Developing Individuals, Teams and Organisations

This assignment focuses on developing individuals, teams, and organizations. It covers topics such as appropriate knowledge, skills, and behaviors required by HR professionals, organizational and individual learning, and the concept of high-performance working. The assignment also includes a personal skills audit and a professional development plan for HR professionals.

Developing Individuals, Teams and
Organisations
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P 1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.....................................................................................................................3
P 2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for HR professional..........................5
LO 2.................................................................................................................................................7
P3 differentiate between organizational as well as individual learning, training and
development.................................................................................................................................7
P 4 Discuss about the requirements for continuous learning and professional development to
drive sustainable enterprise performance....................................................................................9
LO3................................................................................................................................................10
P 5 Understanding the concept of How HPW contributes to employee engagement and
competitive advantage...............................................................................................................10
LO4................................................................................................................................................12
P 6 Describe about the different approaches to performance management and demonstrate
with example how they can support high performance commitment or culture.......................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16
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INTRODUCTION
Developing an individual, team members are participating the important role within
organization whether they are experienced or not but it will manage or control overall business
operational tasks.
M&S is based on the British multinational retailer with headquarters in London that
specialises in selling and buying the clothes in global marketplace. This company was founded in
1884 by Thomas spencer and Michael marks. It currently operating 959 physical stores across in
UK including 615 that can sell various kind of food items in global world.
This assignment will describe about the skills, knowledge of professionals and their
behaviour towards the organization. It will develop an effective personal skills audit that help for
improving the own skills and capabilities while implementing the suitable approach for business
growth and development. This report is mainly focused on the human resource professionals that
will consider suitable skills, knowledge help for organizational development.
LO 1
P 1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.
There are various kinds of knowledge, skills, and behavior that are required by HR professionals.
Some of them are:
Knowledge:
 Training and Development: In M&S, HR professionals are required to have complete
knowledge of training design, method, instructions that are required to be given to
individuals and groups so that effective training and development program can be developed
for employees (Asrar-ul-Haq and Anwar, 2020).
 Administration and management: HR professionals are required to have complete knowledge
of management and business principles that involve resource allocation, HR models, strategic
planning, leadership technique for maintaining coordination between people and resources.
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 Law and regulations: In M&S, HR professionals are required to have knowledge of
legislation, regulations like legal codes, court procedure, government regulations, agency
rules and many more so that any kind of legal case on organization can be avoided.
Skills:
 Communication: HR professionals need to have effective communication skills they should
not only have speaking skills but they are also required to have active listening skills as well.
They should actively listen what other are saying so that if any kind of issue faced by any
person can be resolved easily (Magau, 2017). They should also be able to communicate any
kind of change in policy, introduction of new rules and regulations to employees. This
communication skill is important because it helps them in motivating their employees so that
they can give their best and active pre-defied targets.
 Problem Solving: it is one of the most important skill which is required within HR
professionals. This helps them in resolving any kind of conflicts in a proper and effective
manner. This skill further helps them in developing trust among employees and strengthen
their relationship with employees. It further helps in developing sense of belongingness
among employees.
 Multitasking: HR professionals are required to be multitasking. They need to resolve
employees’ conflicts, training and development strategies and work on other factors
simultaneously. Due to this it becomes important for them to have multi- tasking skills.
Behaviour:
 Honesty: HR professionals are required to behave in an honest manner. They should not be
dishonest with management and employees. Any kind of issues or crises or changes should
be communicated in an honest manner to employees.
 Truthfulness: HR professionals are required to keep truthfulness within their work. They
should not manipulate any kind of facts or truth. Truthfulness helps in developing trust
among employees within management of an organization which is a base of strong
relationship between management and employees.
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 Cooperation: HR professionals need to have a cooperative nature. They need to cooperate
with all the employees’ problems faced by them. This not only helps in development of job
satisfaction in employees but also motivates them.
These are some of the main skills, knowledge and behaviours that are required to be present
within HR professionals. These skills, knowledge and behaviours helps them in fulfilling
their roles and responsibilities in an effective manner.
P 2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for HR professional.
HR professional plays a vital role within M&S. They are responsible for resolving any
kind of issue or crises within the organization, carry training and development activities within
the organization and many more. Personal skill audit of HR professional will help in identifying
skills that are required in them.
Personal skill audit
Personal skill audit will help HR professionals to identify their strengths, weaknesses, threats and
ways in which they will bring improvement within their skills and knowledge. Personal skill
audit can be done with the help of SWOT analysis and professional development plan.
SWOT Analysis
SWOT analysis for HR professionals are as follows:
Strengths
HR professional’s main strength is multi-
tasking and work effectively and efficiently
with teams for achievement of pre- defined
goals and objectives. They are dedicated,
motivated and focused upon their work which
not only helps them in doing their work
effectively and efficiently but also focuses
upon motivating other employees so that their
Weaknesses
Effective communication is one of the main
weakness of HR professionals. Due to this
weakness they fail to communicate any kind of
important changes that are required to brought
within organization. They also lack problem
solving skills because of which they face
difficulty in resolving any kind of conflict
among employees.
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overall performance can be enhanced.
Opportunities
Focusing upon personal growth by working
upon weaknesses like communication skills
and problem- solving skills. Working upon
improving these skills will help in achieving
pre-defined goals and objectives in an effective
manner and will further help in effectively
managing workforce. This will further help
them in identifying changes that are required to
be brought within M&S so overall
performance of business can be enhanced.
Threats
Failure in achieving main goals and objectives
of human resource department can directly
impact sustainability of organization and can
also impact overall relationship of employees
and management. Due to mana maintenance of
effective relationship with employees can
impact their overall performance due to which
overall performance of organization can also
get impacted.
Professional development plan
In order to bring improvement within current skills and knowledge of HR professionals
and overcome weakness professional development plan can be developed that can directly help
them in achieving organizational goals and objectives.
Development
Objectives
What is required to be
achieved
Resources required Time period
Bring improvement
within
communication
skills
The main objective which is
required to be achieved is to
bring improvement within
communication skills of HR
professionals so that they
can develop understanding
among employees, enhance
relationship between
Proper training and
guidance. Other than
this feedback and
training provided by
seniors is also effective
resource.
1 month
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management and employees
and any kind of important
information can be
communicated easily to
employees so that chances
of misunderstanding can be
reduced.
Bring improvement
within problem
solving skills
Another Objective of HR
professional is to bring
improvement within
problem solving skills so
that they can maintain
effective relationship among
employees and among
management and
employees. Not only this,
this skill will further help in
resolving any kind of issue
or conflict among
employees.
Online guidance,
internet
research ,support and
guidance from senior
management.
1 month
LO 2
P3 differentiate between organizational as well as individual learning, training and development.
Organizational and individual learning are based on the processes that help for supports of
entire business to achieve their desirable goal and objective. M&S can performed the different
tasks for providing the better options for each or every people. it is not only manage program and
create the an effective working environment so that every people can improve their own ability
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or capability. Organizational learning is mainly used for M&S where each staff member can
learn new skills (Buchanan and Huczynski, 2019). Sometimes, a better training session will
support for enhancing the overall employee knowledge where they can perform the different
tasks effectively and efficiently.
Individual learning is defined as process of involving change in behaviour, knowledge of
individual. Each and every people can use different medium to improve their own skill and
knowledge. It can possible through various type of online training session, seminar and classes.
Differences Individual learning Organizational learning
Active Involvement In this individual learning, the
process of training or
development can performed
by individual person
In this organizational learning,
training and development can
be performed by enterprise,
HR manager is responsible for
giving better training session
to their employee.
Decision-making It should be provided the
training session but important
decision are mainly taken by
one person.
In organizational learning, HR
manager can provide the
feedback of each and every
person on the basis of their
performance.
Influencing the factors Individual learning can
influence on the basis of
culture or environment of
person, their living
background inspire or
motivate (Xia, Ng and Wu,
2020).
Within organizational
learning, training and
development involves
organizational culture and
different kinds of policies or
procedures influence staff
members within organization.
Resources In the individual learning, In organizational learning, It
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resources will require
involvement of school,
university. Individual person
can participate into different
workshop or learning program
can be identified the
organization that involvement
of practical session which are
mainly conducted by Human
resource manager
Table: 1
P 4 Discuss about the requirements for continuous learning and professional development to
drive sustainable enterprise performance.
Professional development and continuous learning are two most important part of an
organization that helps employees and individuals to bring improvement within themselves. Both
Professional development and continuous learning helps employees to accept all kinds of
changes that take place within organization. Continuous learning helps individuals or employees
to learn or develop new skills that can be used by them to achieve organizational and career
goals in an effective manner (Chanani and Wibowo, 2019). It helps organization in facing any
kind of sudden situation in an appropriate manner. Whereas, professional development helps in
developing skills that are required for development of a successful professional career (Webb,
Diamond-Wells and Jeffs, 2017). It helps individuals finding better career opportunities by
showing their skills to higher authorities. Importance of both continuous learning and
professional development can be explained with the help of learning cycle theories.
Multiple intelligence theory
Theory of multiple intelligence is a kind of theory or framework that helps in explaining
that each and every individual has a certain level of intelligence that helps them in becoming
unique within their working (Pomázi and et. al., 2016). This theory can be implemented by team
members, individuals, HR professionals for learning something new. This will not only help an
organization to bring required changes within their business but will also help them in gaining
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competitive advantage and enhance overall performance of HR professionals, team members and
individuals.
LO3
P 5 Understanding the concept of How HPW contributes to employee engagement and
competitive advantage.
Being a relatively understanding the concept of employee engagement and competitive
advantage. High performance working is based on the approach to manage or control the
organization in order to stimulate more effective employee commitment. Thus, it can achieve the
high of performance in global marketplace.
Characteristics of High performance working
 Participative leadership- It is mainly focused on the leader that can perform different
activities and involves with team members to achieve desirable goal and objective (Jeong
and Shin, 2019). At some point, Manager can develop an effective strategy to make a
better decision regarding growth and development of enterprise.
 Clear and open communication- it is also consider as important characteristics of high
performance working that help for staff members to engage with the different staff
members. As they have achieved the success of business.
 Effective-decision making – It is mainly depending on the perception of individual
people who have been participating into different business activities. Each and every staff
member can use their own skill and knowledge in the workplace for handling complex
business operation and function. This kind of decision has been made by leaders.
High performance working is based on the general approach that will support for managing
enterprise to improve overall business activities (Alafeshat and Tanova, 2019). This kind of
approach will be designed to enhance motivation or inspiration in staff members. It enabled them
to put more efforts in the workplace and also engaged with staff members.
In M&S, It has been identified the conflict among staff members due to lack of
coordination, which is directly affecting the overall business performance. Conflict may arise but
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needs to manage or control in right manner, afterwards, it will be improving the overall business
growth and development. It is an essential for M&S to overcome the complex situation so that
they can easily maintain competition level in global marketplace. HR manager of M&S have
engaged with different staff members where putting their own high performance working to
achieve desirable goal or objective. M&S can utilise some advantage, benefits through high
performance working (HPW) practices. Here are identified the suitable features-
Self-Managed team- in M&S, HR manager can apply high performance working practices so that
they can develop self-managed team. This will help for creating a self-management team so that
every staff member can establish a better coordination while achieving desirable goal or
objective. M&S can easily reduce conflicts among team members. On the other hand, employee
will learn to work with other one (Baker, Cathcart and Peach, 2019). It will get more chance to
understand perception of other members while enhancing own learning skills, ability to create a
strong relationship with them. In case, if every team members will be managed where they can
understand their own responsibilities to overcome the complex situation in proper manner. it able
to take some competitive advantage within marketplace as they can operate business in global
world.
Improving Leadership- In M&S, high performance working will help for leader to
improve their own leadership skill and knowledge. It is not only handle the current situation of
business but it also inspire or motivate other people to do their task with effectively and
efficiently. Leadership improvement is only help to handle or overcome challenges but
identifying reason behind critical issue or problem (Jeong and Shin, 2019). In M&S, each and
every leader will enable to put their own skills and knowledge so that they can achieve desirable
goal or objective. in this way, it will help M&S to achieve successful within enterprise.
Training and development- It is also considered the important part of high performance
working in which provide better training session to their employees. Through this, staff member
can improve their skill, enjoy a better good relationship with other colleagues. It will help them
to increase the potential ability of staff members while developing a strong understanding
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towards their significant goals. In this way, it become easier for manager in M&S to create a
healthy working environment or culture.
Kolb experimental learning style theory
This theory focuses upon learning and explains successful learning process in four steps.
Four steps of Kolb experimental learning style theory are:
Concrete experience: this will help HR professionals to see required changes from different
perspective (McKenna and et. al., 2018). This will help them to collect required information in
an appropriate manner so that main problems can be resolved in an appropriate manner
Reflective Observation: At this stage new ideas thought or identified are applied or implemented.
It helps in developing relationship between experience and understanding. This can be done by
learning though observation by knowing needs and demands of employees.
Abstract Conceptualisation: In this rise to new ideas or modifications can be done. HR
professionals can implement new idea for resolving current problem within organization so that
both time and cost can be saved (McKenna and et. al., 2018). This will directly help HR
professionals maintain effective relationship between employees or employees and management.
Active experimentation: Success of idea can be implemented in other real- life world as well.
This will help HR professionals to identify ways in which new challenges can be resolved for
enhancing success changes of organization and enhancing growth of the company.
LO4
P 6 Describe about the different approaches to performance management and demonstrate with
example how they can support high performance commitment or culture.
Performance management is based on the ongoing process in context of communication between
employee and supervisor that occurs through years. In order to support for accomplishing the
strategic objective within M&S. company will use better communication process that include
clarifying expectations, identifying goals, reviewing result or outcome, providing better feedback
(Jeong and Shin, 2019). Overseeing the actual performance which is mainly providing the
feedback of each and every staff members on the basis of their performance. That’s why, it can
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perform as most suitable approach to analyse overall business aspects. The performance
management process is one of the most important cycle with discussion about year to year,
whereas changing the business goal or objective.
There are different kind of approach or practices applicable within performance
management. M&S can use different approaches to improve their entire staff members and their
performance. Afterwards, it provide the better effective workforce that will increase overall
business profitability as well as product.
Shifting towards frequency of Feedback- M&S is mainly focused on the annual performance
of each and every staff members so that they can identify current efficiency of individual’s
person. in the workplace, it allows for manager to monitor or track the real time performance.
Afterwards, it will be providing the feedback of staff members by leaders, managers. Sometimes,
it includes potential consumers that can help employees to improve their performance.
Afterwards, they can able to understand things and also identifying specific need or requirement
of people.
Group Creation- As working with other staff members to establish a strong collaboration
which become useful for M&S to manage or control. Manager can focus on the creation of a
strong interaction with potential employees, giving a proper direction towards their goals and
achievement. Working within a group which become more effective way to take limited time as
compare with individual employees (Donate and Et.al., 2019). An effective group will made of
different large number of team member, who have already suitable skill or knowledge in order to
interact with one. Afterwards, it will support to make an effective plan for achieving desirable
goal or objective. By using team or group, It become easier for M&S to increase the flow or
communication among employees and enabled them to improve or enhance their own career in
the organization.
Award and reward Management- It is based on the important approach that applicable
within performance management. In M&S, HR manager can provide the reward or award of their
potential employee on the basis of their performance within organization. HR manager can
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motivate or inspire to their members which providing the better support so that they can achieve
desirable goal. Reward is one of the most extremely financial support that include salaries of
staff members and added more expenses which is always inspiring or motivating employee. In
this way, they can give their own best performance in organizational tasks. In some situation,
many individual people can learn about the own performance while putting more efforts to gain
popularity in marketplace.
Focus on the culture and environment- In M&S, manager is responsible for creating a
healthy environment or culture of their staff members. in this way, they can participate in
different tasks in proper manner. it is an essential part to improve the performance of each and
every staff members. it should look for improvement of entire workplace environment or culture.
In M&S, HR will be creating an effective policies and procedures that will support to improve
diverse environment or culture (Jeong and Shin, 2019). Each staff members can share their own
innovative idea with manager that will support for achieving desirable goal or objective. In the
workplace, employee can establish a coordination with other colleagues, manager to discuss
about the particular subject or topic. In order to meet with employees who have belonged to
different culture, ethical aspects. Individual people always know about the current situation of
enterprise that will help to create an effective working environment.
Training and development- it is one the important aspect of performance management
within M&S. HR manager can provide the better training session for their staff members so that
they can improve the high performance working in the workplace. Training will support for
every members so that they can enhance or improve their ability or capability. Whenever it is
creating a good relationship with employee that needs to identify their skill or knowledge. in this
way, Manager can assign the task on the basis of their performance otherwise, it will effect on
the overall business processes.
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CONCLUSION
From above discussion, it has concluded that M&S can help for developing an individual
team members to participate within different tasks. In this report, it has been summarised about
the different aspect of business development which is mainly perform the role in order to manage
or control organizational tasks. This documentation has been identified appropriate the skills,
knowledge of professionals and their behaviour towards the organization. It can be identified the
specific skill or knowledge of individual’s person so that they can implement suitable approach
within business. Furthermore, it has been created the personal skills audit which can utilise to
find the employees abilities and capabilities. However, it can be identified the concept of High
performance working concept which help for contributing the employee engagement and
competitive advantage. Identifying the performance management approach which may support
for establishing a better commitment towards culture or environment.
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REFERENCES
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