HR in managing the business
operations was discussed. In addition to this, the report focuses on the skills, experience, and
personality traits required in an HR manager. An analysis of personal skills to identify apt
skills and knowledge for preparing a professional development plan have been done.
Moreover, an analysis of the factors that are needed for implementing and evaluating
sustainable business performance has been done. Before concluding the report, the
knowledge to implementing the HPW and improvising the employee engagement have been
discussed with context to Whirlpool.
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LO1- Analyse employee knowledge, skills and behaviours required by HR professionals
P1. Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals
In the case of Whirlpool, the HR professionals are responsible for various tasks’ execution,
attempting and developing strategic and organizational changes to sustain the company by
restructuring the organisational operations. The company is in the crisis state and facing
numerous competitive and technological challenges. HR managers structure the team
according to the skills, experiences, and performance. This way a team can perform work in a
faster, efficient, and effective way. It also increases the productivity and morale of the
workers.
For the high-performance of the organisation, the HR managers aim at hiring and retaining
star performers. For the selection purposes, the HR managers ensure that two individuals
with complementary skills should be put together in a team (Albrecht, et.al, 2015).
Whirlpool is bringing a transformation in the organisational structure to promote the HPW
processes in the functioning of the organisation. Therefore, the HR managers have to be
decisive thinker. They should be capable of analysing and understanding information in a
wink of an eye. They must be able to arrive at a common point of view quickly. They should
be skilled influencer at all levels of organisation. HR should work collaboratively with
colleagues, clients, teams, and departments within or beyond the organisational reach. They
should understand that they are role model to their subordinates. Therefore, they should
practice before they preach. They should be able to act inclusively and focus on providing the
personal judgement in every condition. They must have a questioning and inspecting attitude
along with the willingness to gain knowledge.
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P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills
and behaviours and develop a professional development plan for a given job role.
Many a time it occurs that HR managers organise seminars and personnel training for skill
development of the employee. This consists of identification of knowledge, skills, and
behaviour of employees in the organisation. The need for personal skills audit is to identify
the characteristics of the individuals and their performances that reflects the gap in the real
and desired levels (Albrecht, et.al, 2015). The evaluated gap can be curbed through learning
and development methods. Many companies make use of competency framework to identify
the competitiveness and other crucial skills to fulfil the requirements of their role.
A professional development plans is provided for better understanding.
Part I
Name:
Learning Area:
Goal:
Resources:
Objective:
Methods/Activities:
Deadline:
Date of completion:
Part II
This is to understand the meaning monitoring, documenting, and analysing the methods
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