Report on Developing Individual, Team, and Organization in HR Context

This report focuses on developing individuals, teams, and organizations within an HR context. It begins by outlining the essential knowledge, skills, and attributes required for HR professionals, including communication, organizational, and decision-making skills. A detailed personal skills audit is presented, along with a statement of development needs, emphasizing time management, problem-solving, and communication. The report then explores organizational learning, differentiating it from individual learning and comparing training versus development. Section 2 delves into High-Performance Work (HPW) systems, examining key elements like performance-based payroll and in-house problem-solving. The benefits of applying HPW practices to improve organizational performance are analyzed, followed by an evaluation of performance management approaches, providing specific examples to support a high-performance culture. The report underscores the importance of continuous learning and professional development for employees, highlighting its impact on skill enhancement, career advancement, and staying current in professional trends.

DEVELOPING INDIVIDUAL,
TEAM AND ORGANIZATION

Table of Contents
INTRODUCTION...........................................................................................................................5
SECTION 1 ....................................................................................................................................5
1. Knowledge , skills and attributes required to carry out role of HR......................................5
2 Detailed personal skilled audit ................................................................................................6
C Statement of development needs.............................................................................................8
Organisation learning.....................................................................................................................10
SECTION 2....................................................................................................................................12
5. The key elements that make up the HPW systems and how these systems operate within
organisations, giving examples.................................................................................................12
6. Analyse the benefits of applying HPW practices improving High town Housing
performance...............................................................................................................................13
7.Evaluate different approaches to performance management and give specific examples of
how they can support a high performance culture and commitment within High Town
Housing.....................................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Developing individual , team and organization generally may be defined as the overall
development of the individual , team and organization for the purpose of the achieving desired
objective and common goal. The word development refers to the improving the effectiveness of
the organizations, team and individual, development is relevant to the progress of longer time
organizational and employee goals. This report is divided into the two section, under the section
1 of this report briefly discuss and provide information related to the developing individual, team
and organization. This section of report will cover the brief knowledge, skills and behavior of
the HR professional, detailed personal skills audit , professional development plans with the
reflective statement of the development needs. Under the section 2 of this report discuss about
the key element which make up the HPW system , analysis the benefit of applying HPW
practices to improve the high town performance and evaluate different approaches to performace
management with particular example.
SECTION 1
1. Knowledge , skills and attributes required to carry out role of HR.
Communication skills, decision making skills, organisational skills, training and developing
skills, budgeting skills are the some basic example of the skills which are the required to carry
out the role of the HR are briefly discussed below:
 Communication skills – To perform the role of the human resources must have a good
communication skills having good communication skills able to express clearly in both
the oral and written situation, human resources interact with the number of the groups
and people daily without good communication skills it is meaningless(Navimipour and
et.al., 2015).
 Organisational skills – To carry out the role of the human resource individual must have
organisational skills human resources have various functions to perform such as
recruitment, training , performance appraisal etc for performing all this function or role
systematic human resources must have organisational skill inbuilt in them(Hecklau and
et.al., 2016).
 Decision making skills – To perform the role of the Human resources practitioner must
have the decision making skills in built them. For example during the recruitment
process human resources have to take effective decision regarding the selection of the

effective employees or human resources team must take effective decision for the well
fare or future growth of the organisation.
 Time management skills – For performing the role of the human resources time
management skills is needed to run the entire the organisation effectively, time
management helps to complete their specific task efficiently or effectively within the
given period of time(Creamer and Austin., 2017)
To carry out the role of the human resources the individual must have the knowledge of the
principles and procedure for personnel , recruitment, training and selection etc. knowledge
related to the business and management principle include strategic planning , resources
allocation leadership technique etc. knowledge related to the law and government,
communication and media , knowledge of education and training, knowledge of the human
behaviour and performance such as individual difference in ability , personality and interest,
knowledge related to the economic and accounting principle and practices. Above all mentioned
knowledge are needed to perform the role of the human resources.
2 Detailed personal skilled audit
SELF AND TIME MANAGEMENT
I will take time to manage my work and finish it before deadline
I'm facing problems to develop a schedule for myself
I will take time to set up myself when it comes to time management if I have lot
of work in my office.
I am certain that during the group discussions in the office I will be coming out
with a lot of innovations and creative ideas which will make me the best
employee of the business.
I believe so that an immediat feedback is replied by me when the work is
completed.
Giving a presentation there are some people have ability to manage
People are slow in esplaining some thing without confidence

PROBLEM SOLVING AND CRITICAL THINKING
I am not able to work with a team without any argument or fights when the task
is assigned.
There are different solutions and methods for every kind of problems, I become
confuse to choose the best solution from available methods.
I am not able to think different options to solve the problem.
I can find out result from any given task before management.
I can break down an issue into simpler parts better than any one else
Talking about a particular task, I know what company is aimimg.
ORAL COMMUNICATION
I dont like to listen to the team or people's creative ideas and give a negative
attitude.

Giving a presentation there are some people have ability to manage
People are slow in explaining some thing without confidence
Written COMMUNICATION
I make sure that when I am taking reference from the others, I do not get
plagiarism.
My writing is in academic style.
My documents and letters content will be written in the good format.
To make my company think that I am aware and informed about the topic, so I
present my arguments with proper justification.
INFORMATION LITERACY: READING
I can collect data or information by reading books and surfing on internet, etc.
I can understand the customer wants and take the right move to solve them.

C Statement of development needs
Skill Resource Activity Time
Time For maintaing the time
and effective use of
the time I need a
schedule and an alarm
or a manager who
manages my time
I have to prepare an
activity like develop a
schedule about my
work.
2 weeks
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Problem solving and
critical thinking
To solve the problem
and develop a critical
thinking skills. Prepare
a guielines to and
develop a plan and
innovate according to
the plan.
Have to attend classes
to develop my
thinking abilities or
listen to the other
peoples of the
organization.
3 weeks
Oral communication Needs to develop and
innovate myself for
developing the
communication skills.
Needs to engage with
people to understand
the activities of the
business.
Need to perform
activities like engage
the people
communicate with the
other people about
their problems.
Develop a strategy for
building effective
communication. The
oral communication is
improved by regular
practice.
1 week
Organisation learning
It is the process of an retaining, creating and transferring the knowledge within
organization. As the organization gains an experience the company improve over time, from this
experience company can able to create an knowledge.
Difference between organization learning and individual learning
Organization learning Individual learning
This is provide by the enterprise. It is provided by the source as life study,
research and books.
It is effective for undertaking organization It is effective for individual self growth.
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activities
It is expensive learning because needs to
arrange various training sessions for
employees.
It is not an expansive as individual can
enhance learning by their own.
Difference between training and development
Training Development
Training is the largely small term activity with
an concrete objective.
Development is an long period of activity, with
an goal that are to be ongoing and open-ended
Training is mainly focuses on an role. Here development is mainly focus on person.
It is an group focused where more number of
individual are take participate in events of the
organization, such as, seminars, workshop etc.
This activity tend to large of an personalized
experience that are to be created on the basis of
individual development of plan.
Organization can take overall responsibility of
the training.
It is an process of self- assessment, where
individual are responsible for an owing and
creating the development activities and plan.
Training provided around the present and
immediate needs.
Development activities are on future needs.
Need of continuous learning and professional development
Continuous learning will help to improve the skill of the employee and also help in
professional life. As by continuous learning help to increase the performance and also help in
career development by getting the additional training, skill or education that can help the person
to achieve his goal. Continuous learning helps in the professional development as it provide the
certificate of the or an professional license which help the employee in future development. By
keep on learning new things that can benefit the work performance and also try to affect the
person for an future promotion. Also by keep on learning it helps the employee to keep at the
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constant at the marketable that helps the person to stay in current trends and advance in
profession.
SECTION 2
5. The key elements that make up the HPW systems and how these systems operate within
organisations, giving examples.
There are some elements that helps in making up the system for HPW are programs related to
innovation, programs for awards and rewards, payroll according to performance, to improve the
work of the team, solving problems in house, specifications of job.
Payroll according to performance-
Employees who work up to their full potential to fulfill their desire of increase in salary
for the amount of they have made. Role of HR is to make sure that employees in the organization
are getting their salary in comparison with the days they work and in relation with their
completion of working hours in the office. If not with any reason the employee is not completing
full time in the office then HR must deduct the salaries of employees and it must be implemented
for all. HR never has to give special treatment to anyone. (Shields, Baxter and Mani, 2016)
Programs related to innovation-
HR must interact with employees and talk about new ideas and processes to complete the
work so that it will become easy for the employees for coming up with new ideas and bringing
new innovation. This all will benefit and help improve the organization. Coming up with new
innovation is also beneficial for employees themselves as it promotes them, evolves them. It is
necessary for an organization to come up with innovation because with time the mentality of
people is also changing. (Soomro and Shah, 2015)
To improve the work of the team, solving problems in house-
HR must maintain peace in the work environment. If not maintained it will lead to
miscommunication between the employees. Also it is not good for the organization as it will lead
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to disturbances which will make it difficult to complete the operations successfully. High town
Housing has 900 people of workforce and they are their because of the safety and environment
they get. (Ming and et.al., 2018)
Programs for awards and rewards-
Employees who are working hard, achieving goals by increasing the members which
results to increase in profits also. HR must make sure of it their work and performance is
appreciated by awards such as certificate, employee of the month and rewards such as increment
in salaries, holiday packages. This will keep the employees motivated so that they continue this
kind of work. If they are not encouraged by these kind of incentives they will feel that their effort
is of no use and they will slow down their performance. High town housing makes sure of these
things in order to grow their brand. (Nicholson and et.al., 2017)
6. Analyse the benefits of applying HPW practices improving High town Housing performance.
1) Ensuring Security for Employees- HPW is beneficial for High Town Housing as it helps
in providing security of employees as compared to the competitors as they are not
providing it to their employees who work for part time or are with them in a contract.
High Town Housing creates trust and partnership with their employees which is long
term, they believe in commitment and extra role and extra mile behavior by employees
and it is only possible by the long term partnership scheme with their employees.
2) Selective Hiring- High Town Housing hires new employees and evaluate them where
others think of hiring new candidates with no experience at first place High town
Housing invites them trains them. One thing is demanded by High Town Housing that is
they hire only those people who are good in academics and looks best on paper. As they
think those who are not eligible to be a part of their team they must not waste their time
on them. At the time of hiring High Town Housing look for skills such as leadership
skills, must have respect for every level of employee and clients with qualities like long
term retention. (Stein and et.al., 2015)
3) Decentralized Decision Making- By implementing the culture of HPW in their
organization High Town Housing it helps them to know their objectives and goals and to
make that sure that company achieve those objectives organization train their employees
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and in return they ask them that their work must be up to their potential that help them in
contributing and achieving them towards the expected and optimal results.
4) Compensation on the basis of High Result- A system has been developed by High town
Housing that helps in compensating the evaluation of employees regarding their
performance at all levels from below to top. They increase awareness of work among
them and gives them appreciation for their work as it will help the company in increasing
their profits. They compensate the contingency of employees on the basis of their
performance and according to their grasping of work and changes in environment that
affects generating and incurring of high profits.
5) Training by Commitment- Every organization who implements HPW as their culture
emphasizes on committing to their employees that training is ensured to them as High
town Housing has a management system which is control oriented. They train their
employees so that they are able to resolve the issues if there is any. Also they can take
initiatives and give suggestions to change the methods and process of organization, they
check the quality of trust in employees at the time of hiring. High Town Housing gives
training on the basis of their requirement they check where they are lacking and where
they need to improve. This all increases their ability of leadership and commitment to
contribute towards achieving hard and difficult goals. (Ohmuro and et.al., 2018)
6) Reduced Barriers of Status-
HPWs provides good ideas and improvement in the organization and ideas can come at any level
of department. High Town Housing treats employees equally not on the basis of gender they
value both equally. They also don't treat people differently on the basis of inequality in income,
their language or the way they dress as they treat their employees like partners which reduces
barriers of status as empowering the employees and treat them with respect and fair amount of
dignity reduces these barriers. (Stein and et.al., 2015)
7) Sharing Key Information- High Town Housing share information such as their finances
and strategies with their employees who they trust, and with whom they believes that
they will assist and improve them in order to achieve the expected goals. Employees who
are highly motivated and properly trained need this kind of information to contribute and
climb the steps for the success of organization. Many organizations don't believe in this
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trust and partnership method as they have been cheated, they have lost their opportunities
of growth and they don't trust anyone. (Serrat, 2017)
7.Evaluate different approaches to performance management and give specific examples of how
they can support a high performance culture and commitment within High Town Housing.
Management by Objectives-
This model is of strategic management which helps High Town Housing to improve their
performance. By using this model it helps in knowing and defining the objectives on which
management of the organization and employees of the company both agrees. It encourages the
employees of the company as they have a stand in the process of planning, while deciding the
steps to achieve the goals for the organization. They align all the operation of the company.
Company uses it to compare the actual performance with comparison to expected results.
Benefits of this model are that it encourages employees it motivates them and make them
committed towards work and it removes the issue of miscommunication between employees and
management. One weakness of this model is it only focuses on setting a goal rather than make a
practical approach to attain them. (Rodakowski and et.al., 2018)
Collaborative Working-
It is a situation when two or more organization merge in a partnership for a long term or
join hands with each other just for a specific project because of each other's resources and then
go to their own ways. High Town Housing have not collaborated with anyone not even with
contract for a short period of time. They are the sole proprietors they believe that working solely
increases efficiency as different people have different mindsets. There are different types of
collaborative working such as they maintain their independence but jointly work on a project
they have signed for, it forms a group where the parent company has the power to govern its
group of subsidiary companies, Small organizations work with large organizations because of
their need of resources and expertise. (Dowling and et.al., 2018)
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REFERENCES
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Identified: An Opportunity to Build Mental Health and Illness Skills and Knowledge. The
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Dowling, C. and et.al., 2018. Developing individuals whilst managing teams: perspectives of
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Hecklau, F and et.al., 2016. Holistic approach for human resource management in Industry 4.0.
Procedia Cirp. 54. pp.1-6.
Ming, S. and et.al., 2018. Training class inclusion responding in typically developing children
and individuals with autism. Journal of applied behavior analysis.51(1).pp.53-60.
Navimipour, N. J and et.al., 2015. Expert Cloud: A Cloud-based framework to share the
knowledge and skills of human resources. Computers in Human Behavior. 46. pp.57-74.
Nicholson, J. and et.al., 2017. Developing the WorkingWell mobile app to promote job tenure
for individuals with serious mental illnesses. Psychiatric rehabilitation
journal.40(3).p.276.
Ohmuro, N. and et.al., 2018. The relationship between cognitive insight and cognitive
performance among individuals with at-risk mental state for developing
psychosis. Schizophrenia research.192. pp.281-286.
Rodakowski, J. and et.al., 2018. Developing a non-pharmacological intervention for individuals
with mild cognitive impairment. Journal of Applied Gerontology.37(5). pp.665-676.
Serrat, O., 2017. Understanding and developing emotional intelligence. In Knowledge
solutions (pp. 329-339). Springer, Singapore.
Shields, C., Baxter, D. and Mani, R., 2016. Psychosocial correlates of physical activity levels in
individuals at risk of developing diabetes mellitus: A feasibility study. New Zealand
Journal of Physiotherapy.44(3).
Soomro, B. A. and Shah, N., 2015. Developing attitudes and intentions among potential
entrepreneurs. Journal of Enterprise Information Management.28(2).pp.304-322.
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Stein, J. D. and et.al., 2015. Risk factors for developing thyroid-associated ophthalmopathy
among individuals with Graves disease. JAMA ophthalmology.133(3).pp.290-296.
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