Unit 35: Developing Individuals, Teams, and Organizations Report

This report delves into the critical knowledge, skills, and behaviors required of HR professionals, emphasizing the importance of communication, decision-making, and leadership. The analysis includes a personal skills audit, identifying strengths and weaknesses in areas such as listening, administrative, and leadership skills. A professional development plan is then outlined, focusing on improving time management and leadership abilities to enhance overall organizational performance, using Vodafone as a case study. The report also provides a detailed professional skills audit and development plan, highlighting the significance of employee motivation and effective communication within an organization. Finally, it concludes with a discussion on the importance of continuous development and sustainable business performance.

Developing individuals,
team and organisations
Table of Contents

INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
P1 Determine knowledge, skills and behaviours which are required by HR professionals........4
P2 Analyse a personal skill audit to identify knowledge, skills and behaviour and develop a
professional development plan ...................................................................................................5
M1 Detailed professional skills audit and professional development plan which defines
evidence of reflection and evaluation.........................................................................................7
D1 A detailed professional development plan which sets out learning goals in relation to
learning cycle to achieve sustainable business performance......................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
In an organisation developing individuals is very important. Developing people means to
enhance the performance of company. While working in an organisation people need training so
that they can perform efficiently and it is been done by organisations in order to develop them.
Developing team means to enhance people skills so that they can do their work in an efficient
manner. Team must be organised in such a way that all work is been done as per set guidelines.
A mentor should be there who continue looks after the team and ensure that everything is done in
a proper manner(Fonseca and et.al,2021). Developing organisation means to build a capacity to
change, accepting those changes and improving organisation structure to enable growth and
achieve all goals. The below report includes skills and behaviours that are required by HR
professionals, personal audit in order to identify knowledge, skills and behaviours, a professional
development plan, audit that defines evidence of personal reflection as well as evaluation and
professional development plan in relation to learning cycle. The below report is based on
Vodafone. It is a British telecommunications service provider and is the third largest mobile
network operator. The company was founded on 1st January' 1985.
TASK 1
P1 Determine knowledge, skills and behaviours which are required by HR professionals
In an organisation HR professionals must have specific knowledge, skills and behaviour
to work effectively. Knowledge means to understand what responsibilities professionals had to
carry. They must know about all their duties(Carlier, 2021). Skills means that an HR should
have effective skills whether communicating with employees or some other in order to improve
efficiency. While working in an organisation behaviour is very important. HR professionals
should always have a positive attitude and then built up other employees skill. It is been
explained as below:-
Knowledge:- Communication skills:- HR professionals must develop their communication skills as it
is the important thing in an organisation. Professionals should have the knowledge of
developing their communication skills and then effectively communicate with employees.
If employee face any issue then they will contact to HR only so communication is the
most important thing. In case of Samsung, it became a top brand because the way HR

professionals communicate with their employees and audiences was effective enough that
no one had ever doubted on their organisation. Advising:- Professionals must have the knowledge of how to advise employees, senior
managers as well as line managers. If employees need any suggestion then they should
have effective knowledge so that they can give other people advise and suggestions.
Skills:- Decision making skills:- There are many decisions which had to be made in an
organisation and it is all decided by HR professionals. Decisions are been made on the
process of recruitment as among all individuals they had to decide which candidate to
select among all other people. They must have effective skills so that they can take right
decision(Oloyede, Cramp and Ashiru-Oredope, 2021). Budgeting skills:- The budget which is set is also made by HR professionals. It includes
training, social activities and many more. These are done according to budget. So, they
should have effective skill that they do not spend unnecessarily and perform within the
budget only. To become a large organisation Samsung also set up their budget and
worked according to that guidelines and performed in effective way.
Behaviour:-
 Trustworthiness:- Employees in an organisation trust their HR professionals. So, if they
face any kind of issue they expect that HR will help them and would deal with such
issues. Their behaviour must be positive as they are expected that they everything in a
professional way and take fair decisions(Abrahams, 2021).
P2 Analyse a personal skill audit to identify knowledge, skills and behaviour and develop a
professional development plan
Personal skill audit is been explained as below:-
Skills Very good Good Adequate Little or new
experience
Good use of
verbal skills

Listening skills 

Administrative
skills

Problem solving
skills

Leadership skills 
There are certain strengths and weaknesses which are analysed by personal audit been formed. It
is been explained as below:-
Strengths Weakness
From the above personal audit report, I was
effective in listening to employee issues as
well as their needs.
I was also effective in solving problems due to
which employees seem to be happy and if they
face any problem they easily communicate
with me.
The weakness which was found was in relation
with administrative skills. I was lacking in
setting up a proper time to manage all things in
an organisation and because of it proper time
was not been set.
Due to it my HR professional skills was not
getting developed.
Professional development plan refers to a procedure of initiating a plan based on values,
reflection, plans been made on personal development within career, education and many other
sectors. It is been explained as below:-
Sr. no Learning
objective
Current
proficiency
Target
proficiency
Development
opportunities
Time scale
1 Time
management
skills
In current
situation I
scored
adequate in
my
administrative
skills which
To built up
and even
during critical
time
everything is
managed
within the set
To enhance
development I
will gain
knowledge
and enhance
my skills in
order to allot
20/02/21

was in relation
with time
management
and this need
improvement
period of time each task to
employees at
specific time.
2 Leadership
skills
As a HR
professional
and also a
leader I scored
average in this
sector
To balance
whole
management
process I
decided to
apply
participative
style of
leadership
To improve
my leadership
skills I will
first develop
my other
essential skills
in the best
possible way
and then
attend training
from my
senior
executives.
30 February
2021
M1 Detailed professional skills audit and professional development plan which defines evidence
of reflection and evaluation
From the above audit report it has been evaluated that there are some important skills of
all HR professionals which are needed in an organisation like listening skills, administrative
skills, communication skills and many more. It has been analysed that if HR skills would be
good enough then it will be a direct reflection to their employees as they work according to their
executives(O Connor, Conboy and Dennehy, 2021). As per the audit report HR was very
efficient in listening to their employees whether they have some ideas or whether they are facing
some issues so according to that their skills were efficient enough and they scored very good in
that sector but in case of performing administrative skills and leadership skills they were at
average position. These two skills are important enough because as a HR professional being a

leader is important because if employees will not be motivated and HR will focus on on
developing them their organisation would be of no use. In context with reflection and evaluation
each employee work what they are been informed so if HR professionals would not give them
correct information then it will be difficult for them to perform their tasks(Marling, Horberry
and Harris,2021).
D1 A detailed professional development plan which sets out learning goals in relation to learning
cycle to achieve sustainable business performance
From the above professional development plan I have learned that in an organisation time
management skills as well as leadership skills are very important. As a HR professional it is very
essential that tasks are been aligned at appropriate period of time and employees should be
continuously motivated to perform their tasks and achieve goals. I have also leaned that being a
professional all type of skills, knowledge and behaviours are important and before developing
the organisation it is important to develop ourself(Abdulmuhsin and Tarhini, 2021).
CONCLUSION
From the above report it is been concluded that as a HR professional three elements are
very important which involve knowledge, skills and behaviour. While developing an
organisation effective skills should be there like communicating skills as there must be a
effective relation between employees and HR because if there will be not appropriate
communication then whole organisation would be messed up and no employee would like to
achieve their goals. The behaviour of HR professional should also be positive towards both
organisation and employees. The attitude should be such that people gets motivated to work in
the organisation.

REFERENCES
Books and Journals
Abdulmuhsin, A.A. and Tarhini, A., 2021. Impact of knowledge leadership on the challenges and
innovative performance of virtual teams: an empirical examination in oil sector
companies.International Journal of Knowledge Management Studies,12(1), pp.1-33.
Abrahams, D., 2021.Soccer Brain: The 4C Coaching Model for Developing World Class Player
Mindsets and a Winning Football Team. Bennion Kearny Limited.
Carlier, J., 2021. Managing Learning and Development Cost.Financial and Managerial Aspects
in Human Resource Management: A Practical Guide, Emerald Publishing Limited,
pp.63-74.
Fonseca, L.R.D., and et.al,2021. Group learning: an analysis of individuals in software
development teams who perform interdependent tasks.International Journal of
Innovation and Learning,29(1), pp.89-105.
Marling, G., Horberry, T. and Harris, J., 2021. Development and Reliability Review of an
Assessment Tool to Measure Competency in the Seven Elements of the Risk
Management Process: Part One—The RISKometric.Safety,7(1), p.1.
O Connor, M., Conboy, K. and Dennehy, D., 2021. COVID-19 affected remote workers: a
temporal analysis of information system development during the pandemic.Journal of
Decision Systems, pp.1-27.
Oloyede, O., Cramp, E. and Ashiru-Oredope, D., 2021. Antimicrobial Stewardship:
Development and Pilot of an Organisational Peer-to-Peer Review Tool to Improve
Service Provision in Line with National Guidance.Antibiotics,10(1), p.44.