UNIT-35 Developing Individuals, Teams and Organizations

This comprehensive report delves into the critical aspects of developing individuals, teams, and organizations. It explores the essential skills and knowledge required by HR professionals, particularly in the financial management sector. The report examines the differences between organizational and individual learning, training, and development, highlighting the importance of continuous professional development. It also analyzes the impact of high-performance working on competitive advantage and employee engagement, exploring various performance management approaches and their role in fostering a culture of high performance and commitment. This report provides valuable insights for HR professionals and organizations seeking to enhance their effectiveness and achieve sustainable success.

UNIT-35 Developing Individuals, Teams and
Organizations
1

Table of Contents
Introduction............................................................................................................................................4
TASK1 Analysis of the skills and knowledge required by the professionals of HR........5
P1 As the staff development manager, determine appropriate and professional
knowledge, skills and behaviours that are required by the HR department of
Alexandra-Reisse which specializes in financial management.........................................5
Introduction....................................................................................................................................5
Content............................................................................................................................................5
Conclusion......................................................................................................................................6
P2 Prepare PDP plan to identify appropriate knowledge, skills and behavior also
analyse personal skills audit. [M1].............................................................................................7
Introduction....................................................................................................................................7
Content............................................................................................................................................7
Conclusion:..................................................................................................................................10
TASK2 Analysis of the factors to be considered when implementing and evaluating
learning and development (P3, P4, M2).......................................................................................11
Introduction......................................................................................................................................11
Content...............................................................................................................................................11
2

P3 Difference between organizational and individual learning, training and
development.................................................................................................................................11
P4 Analysis of the need for continuous learning and development..........................13
Conclusion....................................................................................................................................14
TASK3 Knowledge and understanding ways how HPW contributes to competitive
advantage and the employee engagement (P5, M3)................................................................16
TASK4 Ways in which performance management, effective communication and
collaborative working supports the culture of high performance and commitment in
the institution Alexandra-Reisse (P6, M4)...................................................................................22
Introduction......................................................................................................................................22
Content...............................................................................................................................................22
P6 Different approaches for performance that how they support high culture and
commitment..................................................................................................................................22
Conclusion........................................................................................................................................25
Conclusion............................................................................................................................................26
References............................................................................................................................................27
3

Introduction
The team is represented as a group of individuals who cumulatively work for the
achievement of the goals, targets and the objectives. The individuals of the
company work in a team so that the goals, targets and objectives of the company
are achieved easily and they should be skilled so that the performance is effective
and training has been provided. In the assignment below provides a detailed
understanding of the knowledge and the skills so that the work is done efficiently.
The difference in the organizational and individual learning, training and
development will be provided along with the importance of the continuous learning
and professional development. Further, the assignment will describe that how the
high-performance working contributes to the competition along with the benefits in
the form of presentation. Lastly, different approaches to the performance and how
they support the high-performance working will be provided in the report below.
4

TASK1 Analysis of the skills and knowledge required by the professionals of
HR
P1 As the staff development manager, determine appropriate and professional
knowledge, skills and behaviours that are required by the HR department of
Alexandra-Reisse which specializes in financial management.
Introduction
The following report analyses and evaluates the suitable skills, awareness and the
behaviour of the employees that should be acquired by the HR managers of
Alexander- Reisse in order to increase the financial performance of the
management.
Content
Various factors need to consider for being a successful manager to deal with the
variety of situations. Knowledge is not only the factor which needs to look forward
but multiple skills are also required to manage human resource department. The
first of which is organization. This implies taking care of employees pay, benefits
and their career. With the management of the employees benefits time management
is also the factor which needs to be considered by Alexandra- Reisse so as to avoid
the problem of cosy attitude towards the work. Analysis of the financial accounts
should also be done to enhance the performance of the management. Internal audit
should be done in the organization to check or analyse where the organization is
lacking behind and take the appropriate decisions to resolve the problem aroused.
The second factor which needs to be considered is the leadership quality (Barbosa,
et. al., 2017). Staff development manager should possess the leadership quality and
assign the equivalent task to all the employees. With the proper allocation of the
work, the proper hierarchy should be followed by the staff members to avoid the
mismanagement in the organization. Also, the staff members should be trained
properly in their field of specialization which will ensure the better performance of
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the employees in the organization and hence the organizational goals will be easily
achieved. Managers should also adopt the policy of rewarding the employees based
on their performance which in turn will motivate the employee and the other staff
members to perform better.
To bring improvement in the organization Alexandra- Reisse should take feedback
from the employees on a monthly basis which will enhance the effectiveness
(Goulden, 2012). The members of the staff should also be rewarded with the various
financial incentives. Therefore, to survive in the competitive environment effective
policy should be adopted by the organization in order to attain the performance of
the firm.
Conclusion
It can be concluded that the staff development manager of the company needs to
manage all the activities whether it is related to finance or another resource of the
company. So, to increase the performance and effectiveness of the organization the
policies should be properly followed.
6

P2 Prepare PDP plan to identify appropriate knowledge, skills and behaviour
also analyse personal skills audit. [M1]
Introduction
The following part deals with the audit of the personal skills and identifies the plan
which should be followed by the staff development manager of Alexandra- Reissue.
Personal skill audit is the way through which the strengths of the personnel are
identified.
Content
Personal skills Audit:
Self-assessment is another word which can be used in place of personal skills audit.
The audit of personal skills varies according to the business and the environment.
Skills are basically audited to determine the need where the training is required. The
outcomes which arise of skill audit are termed as skills gap analysis (Geneva,
2012). This analysis has various benefits some of which are:
 It improves the skill and knowledge.
 With proper development, the cost of training and development is reduced.
 Skills of the employees are matched with their position which leads to better
productivity.
 Information acquired from the audit helps in the recruitment and selection of
the employees.
So, the process to audit the skills requires three steps. The very first part includes
determination of the skills required by the employees to audit. Second of which is
auditing it with the actual skills determined and the skills those possess. The third
step develops the plans or the training procedures required to enhance those skills
(Maguire, & Blaylock, 2017).
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Personal development plan provides an opportunity for the professionals and the
managers to perform much better in order to achieve effectiveness. In Alexandra-
Reissue preparation of PDP plan will provide the staff development manager to
manage all the activities of the organization in systematic form.
Personal Development Plan
Target Action to achieve Evidence of
Completion
Target Date
Improve training
technique
Focusing more on
the practical
training rather than
the theoretical.
The task assigned
will be completed
in a particular time
frame with good
standard.
10-03-2018
Expand
accountabilities
Proper monitoring
of the employee's
performance.
Tasks performed
will be evaluated
by internal audit.
12-03-2018
Lateral transfer of
Employees
Employees will be
transferred to
another
department at the
same level to
develop diversified
experience and
knowledge.
Enhance the
competitiveness of
the team.
15-03-2018
Formal
presentation
Opportunities
Planning and
organizing skills of
the employees will
develop.
Increase in
effectiveness
among the
employees in
speaking.
17-013-2018
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SWOT Analysis
This technique is widely used as through SWOT analysis it can be recognized the
strengths and opportunities that possess within the individual and also helps in
eradicating the weaknesses and threats (Mayhew, 2018).
S
W
O
T
A
N
A
L
Y
S
I
S
Strengths Weakness
 Staff Appraisal
 Involvement of
employees in
meetings
 High-performance
working
 Collaborative Work
 Laid-Back Attitude
 Budget constraints
 Low employee
morale
Opportunity Threats
 Reshuffling of
employees
 Emerging
Technologies
 Weak rivals of the
market
 Job Insecurity
 Lack of Resources
 New competitors
Strengths: As a staff development manager, the various strengths have been
identified like the appraisal in the staff will motivate the employees; the employees
will participate in the meetings, performance improvement, etc.
Weaknesses: Only weaknesses that possess are to maintain the emotional stability
as while dealing with the employees in the Alexandra- Reisse sometimes results in
anger. The various weaknesses that have been identified like the attitude of the
employees of the institution are laid back, the morale of the employees is low, etc.
Opportunity: The best opportunities arise when the whole of the team works
together with corporation and coordination to achieve the common goals. The
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opportunities are the employees will be reshuffled; the rivals are present in the
market, etc.
Threats: Working as a staff development manager, the threat is that people of
higher level management discourage and it impacts the career growth. Various
threats are the reshuffling will include the insecurity of the employees, new
competitors arise, etc.
Conclusion:
It can be concluded that various techniques need to be considered while analysing
the personal skills of the individuals. The skills are first identified and then the
training has to be taken in order to develop those skills.
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TASK2 Analysis of the factors to be considered when implementing and
evaluating learning and development (P3, P4, M2)
Introduction
The report here describes the difference between the ways of organization and
individual learning, training and development. The report will further discuss
whether there is a need to provide training and development of the professional so
that the performance of the business is sustained. The report will lastly describe the
theory to analyse the importance of such learning and training.
Content
P3 Difference between organizational and individual learning, training and
development
The learning where the knowledge and the skills are delivered to all employees
disregard of the department is the organizational learning. Employees are required
to follow the structure and the guidelines so that the goals and the objectives of the
organization are achieved. It is a critical process where efforts are made to improve
the daily routine, process, etc. on the basis of the experience. The process of
learning includes understanding, interpreting, integrating and institutionalizing. It is a
key component which helps in quality improvement (Vinesh, 2014). With the help of
organizational learning, training and development the decision-making process,
management of the people, weakness of the employee is addressed, the increment
in the productivity and the satisfaction of the worker, the cost can be reduced, etc.
can be done easily (Kohtamaki, et. al., 2012).
 The learning where the knowledge and the skills are delivered to the
individuals and the efficiency has been improved. The learning depends and
is different from person to person (Sessa & London, 2015). The work when
becoming hectic then the employees requires quick information and the
learning to an individual can be provided by following the ways like increasing
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the social collaboration, the competency must be specific, the learning
resources should be integrated, etc.
The main difference between the both is as follows:
Basis Organizational Individual
Consideration All employees cumulatively. Every Employee
individually.
Results Improvement in the
efficiency and the working of
every department.
Improvement in efficiency
and skills of the individual
employee.
Learning Process Development of all individual
at once.
Depends on persons since
they have different
strengths and weakness.
Training Process Cost consuming process. Cost effective process.
Benefit Only organization. Both organization and
employees.
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P4 Analysis of the need for continuous learning and development
The process which is continued and helps in increasing the knowledge and skills of
the employees and the workers is the continuous professional development and
learning. The efficiency of the performance and productivity of the employees can
be enhanced and upgraded and this process will help the organization in gaining a
competitive edge. The learning and professional development will help the
companies in achieving the goals, mission, objectives, etc. through which the
company will be able to increase the effectiveness and the efficiency of the
employees since they will be motivated.
The professional and learning development process implies that the employees and
the professional should continue working so that the efficiency grows and the
organization is able to gain the competitive strength. The high competency, the
objectives and the efficiency of the organization is a must to be achieved if the
professional learning and continuous development process are followed. The
professional learning and continuous development process help the companies by
providing various contributions like:
1. The competitive strength and the productiveness of the company are raised
since by following the learning and professional development the ability,
knowledge and the skills of the employees are upgraded.
2. The employees are trained in a way that the employees will learn from their
past records or the working and hence the performance for the future of the
company will be improved.
3. The learning and professional development help the company’s professionals
so that they are able to adapt and innovate new technologies which will help
the company in increasing performance at a high level and the efficiency. This
improvement is only possible with the help of continuous professional and
learning development.
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4. The personal development and the high skills of the workers and the
employees will be ensured with the help of the continuous professional and
learning development.
The objectives of the company will be achieved and the efficiency of the employees
will be increased since the professional and learning development ensures it and
the above contribution also contributes to the organization (David, et. al., 2013). The
efficiency will be increased, the work will be completed on time and the customer
satisfaction will be high and this will help the organization to continue the business
for the long-term. The commitments of the company will be met on time and the
resources will be used efficiently and in an optimised manner, if the professional
and learning development process is properly implemented (Flores, et. al., 2012).
Hence the sustainable performance of the business can be derived with the help of
the highly efficient and skilled employees and it is only possible with the help of the
continuous learning and professional development process.
The skills of the employees are required to be improved so that the efficiency is
maintained and this can be done by using the Kolb’s model. According to this model,
learning is required to be a continuing process and the experience which the
employee is possessing the decision will be taken (Baker, et. al., 2012). The task
will be completed on the basis of the experiences and the result will be interpreted
after the completion and new experiences will arise which will be required in the
decision making and the further performance. hence the employees or the people
learn from the new experiences and the process then becomes never-ending
procedure and it leads to the development of the professional.
Conclusion
The above report provided that the organizational learning, training and
development are different from the individual learning, training and development.
The continuous professional and learning development id required by the
companies to drive the sustainable performance of the business. Lastly, it can be
concluded that the learning is a process which is a never-ending procedure which
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has been proved with the help of the learning cycle theory named as Kolb’s model
of learning.
15

TASK3 Knowledge and understanding ways how HPW contributes to
competitive advantage and the employee engagement (P5, M3)
16

Slide Notes: The employees or the workers when engaged in the work and the
procedure of the decision making then the employee engagement will be done. The
employees will be able to take the right decision at the right place and the right time.
The employees or the workers will be motivated and they will be rewarded and
hence the practices are required to be followed (Abraham, 2012).
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Slide Notes: The practices that are required to be followed by the employees or the
workers are like the pay to them should be high, flexibility should be there in the
institution Alexandra-Reisse and the development opportunities of the career will be
more. This will help the institution Alexandra-Reisse in competitive advantage,
motivation, high-performance interference will be less the efficiency will be
increased, etc. (Albrecht, et. al., 2015).
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Slide Notes: The high-performance working has many benefits attached to it like
high rewards, pay, improvement in the skills, efficiency in the human resources,
competitive advantage, innovation in the technologies, sales at the maximum, etc.
(Robertson, et. al., 2012).
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20

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TASK4 Ways in which performance management, effective communication and
collaborative working supports the culture of high performance and
commitment in the institution Alexandra-Reisse (P6, M4)
Introduction
The report will provide the different approaches that support the institution in high
performance and commitment and the high culture. The report will further describe
the ways that will help the institution in effective communication, collaborative
working, etc. further the approaches will be evaluated so that the working is done
effectively.
Content
P6 Different approaches for performance that how they support high culture
and commitment
The performance of the employees can be measured by measuring the growth of
the institution and the performance of the employees depends on the profile of the
work, system of the bonus, the satisfaction of the job, policies of the institution, etc.
(Dey, & Giri, 2017).
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Figure: Performance Measurement Approaches
Source: By Author
The above approaches have been described below:
1. Behavioural Approach- The approach which consists of the vertical scales
for the job dimensions. The BARS technique is used which consists of 5-10
vertical scales which are based on the parameters and the employees are
ranked based on the performance (Morris, et. al., 2012). The advantage of
this approach is accuracy and reliability, the disadvantage of this approach is
that the managers are required to remember the huge amount of data.
2. Result Approach- The simple concept where the employees have been
given ratings on the basis of the results of their performance. The main
perspectives which are considered are a customer, financial, learning and
growth and internal and operations which are same as the Balanced
Scorecard approach. the other approach is ProMES which involves following
steps:
 Identification of objectives
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Performance
Measurement
Approaches
Behavioural
Result
AttributeQuality
Comparative

 How well the objectives are made
 How effective they are in evaluating the performance
 Provides feedback to the employees
The main advantage of the approach is that the strategy is converted into the
operations and does not rely on the financial indicators whereas the
disadvantage is that the human resource is not considered.
3. Quality Approach- The approach which ensures the satisfaction of the
employees and it takes the feedbacks on the regular basis from the clients,
managers, etc. The Kaizen technique is used so that the business is
improved continuously. The advantages are that the problems are resolved in
the team, internal and external factors are considered, multiple sources are
used to evaluate, etc.
4. Attribute Approach- The employees are rated in this approach on the basis
of certain parameters like teamwork, creativity, judgement, innovation, etc.
The disadvantage of this approach is subjectivity, the best and the worst
parameters are identified only while the advantage is its simplicity.
5. Comparative Approach- The ranking which is based on the performance of
others from high to low. The reward is provided to the employees on the top
and the low performers are given chance to improve ( Brewster, & Mayrhofer,
2011).
The approaches that the institution mostly used are the comparative and the
resulting approach where the ranking is provided on the basis of the criteria and
the performance respectively. The resulting approach is used when the institution
Alexandra-Reisse wants desired results disregard of the performance and
whereas the comparative approach is used when the institution Alexandra-
Reisse is required to identify the area where they are lacking the performance.
The approaches are used by the institution Alexandra-Reisse so that the
efficiency and the effectiveness of the institution are improved.
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Conclusion
The approaches are used by the company since they help the institution Alexandra-
Reisse in ensuring the effectiveness and the efficiency and the innovation is brought
out of the workers or the employees. The performance measurement enhances the
communication and the productivity is increased. The evaluation of the approaches
has been done which specifies that the performance of the employees is enhanced
and they support the high-performance culture and the commitment.
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Conclusion
The employees of the company are the important source of the institution
Alexandra-Reisse. The strength of the competitiveness and the competition could
be sustained for the long period of time. The report can be concluded that the HR
manager is the person who employs a person and HR manager will be responsible
for the growth and success of the institution. The efficiency of the institution
Alexandra-Reisse is required to be maintained for the future period of time and
hence it will be done with the help of training. The organizational and individual
learning is different and the approaches are required to analyse and it will help in
the measurement of the performance of the employees. The professional
development plan is required to be implemented in the institution Alexandra-Reisse
so that the training and development can be done in a simplified manner.
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