Developing Individuals, Teams & Organizations - Costa Coffee Analysis

This report explores the interconnectedness of individual, team, and organizational development within a business context, focusing on Costa Coffee as a case study. It highlights the essential skills, knowledge, and behaviors required by HR professionals to effectively manage and retain staff, emphasizing the importance of continuous professional growth. The report includes a personal SWOT analysis for HR executives, a personal skills audit, and a development plan to enhance their capabilities. It distinguishes between individual and organizational learning, training, and development, underscoring the value of continuous learning for sustainable business performance. Furthermore, it examines how high-performance work practices contribute to employee engagement and competitive advantage, and it touches on various approaches to performance management. Desklib offers this and many other solved assignments to aid students in their studies.

Developing individuals,
teams and
organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
P1. Professional skills, knowledge and experience necessitate by HR experts......................3
Personal SWOT analysis:.......................................................................................................4
P2. Personal audit and personal development plan................................................................6
P3. Distinguish between individual and organisational learning, training and development.8
P4. Value of continuous learning and professional growth....................................................9
P5. HPW helps in engaging people and deliver various competitive benefits.....................10
P6. Approaches to performance management......................................................................10
CONCLUSION .............................................................................................................................11
REFERNCES:................................................................................................................................13
Books and Journals:..............................................................................................................13

INTRODUCTION
Development of individuals, teams and organisations all such aspects are inter-related
with each other. The success and growth of business organisation is completely depend on the
people who are involved in the goals accomplishments. It is essential to know the key areas of
people which needs development and improvement as it affects the total productivity and
performance of an business entity (Ahmad, Bakar and Ahmad, 2018). The individual
development can be understood as a process of enhancing the abilities and skills of people who
are the part of business. The development of individuals, team and overall business organisation
is reckoning on each other in accordance to increase the efficiencies of all of them. The company
which is chosen to make this report is Costa Coffee. It is London based coffee house centre with
headquarters in Dunstable, UK. It is launched in 1971 by two brothers Bruno and Sergio. The
current report is based on the discussion on various skills, behaviours and knowledge which are
essential by the HR professionals. The personal audit and individual development plan is a part
of this report. It is also outlining the value of continuous professional growth. At the end, it
showcases how high performance supports in the staff engagement and performance
management.
TASK
P1. Professional skills, knowledge and experience necessitate by HR experts.
HR experts and professionals of any business entity is focusing on the prime factor that
functions in the entire organisation with an intent to reach the decided outcomes and goals. In
addition to Costa Coffee, it becomes very essential for the HR experts to have a right amount of
professional skills, knowledge and behaviours so that they can be able to manage staff members,
while retaining them in the business (Antony, 2018). The following is the discussion on
necessary skills, behaviours and knowledge of HR executives:
Knowledge:
 Staff and HR: This considered as a knowledge and understanding of employing and
selecting a right candidate for the company who can offer best contribution and efforts so
that business goals can be attained. HR experts should have the knowledge of facilitating
right training and development tools and equipments while managing employees'
performance on regular basis so that people will stay longer for the company.

 Administration management: It showcases that HR experts should have the knowledge
in context of the significance of management in accordance with producing a plan which
is impressive (Stewart, Courtright and Manz, 2019). It contains with several techniques
and tactics to keeping the workers organised with an aim to attain business targets while
offering effective outcomes.
Skills:
 Time-management skills: HR experts and professionals should have necessary skills of
managing time to get the maximum and positive results as managing work on time will
indulge several opportunities for growth (Bowes, Lomax and Piasecki, 2020). HR
executives of Costa Coffee should be able to acknowledge the prior and urgent work so
that it can be completed on time and meet deadlines as well. This can help in attaining the
goals without any delay.
 Communication skills: Acquiring communication is important for HR experts to
communicate the business plans and policies with their employees. If these skills are not
carrying by the HR person that it may affect the relationships with staff members. Hence,
HR executives in Costa Coffee should have this skill in order to understand the
employee's concerns and issues which affects their productivity in the business.
Behaviours:
 Transparency and trustworthiness: HR executives also plays the role of leaders to
whom staff members turn for an example of “how things goes around”. HR experts are
expected to deal with various major issues such as violations of organisational policies,
pays and benefits, personal challenges affecting work and many more. Hence, the way
HR executives manages such issues delivers an impact on the employees and it also
creates a trust among them.
 Technology Savvy: HR professionals should always have the knowledge of working
with highly advanced technologies and equipments. It helps in smooth flow of
functioning and will assist in finishing tasks on time and effectively. It directly influences
the entire business performance.
Personal SWOT analysis:
The HR executives and experts must attain the necessary skills, knowledge and
behaviours in accordance to run their dedicated work and responsibilities suitably before the

provided deadlines. All such factors and components are essential for the professional and
individual growth as it influences the long term success and indulges opportunities professionally
(Staniškienė and Stankevičiūtė, 2018). In context of Costa Coffee, the following is mentioned
with personal SWOT analysis that helps HR executives to realise their strengths, weaknesses,
threats and opportunities in order to maximise strengths and opportunities while limiting and
combatting threats and weaknesses. The discussion is below in company' context:
Strengths Weaknesses Opportunities Threats
 With the help
of personal
SWOT
analysis, I
found one of
the major key
skills within
me is to
manage times
and work
effectively.
With effective
time
management
skills, I am
able to do my
work on time
in order to
meet urgencies
and deadlines.
It helps me to
attain goals and
manage work
 Administration
skills I found
as ineffective
within me as I
am not good to
store the data
and
information
about my
colleagues and
other staff
members.
Hence, I am bit
poor at this
skill and need
some
improvisation
so that I can
manage
effectively.
 In order to
being a good
HR expert, I
need to keep
 I found that my
listening skill
is bit poor
within me and
I need some
help to
improve it. By
taking
opportunity to
improve this
skill within me
will give me
confidence to
understand
employee's
issues and
concerns
effectively and
I might be able
to offer better
solutions to the
situations.
 Being a HR
professional I
 Change is one
of my major
threats as
market is based
on fluctuations
and trends in
such places can
change
overtime. By
better research
on trends, this
threat can be
combatted.
 Competition is
one of my fears
as there are
many people
who are
qualified,
skilled and
have
significant
amount of
learning that

on prior basis.
 Conflict
resolution
skills is also
found within
me as I am to
connect with
people and do
more
interactions
with them, they
tell me about
their issues and
problems
which are
facing in their
work. I better
try to resolve
them with my
knowledge and
give right
solutions to
them.
eye on latest
tools and
technologies
that helps in
smooth flow of
business
operations.
But, I realised
that IT skills
are quite poor
within me as it
includes
various new
features and
complexities
which makes it
hard to
understand.
always look for
improvement
in learning and
comprehending
more about the
HRM systems
and personnel
that indulge me
to get better
work done.
can easily
replace me in
my company. It
is important for
me to keep
learning and
develop
professionally.
P2. Personal audit and personal development plan.
Personal skill audit can be understood as a technique used to assess the key skills,
behaviours and knowledge of a person where he or she is developed and lacked. In addition to
Costa Coffee Company, the HR executives should analyse their key skills and knowledge with
the help of personal skill audit to realise and improve the needed skills (Buheji, 2020). The
personal skill audit is discussed underneath:

Skills/
knowledge/
behaviour
Poor Average Good Excellent
Conflict
resolution skills
*
Listening skills *
Time-
management
skills
*
IT skills *
Administration
skills
*
Personal Development Plan:
Individual or professional development plan refers to a plan used for the individual to
develop and improve the required skills, knowledge and behaviours that are not possessed by
them or in which they are weaken (Crane and Hartwell, 2019). In context of Costa Coffee, the
HR executives should have their own plan of personal development to improve the required
elements. The PDP is mentioned below:
Skills Existing
capabilities
Target Development Judgement
criteria
Time frame
IT skills Due to the
complexities
exist in the
latest
technologies
and tools, I am
not capable
enough to use
I desire to
develop this
skill within me
as I want to
grow in using
advanced
technologies
that helps me
Through
diploma
courses and
expert
trainings, I
will be able to
improve my
such skills.
The result of
my diploma
courses and
the feedback
of trainers
who will give
training and
learning
12 months

such things. to do my task
with
effectiveness
and also help
me to improve
my
performance.
sessions will
be the judging
criteria to
evaluate my
success.
Administratio
n skills
I found that I
am little poor
perform at
storing and
managing
information of
employees and
their
performances.
It is essential
for me to work
on this area as
it will assist
me to improve
in my job role
as HR
professionals.
Also, it will
support me to
resolve many
issues in
recording and
maintaining
information.
Reading
articles and
journals will
help me to
grow in
administration
skills. I will be
able to
implement
things in the
right place at
right time.
My peers,
seniors and
subordinates
will be the
judging
criteria for
measuring the
progress.
8-10 months
P3. Distinguish between individual and organisational learning, training and development.
The learning technique plays an important role for the personal and professional
development of an individual. It is also important for an organisation as learning helps in
creating effectiveness in performing the tasks and activities. In context of Costa Coffee, the
learning delivers positive influence to both employees and the company. When employees
performs their work with improved efficiencies and effectiveness then it affects the total

productivity and results of the business (Field, 2020). The differences between individual and
organisational learning, development and training are mentioned below:
Individual and organisational learning:
 Individual learning is meant by a framework that pays attention on developing and
keeping the acknowledgement and productivity of the organisation, while, organisational
learning denotes a tool that starts when the workers signifies the motivation and positive
vibes in feeling the favourable change. So that, it can assist in the measurement and
observation of the employees effectively.
 Individual learning aims to improve the knowledge, skills and behaviours of a specific
individual who can function their work expeditiously and effectively (Sanders and
et.al.,2022). On the other side, organisational learning aims to resolve the issues,
challenges of the company while enhancing the organisational capabilities and
performance.
 Individual learning can assist an individual to to rise the productivity level and
performance, while organisational learning tends to analyse the learning methods to make
employees motivated and encouraged.
Training and development:
 Training is a method of total growth of an individual or a company, whereas training can
be referred as a tool to develop and improve current skills to do a particular work.
 Development ensures that individuals and organisation is completely ready for the
challenges and issues that might take in place (Kane and Banham, 2019). On the other
side, training aims to enhance and increase the current knowledge and skills that
improves the productivity of the organisation.
 Development aims to attain the future accomplishments, while training is a job-oriented
activity that aims to improve employees skills for a particular tasks.
P4. Value of continuous learning and professional growth.
Continuous learning can be understood as a process of learning and acquiring new skills
and abilities on an on-going basis. It covers self-initiatives while fetching on challenges. In case
of Costa Coffee, continuous learning delivers benefits to both individuals and organisation which
are discussed below:
Benefits for the company:

 Demonstrates that employees are valued: With the help of on-going learning and
development, employees can know that the organisation is investing for their growth and
they genuinely care for their employees (Nazarenko and et.al.,2022).
 More cost effective: It is beneficial as investing money into employees development is
more effective and budget friendly than rehiring and retraining new candidates.
Benefits for the employees:
 Career Development: Additional education, training and skills development can actually
support in attain goals for those leading a career path or desiring to move into a new job
position.
 Promotions or incentives: Investing time and money towards learning and developing a
new skills or acquiring new knowledge can influence future promotions and benefit work
performance or indulges several monetary incentives.
P5. HPW helps in engaging people and deliver various competitive benefits.
HPW denotes as the high performance working. This is used as a strategy which mainly
works for the goals accomplishments through staff engagement. The employees could support
each other by expressing common objectives, leadership and communication. It is seen that
HPW possesses an essential role in the staff engagement process while indulging competitive
benefits for the organisation (Landers and Marin, 2021). It helps in increasing employee
commitment while engaging them towards work to attain overall goals and objectives. There is
an assumption HPW that staff members are the prime resource of gaining competitive benefits
that is hard to copy or duplicate./ workers tend to create a constant improvement in an
organisation and perform a higher level growth if they are encouraged and promoted to do so.
The influences of HPW are also visible by assessing the employees' performance and how well
they conduct their work and attain goals. Companies like Costa Coffee are high performing
business entity which are not similar to old methods of working as they are more concentrated on
the technological advancements and motivate staff members so that they will make extra efforts
voluntarily (Malik, Pereira and Tarba, 2019). For example, Costa Coffee as a high performing
has following traits such as values to their consumers, indulging fast services, superior ability to
adapt changes, rich quality of working life for the staff members. Therefore, with such practices,
HR executives ensures that the human resources are totally optimised and in a profitable way.

P6. Approaches to performance management.
Performance management can be understood as a strategy or tool used by employers and
managers to manage their worker's performance on regular basis. It is not same to the old way
where the staff member is assessed annually or after the completion of one period. In conetxt of
Costa Coffee, the following are some approaches used by the HR executives in the management
of employee's performance:
 Shared Goals: The business objectives are generally shared with the workers and
management with an intent to attain the goals effectively and efficaciously. It helps to
increase the employee's morale and generate trust among employees.
 Collaborative working: It showcases a working in a partnership where two or more
organisations mutually agree to assist each other in the attainment of objectives. Costa
Coffee prefers collaborative working on a permanent basis (Lee, 2020). Additionally,
team generates on independence ground but work in an integrated way.
 Decision-making: Importantly, if the employees listen and appreciates the employee's
opinions, perspectives and points, then it helps in the motivation and employees work
more hard for their company. Therefore, employees who are doing well should be served
with authority, power and control in accordance to implement and execute plans.
 Recognizing contribution: If a company is having an surroundings of recognising and
appreciating the contribution of employees, then they will continue to work hard and for
a longer time period.
Approaches to manage employees performance:
 Introduce mentorship programmes in the organisation: Employees and organisation
both requires development and growth. It is important for the Costa Coffee to arrange and
organise various mentorship programmes for their employees so that employee can know
what and why they are here in the organisation (7 Extraordinary Approaches to
Performance Management, 2022). It is crucial to greater employee's performance.
 Indulge stress management in employees: Stress is one of the major factors that affects
the employees' productivity and growth in the company. In order to increase and boost
employee's morale and performance, HR excutives should arrange different stress
management activities such as yoga classes, laughing activities and many more. This
helps in managing employees performance (Lee, Hallak and Sardeshmukh, 2019).

CONCLUSION
On the basis of above report, it is concluded that an individual is require to have certain
skills, knowledge and abilities that influences individual, team and organisation development and
growth, all such aspects are interrelated and affects each other performance. HR executives plays
the role to manage employees and their performance in order to attain certain goals and
objectives. They plays the role to recruit, train, develop, reward and many more. It is also
important that HR executives have sufficient knowledge about the HR systems in order to
manage properly.