Developing Individuals, Teams, and Organizations

This document discusses the importance of developing individuals, teams, and organizations. It covers the skills, knowledge, and behaviors required by HR professionals, as well as the differences between organizational and individual learning, training, and development. The need for continuous learning and professional development to drive sustainable business performance is also analyzed.

Unit 35 - Developing
Individuals, Teams and
Organisations

Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................4
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......................6
TASK 2............................................................................................................................................7
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 ........................................................................................10
TASK 3..........................................................................................................................................11
P5 Demonstrate understanding of how contributes to employee engagement and competitive
advantage within a specific organisational situation............................................................11
TASK 4..........................................................................................................................................13
P6. Evaluation of distinct kinds of approaches to performance management and demonstrating
with examples how they can support performance commitment as well as culture............13
How can high performance culture and commitment be supported? ..................................15
CONCLUSION..............................................................................................................................15
REFERENCE.................................................................................................................................17

INTRODUCTION
Developing individual is a process by which enhancing the skills of an individual’s that
helps to organisation to perform better. The developing individuals develop the skills of an
employee for perform better in their field. It is the responsibility of human resource manager of
organising seminars or training programs for develops the employee in an organisation. The
manager have some important roles and responsibilities that is need to perform for the better
performance of their team by enhancing their set of skills or knowledge. When company
develops the skill set or knowledge of individuals or team then they are able to hold all conflicts
and hurdles. The individual developing will help to accomplish the goals or maximisation of
profit by improving skills set or knowledge of the personnel. This report is in the relation of
Sainsbury. Sainsbury is the second largest chain of supermarkets in the United Kingdom. The
sainsbury was founded in 1869. It is a retailer of groceries. The Sainsbury’s head office is in
Holborn Circus, City of London. It provides various type of products or services like sainsbury
bank, sainsbury market, fresh kitchen, pharmacy, home products, groceries etc. in this report
covers the professional skills, behaviours that are required by human resource manager, SWOT
analysis and professional and development plan and reflective statement (Davenport, L.J. et. al.
2016).
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
Human resource manager who is recruit or hire the employees in an organisation. The
HR manager have important roles and responsibilities. The manager is responsible for the
improvement of individual and checking the need for training programs for employees. The
training programs or seminars are necessary for employee’s individual development in an
organisation that helps in improving the performance of company or individual. Development of
individuals can give their best in accomplish the goals or target (Gentle, P. et. al. 2017).
Professional knowledge required:
Human resource and staffing – The HR manager should have the knowledge of human
resource or principles and procedures for recruitment, selection, compensation, training, benefits.
The manager also has knowledge of labour relation and negotiation. Knowledge of all these

areas will help to manager to manage the work properly and manage their staff. The organisation
is organising development and training programs for the skill development or enhancing the
productivity. Sainsbury should hire a good HR manager. The HR manger is good at recruitment
and selection of employee.
Law and Government- The HR manager should have the knowledge of rules regulation, laws
and legal codes. The knowledge of laws and legal codes will helps in manage the flow of
activities. Having command in government regulation, court procedures, agency rules and the
democratic political process. These process or procedures will help in easy work flow in an
organisation. The management of sainsbury should hire the HR manager who has the knowledge
of laws and government regulation in the favour of employee and organisation.
Skills required:
Active listener- the manager should be a active listener. Who actively listen what other
personnel are saying. And taking time to understand the points. These skills will help to HR
manager to maintain their relationship to employees or organisation. Sainsbury should find a
active listener personnel for HR manager position. The manager can listen patiently to their team
or members. And solve their problem in better way (Zighan, S., 2020).
Critical Thinking- The human resource manager should have the skills of critical thinking. It
will helps in taking decision in critical condition. This skill can be used in organisation by HR
manager in the order of enhance the decision making power. The HR manager should use
different approaches for problem solving. The HR manager can take better decision in order to
run the organisation efficiently. The management of sainsbury should hire personnel for HR
manager who has critical thinking skills. So the manager can think properly in critical situation
and take better decision for organisation.
Behaviour required:
Stress Tolerance- the HR manager should deal calmly with other personnel. The manager need
to deal in calm way with better solution. In organisation many problems are there with the
employees and management that needs to deal with calmness. The sainsbury management makes
the smooth working or personality friendly environment for employees. And there is easy to their
employee to say about their queries or problems. And sharing the better solution by manager.
Leadership- The HR manager should have the leadership skills. That will helps in organisation
to lead their employee. Leadership skills help in building good relationship with employees or

organisation. The sainsbury should hire the personnel who have good leadership skills for HR
manager. The leader should be able to lead their team or convince every employee for one
opinion (Ganguly, A. et. al. 2018).
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.
Skill Audit- this is the report of research skills and knowledge. The audit should avail the proof
for developing competence. It is done with the consideration of what is needed in the company.
The manager identifies needs for training or personal development for employee or company.
Personal skills audit:
Strength
 I have active listener skills that I can
listen patiently to any person for
understand the point of view of others.
 I know the principles and procedure of
recruitment, selection or training and
development.
Weaknesses
 I have bad communication skills due to
this weakness I will face hurdles in the
order of achieving goals in an
organisation.
 I have not good leadership skills, I can't
handle more manpower in organisation.
Opportunities
 I have command in the knowledge laws
and regulation that is issued by
government so I can follow the rules in
the favour of company.
 I have critical thinking skills due to this
I can handle the critical situation easily.
Threat
 I am not good at stress tolerance, I am a
stress taker person. This is create
problem in organisation.
 I am weak in computer knowledge.
Personal development plan- it is a planning process in which creating an action plan based on
values, goal setting. And planning for individual development in the context of career, self
improvement.
Area of
development
I will have this
completed by:
I will achieve
this:
What's
happening
now?
How will I
know I will be
successful?
Progress

Communicatio
n
I will improve
my
communicatio
n skills in 2
months.
For improving
communicatio
n skill by
watching
English
movies and
reading
novels.
By reading
various novels
or newspaper
and watching
movie it help
me to improve
my vocabulary
and
communicatio
n skills.
enhancement
in my
communicatio
n skills shown
advancement
in my ideas.
By learning
these skills I
am able to
communicate
fluently with
others.
Leadership I will improve
this in 1 month
I am taking
part in
monitory
activities for
improving my
leadership
skills.
I am able to
give ideas
because of
taking part in
various
activities.
The success
will be
evaluated on
the basis of
my team work
in an
organisation.
I am able to
give right
direction to
my employees
by getting
good
leadership
skill.
Computer I will improve
this in 2
months.
I have started
taking online
computer
classes and
start typing for
good speed.
I have learn
various short
key or other
basic
knowledge
from online
classes.
My
performance is
evaluated by
my seniors.
With the help
of computer
knowledge I
am able to
make
employee
performance
report.

TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development.
Individual Learning- the individual learning is a ongoing process it helps to enhance the
knowledge of individual. This learning is considering a set of process where the employees
perform individually. In individual learning the employees learn new skills, knowledge,
techniques, ideas or decision making strategies. The sainsbury company pays attention on their
employee for individual learning or development. The individual learning leads positive changes
in personnel behaviour and skills. Because of the individual learning the employees performing
well or efficiently.
Organizational Learning- The organizational learning is a continuous process in which
creating, knowledge, transferring skills with in company. The company develop overtime as it
obtains experience. In sainsbury organisation focusing on the engagement of employees in
organisational activities. That activity helps to an employee for learning. It is enhance the
productivity of employee by organisational learning (Lizier, A.L. et. al. 2020).
Basic Individual Learning Organizational Learning
Meaning In this learning main concern is to focus
on increase knowledge of employees of
Sainsbury company so that the
employees are able to do their job
efficiently.
In the organisational learning, the main
concern of Sainsbury is to solving
problems or creating knowledge and
skills within company.
Purpose main purpose of sainsbury is to
encourage their employees for self
learning, it helps to improve their
efficiency and productivity.
Sainsbury's main purpose of this
learning is to focus on organization
growth in the order of increase
accuracy, efficiency and most
importantly profit.
Advantage It helps Sainsbury employees to
increase their confidence and self
In this the Sainsbury company the job
satisfaction of employees and enhance

esteem and well aware about their
limitations.
the productivity Through this learning
advantage. It also improves employees
engagement toward their work.
Training- it is very necessary or important part of an organisation. The training programs is
helpful in increasing the competency of the employees within in organisation. In the training
main concern is to develop the skills or knowledge according to organisation roles. Sainsbury
organisation is serious and active for training programs of employees. The employees learn new
things, ideas, knowledge, skills, by training programs (Thornton, C. 2019).
Development- Development is a ongoing process. In which focus on overall development of
employee in an organisation. The employees work efficiently or productively with the help of
development. In the development the employees create positive changes in the context of
organisational, environmental or economic. The development of employee is helps to improve
the quality of employee. The sainsbury company always organise the development activities for
personnel development.
Basic Training Development
Meaning It is a learning process. In training
programs the employees learn new
skills , knowledge and competency
as per the Sainsbury company job
requirement.
In the development employee
improve their additional skills
and knowledge. Individual are
responsible for the own
growth or development.
Focus Main concern of training in
sainsbury is to focus on employee’s
job role and objectives.
The main focus of
development in Sainsbury is
on need of employees and
career building or growth.
Objective The main objective of Sainsbury in
context of training is concentrate on
train the employees according to
present and current need of
In development the employees
improve their overall
personality or self

employees. The company improve
the efficiency or quality of
employee.
development.
Term It is a short-term process. Development is long term
process.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous Learning- Continuous learning is a dynamic learning process. In this learning
process employees learn new skills, ideas and information. This learning process consider self
initiative toward the learning process. Continuous learning is comes in many form such as
formal, casual and social learning. It comes from professional or personal way. Employees of
Sainsbury is more active and learning continuously as per the personal or organisational purpose.
In the continuous learning the employees are continuous enhance their skill and for new
development. The employees of Sainsbury learn continuous new skill for motivate themselves.
The employees are continuous acquire new knowledge or information of their job objective
(Flint-Taylor, J. et. al. 2017).
Professional Development- the professional development is comes with set of rules, resources,
instructions or training programs to improve their professional quality. The Sainsbury company
organised the training programs for their employees. Because of this training programs the
employees are learning professional skills. The professional skilled personnel helps to
accomplish the objectives of organisation and it is profitable for company. Sainsbury also
provides technological training or workshop to their employees. Employees are learn
professional technical, analytical skills from technological training. These skilled employees are
promoting more profit for individual or company (Lannon, R. et. al 2020).
Need of continuous learning and professional development
Continuous learning or professional development both is important for personal or professional
growth. The organisation wants to achieve greater success so the Sainsbury Company

continuously focus on professional development of their employee. For continuous professional
development the organisation conducts training or development programs for employees. These
type of programs are enhancing the technical or advance skills of employees that helps to
improve their professional development. Need of continuous professional development are given
below:
To stay competitive- The continuous learning is important to always stay in competition. The
Sainsbury’s employees always focus on enhance their productivity in company. At present time
technologies are taking vast place in market. Sainsbury conduct the training and development
programs for employees to up to date with new information, strategies and technical information.
So the company improve the competitive environment.
To Boost Employees Confidence- strong confidence helps to employees for performing their
job very smoothly. The Sainsbury Company for enhancing the confidence of employees give
rewards, and appreciation on the basis of their performance.
To Stay Innovative- every organisation should always stay innovative on demand. The
innovative employees are profitable for an organisation. Sainsbury provides workshops and
professional skills to employees so it helps to stay innovative. Due to these programs the
employees of Sainsbury is more innovative.
Improve Performance at Work- there is two elements both are important for an organisation.
That is employee performance and company performance. The organisation maintains or
provides a healthy work environment so that the employees learn new skills or develop the
professional skills.
Learning cycle theories
it is a basic concept for every organisation or company. In the learning cycle include how the
employees learn from their overall experience. Kolb’s learning cycle is goal oriented or
behaviour learning theory. In this cycle goal oriented or behaviour learning theory comes that
create learning on ongoing process. The Kolb’s learning cycle is an ongoing process. Kolb’s
learning cycle includes 4 stages. This learning theory is essential to continued professional
development. In kolbs learning cycle has 4 stages are concrete, experience, visual perception,
active experimentation involved. In concrete experience the employee is learn new experience or
re- interprets. In the second stage the employee think how gain the knowledge or skills. In third

stage the employee start to understand the idea. In forth stage the employee use their idea or
skills for enhance their efficiency (Brennan, P.A. et. al. 2020).
TASK 3
P5 Demonstrate understanding of how contributes to employee engagement and competitive
advantage within a specific organisational situation
High Performance Working
High performance working is a combination of HR practices, work structures, processes
that enhance the skills or knowledge of employees. HPW is affected the individual or
organisational performance. High performance is defined as HR processes that improve their
productivity or efficiency of organisation for achieve goals. It helps to organisation in improve
their growth or productivity. The high performance working is helps to improve the efficiency or
performance of employees in an organisation. HPW promotes decision making. The HPW is
refers to HR practices that main objective is improve the team work skills or productivity.
Elements of High Performance Working-
In the element of HPW is includes the characteristics that is necessary for high
performance working. In high performance working there is various elements like setting clear
goal, clarity of role, strong leadership, and skills are included. These elements are helps to
enhance the efficiency or productivity of employee or organisation.
Leadership-
Leader is who leads or control the team or an organisation in a proper manner with follow
the goals of organisation. In organisation a leader is play an important role in creating strategies.
The leader fosters a collaborative environment for enhancing the opportunities or deliver
successful outcomes for organisation. In HPW the leader promotes the participative culture and
motivate for coordination by team members.
Open Communication-
In the team of HPW the members are free to share or exchange the various type of
information. The team members are communicate openly and give their feedback for improving
performance. It is essential for team work. The open communication is helps in making of good
strategy for accomplish the goals (Brennan, P.A. et. al. 2020).
Setting Clear Goal-

The team of high performance have clear vision or realistic goals or objectives. The
leader sets a clear goals or objectives for team. The leader of Sainsbury is set a clear goal or
vision for company after the communication with their team. The participative culture helps in
setting clear goal.
Benefit of High Performance Working-
It is beneficial in various manners for company. The HPW enhances the productivity. It is
positively change the work efficiency of company. That helps to achieve the goals.
Employee Benefit-
There are many benefits for employee. There the HPW is helps to improve their work
efficiency or productivity of individual or company. The Sainsbury employees are participative
in activities. That helps to achieve or establish strategy. HPW provide the opportunity for
employees.
Decentralised Decision Making-
The HPW organisation is recognizing the importance of clearly identify the goals or
objectives of company. In this the manager take decision to empower their employees to deliver
good result. The Sainsbury company is centralised the decision according their working capacity.
The manager centralised the decision for achieving goal or objective.
TASK 4
P6. Evaluation of distinct kinds of approaches to performance management and demonstrating
with examples how they can support performance commitment as well as culture
Performance management is depicted to continuous procedure for communication among
superior and supervisor which emerges throughout a year for supporting attainment of strategic
goals of enterprise. In a business concern, performance management supports commitment and
culture by improving employee engagement with allotted tasks that makes an individual
committed for completing it on or before deadlines and following adhered business culture. In
context to Sainsbury's, effective performances are essentials for meeting desired strategic
objectives. Moreover, effective performances create positive work surroundings, established
team trends and measures growth of human resources. Some of approaches of performance
management which are used in Sainsbury's are as evaluated:

Collaborative working approach: The approach that is related to ranking performances
of people against others in a similar group is said to collaborative working approach. It is also
known as partnership working which comprises whole spectrum of aspects that two or more
groups can perform together. In Sainsbury's, managers have adopted forced distribution
technique together with graphical rating scale for the purpose of managing performances at
workplace. For example, by using graphical rating scale, managers lists out traits of each
manpower must have as well as rate them on numbered scale. Further they provide scores to
employees and motivate them for tiers of performance as per culture and engagement. As per
Barsukov, Magomedov and Noskova (2019), it is evaluated that collaborative working approach
benefits in ranking performances which influence workplace culture for higher outputs and
engagement of people with workings of others. However, the approach creates competition
between workforce and rather than learning new work related systems they prefers to perform
with same techniques to gain higher rankings (Garavan, T.N. et. al. 2020).
Quality approach: An approach which emphasis more on improving satisfaction through
decreasing errors along with attaining continuous improvisation is performance or service is
referred to quality approach. It considers personal addition to system factors. Within Sainsbury's,
use of quality approach leads to devising high performance culture together with commitment
with the help of taking feedbacks from stakeholders in continuous manner for resolving
challenges concerned with performances. It benefits in solving complexities among teamwork
and fosters involvement of internal with external factors. However, limitation of quality
approach is that it restricts focus on quality related attributes and increases focus on other factors.
Result approach: It is simple addition to straight forward approach in which
management rates performances of manpower as per real results. In Sainsbury's, administrators
uses Balanced Scorecard technique that emphasis on learning & growth, financial, internal
operations etc while analysing performances through the approach. For example, with balanced
scorecard, managers improves internal functioning as well as external results of entity which
supports a culture of high performance and commitment for enhancing efficiency to meet desired
results. Its advantage is that it translates tactics into operations or tasks in more holistic prospect.
In contrary, the approach lack consideration to human resource factor and do not involve
stakeholders within the indicator (Bjarnason, E. et. al. 2018).

360-degree feedback approach: This is one of the most effective approach that has been
helping in making appraisal of employee possible. As per this system employees through
appraisal perform better which makes goals and objectives of an organization to be achieved in
better manner. This approach makes an employee rated over scale that is been decided by
organization from all over aspect this is done. On the basis of this increment is given to an
employees working in an organization. For example Sainsbury uses monitoring and controlling
to generate feedback over employees performance which helps them in improving of
performance with more efficiency.
Communication: Communication can be used as an effective tool by Sainsburry's in
order to manage and intensify overall performance of their employees. Communication is a
technique which can be assessed by businesses in order to convey various information to their
employees directly which may help in managing their performance and solving any sort of
grievance in promptly. For managing performance communication is regarded as substantial
aspect as with the help of effective communication smooth flow of information can be rendered
due to which
How can high performance culture and commitment be supported?
High performance and cultural commitment can be fulfilled by Sainsbury by analysing
the trends that is emerging within market as this is going to make organization understand what
people like. This is going to directly affect sales and makes profit generation possible. Sainsbury
due to its wide range of products is able to satisfy customers which make it gain cultural and
commitment to be fulfilled for which it is known. This is being analysed that there are varied
approaches that can be used by Sainsburry's in order to support higher performance commitment
and culture within their organisational working and culture as well as this could lead in attaining
goals and objectives in early manner due to which sustainability can be attained as well. Besides
this culture is supported by minimising employee turnover which is helpful in empowering
process of decision making within Sainsburry's.
CONCLUSION
In the above report mention the developing individual and how to improve individual skills or
knowledge in an organisation. In this report include the high performance working, human
resource practices, Kolb’s learning cycle, and how to improve their skills as a HR manger in an

organisation. In this define the training, professional development, individual development. The
SWOT analysis is done in this report. The report is done in the context of Sainsbury company.
Sainsbury is a multinational retailer of UK. That sells the groceries or provides services like bank
services (Ongoren, F. et. al. 2020).

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