Unit 35: Developing Individuals, Teams, Organisations - CECOS College

This report provides an in-depth analysis of developing individuals, teams, and organizations, focusing on the role of HR professionals and the importance of continuous learning. It begins by determining the necessary knowledge, skills, and behaviors for HR professionals, using Aldi as a case study. A personal skills audit is analyzed, and a professional development plan is created for a specific job role. The report then examines the differences between organizational and individual learning, highlighting the need for continuous professional development to drive sustainable business performance. It also explores how high-performance working contributes to employee engagement and competitive advantage. Finally, different approaches to performance management are evaluated, demonstrating how they support a high-performance culture and commitment. The report concludes by synthesizing knowledge and information to provide a comprehensive understanding of how high-performance working and related mechanisms lead to improved employee engagement, commitment, and competitive advantage within organizations like Aldi. Desklib offers a variety of study tools and resources for students.

Developing Individuals
Teams and Organisations

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determining appropriate along with professional knowledge, skills as well as behaviours
which are needed by HR professionals........................................................................................1
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...........................3
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation..............................................................................................................6
TASK 2............................................................................................................................................7
P3. Analysing differences among organisational and individual learning, training and
development.................................................................................................................................7
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance................................................................................................8
M2. Apply learning cycle theory to analyse the importance of implementing continuous
professional development............................................................................................................9
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
TASK 3..........................................................................................................................................10
P5. Demonstration of understanding of ways in which high performance working contributes
to employee engagement and its competitive advantage within specific organisational situation
...................................................................................................................................................10
M3. Analysation of benefits of applying high performance working with justification of
specific organisational situation................................................................................................12
TASK 4..........................................................................................................................................12
P6. Evaluation of different approaches of performance management and demonstration of
specific example of how they can support to high performance culture and commitment.......12
M4. Critical analysation of evaluation of different approaches and judgement of how effective
they can be support to high performance to commitment and culture......................................13

D2. Provide synthesis of knowledge and information result in appropriate judgement on how
high performance working and mechanism used for support high performance working that
lead to improved employee engagement, commitment as well as competitive advantage........14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Developing individuals, teams addition to organisations is key for achieving success. It also
enhances performances with good teamwork that benefits individuals also. In a company, human
resource professionals are responsible for recruitment, screening, selection, training addition to
development of all employees (Afsar and Umrani, 2019). Professionals looking working of
human resource at workplace ensures that personnel have adequate resources, tools, equipment
and leadership which they require for performing potentially. For gaining insights about
developing individuals, teams along with organisations, selected company is Aldi which is
discount supermarket chain having more than 10000 stores in around 20 nations. It was
established in 1946 as a family business.
The report determines suitable knowledge, skills and behaviours which are essentially
needed by HR professionals. It also analyses personal skill audit and develop professional
development plan for specific job role. The report further highlights factors to be considered at
the time of executing and evaluating inclusive learning together with development for driving
business performance sustainably. It applies understanding about how high performance working
contributes in engagement of employees and competitive advantages. At last, some of
performance management approaches are evaluated that supports high performance culture as
well as commitment.
TASK 1
P1. Determining appropriate along with professional knowledge, skills as well as behaviours
which are needed by HR professionals
Human resource management can be termed as strategic approach for effective
administration and management of organisational people in the manner they assist in achieving
competitive edge. It emphasises more on developing or improving skills, behaviours and
knowledge that direct them for accomplishing individual and business goals. In an enterprise, for
example, Aldi, HR professionals are responsible for recruiting candidates, selecting right
employee, process payroll, conduct disciplinary actions, maintain employee records and conduct
benefit analysis. Aldi provides training opportunities to its people through “Aldi Apprentice
Scheme” which is combination of off the job along with on the job training (Aldi, 2021).
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Mentioned below are certain knowledge, skills addition to behaviour that are required by human
resource professional that is Assistant Manager HR Development of Aldi:
Basis Description
Knowledge
 Laws and regulations: Knowledge of employee based laws and regulation
is needed by human resource professional as they strategically manage
employees of company while remaining compliant with legislations which
govern rights of employee and obligations of employer (Bala and
Bhagwatwar, 2018). In aspect to Assistant Manager HR Development of
Aldi, knowledge about laws and regulation gives them confidence for
making decision for betterment of employees.
 Administration: A HR professional requires knowledge about
administration for understanding key metrics for human resources.
Assistant Manager HR Development requires knowledge of administration
including information for planning, collecting resources, reinforcing
values and managing performances.
Skills
 People management skill: It is the ability of human resource professional
to control actions and thoughts of employees (Baldé, Ferreira and
Maynard, 2018). Assistant Manager HR Development of Aldi needs to
have people management skills as it enables professionals to take
responsibility along with rely on outcomes.
 Communication skill: It is potential to exchange or share ideas, thoughts
and information effectively with others. Among Assistant Manager HR
Development of Aldi, communication skill is required for providing
detailed informing employees about working rules, employment and
performance results that enhances productivity of workforce.
Behaviour
 Solutions oriented: For successful HR professional, solutions oriented
behaviour guide to seek a resolution which satisfies all employees and
parties. Assistant Manager HR Development of Aldi require to work with
solutions oriented behaviour for managing problems that needs certain
creativity level and establishing collectively preferred future.
 Transparency and trustworthiness: HR professionals are people to whom
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personnel turn for an example about the ways they do at workplace.
Assistant Manager HR Development of Aldi requires to adopt behaviour
of transparency and trustworthiness to deal with great sensitive issues in
fair manner. They must speak openly and honestly with employees of
company without any fear of judgement.
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
Personal skill audit
Personal skill audit refers to a document which lay out all skills and behaviour clearly that
an individual has presently and their level of advancement. It assists in evaluation of knowledge,
skills and expertise that are carried by an individual (Che and Et. Al., 2018). When conducted
properly, it helps in identification of set of skill and knowledge for development to carry out
practices of particular role. At same time, personal SWOT Analysis is used for analysing pursuit
or gaining insights about strengths and weaknesses, challenges they see ahead along with
opportunities present around an individual. With the help of SWOT Analysis, a person analyses
future opportunities that lie ahead of them. My SWOT Analysis and Personal Skill Audit for the
role of Assistant Manager HR Development are as follows:
Personal SWOT Analysis
Strengths:
 I easily work with other people or I have
great team working ability.
 I am highly dedicated and committed for
working.
 My communication skills are great.
 I have huge knowledge about laws and
regulation related to employment and
labour.
Weaknesses:
 My leadership skill are weak.
 Sometimes, I lack communicating
with others or creating people
interested to listen me.
 I have no prior work experience in
the field.
Opportunities:
 I can develop flexibility skill to treat
others properly and accommodating their
Threats:
 Rapid changes pertaining in the
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needs.
 Training and placement opportunities for
fresher through participation in learning
programmes.
 Taking internships in the field.
market and industry.
 Intense competition level for specific
job role.
 Automation or artificial intelligence
adopted by companies.
On the basis of above SWOT analysis of Assistant Manager HR Development, it is
concluded that strength includes teamwork skills, communication skill and dedication to work.
Weakness of the individual includes weak leadership skill and no prior experience. Opportunities
available are Training and placement as well as taking internships (Chiniara and Bentein, 2018).
Threats for me are intense competition level and rapid changes in market.
Personal Skill Audit
Skills/ knowledge
and behaviours
Definition Proficiency level
1 2 3 4 5
Teamwork skill Ability to carry out
practices well with others
✓
Knowledge of
Laws and
regulations
Detailed information
about employee laws and
regulations
✓
Knowledge of
Administration
Information about
complete tasks that are
related to business
management
✓
Knowledge of
Business
Knowledge that shapes
along with affects all
practices in and around
business.
✓
People
management skill
Treating and lead
personnel for maximum
results
✓
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Flexibility skill Capacity to adjust as per
pertaining situations
✓
Communication
skill
Potential for exchanging
information with others.
✓
Solutions oriented Developing solutions for
complex issues at
workplace.
✓
Transparency and
trustworthiness
Being open, honest and
trusting others.
✓
Leadership skill Leading and influencing
others for working.
✓
From the above personal skill audit, it is analysed that skills, behaviour and knowledge
that needs further development to work as Assistant Manager HR Development includes people
management skill, communication skill, solutions oriented behaviour, flexibility skill and
leadership skill.
Personal Development plan
On the basis of Personal SWOT Analysis and Personal Skill Audit of Assistant Manager
HR Development, personal development plan is as follows:
Skill, behaviour
and knowledge
which require
development
Actions to perform Importance Time
Period
Progress
track
Achievable
People
management skill
Read management
books and practice
praising
Very
important
5 weeks In
process
Yes
Communication
skill
Taking Notes,
showing Respect,
being brief and
specific
Important 2 weeks In
process
Yes
Solutions oriented Keeping focus Very 4 weeks In Yes
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behaviour forward, empowering
team for finding
answer and reading
organisational books.
important process
Leadership skill Develop situational
awareness, Keep
learning, Learn to
follow and practice
discipline.
Very
important
6 weeks In
process
Yes
M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation
Personal skill audit helps in analysing skills, behaviour and knowledge which needs to be
developed in future to work for specified job role (Frenkel, 2019). I have conducted my skill
audit and analysed that the skills and behaviour that are in rating of 1 includes Knowledge of
administration. Further, I evaluated that my skills and behaviour that are within rating scale of 2
includes teamwork skill, knowledge of Laws and regulations, knowledge of Business, flexibility
skill, transparency and trustworthiness. Skills and behaviours that are bifurcated at rating of 3 to
5 are people management skill, communication skill and behaviour of solutions oriented. For
working as Assistant Manager HR Development at Aldi, my personal development plan will help
me to achieve set targets. Use of Gibbs reflective cycle assist me to structure my description,
feeling, evaluation and talking actions for the job role. At description stage, my experience for
analysing skills, behaviours and knowledge is defined. I felt great while conducting my personal
SWOT analysis and personal skill audit. It is evaluated by me that I working went well because
of my commitment and learning. To develop the skills, various actions are required by me to
undertake.
TASK 2
P3. Analysing differences among organisational and individual learning, training and
development
Differentiation between organisational and individual learning in context to Aldi
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Basis Organisational Individual
Meaning Organisational learning is a
process of acquiring knowledge
regarding its function and business
operations which is used to adapt
in a dynamic business environment
to work productively (Gope, Elia
and Passiante, 2018).
Individual learning is a procedure in
which an employee acquire new skills
to increase its knowledge which will
help to achieve its work or future
objectives.
Purpose In relation to Aldi, organisational
learning is used to promote job
satisfaction for its employees,
helps in identifying its competitive
rivals and loop holes as well to
gain knowledge to increase its
sales to achieve goals.
In regards with Aldi, individual
learnings helps employees of firm to
receive promotions, appraisals etc. by
enhancing its work process. It also
saves time and provides respect to its
employee among others (Jaiswal, and
Dhar, 2017).
Benefits In case of Aldi, operational
learning benefits firm in uplifting
its employees satisfaction. It also
raises level of producing as well as
decreases rate of employment
turnover and enhances employees
capability to embrace operational
change.
In case of Aldi, this learning
improves employees work
performance, enhances confidence
and provides motivation to work
effectively. This learning also
provides innovation opportunities for
its employees and company as when
an employee receives consistent
training it results as encouraging its
creativity.
Differentiation between training and development
Basic Training Development
Meaning Training is a procedure to increase
skills and knowledge of an
Development is a procedure with
context of learning and growth of an
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employees working in an
organisation. It is provided to
convey skills regarding its work
profile. It is usually provided to
new employees.
employee. It is analysing of growth
and improvement of an employee
working in a firm. This analysis is
done on its existing employees ( Kono,
2018).
Nature It is a short term procedure which is
fixed for a particular duration of
time according to company's norms.
It is a long term procedure which can
be analysed only after analysis
performance which can be done for
years.
Benefits In Aldi, it is done to provide
technical skills and develop new
skills in its new employees so that
they can work effectively.
In Aldi, development of an employee
is checked according to its past
performance. It is usually done on
hypothetical analysis in a wider scope
in terms of its performance and ideas.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance
For driving sustainable performance of a business, continuous learning along with
professional development plays great role (Kuntz, Malinen and Näswall, 2017). Continuous
learning is termed to an activity of learning new skills along with knowledge on-going basis. At
same time, professional development is said to an instructor developing addition to improving
skill for better fulfilling requirement of students or employees. In context to Aldi, requirement of
continuous learning along with professional development in order to drive sustainable
performances are as follows:
Preparing for unexpected: At workplace, continuous learning is required for improving
knowledge of employees for adapting to unexpected changes so to sustain in competitive
business environment. At same time, professional development is required to identify resources
and learning opportunities aspects of growing skill set of professional body for preparing for
unexpected. In context to Aldi, continuous learning and professional development are essential
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as they assist employees to devise some easy steps out of comfort zone as well as taking new
opportunities for attaining sustainable competitive advantages.
Becoming multi-functional: When continuous learning along with professional
development are provided to workforce, they result in becoming key business assets making the
venture multi-functional in the industry (Luu, 2019). In context to Aldi, continuous learning and
professional development are required for collaborative working with people in the industry,
enhancing creativity for solving issues and hence forth. It is also required for developing better
understanding about organisation and industry as whole so that the company perform multiple
functions making it sustainable competitive in upcoming years.
It has been analysed that continuous learning and professional development are required at
an organisation for accomplishing sustainable growth. With these, businesses such as Aldi are
able to upgrade set of skills and knowledge of its personnel in the manner that practices are
executed effectively in changing scenarios. It results in preparing the company for meeting
existing and future demand of skills that makes them contribution towards long term
sustainability.
M2. Apply learning cycle theory to analyse the importance of implementing continuous
professional development
Learning cycle theory is said to a framework that defines how people learn from
experiences. When learning cycle theory is applied at workplace of Aldi, managers emphasises
towards continuous learning along with stresses towards importance of continuous professional
development to carry out practices for improving performance of workforce. Kolb learning
theory is one of learning cycle theory that says that effective learning takes place when a learner
participates in its four stages (Ma and Jiang, 2018). The stages of Kolb learning cycle theory in
aspect to Aldi are as follows:
Concrete experiences: The stage defines specific situation in which an experience is
gained from past events. In aspect to Aldi, professionals encounter new experiences of
employees or reinterprets current experiences to implement continuous professional
development.
Reflective observation of new experience: Herein, a learner reflects on some experience
on personal basis. For analysing requirement of continuous professional development, HR
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