Unit 35 Developing Individuals, Teams & Organisations - Icon College

This report provides a comprehensive analysis of developing individuals, teams, and organizations, with a focus on the role of HR professionals. Using Sainsbury as a case study, the report examines the skills, knowledge, and attributes required for HR managers, including communication, administrative, and analytical skills. A personal skill audit is conducted to identify strengths and weaknesses, leading to the creation of a professional development plan (PDP) to enhance problem-solving, time management, and IT skills. The report differentiates between individual and organizational learning, emphasizing the importance of continuous learning for sustainable organizational performance. It also explores how High-Performance Work practices (HPW) contribute to employee engagement and discusses various approaches to performance management. The analysis includes SWOT analysis to identify opportunities and threats, ensuring a holistic approach to personal and professional development within the organizational context.

DEVELOPING
INDIVIDUAL, TEAMS AND
ORGANIZATION

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Determining appropriate professional knowledge and skill which are required by HR
professionals................................................................................................................................3
P2 Personal skill audit in order to identify the required skill and knowledge and create a
professional development plan for HR professional...................................................................5
LO2................................................................................................................................................10
P3 Analysing the difference between the individual and the organizational learning,
development and training..........................................................................................................10
P4 Analysing the requirement for the continuous learning and professional development for
driving sustainable organizational performance.......................................................................11
LO3................................................................................................................................................14
P5 Demonstrating how HPW contributes towards employee engagement...............................14
LO4................................................................................................................................................15
P6 Different approaches to performance management.............................................................15
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19

INTRODUCTION
Developing individuals, teams and the organization is very crucial for the overall
development of the organization and HRM is the backbone of every organization. In this report,
Sainsbury as taken as an organization, which is one of the largest retail giants in the world. This
report provides a detailed insight about the various aspects of the developing an individual, team
and the organization. It also covers the significance of the HR in respect to managing the
business operation and along with it, the report centres around the abilities, experience, and
personality characteristics needed in a HR manager. An examination of individual abilities for
determining the well-suited aptitudes skills and knowledge for setting up a personality
development plan have been carried out. Besides, an examination of the factors that are required
for executing and assessing sustainable business performance is also been done. Prior to
finishing up the report, the information pertaining to actualizing the HPW and enhancing the
employee commitment is been discussed in Respect to Sainsbury.
LO1
P1 Determining appropriate professional knowledge and skill which are required by HR
professionals
In the current competitive world there are many different job profiles for which a person
needs to develop itself. In this highly competitive world the most crucial and developing job role
is of HR professional (Al Shammari and Khalawi, 2018). The reason underlying this fact is that
in any company the major requirement is of HR as without the HR the companies cannot
function. But for this there are certain specific requirement of knowledge, skill and attributes.
The HR plays a crucial role within the working of the company as this includes the role of
recruiting, selecting, retaining employees, training and development, performance management,
compensation management and many others. All these skills and knowledge must be present in
the person if they wish forgoing for the role of HR manager.
Knowledge- for entering in the corporate world the person must have the knowledge and
required educational degree in the field of HR. This includes that the person must possess both
undergraduate and post graduate degree in the field of HR (Issayev, Masalimova and
Magzumova, 2018). This is essential to be possessed as if the candidate will not be having
educational background in this field then this will decreases the chances of candidate to go in

field of HR. Also if the person will possess the HRIS knowledge then this will provide a
competitive advantage to the person in getting the position in the company as a HR manager.
Skills and attributes- there are many different types of skill and attributes to be possessed by the
person before entering the HR field. This is particularly because of the reason that if the person
will not be having distinct skills and attributes required for HR then this will affect their selection
(Martinez, 2017). The major skills and attributes required for the person to be possessed are as
follows-
 Communication skill
 Administrative skill
 HRM knowledge
 Advising ability
 Proper mentoring and coaching skill
 Intercultural knowledge and language skills
 Analytical skills
 Motivation and interpersonal skills
 Technical knowledge and skill
 Critical thinking
In addition to this these list of skills and attributes there are many different skills which
need to be possessed by the person before approaching for the post of HR manager. For securing
a position as a HR manager within Sainsbury it is essential for the person to have a good
combination of all the knowledge, skill and attributes required. The major reason for this is that
the competition within the market is very high and there are many people fighting for the same
position (Ghahramani, 2017). Thus, if the person will not have anything different or distinct from
others then they will not be selected for the position of HR manager. Hence, for this the most
important thing is to manage and try to improve all the skills and attributes required for the
person to be possessed in order to attain HR manager position in the company. This will be only
attained if the person has the combination of both proper knowledge and skills and attributes.
P2 Personal skill audit in order to identify the required skill and knowledge and create a
professional development plan for HR professional
From the above discussion it is clear that there are many different types of skills and knowledge
relating to the post of HR. Hence, now the major thing for the person is that they have to

evaluate that whether these requirement are present in them or not. If these are not present then
they will have to try to improve this and bring in themselves (Mauro, 2017). Thus, for this
personal audit is conducted which is defined as the analysis of the strength and weakness which
the person possess. This also includes the analysis of the available threat and opportunities
within the external environment for the person. For this the personal SOWT of a person desiring
for the post of the manager in Sainsbury is as follow-
Strength
 The major strength of me is that I am
good in communication skills. This is a
major strength as without
communication a person cannot survive
in the corporate world.
 Another skill is that i have effective
leadership skill and this is assistive as
many a times there will be requirement
of leading the people towards
attainment of goals of business.
Weaknesses
 The major weakness is that I lack
problem solving skill which is most
important in HR field. The major
reason is that there are many different
problems being encountered by the HR
and if they do not possess good
problem solving skill then this will
affect the working of them.
 Another major weakness is that time
management skill is also little low in
me. Thus, this affects the working of
me in the company at the position of
HR. The major reason is that if i will
not be able to deal with the problem on
time then this will affect the working.
 Another weakness is that i need to work
a little more on developing my IT skills
as these are changing very frequently
and these needs to be adapted for
securing a competition advantage.
Opportunities
 The major opportunity is that there is
scope of learning more software
relating to HR and this will increase
Threats
 The major threat is that the competition
within the job seeking is very high and
this limits the growth opportunities.

competency in me.
 Another opportunity is to go for
different seminars and internship
relating HR as this will help in
improving skill and attribute.
 Another major threat is the fast
technological advancement taking
place. This is a threat as if these up
gradation will not be adapted then this
might reduce the chances of getting the
required job position.
 Another major threat is that the
requirement of the business keeps on
changing and because of this
requirement of HR also keeps on
changing.
Professional development plan
What do I
want to began
What will I do
to attain to
begin
What response or
support will I
need
What resources
are required
Target time
Problem solving
skill
I will
communicate
with my
seniors and
colleagues to
provide me
feedback on
this skills and
areas of
improvement
in order to
prepare a plan
for attaining
the same with
efficiency.
I would be
requiring timely
guidance and help
from my mentors
who are
experienced in the
respected field.
I will require
highly skilled and
experienced
personnel to
analyse my work
like seniors along
with reading
articles on
increasing my
problem solving
skills.
6 months to 1
year

Time
management
Following the
below
activities will
assist me in
attaining the
skill of time
management:
 The
Mayo
Jar
which
is a
process
in
which
analysi
ng the
most
importa
nt
activity
which
is being
involve
d in the
task
and
these
tasks
are
require
For achieving my
goal, I would be
requiring
assistance from
my colleagues and
seniors in
effectively
accomplishing my
goals by providing
timely feedback
and evaluating my
performance.
YouTube videos,
attaining
conference or
seminars on time
management,
timely guidance
from the
professionals.
5 weeks

to be
carried
out on a
priority
basis.
 Prepari
ng the
list of
the
activitie
s on a
priority
basis
for
ensurin
g that
work
finishes
on time.
IT skills Getting
professional
training on the
various IT
software and
this will also
help in
channelizing
the problem
solving aspect
as well.
Carrying out
For it to be
successful, I
would be requiring
assistance from
eth personnel who
has relevant skills
and knowledge in
the IT field.
Videos on IT
software training,
enrolment into
other similar
courses support
from the
professionals.
2 months

the small task
on the
technology
based system
will help in
getting
proficiency
into it.
Reflection
Through the way of detailed analysing the professional skill audit has helped me in
determining my key strengths which can be very useful in my professional career and through I
can attain greater success, growth and development. The opportunities which are being available
can provide a value added advantage to may professional career if I put more emphasis on my
skills and working on grabbing or acquiring the new skills as well, by taking into account the
future prospects. Along with that, it got to know about my weaknesses such as problem solving
skills, time management and relevant IT skills in the respected field. In order to overcome my
weaknesses, I have prepared a PDP plan which will help me in attaining my desired goals. Along
with that, I got an idea about the key threats which can affect my future growth and development
like changes in the business requirement, advancement in the technology and so forth. Thus, this
has resulted into overall evaluating myself so that I work upon the crucial aspect for advancing
my career.
LO2
P3 Analysing the difference between the individual and the organizational learning, development
and training
Organizations do have learning prerequisite and this is guaranteed by the execution of
learning with assistance of individuals or manpower. Organizations if are having enough and
adequate support by information enriched and educated workers, at that point readiness for
confronting difficulties turns out to be anything or very easy for developing. The organizational
learning and the individual’s learning are not the equivalent and differences do exist. In a one

take, an association can't be created. Individuals of the organizations are most appreciated
resources and with the advancement of learning among people, the chance of learning for
associations gets created. Singularity is the principle contrast between these two sorts of learning
(Andrianova and Antonacopoulou, 2020). Singularity as a factor identifies with gaining from
organizational purposes of thoughts and if there is learning by two people for serving interests of
the association then the chance of organizational learning is high. In straightforward words,
when people learn for executing their insight for the advantages of associations and their
activities then organizational learning gets created. There is another view in such manner that
when an association isn't old, the representatives are needed to build up their insight through
training for accomplishing confirmation that the necessary help can be given by them.
With the advancement of experience of the people or the individuals, associations
additionally will gain more from them. Development of learning for associations is just
supposable through training and understanding to develop for every individual. Learning
advancement of a specific or single person can't fill the need of information improvement of the
entire organization (Jenner, 2020). Inclining of all representatives together can upgrade the
authoritative advancement from the viewpoint of learning. This makes a variant of sustainable
development and therefore, making the consistent growth for the organization very easy. From
the above analysis and from the viewpoint of an organization it is very clear that an association
like Sainsbury can possibly develop when all the staff are expertly determined by learning and
accomplishing growth and development.
P4 Analysing the requirement for the continuous learning and professional development for
driving sustainable organizational performance
HRM division needs its representatives to be skilled and capable on a consistent basis.
If the employees of the organization especially the HRM department is having a skilled labour
then it will result into accomplishing the desired goals in an effective way. This can eb
accomplished with the help of implementing learning programs. The implementation of self
learning program will assist the employees in undertaking the training as per their job
requirement which will result into sustainable development of the organization. This can be
possible through the way of implementing continuous learning environment among eth HR
professionals which will help them in many ways (Leal Filho and et.al., 2018). For example, in
the globalized world, the current market changes time to time which increases the need for the

employees to be highly skilled and capable to meet with the changing business requirement. The
organization like Sainsbury can impose such a system which will encourage HR professionals to
be competitive and innovative which will help them in their future growth and development.
On the basis of the constant learning, more data and knowledge can be achieved and
later in business can act as the most supportive system for the HR professional (Diaz‐Carrion,
López‐Fernández and Romero‐Fernandez, 2018). In Sainsbury, continuous learning
tremendously assists the HR experts to work on building up their skills, abilities, knowledge and
personality which will result into showcasing the better HRM information, policies and practices.
This is very much useful for the business organization in achieving the goal of sustainable
development and development in terms of employee performance.
Learning cycle theory
Continuous professional development can be further analysed with the help of learning
cycle theory which is being proposed by Kolb in 1974. According to Kolb’s experiential learning
theory, there are 4 stages in the cycle which are stated below.
 First is concrete experience, referring to the new experience or the situation which is
being encountered or it can be reinterpretation of the present involvement.

 Second is the reflective observation in regard to the new experience which is of
importance when there is a inconsistencies in between the knowledge and the experience.
 Third is abstract conceptualization which gives rise t the new perspective or the idea or
any change in the current concept.
 Last is active experimentation where the learner imposes the idea to the world
surrounding them in order to know what happens.
An effective and continuous learning can only occur when the learner implements all the 4 stages
of the cycle. The four types of learning style are described below.
Diverging: Under this learning style, the more emphasis is put on the innovation and the
creative approach in respect to carrying out the things. It takes into account the different concrete
situation from the various point of views which is done through observation instead of action
(Wallace, 2019). The people enjoy watching instead of doing it and makes use of their
imagination in order to be creative in overall learning. The major characteristic of this is concrete
experience along with the reflective observation.
Assimilating: This form of learning style pulls in the numerous types of observation,
ideas, opinion and thought into a collaboration. People using this form of learning explores new
things and insight and analyses them deeply. Such people are more interest into the activities,
concepts instead of maintaining a relationship with the people. The characteristics pertaining to
this learning style is abstract conceptualisation or the reflective sight.
Converging: It concentrates and puts emphasis on the practical application the ideas and
thoughts in regard to problem solving (Sudria, and et.al., 2018). Such people are more interested
in solving the problems and are also practical in terms of analysis and emergence of ideas. They
tend to work out in order to determine the answer. These people favour the specialized