Report on Developing Individuals, Teams, and Organizations at Vodafone

This report examines Vodafone's approach to developing individuals, teams, and organizations. It begins by outlining the essential knowledge, skills, and behaviors required of HR professionals, including time management, negotiation, and knowledge of HR policies and legislation. The report then analyzes a personal skills audit for an employee, Jane Cambridge, identifying strengths and weaknesses in areas such as IT skills, communication, and conflict resolution. Based on this audit, a professional development plan is created to address these skill gaps through training and development opportunities. The report also analyzes the differences between organizational and individual learning, training, and development, and emphasizes the importance of continuous learning and professional development for sustainable business performance. Furthermore, it explores how high-performance working contributes to employee engagement and competitive advantage, and evaluates different approaches to performance management within a high-performance context. The report concludes with a summary of the key findings and insights into Vodafone's strategies for fostering a high-performance culture and achieving its business objectives.

Developing
Individual, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
P1 ..........................................................................................................................................1
(A) Determine appropriate knowledge, skills and behaviour required by HR professionals.1
P2 ...........................................................................................................................................2
(B) Analysis of personal skills audit for an employee to identify training and development
need and create professional development.............................................................................2
C) Professional development plan for Jane Cambridge.........................................................5
P3 ...........................................................................................................................................7
(D) Analyse differences between organizational and individual learning, training and
development...........................................................................................................................7
P4 ...........................................................................................................................................8
(E) Analyse need for continuous learning and professional development for sustainable
development...........................................................................................................................8
SECTION 2....................................................................................................................................10
P5 Analysis role of HPW contributes to employee engagement and competitive advantage10
P6 Evaluation of different approaches of performance management in high performance. 13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Developing individual means to train and create awareness about current working style.
This also helps to identify potential skills and competencies within individual and actions are
taken to improve it. Individual's competencies can be developed with the help of training and
development program such as on the job, off the job training (Anagnostopoulos, Byers and
Shilbury, 2014). This report is based on Vodafone which is telecommunication operator having
headquartered in London. In this report there is discussion about knowledge, skill and behaviour
required by HR professionals, factors to be considered for sustainable business performance,
contribution of High performance working to employee engagement and competitive advantage
will be discussed. Role of performance management, collaborative working and effective
communication for high performance culture and commitment will be studied in this report as
well.
SECTION 1
P1
(A) Determine appropriate knowledge, skills and behaviour required by HR professionals
Human resources professional is the person which deals with workers of organization
(Boer and et. al., 2017). They are responsible for making workers comfortable at work place and
evaluate their performance as well. Human Resource manager has to deal with different
employees working in various departments in order to know their perception. The various skills,
knowledge and behaviour which are to be possessed by HR managers are mentioned below:
Skills to be possessed by HR professionals are as under-
Time management- HR manager mus have to review salaries, compensation,
remuneration of workers at particular time. They have to prepare and present data of employees
within assigned time. So it is essential skill for HR manager to perform task in effective manner.
Negotiation skill- HR managers of Vodafone has to deal with various departments such
as sales, marketing, etc. having number of individual. There is difference in mindset of
employees, in this case manager must possesses negotiation skill to deal with them and resolve
the major issues and challenges encountered.
Knowledge to be possessed by HR professionals are as under-
Personnel and human resource- Human resource manager must have degree at the of
master with stream of HR (Bolden, 2016). When manager have knowledge about HR policies,
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then they can easily frame policies for upliftment, remuneration, promotion of workers. In case
of change in these policies, it must be conveyed to employees by HR manager. HR managers
must be able to prepare data of employees, performance appraisal, promotion, employees
handbook, etc.
Knowledge of legislation- Health related acts, safety and security act, etc. must be known
by HR manager. This helps them to make safe and secure environment which helps to create
good and safe environment. In case of any dispute between organisation and employees in this
HR manager must possession knowledge about legal norms and regulations.
Behaviour to be possessed by HR professionals are as under-
Transparency- Behaviour of HR manager is important because they deal with different
workers and solve their grievances. Manager must work with the policy of transparency this
helps to create good relations with workers and they are also aware of plans and policies related
to personnel.
Solution oriented- HR manager is the person who solves problem of workers. As there
are many employees from different background, culture, etc. so this is responsibility of HR
manager to analyse their problem and resolve them (Bourne, 2016). This helps to maintain good
environment within organisation. This reduces possibilities of conflict among workers and hence
performance of workers can be improved.
P2
(B) Analysis of personal skills audit for an employee to identify training and development need
and create professional development
There are many skills present in every individual which are to be evaluated regularly for
their improvement. These skills helps individual to gain good image in organisation and perform
operations according to market trends. Skill audit is an tool which helps to know about level of
learning which is effective and significant for growth and development of organisation
(Cherubini and Nielsen, 2016). Skill audit is recording and collection of skills of individual and
future requirement at specific job place. Personal skill audit is because managers can work in
order to reduce gap between current skills and requirement of skills with the help of training and
development.
Personal skills audit of Jane Cambridge is described below:
Skill Very Good Good Adequate Little or no
2

experience
Information
Technology
Use Microsoft
office word
✔
Use Excel
Spreadsheet
✔
Use a database ✔
Use specialist HR
software
✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicati
on skills
Drafting
contracts of
employment
✔
Taking notes
of disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on
HR issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good
use of verbal
✔
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reasoning
skills, able to
handle
complex data
and make
selective use
of information
Explore more
than one
solution in
order to solve
a problem
✔
Consider the
ideas of others
to help solve
problems
✔
Supervisory Management
How much experience
have you had in your
placements?
< 1 month
1-3 months > 3 months
How many people
have
you managed at any
one time?
None
1-5 Above 5
With the help of skill audit, individual came to know about actual skills and knowledge
which she possess (Duffield and Whitty, 2015). As per personal audit plan, it has been identified
that the employee is encountering numerous challenges on grounds of IT skills, communication
and negotiation which are to be improved so that overall performance could be enhanced.
Strengths and weakness as per personal audit of Jane Cambridge
Strengths Weakness
4

Jane Cambridge is good in internet and have
good knowledge about e- mail.
Jane Cambridge is weak in IT skills such as
inefficient in HR software, database entry.
Candidate have good presentation skills and
able to make good reports for meetings.
Employee is lacking in communication skills
such as drafting employment contract,
delivering training sessions, etc.
Individual have good report writing skill which
is beneficial for official meeting reports,
notices, mails, etc.
Jane Cambridge is not able to handle and
resolve conflicts arise among employees.
C) Professional development plan for Jane Cambridge
Professional development plan means planning related to performing operations in
effective and efficient way. Professional development plan is effective to attain goals and
objectives with the help of learning (Goodwin and et. al., 2014). There is requirement of various
skills at the post of HR manager so Vodafone has to make policies through they can train heir
personnel, so performance can be improved.
Developme
nt
objectives
Current
proficiency
Target Developme
nt
opportuniti
es
Criteria for
judging
successful
Time scale Evidence
IT skills Jane
Cambridge
lack in IT
skills so
sometimes
she is not
able to
perform
tasks as
desired.
Employee
want to
improve this
skill, so they
can keep all
data up to
data and
perform
work in
effective
manner.
With IT skill
candidate is
able to deal
with
technologica
l changes
and gain
quickness in
working
style.
Jane
Cambridge
undergo
with IT
certification
course from
authorised
centre.
1 year Now
individual
is able to
store data
proper and
have
knowledge
about data
centre and
excel.
5

Communic
ation skill
Jane
Cambridge
is not able
to deliver
information
to
employees.
There is
complexity
in
interviewing
, conducting
training
session.
Individual
want to
enhance this
skill through
which helps
in
interacting
with
corporate
staff.
The
development
opportunitie
s for
improvemen
t in
communicat
ion skills are
debates,
conferences
and
seminars
able to
resolve HR
issue
Online
video,
seminars,
conferences,
etc. are
helpful.
3 months As per
view of
superiors
now
employee
has
improved
this skill.
Resolving
conflicts
Candidate is
weak in
resolving
conflicts
arise among
employees
at
workplace.
Jane
Cambridge
wants to
improve this
skill so
there is less
possibilities
of big issues
among
workers and
maintain
ethical
environment
within
organisation
Handling
practical
situation,
observation
can be
considered
as
development
opportunity
for the
candidate.
The success
in the
criteria can
be
effectively
judged
through
harmony
within team
which has
been
managed by
the
employee.
6 months Peer
members
gives view
about
improveme
nt in this
skill.
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.
P3
(D) Analyse differences between organizational and individual learning, training and
development
Learning is a process through which individual can enhance its current knowledge as per
business requirements. Learning is continuous process and this is effective for growth and
development of organisation as well as individual. In case of individual, there are many growth
prospects if person is ready to learn new ideas and thoughts. In case of individual, it is easy to
deal with external forces and improvement of association is possible (Johansson, Miller and
Hamrin, 2014).
Organizational learning- Organisational learning means creating, absorbing and
transferring knowledge within association so that it is able to fulfil the tasks in the ideal manner.
Managers of Vodafone give priority to organisational learning so they keep it as integral part of
organisation. This helps to enhance productivity and helps in attaining goals and objectives
effectively and efficiently.
Individual learning- Individual learning is a process which assist in enhancing
knowledge of employees. Learning is a continuous process which helps to deal with changes
which are effective and significant career growth of individual working in the organisation.
Individual learning Organizational learning
In this learning learning style, there is
improvement in knowledge and skill of
individual person.
In this learning, there is improvement in working
style of whole organisation. This learning is
applicable to organisational resources
collectively.
In this learning personal capabilities of an
individual gets improved as it emphasises on
reducing weakness.
Aim of organisational learning is to improve
overall performance of organisation. Such as
improvement in machines and techniques which
improves quality of product and services, etc.
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Individual learning can be provided with
lectures, seminars, etc.
While organisational learning can be performed
with the help of training and development.
Training- Training is a process which aims at generating guidance for improving skills
and knowledge of workers. This helps to perform specific job role in effective manner (Lawton
and et. al., 2014).
Development- Development is learning process which is used to enhance knowledge of
workers. This is the way through which individual can perform operations in more effective
manner.
Basis Training Development
Meaning Training is the learning technique
through skills required to accomplish
particular job can be complete with
approved quality.
Development means to polish skills
and characteristics of employees.
This helps in overall growth and
development of personnel.
Orientation Training is job oriented technique. Development is career oriented
process.
Level of
implementation
Training is performed for lower level
employees to make them learn new
methodologies.
While development programme is
performed for top level personnel
to improve their working style.
Training and development has been considered as a learning tool in the organisation as it
helps in enhancing personal and professional knowledge and skill of employees leading to better
performance and productivity. Training helps to improve working style and make employees
compatible with external environmental changes (Liljenberg, 2015). For instance there is up-
gradation in customer handling technique so mangers of Vodafone must emphasise on training of
workers. This helps employees to learn how to work with new technique and possibilities of
negative results reduces.
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P4
(E) Analyse need for continuous learning and professional development for sustainable
development
Continuous learning- Continuous learning means to enhance skills and competencies of
individual with regular training and development programmes. In business changes are taking
place with rapid speed, so it gives positive impact on performance of workers. With the help of
continuous learning, workers are able to take quick judgement and it helps to perform job
responsibilities in efficient manner (Nissen, Evald and Clarke, 2014). Managers of Vodafone has
to take actions to improve learning of employees. This helps to improve their performance at
workplace. Vodafone is the company which as many competitors such as BT, Virgin, etc. so
when workers provide services as per market trends, then this helps to increase goodwill in
industry.
Professional development- There is requirement of numerous professional skills to
perform job roles and responsibilities. Professional development is kind of training which helps
individual to increase their knowledge and skills of carrying out provided task. Professional
development assist employees to increase capabilities at work place. Professional development
can be done with the help of vocational training, seminars, conferences, etc. Professional
development can be effective with the help of motivation of workers. Professional development
helps to enhance knowledge of workers working at Vodafone and this ultimately helps in
sustainable development of association.
Importance of continuous learning and professional development Improve performance at current job- Continuous learning and professional development
helps employees to improve their level of performance at current role. Vodafone deals in
service sector and they operate all over the world. There is difference in demand of
consumers and alterations are taking place depending on the geographic locations. Hence
it is essential to improve performance of individual at present so that customer demand is
being fulfilled appropriately. For instance with the help continuous learning dispute
resolving gets improved and HR manager is able to create good relations among workers
(Pakdil and Leonard, 2014). Sustain performance at current job- Sustainable performance undertakes two crucial
aspects that are learning and passion. The combination of both the factors helps in
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delivering right prolonged performance within organisation. It can be achieved with the
help of professional development and continuous improvement. It is essential that
managers must take actions through which they can motivate workers to give best. When
employees perform up to the mark then quality of services gets improved and customer
satisfaction can be achieved. When consumers give best then there is improvement in
brand image of Vodafone, this helps to increase consumer base for association. As there
is up-gradation in HR specialist software, so managers are able to learn it with the help of
continuous learning and professional development.
 Enrich employee’s work experience- There is improvement in knowledge of workers
with the help of gaining experience. With the help of continuous learning. Employees can
gain more efficiency when they get learning from some practical situation (Rae and
Wang, 2015). There are many changes taking place in external environment, so with the
help of professional development personnel learn new measures and then implement it at
work place. Initially managers are not able to communicate properly. But with the help of
Professional development they overcome this weakness and continuous learning helps to
polish this.
SECTION 2
P5 Analysis role of HPW contributes to employee engagement and competitive advantage
Definition of high-performance work systems
High performance work system can be referred to as set of activities which are
undertaken by the management to create an productive environment within the organisation. The
high performance work culture encourages higher involvement of employees along with a
provision of responsibility. This helps management assign job responsibility according to skills
and competencies of workers. This helps to achieve goals and targets with higher efficiency.
There is requirement of employee's involvement and hence they are able to learn modern
working style. With the help of high performance working strategy Vodafone is able to achieve
competitive advantages. In this case, employees have to perform their job roles with proper
analysis (Raes and et. al., 2015).
Elements of high-performance work systems
Elements of high performance work system, which helps to improve working style of
Vodafone are as under-
10