Developing Individual, Teams & Organizations: HR Skills Report

This report examines the development of individuals, teams, and organizations within a Human Resources context. It identifies the necessary knowledge, skills, and behaviors for HR professionals, analyzes an employee's skills audit to pinpoint training needs, and proposes a professional development plan for an HR office role. The report differentiates between organizational and individual learning, training, and development, emphasizing the need for continuous learning to drive sustainable business performance. It also demonstrates the relationship between employee engagement and competitive advantage, and explores different approaches to performance management to support a high-performance culture and commitment. This document is useful for students looking for solved assignments and study resources.

Developing Individual, Teams and Organizations
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DEVELOPING INDIVIDUAL, TEAMS AND ORGANIZATIONS
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Developing Individual, Teams and Organizations
Table of Contents
Scenario...........................................................................................................................................3
a) Determination of appropriate knowledge, skills and behaviors that is required by HR
professionals across the department (P1):.......................................................................................3
b) Analysis of completed personal skills for audit for an employee in order to identify training
and development needs considering the KSB:................................................................................5
c) Creation of professional development plan for Jane Cambridge in HR office role (P2):...........6
d) Analysis of the difference between organizational and individual learning, training and
development (P3):............................................................................................................................7
e) Analysis for the need of continuous learning and professional development to drive
sustainable business performance (P4):...........................................................................................9
Section 2..........................................................................................................................................9
i) Demonstration of employee engagement and competitive advantage within specific
organizational situations (P5):.........................................................................................................9
ii) Different approaches to performance management and by using different example showing
support of high performance, culture and commitment (P6):........................................................11
Reference list:................................................................................................................................13
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Developing Individual, Teams and Organizations
Scenario
a) Determination of appropriate knowledge, skills and behaviors that is
required by HR professionals across the department (P1):
The organizational development is fairly connected with the human resource development team
and they are the people who actually showcase the strategic management phrase so that the
organization can able to bring growth and development to its current state. Personnel
management and their activities connect with the likelihood of the organization so that group
related, individual and overall organizational development can be maintained in a proper way.
HR practices considers the development phrase in a systematic way so that the effective
organizational purposes can be managed and bring positive results in consideration to the long-
term focus (Jackson et al. 2014). For the staffing purposes, it is necessary that the people who get
assigned for any of the specific task get to know the entire organizational purposes and then start
working with the factor. The necessary qualification for any of the organizational designation is
essential so that they can act with a strong consideration of things. The performance of the
employees is another important factor that can able to assist them for further development. The
organizational HR department deals with one employment cycle that is hiring people selecting
them and at last staffing them for the final progression of things. Assessing their qualification
can bring the strategic growth for the organization can put a strong aspect for the profitability
purposes (Barrick et al. 2015).
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Figure1: Role of HRM and their purposes
(Source: Yang et al. 2014, p- 44)
The determination criteria for the organizational development count with the requirements for
each of the specific department considering their productivity. The organization will take that
responsibility where they can able to merge people skillfully for the future purposes and the
employees will act accordingly so that it can meet the need of the organization. The effort of the
employees helps the organization to follow up their later purposes as well and it can assume that
the company will get to face the systematic approach of the profitability phrase. As a manager, it
is necessary that the development criteria justify each of the scope and bring growth and working
for the large company need to typically establish the important areas. From performance
evaluation, training practices and put forward other growth related practices to the employees
can bring development (Yang et al. 2014). The upper management will be in the implementation
thing procedure so that it can choose up specific purposes for the long term development. One of
the most important way in order to act with the systematic way within the company is
performance appraisals of the employees so that they get motivated enough to enhance their
skills and knowledge inclusion of performance.
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b) Analysis of completed personal skills for audit for an employee in order to
identify training and development needs considering the KSB:
Checking for the personal key skills and their assessment within the organization develop in such
a way so that it can generate strategic performance for the organization. Training and
development of the organization is much to do with the employee performance and their personal
skills develop that strategic phrase so that it can step up for the initial procedures and the final
state of the organization in the market (Chadwick et al. 2015). With the effective practices and
their comparative steps for the development criteria and the assessment of employee personal
skills is an efficient procedure. For the achievement of organizational need, demand and
objectives, it is necessary that they check during the recruitment process of the employees and
the process follows-
i) Traditional skills based on intellectuality: The logical purposes and the evaluation for the
critical assessment need to present to the entire possibility. Other than those different practices of
the organization, including the evaluation and evidences of the organization and need to know
the challenges that the employees can take up different challenges of the organization is
necessary.
ii) Personal attributes: The employees need to have certain internal capabilities like
adoptability, initiative for a different unique thing, reliability to the entire process, self-reliance.
iii) Key skills and personal performance: Management along with the different procedure of
learning things in one of the most essential factor that helps the entire organization to progress
with the benefits and future betterment (Al Ariss et al. 2014). The employees need to know the
process of how to work with others and how to make things work properly with data handling
and the assessment of the further initiative like accountability, checking up everyday work
performance and motivate others to work.
iv) Skills and knowledge about the organizational work progression: The objectives, aims
and the vision of the organization need to be clear to the employees and they will be aware of all
these factors then the development will be proper with a purpose. From production to the final
work that is the marketing purposes of the organization, need to acknowledge by the employees.
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When the employees of the organization will be capable enough to know each process and will
respond for the betterment of the organizational productivity then it will become easy for the
organization to develop further. The employees need to develop their personal skills, develop
effective strengths and work on the weaker areas, transfer the skills effectively, an autonomous
learner, reflective knowledge practices and the generation of learning by experience (Piening et
al. 2013).
c) Creation of professional development plan for Jane Cambridge in HR office
role (P2):
In order to balance the effective procedures of the organization it is important that people get to
know about the entire progression of things and this procedure develop the systematic things.
Within the organization, that is Jane Cambridge the human resource teamwork with the
consideration that creates the employment basis in such way so that their performance
management criteria can be managed (Howard et al. 2016). The professional engagement and
their performance preferences within the organization generate the effective factors that help the
organization to create a systematic base for the fulfillment of future purposes-
Review of the designation along with the job title: Employees need to know that how they can
progress for the entire work process within the organization and how it can add up positive
things to the organizational factors. Occupation and their assignment and work purposes need to
justify the progression so that it can generate the methodical way for the organization itself. The
different positions that the organization offer to the employees need to focus in such a way so
that the progression of work becomes concise and clear. One systematic pattern of the job can
define the each process with referenced requirements of the organization and keep that capacity
so that all the things can be fulfilled by engaging more analytical procedure and strength
(Sabharwal, 2014). The planning needs to choose some of the certain areas for growth and
development.
Generate the professional development plan: The professional development planning and their
progression of things create that basis where the skills and knowledge get emphasized. All the
organizational requirements need to know first and the progression of the entire will be from that
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sense so that it can compile the essential factors and collected further process for the final
achievement of things. This process act with the aspects of technological skills and certain
requirements, job related specific requirements by the organization, skill requirements and create
a permanent basis of perfection.
Skill upgrade and projection of skills: Working with the organization can finalize different
progression of things that can deal with the projection of better things for the organization. The
employees with the collaboration with the human resource team can generate the internal
resources so that they can perform in a better way for the fulfillment of all the external purposes.
When the employees will be able to upgrade their skills then it will become perfect to work for
the productivity increase of the organization. The professional assertion is a necessary aspect that
the employees need to consider and work for the further perspectives so that it can fulfill all the
requirements and acquire a better place (Park and Shaw, 2013). The employees will display their
skills and knowledge about different criteria and they can share it to the other people and take up
channels like any of the online seminars, presentation and communication with the other
coworkers.
By following this professional development plan the company Jane Cambridge can create up
their progression basis of work for better growth and development prospect in the market.
d) Analysis of the difference between organizational and individual learning,
training and development (P3):
Organizational effectiveness and the development phrase come from different factors that
generate a logical approach for the entire thing and deal with the successful field for venturing
knowledge and skills. Several researches has presented the idea that organizational development
and the personal and professional assessment of things within the organization can create a better
aspirations for the things that can develop the methodical progression of things. The
organizational psychology assess with the individual working technique and their performance
so that the involvement of the employees get increase and they generate things with more
perfection (Shaw et al. 2013).
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Figure 2: Workforce effectiveness
(Source: Goetsch and Davis, 2014, p-9)
Development and training purposes for the employees fetch their future development of work so
that they can get to know the working purposes and deal with the things in a better way. The
employees able to generate the perfect and effective way of working then they able to provide
the organization with better things and the organization get to face productivity. in order to deal
with the market and the competitors those who are already present in the market. Several
elements culminate with the entire thing and it serves the working perfection along with internal
and external impacts that finalize the organizational growth factor. The working prospects of the
employees has a direct connection with the development of the organization and when the
organization higher management can able to serve the employees with perfect training them they
will get to know how to work with considering the important aspects of the organization
(Goetsch and Davis, 2014). The operation statement of the organization and the marketing
prospect of the same create that perfection where they work with different characteristics and
differences for the further processing of entire thing. People get to face different activities within
the organization and proper training to them can create a perfect performance assessment, design
of the job, final statement from the employees and training process generate the perfect work
procedure. The individual abilities work for the systematic organized factor for the company
(Mitchell et al. 2013). The behavior and the functioning for the entire working prospects create
the motivation for the employees so that they can able to work perfectly and fulfill each criteria
of the organization and highlight their abilities. The advantages and the change process of the
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organization generate their own efficiency and affectivity so that it can deal with micro and
macro strategic shape of the organization.
e) Analysis for the need of continuous learning and professional development
to drive sustainable business performance (P4):
Sustainable development process is an important factor for the organization and it actually deal
with the various understanding of the organizational internal and external factors. Continuous
learning process able to generate flow of better working prospects, create the interpersonal skills
for the employees so that they can engage them in a systematic way for any work. The
organizational resources help to state the understanding and acknowledgement where they can
able to work for the entire thing so that it can deal with all the operational, marketing and the
financial benefits. The professional assessment and the systematic development of things
generate the development phrase where the company can effectively put their best effort for their
logical development. Promotion of the personal development skill and management of the entire
thing able to specialize the designed phrases of the organization and the employees act with the
understanding. Continuous learning both from the employees and from the organization can
increase productivity for the organization and it also generate the higher retention rates for the
employees. The organization can connect for the significant impact on communication along
with the engagement of different purpose like growth and productivity related seminars and the
professional development program. When the employees get to face the proper assessment
criteria from the organization then they increase their loyalty for the further work process and it
help them to get the new heights in their professional field. The retention process within the
organization for generating high profits in long term can assess for high achieving and work
prioritization with a high skill technique.
Section 2
i) Demonstration of employee engagement and competitive advantage within
specific organizational situations (P5):
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For fetching specific competitive advantages it is necessary that the employees communicate
about their performance and made up several strategic implementation plan help the organization
to reach to the best place. As the organizations are various challenges in today’s market so it is
important for them to organize things in such a way so that they can skillfully maintain their
position in the market. Organizational success is connected with the employee engagement to the
work process and this factor creates the state where the customer satisfaction, employee retention
and their loyalty to the work process work with a standard state. The working progression need
to be perfect and originate from the better potentiality of things so that it can able to put
significant impact to the entire procedure.
Figure 3: Training and practices of HRM with people management
(Source: Kunze et al. 2014,p-416)
Organizational strategy and the employee engagement within work decide organizational
success process and develop commitment for the working technicalities. One of the essential
driver for the entire purpose of the working technique deal with the employee work performance
and the skill projection of the organization for greater role promotion from the human resource
team (Kunze et al. 2014). The partnership and the dynamism between the employees and the
organization link better way the business goals. Firstly, proper determination from the
organization can deal perfectly with the reemerging statement of the productivity scale. The
cyber engineering and the communication process create a balance between work and personal
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development project things in a better way. The traditional working structure and the talent
management within the organization select up the best working prospect and deal perfectly with
the resources of the organization. Workforce readiness and acceleration of changing prospect
generate the effective employee engagement and their participation for the organizational work
culture. Some of the value added component and the learning opportunities for the employees
put great emphasis to the global and domestic organizational factors create the base for
performance related engagement. Workplace culture need to maintain and it will put focus to the
cognitive structure that the designed progression some of the better conditions in things so that
the projection of things can be maintained with progressive changes. The profound work
connectivity and the essentiality of the accomplished tasks and their perfection create more
productivity for the organization.
With any of the organizational situation, when the employees get to know the proper information
about the organizational work process then it is become easy for the employees to cooperate with
the entire thing.
ii) Different approaches to performance management and by using different
example showing support of high performance, culture and commitment (P6):
Performance management procedure helps to clarify the organizational progression of work and
deal with systematic betterment of things. Most importantly, the five processes generate the
performance management technique and the employees get the perfect help from the entire thing.
The goals, objectives and the organized version of the company get achieved by the state of
different organizational prospects that approach for better results and productivity purposes.
Step 1: The proper identification of the organizational objectives and the employee working
culture, their performance management and the assessment of the better management criteria act
for betterment. Determination of the organizational purposes generate the effectively so that they
can proceed with better adjustment.
Step 2: The SMART objectives within the organization assist for the further development criteria
and it help to collect the organizational prospects so that it can create better determination and
work as per the requirements of the organization.
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Step 3: Regular feedback from the organizational higher management along with the employees
is necessary process so that it can hit the proper group and deal with various specifications of
things. Evaluation of things can deal with better projection and the organization skillfully
generates the statement where they can progress with the proper management support. Any of
the issues and weakness of the entire factor deal with the performance generation and meeting
the organizational need and desirability. The employees who are dealing with the systematic
need of the people then it can get to know the information about the market criteria, situation and
the preferences of the customers.
Step 4: In this step performance management generate a proper aspect of things that produce the
efficiency of things and employees get to face the perfect way for the agreed value of the entire
thing. The organizational drawbacks and challenges are there so that they can work for the better
way and provide more productivity to the organization.
Step 5: Several identification of the improvements of the organization including employee
training, specific need from each department and the accessibility of the resources can create the
perfection in things.
Step 6: The entire plan and their procedure imply things with better aspect and this culmination
of things generate the understanding where the organization can work with the employees and
the management system get to proceed with perfection. From human resource team to the talent
management procedure each things need to be perfect so that people can able to work perfectly
and the organization can bring growth by this process.
The organization with certain specification in operation, production ,supply chain management,
marketing and the manufacturing practices can able to generate specific background for the
workable background for the employees considering proper culture and take up the
administrative decisions in a perfect way.
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Reference list:
Al Ariss, A., Cascio, W.F. and Paauwe, J., 2014. Talent management: Current theories and future
research directions. Journal of World Business, 49(2), pp.173-179.
Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective
organizational engagement: Linking motivational antecedents, strategic implementation, and
firm performance. Academy of Management Journal, 58(1), pp.111-135.
Birasnav, M., 2014. Knowledge management and organizational performance in the service
industry: The role of transformational leadership beyond the effects of transactional
leadership. Journal of Business Research, 67(8), pp.1622-1629.
Chadwick, C., Super, J.F. and Kwon, K., 2015. Resource orchestration in practice: CEO
emphasis on SHRM, commitment‐based HR systems, and firm performance. Strategic
Management Journal, 36(3), pp.360-376.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Howard, L.W., Turban, D.B. and Hurley, S.K., 2016. Cooperating teams and competing reward
strategies: Incentives for team performance and firm productivity. Journal of Behavioral and
Applied Management, 3(3).
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), pp.1-56.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Kunze, F., Boehm, S. and Bruch, H., 2013. Organizational performance consequences of age
diversity: Inspecting the role of diversity‐friendly HR policies and top managers’ negative age
stereotypes. Journal of Management Studies, 50(3), pp.413-442.
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Mitchell, R., Obeidat, S. and Bray, M., 2013. The Effect of Strategic Human Resource
Management on Organizational Performance: The Mediating Role of High‐Performance Human
Resource Practices. Human Resource Management, 52(6), pp.899-921.
Park, T.Y. and Shaw, J.D., 2013. Turnover rates and organizational performance: a meta-
analysis.
Piening, E.P., Baluch, A.M. and Salge, T.O., 2013. The relationship between employees’
perceptions of human resource systems and organizational performance: Examining mediating
mechanisms and temporal dynamics. Journal of Applied Psychology, 98(6), p.926.
Sabharwal, M., 2014. Is diversity management sufficient? Organizational inclusion to further
performance. Public Personnel Management, 43(2), pp.197-217.
Shaw, J.D., Park, T.Y. and Kim, E., 2013. A resource‐based perspective on human capital losses,
HRM investments, and organizational performance. Strategic management journal, 34(5),
pp.572-589.
Vermeeren, B., Kuipers, B. and Steijn, B., 2014. Does leadership style make a difference?
Linking HRM, job satisfaction, and organizational performance. Review of Public Personnel
Administration, 34(2), pp.174-195.
Yang, L.R., Huang, C.F. and Hsu, T.J., 2014. Knowledge leadership to improve project and
organizational performance. International Journal of Project Management, 32(1), pp.40-53.
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