Icon College: Developing Individuals, Teams, and Organisations Report

This report, prepared for a BTEC HND in Business unit, delves into the multifaceted aspects of developing individuals, teams, and organizations. It begins by identifying essential knowledge, skills, and behaviors for HR professionals, specifically focusing on an assistant site manager role within Balfour Beatty. A personal skills audit is conducted to pinpoint strengths and weaknesses, leading to the creation of a professional development plan. The report then analyzes the differences between individual and organizational learning, training, and development, emphasizing the importance of continuous learning for sustainable business performance. It further explores the concept of high-performance working (HPW) and its contribution to employee engagement and competitive advantage. Finally, it evaluates various performance management approaches, assessing their effectiveness in fostering a high-performance culture and commitment within an organization. The report utilizes real-world examples and theoretical frameworks to support its analysis, concluding with recommendations for practical application and further development.

Developing
Individuals, Teams and
Organisations
1

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.....................................................................................................................4
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role...........................6
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation............................................................................................................12
TASK 2..........................................................................................................................................12
P3. Analyse the differences between organisational and individual learning, training and
development...............................................................................................................................12
P4. Analyse the need for continuous learning and professional development to drive
sustainable business performance..............................................................................................15
M2. Apply learning cycle theories to analyse the importance of implementing continuous
professional development..........................................................................................................16
TASK 3..........................................................................................................................................16
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisation...............................................................16
M3 Analyse the benefits of applying HPW with justifications to a specific organisation........17
TASK 4..........................................................................................................................................18
P6. Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment...........................18
M4. Critically evaluate the different approaches and make judgements on how effective they
can be to support high-performance culture and commitment..................................................20
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................22
APPENDICES...............................................................................................................................24
APPENDIX 1 - JOB DESCRIPTION...........................................................................................24
APPENDIX 2 – PERSON STATEMENT.....................................................................................25

3

INTRODUCTION
Market is evolving and changing on a very fast pace increasing the opportunities and
challenges for businesses and also for the professionals as well. Therefore the concept of change
and development is interlinked (Gao, J. and Bernard, A., 2018). Development is an important
aspect of the professional and personal lives of every individual ensuring better achievements,
growth and success. It is important that the professionals and themes working in the organisation
to develop better abilities in order to cope with the changing environment with the help of
several learning knowledge management and other available resources which ultimately leads to
organisational development as well. The current report is developed on Balfour Beatty
multinational infrastructure group which is based in United Kingdom holding capabilities in
construction services and other infrastructure investments. Balfour Beatty which found in 1909
by George Balfour and Andrew Beatty. The company is headquartered in London and also have
established their operation in United States, Ireland, Canada and South East Asia.
The current report acknowledges appropriate professional knowledge skills and behaviours
that are required by an assistant site manager working in Balfour Beatty. It a personal skill audit
is conducted identifying the strengths and weaknesses and a professional development plan is
created for specific job post. Moving forward organisational and individual learning concept are
evaluated along with training and development and also difference among them is showcased.
Moreover, need for continuous learning and professional development for attaining sustainable
business performances is also evaluated along with understanding the term high-performance
working and its contribution in increasing competitive advantage of the company and improving
employee’s engagement in the operations. At the end different performance management
approaches are analysed along with their contribution and benefits for the business entity.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.
The job role of an assistant site manager is referred to maintaining and managing the
personnel’s or workers working on field (Widmann and Mulder, 2018). That is the assistant site
manager supervises the workers whom are tasked to perform maintenance activities of a given
particular site. Therefore, the manager belongs to the Human resource Department and performs

some specific tasks and duties which are part of the HR professional duties. An assistant site
manager undertake multiple tasks such as, managing the workers on site, hiring and training
them, dealing with conflicting issues and the performances of individuals etc. Therefore it is
important that they hold appropriate skills, knowledge and behaviours according to their job
roles. These competencies of an assistant site manager are discussed below:
KNOWLEDGE
 Performance Management- As assistant site manager the knowledge that is important
for me to gain it is about the concept of performance management. It is the process which
defines the way a company involves their employees in their operations and managing
their performance standards according to ultimate goals and objectives of the entity.
 Legal Knowledge- As I am responsible for managing the workers, working on site which
implies that it is important for me to gain knowledge about the legal requirements such as
the labour laws in order to comply with them and keep the staff working accordingly
(Hubers and et. al., 2018).
SKILLS
 Effective Communication- The foremost skill which is required by me as a professional
to hold effective communication abilities allowing me to interact with the workers on the
field and my teammates for providing the most efficient instructions and direction to the
staff and making them work appropriately. Along with communication skills also enables
me to effectively motivate the staff and encourage them to improvised performance
standards.
 Leadership- Another skills which is expected by me as a professional and assistant site
manager is of appropriate leadership abilities. As I will be leading the team of workers
who are responsible for conducting the maintenance activities on the field it is very
important and essential for me to have appropriate leadership abilities for guiding and
supervising the work performed by the people and their efficiencies.
BEHAVIOURS
 Transparency and Trustworthiness- I am the manager of my team and also look over
the tasks performed by the workers in relation with construction and maintenance on the
field. As a manager who is leading the team and to whom all the employees will turn for
several aspects such as “how to work around the field” and many other it is important by
5

me to be transparent to the workers and gain their trust so that we can have appropriate
guidance and individual to turn upon on in relation with any queries or difficulties.
 Change and Purpose Oriented- As the representatives of Balfour Beatty and assistant
site manager it is my responsibility to be flexible and adaptable enough for changing
myself according to any inflexibility or new situation that has been initiated at site. Also,
by changing according to the circumstances I have to be focused and purpose oriented for
efficiently fulfilling the tasks and attaining the ultimate goal (Ellis, 2018).
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.
Personal skills are the set of abilities which highlights these strengths, competencies and
attributes of an individual which day hold as a professional in their personalities. Personal skill
audit is conducted for identifying and assessing the strengths and weaknesses of the professional
and make efforts for developing the required abilities according to the expectations of the
company and the market. According to the above evaluation of required skills, knowledge and
behaviour for an assistant site manager my strengths and weaknesses are as follows:
 STRENGTHS
I am very flexible and enthusiastic individual always focusing over personal and
professional development of myself therefore from the above skills, knowledge and
behavior it is identified that my communication skills are efficient enabling me to easily
motivate and encourage workers on site. Along with it my knowledge in performance
management area is very influential and beneficial for Balfour Beatty as I am effectively
able to manage the performances of individuals. And as a assistant site manager and a
very flexible individual my behavior is adaptable enough according to the changes
taking place on work site allowing me to focus over the ultimate goals and purposes that
is needed to be fulfilled at construction area (Phadermrod, Crowder and Wills, 2019).
 WEAKNESSES
From the strength analysis it is being very clear that my knowledge about the legal
requirements is low because I actually don't belong to the Human resource Department
which is affecting my performances. Moreover, lacking legal knowledge is making me
inefficient as a leader and it is becoming difficult for me to be transparent in front of the

workers and make them trust me easily. These are few weaknesses which I hold as
assistant site manager which are needed to be improved by me.
 OPPORTUNITIES
The opportunity available me as a assistant sales manager is of developing better legal
knowledge which will improve my leadership skill and allow me to be more transparent
in-front of my teammates as I can move further towards my career goals and becoming
the part of managerial council of the organization. Being assistant site manager is just a
beginning of my career and there are numerous opportunities becoming the site manager
for the steps in management position. These opportunities will only be beneficial to me if
I will improve my abilities and interpersonal skills which will improve my competencies
and work performances.
 THREATS
As a professional there are several different threats that come in my way in between my
future objectives and knowledge. While working in a company as a assistant site manager
the only threat that is present in front of me and my career opportunities is the
competitors that already exist in the entity or who exist externally but very potential. The
competitors can become a threat and a barrier in between my objectives of attaining a
higher managerial position in the employment organization (Leiber, Stensaker and
Harvey, 2018). These threats are becoming hurdles in between my personal and
professional growth as I am not able to perform with my utmost potentials as lacking
knowledge of HR management is making me lack transparency and which is not allowing
to develop efficient relations with team members and affecting my leadership strategies
as well.
According to the SWOT analysis conducted and identified strengths and opportunities
can be used for developing better abilities and behaviours and changing the weaknesses into my
strengths. My strengths can enable me to learn and develop better knowledge which can bring
better abilities and change my weaknesses into my powers and enhance my learnings
professionally and personally as well. Along with it the opportunities can be explored properly
by mitigating all the threats, which can result it me attaining my goals and reaching to
managerial position in my firm and passing through other stepping stones too. So a skill audit is
7

constructed and in continuation a personal development plan is constructed showing essential
steps to improve particular abilities and which I am professionally lacking.
SKILL AUDIT
SKILL/
KNOWLEDGE/
BEHAVIOUR
1 2 3 4 5
Effective
Communicatio
n Skills
*
Leadership Skills *
Performance
Management
Knowledge
*
Legal Knowledge *
Transparency and
Trustworthines
s Behaviour
*
Change and
Purpose
Oriented
*
(1 means least competent and 5 means most competent)
PERSONAL DEVELOPMENT PLAN (PDP)
SKILL/
KNOWLED
GE/
BEHAVIOU
R
DATE I
WILL
HAVE
THIS
COMPLE
I WILL
ACHIEVE
THIS BY:
WHAT
HAPPENIN
G NOW?
HOW WILL
I KNOW I
HAVE BEEN
SUCCESSFU
L?
PROGRES
S

TED BY:
Legal
Knowledge
At least 6-
8 Months
In order to
enhance my
legal
knowledge
about the
labour laws I
have to go
through the
company’s
policies that
are
developed for
the workers
and also
guidance
from the
Human
resource
Department
is required as
well
(Rimmer,
2018).
According to
the
requirement
for me to
develop and
improve my
legal
knowledge
currently I am
making use of
the company’s
journals that
are filled with
the knowledge
I require and
appropriate
information
about policies
and labour
laws. Also, I
am making
use of external
general
published
articles and
journals that
are related
with human
resource
In order to
identify my
success the
best way is to
take feedback
from my
superiors and
the Human
resource team
for knowing
my progress in
the similar
field.
According to
the
feedbacks
received
from my
superiors and
the HR
department
my legal
knowledge
has
improved
and I have
shown a
thorough
understandin
g of the
requirements
but I still
need to work
upon it for a
little bit of
time and in-
depth as well
for more
efficient
knowledge.
9

management.
Leadership 7-10
Months
The
resources that
are available
to me and
enable me to
improve my
leadership
abilities are
the training
and
development
programs that
are provided
by the
company. As
well I can
make
effective use
of external
training
programmes
and seminars
which are
specifically
provided for
developing
better
leadership
abilities
amongst
According to
the trainings I
received now
I am
practising and
applying my
theoretical
knowledge in
the practical
scenarios
while dealing
with the
workers on
site.
The best way
to assess my
progress and
improvisation
in my
leadership
abilities is the
feedback that
I will be
taking from
my
teammates
and workers
to whom I am
leading.
The
leadership
abilities that
I was
developing
will be
judged by
the
feedbacks I
received
from my
teammates
and
subordinates
and
according to
them my
leadership
skills have
improved
and
improvised I
am currently
showing
progress
which as my
theoretical
knowledge is
not enough
but my

individuals. practical
application
of the
acquired
knowledge is
appropriate
which is
improving
my
leadership
ability.
Transparency
and
Trustworthin
ess
Approxima
tely 10
Months
Once I
develop
proper
leadership
skills and
legal
knowledge
will be easy
for me to
effectively
communicate
in front of
staff and
become
transparent to
them which
will increase
their trust in
me.
For doing so I
am taking
guidance of
my superiors
in
understanding
the people’s
behaviour and
knowing there
satisfaction
areas
(Lejeune,
Beausaert and
Raemdonck,
2018).
For knowing
my progress in
such aspect
the most
beneficial
source is my
superiors and
their
feedbacks on
my
performance
as a site
manager.
My superiors
and their
guidance is
the source is
useful for
my progress
and
according to
the
judgement
provided my
behaviour
and relation
with
transparency
and
trustworthine
ss have
improved but
11

I still need to
work harder
for making it
better.
M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation.
The skill audit developed shows that I am an efficient listener and interact potentially
with my team as I have appropriate communication skills but my leadership skill are not
appropriate. I lack legal knowledge of HRM which is causing hindrances in my leadership styles
I adopt and affecting my performances. I am flexible and changes oriented which makes me
efficient to adopt to changes and mold my goals and plans accordingly for attaining my ultimate
aims. Therefore, overall I am a good site manager but require to develop my skills further
improve my abilities related to my human resource management which will allow me to reach to
higher managerial position in organisation.
TASK 2
P3. Analyse the differences between organisational and individual learning, training and
development.
DIFFERENCE BETWEEN ORGANISATIONAL AND INDIVIDUAL LEARNING
BASIS ORGANISATIONAL
LEARNING
INDIVIDUAL LEARNING
Meaning Organizational learning is a
process which is undertaken
by Balfour Beatty in order to
improve and revise itself over
the period of time by
improving and giving more
experience with the help of
the past knowledge and
capabilities. The past
Individual learning is more of
a professional oriented
process which is referred to
the steps and actions
undertaken for improvement
and evolution of a person's
behavior and their knowledge
(De Sanctis, Ordieres Meré
and Ciarapica, 2018).

experiences and knowledge
will allow the company to
develop new abilities which
is directly focused towards
organizational learning and
creation of new knowledge
within the entity improving
the structure as well as
strengthening the whole
business.
Individual learning is a
process that determines the
changes and difference that
takes place in the professional
from the very beginning to
the current scenario. It
provides an opportunity to the
individuals for improvising
and enhancing their personal
and professional abilities,
knowledge and competencies
which help them in becoming
more efficient and adapting to
change by moving towards
development.
Advantage The advantage and benefits of
organizational learning will
be enjoyed by both the
workforce and by Balfour
Beatty as well. Because
basically the employees and
the workforce gain more
knowledge from past
experiences developing new
ones which leads the
company towards
development and growth.
Therefore it is advantages for
both the professional and for
the overall business
On the other hand individual
learning is more of a person
oriented approach which is
continuous in nature and
cannot be prescribed to a
particular time frame. It is an
ongoing process because the
needs of individuals are
dynamic and regularly
changing according to the
development taking place in
the professional world.
13

performance (Yang, Secchi
and Homberg, 2018).
Objective The whole and sole objective
of organizational learning is
to move forward according to
the changes taking place in
the market for completing
with other competitors buy
attaining new competencies
and developing new
experiences.
The individual learning
process is beneficial for the
professional individually and
its objective is to improve and
improvise the existing
abilities and bring changes in
professionals according to the
requirements of the industry
and expectations of their
company.
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
BASIS TRAINING DEVELOPMENT
Meaning Training is a learning process
which is provided by Balfour
Beatty for its workforce and
individuals working enabling
them an opportunity to
develop their competencies
and enhance their knowledge
according to the requirements
of their job roles.
On the other hand
development process is an
educational action that are
undertaken by the company
providing in separate sessions
by concerning the overall
growth and development of
the workforce rather than the
job oriented aspect (Galli,
2018).
Objective The objective of trainings
Dada provided to employees is
to improve their abilities that
are currently present in them
according to their job
requirements and expectations
The motive of development
programs and sessions
provided to employees is to
improve their overall
performance standards and
move them towards growth

(Noe and Kodwani, 2018). and better career development.
Focus The focus of training sessions
is over the respective job that
is assigned and for
development of present scale
according to the job.
The focus of development
programs that are conducted
for workforce is aiming
towards the long term
objectives and career
opportunities of the
individuals.
P4. Analyse the need for continuous learning and professional development to drive sustainable
business performance.
Continuous learning and professional development are two interlinked and integrated
activities which are once aligned together contribute towards benefiting the employees and the
organisation both (DiPaola and Wagner, 2018). Continuous learning procedure where new skills
and knowledge is it procured on an ongoing basis by the employees of companies like Balfour
Beatty. The ultimate result of continuous learning activities that are conducted is professional
development and improvisation of individual skills. The continuous learning processes can be
conducted in several forms such as formal and casual manna that is by providing appropriate
training and development to staff or by social learning when the employees take initiative and
start accepting new challenges for improving their competencies.
Continuous learning and professional development place a vital role in the overall
performances of Balfour Beatty as it allows business entity to derive its path towards gaining
sustainable performances from the workforce and ultimately improving the overall performance
of the construction Corporation.
Need for Continuous Learning and Professional Development:
 Stay competitive- The primal need which occurred for continuous learning procedures
and processes for Balfour Beatty is to stay competitive in the market. The company is a
construction business which is dynamic as the social trends are dynamic in nature.
Therefore it is important for continuous learning and professional development activities
15

to be conducted in order to adopt innovative and creative processes for providing the best
results to the customers and sustaining in the market (Cook and et. al., 2018).
 Drive towards innovation and Professional Development- Once employees are trained
enough and develop new experiences and knowledge it encourages them to make use of
innovative techniques and creative ideas for providing the best processes and by working
in the most flexible manner on the construction sites. The Continuous learning is required
for making the employees innovative enough and improving their professional
development standards providing them future opportunities and career development
chances.
M2. Apply learning cycle theories to analyse the importance of implementing continuous
professional development.
There are numerous procedures and processes that are available two individuals for
learning and continuously developing there competencies and experiences. Kolb's Learning
Cycle is used by Balfour Beatty in order to provide learning abilities and possibilities to the
workforce. This learning cycle is beneficial for the employees in achieving sustainability and
better business performance standards. It is divided into four stages which are as follows:
 Concrete Experience- This is the first stage of learning cycle focusing towards
performing and holding an experience. In simple words at this stage a new situation
arises in front of employees there they use their existing knowledge and skills to perform
the specific task (Chiu, 2019).
 Reflective Observation- This next stage of reflective observation is there the workers
will reduce their performances on their own and the experience gain from the new
situation or the new project on which they worked.
 Abstract Conceptualization- The next stage is there innovation takes place and the
workers working on the construction field on the new project will develop better idea and
innovative processes for dealing with the similar project in future by gaining knowledge
and experience from their past work and performance.
 Active Experimentation- The last stage is of implementation stage where the workers
make use of their innovative ideas and processes for implementing them in a modified
they for the similar situation and project for gaining new effective results.

TASK 3
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisation.
High-performance working or HPW is a general phenomena and business approach that is
adopted by organisations for managing the workforce and other related activities in the most
efficient manner for attaining the highest level of performance and stimulating the effectiveness
of employee engagement in the operations of company (Adam, Robison and Vogel, 2018). The
approach of high performance working contributes and plays a vital role in engage in the
workforce and integrating their efforts for developing a competitive advantage to the business
from the rivals already existing in the marketplace. The high performance working phenomena
adopted by Balfour Beatty will allow the company to be competitive enough as the employees
are officially engaged in the operations with the help of better performance strategies and
motivation standards.
This approach will enable the assistant site manager to develop appropriate strategies and
plans for increasing the engagement of workers in completing the construction and maintenance
work on the site. Also the employees performances are improved an improvised due to higher
motivation and enthusiasm in them as they are ultimately working on their own ideas and
processes or suggestions (Buchanan and McCalman, 2018).
The final result of integrating the exercise of top level management, the assistant site
manager and the ultimate workforce that is executing the plans of Balfour Beatty is of
development and creation of more fresh and creative ideas and processes that will result in best
performances being rendered on the construction site by the workers. The high performance
working approach will integrate the expertise and efforts of all the different departments and
operational units in Balfour Beatty with the common objective providing the best performances
and ultimate product at the construction site to the respective customer.
M3 Analyse the benefits of applying HPW with justifications to a specific organisation.
EMPLOYER
 Better Employee relations- The construction company Balfour Beatty will be benefited
by high-performance working approach as better employee relations are developed by the
top level and tactical level management with the operational level individuals enabling
17

the organization to achieve a competitive edge as the workforce is motivated and
enthusiastic enough.
 Organizational Learning and Development- The high performance working approach
will also result in organizational learning and development as new processes and
strategies will be initiated by the workers while working on the maintenance site (Cai and
et. al., 2018).
EMPLOYEE
 Individual Learning- The stuff that are present on the executive level will be able to
improve their learnings and gain new experiences from the work they perform because of
the new opportunities received by them which allows them to get appropriate trainings
and improve their competencies.
 Better Development Opportunities- The facility provided better opportunities as the
team members working on the site their opinions will be matter and made use by the
manager in decision making activities. These new opportunities will allow the workers to
improve their career and move forward to better positions in Balfour Beatty.
TASK 4
P6. Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment.
Performance management specifically plays an important role for every single business
organization which consists of different approaches as well. In present context, some of these
approaches in relation to improving performance level of Balfour Beatty multinational
Infrastructure Group are presented underneath:

Figure 1: Approaches for measuring performance of employees, 2017
 Comparative approach: This is considered to be one of the crucial approach where
rewards along with bonus are given to staff members of Balfour Beatty multinational
Infrastructure Group on the basis of their performance. Basically, performances all the
team members are effectively compared with each other and it is done by HR department
and after finding out the top performer the appropriate perks are given. With the help of
this, motivation level of staff members can easily be improved of Balfour Beatty
multinational Infrastructure Group (Ghobaei-Arani, Souri and Rahmanian, 2019).
 Behavioral approach: This approach can be considered as one of the oldest and tried &
tested one, which most prominently delivers effective results. In order to measure the
performance of staff members there are specifically two different techniques which are
specifically utilized by HR department of a company like Balfour Beatty multinational
Infrastructure Group and these are BOS and BARS. It has been analyzed that, this
approach carries anchored rating scale, approximately 5-10 vertical skills can be induced
by HR manager and these skills are specifically being decided by staff members. With the
help of this approach, skill improvisation of staff members can easily be done.
 Attribute approach: This methodology depends on the particular arrangement of skills,
attributes or qualities on which performance level of staff members is specifically being
19

appraised. These boundaries incorporate correspondence, development, cooperation,
communication, time management, critical thinking abilities, inventiveness and judgment
(Shahbaz and et. al., 2018). For rating the exhibition of workers based on traits, realistic
rating scale is utilized in which the representatives are rate on the size of 1 - 5 and
appraised as most reduced to best. By utilizing this way to deal with rate execution,
association can pick up advantage of improving execution of representatives by mindful
them about their current execution and the zones they have to work upon. This
methodology powerful in guaranteeing elite culture in the association and expanding
responsibility of representatives inside Balfour Beatty multinational Infrastructure
Group.
 Result approach: Another crucial approach of performance management where the
representatives are evaluated by organization dependent on the presentation consequences
of workers. In present context, it can be said that Balanced Scorecard method is one of
the approach that underscore on four viewpoints including client, interior and activities,
money related and learning and development. Aside from this methodology, the another
way to deal with measure execution is efficiency estimation and assessment framework
which is powerful in rousing workforce for improving execution and profitability
alongside estimating the input. Utilization of this methodology can help the executives
(staff members) of Balfour Beatty multinational Infrastructure Group to change system
into activity that much all-encompassing perspective (Mone, London and Mone, 2018).
 Collaborative approach: Over the years, collaborative approach is utilized by most of
the famous business organizations like Google that has helped in attainment of different
international level based goals and objectives. Specifically, staff members perform
different range of tasks in a collaborative manner so that a particular or common goal can
easily be achieved in specified time frame. With the help of this, performance level along
with the employee engagement among staff members of Balfour Beatty multinational
Infrastructure Group easily gets improvised.
M4. Critically evaluate the different approaches and make judgements on how effective they can
be to support high-performance culture and commitment.
Considering the above information, if collaborative approach is critically analysed then it
will directly help staff members of Balfour Beatty multinational Infrastructure Group to get to

know about each others culture and this will also improve the communication and commitment
level among them (Kroll and Moynihan, 2018). But, sometimes it has been analysed that
collaborative approach might not help because of the existing conflicts which has already
impacted on the past performances of staff members. On the other hand, if it is talk about
behavioural approach for comparative then these are the approaches which focus enhancing
performance level considering different skills and attributes. But, these may also pull out
unfavourable results for HR department of Balfour Beatty multinational Infrastructure Group,
which may lead to take wrong decisions while delivering training to staff members.
CONCLUSION
It can be summarised from the above discussion in the report that professional
development of individuals and teams is a pathway for company to move towards its overall
development. The report presents separate knowledge, skills and behaviours required to be
developed by an assistant site manager in their working environment. Moreover, a person
development plan is created showing appropriate resources and tools available to the individual
for improving their weaknesses and changing them into their strengths. The report also informed
that continuous professional development is also an essential activity that is needed to take place
in order to neat individuals more engaged in the operations and improve the sustainability of the
business. At the end the report acknowledges the importance and requirement of high
performance working for attending a competitive advantage from other competitors existing in
the market along with identifying appropriate professional management approaches for achieving
the desired results and performance standards.
21

REFERENCES
Books and Journals
Adam, K. C., Robison, M. K. and Vogel, E. K., 2018. Contralateral delay activity tracks
fluctuations in working memory performance. Journal of Cognitive
Neuroscience. 30(9). pp.1229-1240.
Buchanan, D. A. and McCalman, J., 2018. High performance work systems: The digital
experience. Routledge.
Cai, J. and et. al., 2018. Laser direct writing of a high-performance all-graphene humidity sensor
working in a novel sensing mode for portable electronics. ACS applied materials &
interfaces. 10(28). pp.23987-23996.
Chiu, S. K., 2019. Innovative experiential learning experience: Pedagogical adopting Kolb’s
learning cycle at higher education in Hong Kong. Cogent Education. 6(1). p.1644720.
Cook, D. A. and et. al., 2018. Educational technologies for physician continuous professional
development: a national survey. Academic Medicine. 93(1). pp.104-112.
De Sanctis, I., Ordieres Meré, J. and Ciarapica, F. E., 2018. Resilience for lean organisational
network. International Journal of Production Research. 56(21). pp.6917-6936.
DiPaola, M. and Wagner, C. A., 2018. Improving instruction through supervision, evaluation,
and professional development. IAP.
Ellis, P., 2018. Leadership, management and team working in nursing. Learning Matters.
Galli, B. J., 2018. An evidence-based model of virtual team training and
development. International Journal of Information Technology Project Management
(IJITPM). 9(2). pp.65-79.
Gao, J. and Bernard, A., 2018. An overview of knowledge sharing in new product
development. The International Journal of Advanced Manufacturing Technology. 94(5-
8). pp.1545-1550.
Ghobaei-Arani, M., Souri, A. and Rahmanian, A. A., 2019. Resource management approaches in
fog computing: A comprehensive review. Journal of Grid Computing, pp.1-42.
Hubers, M. D. and et. al., 2018. Share and succeed: The development of knowledge sharing and
brokerage in data teams’ network structures. ReseaRch PaPeRs in education. 33(2).
pp.216-238.
Kroll, A. and Moynihan, D. P., 2018. The design and practice of integrating evidence:
Connecting performance management with program evaluation. Public Administration
Review. 78(2). pp.183-194.
Leiber, T., Stensaker, B. and Harvey, L. C., 2018. Bridging theory and practice of impact
evaluation of quality management in higher education institutions: a SWOT
analysis. European Journal of Higher Education. 8(3). pp.351-365.
Lejeune, C., Beausaert, S. and Raemdonck, I., 2018. The impact on employees’ job performance
of exercising self-directed learning within personal development plan practice. The
International Journal of Human Resource Management, pp.1-27.
Mone, E. M., London, M. and Mone, E. M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
Noe, R. A. and Kodwani, A. D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Phadermrod, B., Crowder, R. M. and Wills, G. B., 2019. Importance-performance analysis based
SWOT analysis. International Journal of Information Management. 44. pp.194-203.

Rimmer, A., 2018. How do I prepare a personal development plan?. Bmj. 363. p.k4725.
Shahbaz, M. S. and et. al., 2018. Stakeholders’ management approaches in construction supply
chain: A new perspective of Stakeholder’s theory. International Journal of Sustainable
Construction Engineering and Technology. 9(2). pp.16-25.
Widmann, A. and Mulder, R. H., 2018. Team learning behaviours and innovative work
behaviour in work teams. European Journal of Innovation Management.
Yang, Y., Secchi, D. and Homberg, F., 2018. Are organisational defensive routines harmful to
the relationship between personality and organisational learning?. Journal of Business
Research. 85. pp.155-164.
23

APPENDICES
APPENDIX 1 - JOB DESCRIPTION
JOB DESCRIPTION
Job title: Assistant Site Manager
Department: Project Management
Job summary- As assistant site manager There are several responsibilities and roles for which
you will be responsible. The job role of an assistant site manager includes the role of a
maintainer and team leader who is responsible to manage the workers working on site and also
developing strategic plans and conducting maintenance activities.
Duties and Responsibilities
 The assistant site manager has to report to the site manager and other senior project
managers.
 Monitoring labour, building material, equipment budgets and curbing unnecessary
expenses.
 Reporting any concerns that can negatively impact the project and the estimated cost and
time of completion.
 Repairing works schedules and sequencing all the onsite tasks.
 Communicating and collaborating with other construction project stakeholders if
required.
 Making sure that construction industry safety regulations and rules are properly followed
on site.
Qualification and Skills
 Bachelor degree in construction management, civil engineering, project management or
similar.
 2-3 years of experience in in the similar post with construction projects.
 Expected ability to monitor construction project projects and deadlines.
 Ability to effectively communicate and collaborate with other construction stakeholders.
 Extensive experience in deadline driven environment as well.

APPENDIX 2 – PERSON STATEMENT
PERSON STATEMENT
Name: ABC
Summary: A reliable and dedicated person and professional always eager to bring strong
administrative skills, excellent communication abilities and appropriate knowledge of
collaborative working for relationship building in staff present on site.
Skills:
 Microsoft office, excel, word
 Outlook
 Effective communication skills
 Purpose and change oriented
 Collaborative worker and team builder
Work Experience:
 Maintenance and regular communication with the office and site staff.
 Practicing regular safety procedures such as taking attendance, area checks etc.
 Supervising and coaching staff onsite.
 Deposits of cash, cheques and money orders for clear transports.
 Recording respective information on cheques and receipts for the purpose of payment.
25