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,
1

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.
7

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.
8

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

Organisational structure means constitution of association which define roles,
responsibilities and accountability. In Vodafone hierarchical organisational structure is followed.
In this structure, individual have different designation. There is proper flow of information from
top level to lower level. High performance working system can effectively implemented because
employees are aware about their accountability. This helps to perform task in better and effective
way.
(Source: Organisational structure, 2018)
Designing Tasks- Vodafone deals in service sector, so there are customer service, HR
department, sales, marketing, etc. departments are there which helps to achieve targets. In
Vodafone believes in team responsibilities, which means they assign task in teams. Managers
frame team according to skills, educational backgrounds, etc. of workers. High performance
work strategy helps to get outcome from team and peer members are aware of their job
responsibilities (Tessem, 2014).
People- High performance working helps managers of Vodafone to select best candidate
for specific job role. There are different qualifications of employees, so with the concept of high
performance work system, managers must train employees to make them learn about new
techniques and hence they can perform task up to the mark.
Rewards are considered as one of the crucial human resource tactics important for
motivating employees. When employee's of Vodafone performance good, then they must be
11
Illustration 1: Organisational structure

rewarded. This boost their confidence and they get motivated to give best. Under high
performance work, there is more work pressure on employees, so they must be rewarded.
Information system- Vodafone operates in different parts of world, so information must
be delivered completely and effectively. High performance work concept can be implemented if
effective information system is used. In case of change in timings of office, then this helps to
employees properly through mail or notice.
There major outcomes which could be availed by an organisation prior implementation
of High performance working are as follows:
Less possibilities of errors- With the help of high performance work, there is
improvement in working approaches which leads to minimal errors which is beneficial for
organisation in terms of cost and time (Anagnostopoulos, Byers and Shilbury, 2014). As there is
proper communication, so here are no duplication of activities. With the help of selective hiring
best staff can be elected with help in achieving competitive advantage.
Reduction in conflicts among workers- High work performance helps managers to
frame teams according to skills and competencies. There is good relations among employees, so
there are less possibilities of conflicts. This helps to maintain good environment and culture of
Vodafone which directly contributes to reducing employee's turnover and manager emphasise on
employee's engagement, so they remains satisfied at workplace. Vodafone more focus on team
work so they motivate employees to take part in decision making this helps them to deal with
changes and perform well in order to achieve competitive advantage in industry.
Reduction in labour turnover- When proper reward facility is available. Internal
environment of Vodafone is good, then employees do not want to leave organisation. There is
long term relations with employees as workers of Vodafone are satisfied with working style.
With the help of flexible working environment, workers feel comfortable and hence they labour
turnover gets reduces. This helps to maintain good brand image in industry (West and et. al.,
2014).
Condition which creates high performance work system
Selective hiring of staff- There is selective hiring in Vodafone due to emerging concept
of high performance work. This is cost effective because training and induction program of
individual employees is not required.
12

Shared commitment of employees- Vodafone provide job responsibilities in team, so
with the help of high work performance employees distribute their task according to skills. This
helps to get better outcome because of proper division of work.
Flexible job statement- There is more flexibility in working style because of high work
performance. There is proper outcomes but there is flexibility in working style. Managers of
Vodafone use transparent communication style which helps to deliver information among
subordinates. There is some democracy to workers to take decision, but they are accountable to
upper level managers.
P6 Evaluation of different approaches of performance management in high performance
Performance management is the process which helps to identify, measure performance of
workers at work place. This is the technique which helps to give positive outcome from working
style of workers. In this actions are taken to achieve set targets and goals (Boer and et. al., 2017).
In case of diversion between actual outcome and set benchmarks, then reasons have to be
analysed. Elements of performance management are- continuous improvement and link to
mission and goals.
Activities involved in performance management
Goal setting- It can be considered as the phase of planning which involves definition of
individual goals and aligning the same with corporate strategy. This activity defines the actions
has to be taken, methods to evaluate performance, etc.
Assessment- Assessment means analysis of performance delivered by employee. There is
provision of feedback from peer members in order to properly evaluate. The phase of assessment
identifies weather the goals have been achieved or not.
Recognition- After assessment, managers of Vodafone has to be recognise what
measures has to be taken in order to improve performance. In case of positive result out of
business activities of workers there must be rewards to employees, so their morale gets boosted
(Woodcock, 2017).
Career development- In this action, policies are made for future growth prospects of
workers. It is essential that managers has to train employees in order to polish their strength and
remove weaknesses so that targets provided to them are effectively fulfilled.
Purposes of performance management systems
13

The performance management system can be referred to as an approach which identifies
expectation from employees in context of an organisation (Pakdil and Leonard, 2014). The
primary purpose of performance management systems is to improve performance of employees
who are working with the organisation ensuring corporate goals are fulfilled. The secondary
purpose is to provide employees with information so that its leads to ideal decision making.
Major methods for measuring performance
Quality- this approach to performance management is not measurable at quantitative
grounds. Vodafone has good name in telecommunication services. Performance of employees
can be measured in form of quality they are servicing to organisation. For instance if customer
satisfaction department is able to deal with consumer properly, then its performance is good.
Result- The performance management of employee is carried out on quantitative basis.
In case of sales personnel of Vodafone, if they are able to beat last year's target, then
performance of workers are good. This method to check performance is most effective and
transparent. This helps to achieve target of high performance.
CONCLUSION
Above the above discussion, it is clear that HR managers must posses skill, knowledge
and behaviour to perform job role in effective way. Personal skill audit is conducted to evaluate
skills and knowledge. Personal development helps to plan activities which helps to overcome
negative points. This report discuss about difference between individual and organisational
learning, training and development. There is important role of HPW in achieving competitive
analysis and employees engagement. There are some situations such as selective hiring of staff,
flexible job statement, etc. arise out of HPW. Quality of services and results are two methods for
measuring performance.
14

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Online
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What is the Performance Management Process?. 2018. [Online]. Available
through:<https://www.cornerstoneondemand.com/what-performance-management-
process >.
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