High-Performance Work Systems at Deloitte: A Project Report

Desklib provides past papers and solved assignments. This project analyzes employee development strategies at Deloitte.

DEVELOPING INDIVIDUALS, TEAMS AND ORGANISATIONS

Executive Summary
The project provides an understanding of development process in organisation. Deloitte has been
selected here for understanding the behaviour, skills and knowledge of employees and manager.
The difference between individual and organisational training, learning and development process
has been discussed here. Need of professional development and continuous learning has been
provided here. Continuous learning helps in creating high performance culture in organisation
and providing job satisfaction to employees. Contribution of HPW has been provided here for
improving employees’ engagement in the company so that it can able to get competitive
advantage. The management of the company use to share business information with employees
and take their feedback so that employees can consider themselves an important part of business.
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Table of Contents
Introduction......................................................................................................................................4
LO1: Analysis of the requirement of employees’ skills, behaviours and knowledge by HR..........4
P1: Professional and Appropriateness of employees’ skills, behaviours and knowledge by HR 4
P2: Personal skill audit for identifying the appropriateness of employees’ skills, behaviours
and knowledge and developing a professional plan for a job role...............................................6
M1: Professional skill audit and demonstrating evidence of the personal evaluation and
reflection......................................................................................................................................9
LO2: Considered factors for implementation and evaluation of development and inclusive
learning for driving sustainable performance of business...............................................................9
P3: Differences between individual and organisational training, learning and development......9
P4: Need for professional development and continuous learning for driving sustainable
performance of business.............................................................................................................11
M2: Application of theories of learning cycle for analyzing the importance continuous learning
and professional development....................................................................................................13
D1: Professional development plan for setting goals of learning and training using learning
cycle for achieving sustainable business....................................................................................13
LO3: Understanding and knowledge the ways of high performance working (HPW) for
employees’ engagement and getting competitive advantage.........................................................14
P5: Contribution of HPW in employees’ engagement and getting competitive advantage.......14
M3: Benefits of HPW for a specific situation of organisation...................................................16
LO4: Support of collaborative working, performance management, and effective communication
for creating high-performance commitment and culture.............................................................16
P6: Approaches of performance management and collaborative working for high performance
commitment and culture.............................................................................................................16
M4: Critical evaluation of approaches and effectiveness of high performance commitment and
culture.........................................................................................................................................17
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D2: Importance of information and knowledge on HPW and its role in improving employees’
commitment, engagement and getting competitive advantage..................................................18
Conclusion.....................................................................................................................................19
Reference List................................................................................................................................20
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Introduction
Development in the environment of business organisations can be brought about by increasing of
performance of individual employees and teams of organisations. In this study, the example of
Deloitte has been taken and the learner tries to develop a portfolio based on skills and attributes
required by HR professionals of the organisation. Further, the study has tries to achieve the
learning outcome based on analysis of factors that needs to be considered during implementation
and evaluation of inclusive learning in Deloitte. The main objective is to develop sustainable
business performance with the analysis of performance of the employees. Importance of high
performance working and its contribution towards achieving competitive advantage by the
organisation has also been done in the study. Evaluation of factors like performance
management, collaborative working and effective communication that results in the development
of performance of Deloitte towards high-performance work has also been discussed in the study.
The problem statement of the study is to identify the factors related to development of business
organisations based on factors like development of skills, High performance work and inclusive
learning to drive sustainable business performance.
LO1: Analysis of the requirement of employees’ skills, behaviours and
knowledge by HR
P1: Professional and Appropriateness of employees’ skills, behaviours and knowledge by
HR
Skills and behaviours expected from HR Professionals
The main skill that is expected from the Human Resource Team of global business organisations
like Deloitte is proper management of Human Resources and developing ethical strategies to
increase their efficiency. Skills like engaging the employees into jobs with deep insights needs to
be present among HR Professionals so that they are able to develop the performance of the
employees. Further, Henriksen (2015) stated that, HR managers needs to complete knowledge of
the performance of all employees within the organisation in order to be able to keep leaders
updated about them. As these organisations serve on a global scale, number of employees is
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huge. The HR team thus needs to be large and highly efficient thus being able to develop all over
performance of the organisation. On the other hand, it is seen that business organisations try to
develop polite behaviours among the HR Professionals so that they are able to convince
employees to perform with increased focus on the work and drive proper business performance.
In the views of Bortolotti et al. (2015), it can be commented that HR professionals need to
remain focused on their behaviours so that they are able to drive sustainable business
performance within the organisation. It is also necessary for HR Professionals to remain focused
on all employees of various departments and thus contribute to the marketing plans of the
organisation. Skills like managing and handling of huge of organisational data is also important
so that employees are able to perform efficiently at their individual departments within the
organisation. Deloitte management also needs to ensure that the employees of the organisation
are able to access the required resources that are made available for them by develop efficient
HR Management Department with developed skills. Lastly, the HR Team needs to develop a
smooth communication flow between all departments within Deloitte so that huge amount of
organisational Data is handled efficiently and effectively.
Knowledge that needs to be present among HR professionals
Being a professional of the Human Resource Team in a global organisation like Deloitte the
members need to have complete knowledge related to management of employees of the
organisation. In this respect the HR department needs to develop proper learning related to:
● Performance of all employees within the organisation
● Remuneration of all employees of various departments
● Needs and demands of employees expected from the organisation
● Strategies that need to be implemented in order to increase efficiency of employees
● Proper knowledge of ways through which talent of employees within the organisation can be
increased through proper training
Apart from the above mentioned knowledge that needs to be available among HR professionals,
the employees also need to have proper knowledge of the various training programs that needs to
be provided to employees so that they are updated with the recent advanced methods of working.
At Deloitte, training related to developed calculation styles and methods of increasing
performance of clients in their individual organisations needs to be given so that they are able to
satisfy consumers of organisation. Apart from these, Chuang et al. (2016) opined that, complete
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knowledge about organisational roles also needs to be present among the HR Professionals so
that they are able to recruit efficient and talented employees from their recruitment programs at
various educational institutions all over the world.
P2: Personal skill audit for identifying the appropriateness of employees’ skills, behaviours
and knowledge and developing a professional plan for a job role
Job Role: HR Professional
Job Skills required Knowledge required Behaviour
Recruitment of
efficient and talented
employees within the
organisation
● Effective way of
talking to
interviewee and
trying to find out
accurate data
about their
knowledge.
● Trying to evaluate
their performance
during the
interview with
proper skill test
● Being confident
about the aims,
purpose, visions
and mission of the
organisations and
explaining to the
candidate about
the job role
● Proper knowledge
related to the
educational
background that is
required for the
job role
● Proper
communication
skills as per the
place where the
recruitment is
done and fluency
in English
● Trainings that
needs to be given
to new recruits so
that they are able
to perform as per
the demands of
the organisation.
● Polite and ethical
behaviour so that
the employees
remain respectful
towards the
organisation from
conversation with
the first person
representing the
organisation.
● Confidence about
various
requirements of
the job roles so
that they are able
to explain the
employees about
the performance
in a smooth
manner.
Developing ● The HR ● Knowledge ● HR team needs to
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performance of
various teams within
the organisation.
professionals need
to develop proper
understanding of
the job roles of
various
departments
within the
organisation so
that they are able
to guide them
towards increased
performance.
● Skills related to
proper training for
newly recruited
employees of
various
departments need
to be present in
the HR
professionals so
that they are able
to increase
performance of
employees
related to job
roles of
employees of
various
departments needs
to be present
among HR
members so that
they are able to
provide proper
trainers for
training programs.
● Knowledge
related to increase
in effectiveness
and development
of performance of
the employees
after proper
application of the
trainings related
to the job roles so
that they are able
to develop the all
over performance
of the
organisation.
be polite and
logical while
speaking to the
team members
and motivate
them to develop
their performance
so that they are
able to develop
their personal
skills and also
develop the intra
organisational
performance with
their performance.
● Ethical Behaviour
with the
employees need
to be maintained
so that the
employees are
motivated towards
developing their
performance and
increasing the
achievement of
positive feedbacks
from consumers
Addressing demands
of employees
● HR Team needs
to be available to
● Knowledge
related to the
● HR Team needs
to be motivating
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the employees of
the organisation
so that they are
able to inform
them about their
needs and
demands while
being employed at
the organisation.
● The members of
the HR team
needs to develop
ethical strategies
in order to solve
their needs and
provide them with
certain facilities
related to their
demands within
the organisation.
strategy
Development
methods needs to
present in the
employees of HR
Department of
Employees so that
they are able to
develop proper
policies of the
organisation for
employee
satisfaction.
● Knowledge
related to theories
related to
employee needs
and demands like
Maslow’s
Hierarchy of
needs must be
available to the
employees and it
needs to be
applied within the
organisation for
achievement of
employee
satisfaction.
and needs to make
the employees
understand the
challenges that
are faced by the
organisation and
the reasons for not
being able to cater
to the needs of
employees at
certain times in a
polite and
professional
manner.
● Members of the
HR team also
need to ensure
that the
employees
develop faith over
the organisation
so that they
remain loyal and
do not reveal
policies and
statistics of the
organisation to
outer sources.
Table 1: Skill Audit of HR Professional in Deloitte
(Source: created by Learner)
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M1: Professional skill audit and demonstrating evidence of the personal evaluation and
reflection
Employees of HR Management team of Deloitte need to develop sustainable strategies related to
management of employees at the organisation so that they are able to develop positive results for
the organisation. As per the job role in which the learner has been employed, skills related to
recruitment, meeting demands of employees and development of organisational performance
needs to be provided proper attention (Tufail et al. 2016). As per the evidences collected from
Deloitte it is seen that the employees demand increased number of feedbacks in order to be able
to develop their performance accordingly within the organisation. In this regard, HR team needs
to provide the employees with regular feedbacks as per their performance so that they are
focused on their performance at all times. Apart from this, it is important to focus on the
strategies related to awards and recognition to the employees so that they are able to develop
their performance and increase their efficiency.
LO2: Considered factors for implementation and evaluation of development
and inclusive learning for driving sustainable performance of business
Around tens of thousands professionals from different organisations use to work with
collaboration of Deloitte so that they can able to provide effective services of audit, tax and risk
advisory to clients (deloitte.com, 2019). The company takes care of development of around 2,
86,200 so that organisational productivity can be improved and clients can be satisfied with the
professional services.
P3: Differences between individual and organisational training, learning and development
Difference between individual learning and organisational learning
Individual learning Organisational learning
● Individual learning depends on the
desire and need of individual.
● As stated by DeCenzo et al. (2016),
● Organisational learning depends on needs
and desire of all employees of the
organisation.
● Organisational learning can be beneficial
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individual learning cannot be more
beneficial for organisational
business.
● In case of Deloitte, each employee
can able to get knowledge of the
tax and financial services by self
learning.
for both employees and organisational
business.
● The management of Deloitte needs to hire
effective learning consultancy for
improving the knowledge of all
employees so that organisation can learn.
Table 2: Difference between individual learning and organisational learning
(Source: Influenced by DeCenzo et al. 2016)
Difference between individual training and organisational training
Individual training Organisational training
● Individual training can be taken
from outside of organisation in
order to improve individual’s skills
for having a bright future.
● In accordance to Hillary (2017), the
expenses of individual training are
provided by individual.
● In case of individual employee of
Deloitte, it is difficult to take
individual training about the latest
technology and professional
services on regular basis.
● Organisational training is provided by
organisational management for
improving the employees’ skills so that
productivity o organisational business
can be improved.
● Organisation spends money for training
of employees so that productivity of
organisational business can be improved.
● The management of Deloitte has the
responsibility to update the knowledge of
employees about latest technology and
financial services for the benefits of
organisational business.
Table 3: Difference between individual training and organisational training
(Source: Influenced by Hillary, 2017)
Difference between individual development and organisational development
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Individual development Organisational development
● Each employee of Deloitte is
responsible for individual
development.
● One needs to develop
communication skill, personality and
leadership skill for the self
development.
● Individual development is beneficial
for individual employee in order to
get promotion and rewards in
organisation.
● The management of Deloitte is
responsible for development of business
by providing training and development
opportunities to employees (Buchanan
and McCalman, 2018).
● Trainings related to technologies and
professional services are provided by
management of Deloitte for the
development of organisation.
● Organisational development is
beneficial for both employees and
business.
Table 4: Difference between individual development and organisational development
(Source: Influenced by Buchanan and McCalman, 2018)
P4: Need for professional development and continuous learning for driving sustainable
performance of business
Management of an organisation is responsible for providing learning opportunities to employees.
Employees can able to improve knowledge and skills by getting the opportunity and productivity
of organisation can be improved. An organisation can provide effective services to employees if
there is continuous learning opportunity (Runhaar and Sanders, 2016). In Deloitte, it is important
for employees to update their knowledge on regular basis related to financial services so that
organisation can able to have sustainable business for long time. Continuous learning program is
an effective way to have sustainable business. The benefits of professional development and
continuous learning are described below
Increasing employees’ retention
Retention of employees in an organisation for long time is difficult in this modern era.
Employees use to move easily from one organisation to another. As commented by Cohen
(2017), employees can find interest to work with organisation if they can able to update their
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