Analysis of Developing Individuals, Teams and Organisations at Bentley

This report provides a comprehensive analysis of developing individuals, teams, and organizations, using Bentley Motors as a case study. It begins by outlining the essential knowledge, skills, and behaviors required of HR professionals, focusing on roles such as HR advisors and their responsibil...Read More

Developing Individuals, Teams
and Organisations

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
P1) Determine appropriate and professional knowledge, skills and behaviours required by HR
professionals................................................................................................................................1
P2) Analyse a completed personal skills audit and professional development plan for a given
job role........................................................................................................................................3
TASK 2............................................................................................................................................6
P3) Difference between organisational learning and individual learning...................................6
Comparison between training and development.........................................................................6
P4) Analyse the need for continuous learning and professional development to drive
sustainable business performance...............................................................................................7
TASK 3............................................................................................................................................8
P5) Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage.................................................................................................................8
TASK 4............................................................................................................................................9
P6) Evaluate different approaches to performance management and how it support high
performance culture and commitment........................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Developing of individual ,teams and organisation plays an important role in providing the
growth to the business in accordance to accomplish goals and objectives of the organisation with
more effectiveness and in accurate manner. Basically development of the human resources
comprises of providing them proper training and learning during the phases of activities which
are going in continuous manner, on the basis of workforce ability and capability every business
should assign them a job role. Due to more competitive business environment business needs to
adopts new technological advancement within the organisation and have to provide proper
knowledge and training to their each individual and teams by making the organisation more
competitive in the market as per new techniques (Ahmed and Kassem, 2018). The below report
is based on the company 'BENTLEY' deals in luxuries cars and SUVs, and a subsidiary of the
Volkswagen having their headquarter in Crewe ,England. They are luxurious brand with industry
type automotive. Number of employees working in this industry are almost 4000. The report
consist of employee knowledge, skills and behaviour that is required to be professionalism,
factors that implement inclusive learning and development, knowledge and understanding of
high performance and ways that is used for performance management.
MAIN BODY
TASK 1
P1) Determine appropriate and professional knowledge, skills and behaviours required by HR
professionals.
HR Professionals: They are the one who will understand the working of the organisation
in respect of proper utilization of their organisation manpower by providing them knowledge
about what sort of requirement that an organisation need. By analysing the functions and
practises of HR advisor as well as determine the working of the workforce (Dönmez and Grote,
2018). What kind of practises and function through which organisation can improve their
productivity are concerned by HR professional basically they are having the experience of
identify the lope holes in the context of workforce .
HR Advisor: There roles and duties is to managing and organising the task or work and
all the services related to particular individual or employees who will work in the industry. The
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role of HR advisor is to advice the employees and will work on hiring and recruiting process of
the organisation by making or designing process of hiring and takes care of existing employees.
Skills:
 Communication: It will be considered a prior most skill which have to be performed by
HR advisor in relation to develop the environment of interaction with their clients and
employees in such a way so as to achieve organisation goals and objectives by making
and creating a advisory plan for them (Lauring and Jonasson, 2018). In case of Bentley
because of their dealing in standards customer they have to be more interactive with both
the channel of customer and inside employees activities with a view to inform clearly
about the task and monitor them for same.
 Numerical: In composition of tasks and work which are assigned to the employees
should have to be analysed in the form of numerical value, in large company like Bentley
there is a numerous way of dealing the working criteria and departmental handling
through numericals and statistics based evaluation are needed by the HR professional to
deal with that kind of situation an HR should know about the numeric’s terms to without
any hesitation.
Knowledge:
 Employment laws and regulations: Its basically describe the rules and compliances of
the organisation in respect of the employees. HR advisor takes care of the employment
laws in which basic salary to their welfare generation are followed by the
implementation of HR policies this regulation are followed by proper grievance
framework, in case of Bentley here all the policies and rules are well managed by HR
advisor by analysing the working situation of the employees as well as of company.
 Evaluate Performance: It’s a role of every HR advisor to maintain the data as per the
different working of the employees. They have to evaluate the performance based on
their skills and capacity on the basis of those employees gets benefits in the form of
incentives and reward by the HR (Nurius and Kemp, 2019). In the case of Bentley, HR
will have to make sure about the appropriate knowledge of observing and evaluating the
performances of their employees.
Behaviour:
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 Ethical behaviour-This term indicates the ethical values in a company which deals in
ethics and terms relate to the employees and their benefits. In respect of Bentley company
the role of HR advisor is to understand the ethical value of the organisation in respect of
employees and maintain the organisation behaviour through medium between the
employees and employers.
 Transparency: If there is a clarity in thoughts and trustworthiness in the organisation,
then HR advisor will maintain the relation with proper formulating of ethical policies in
the company .It’s a necessary for all the employees to work according to the values and
practises follow by the company, in the context of Bentley company proper norms and
ethics will maintain by HR advisor with a view to achieve the production as well as
profitability of the company (Söderhjelm and et. al., 2018).
P2) Analyse a completed personal skills audit and professional development plan for a given job
role
To know about an individual development, most important factor which can be taken by
the HR is to analysis through proper SWOT analysis model the best way to observe any
individual performance and risk related situation strength, weaknesses, threats and opportunities
of an individual ,there is a need to evaluate each employees performance in order to maintain the
data about their work related performance. HR advisor role in Bentley this term can be shown in
below through SWOT :
SWOT Analysis
Strength Weaknesses
 The strength of an HR advisor is to
realise that he can effectively manages
and create the healthy relation with
their employees and organisation with a
proper employment rules and laws
 The general weakness of HR advisor is
that lack of listening quality and
understanding the other employee’s
message properly for this I need proper
training program.
Opportunities Threats
 The major opportunity in HR advisory
to develop the experience and ability to
perform the task in more effective
 It consists of the barriers and blockages
which are present in the current
scenario by which skills and knowledge
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manner by increasing skills and
knowledge.
will be affected (Widmann and Mulder,
2018).
After analysing the skills and knowledge of an individual by the source of SWOT
analysis on this HR advisor is very strong and some will create problems in future growth and in
this personal audit skill and professional development plan help in enhancing knowledge in the
the weak area so that project can be achieved in an impressive and efficient
Personal Skill- Audit
Skills Personal Audit Questionnaire 1 2 3 4 5
Communication
ability
Effective listening *
Language fluency *
Numerical skills Calculative *
Better in facts and figures *
Efficient interpretation *
Employment law Knowledge of legal rights and laws *
Interrelationship with employees *
Performance
evaluator
Effective performance *
Useful guidance *
Ethical
Behaviour
Suitable knowledge *
Effective usage of laws and regulations *
Transparency
and
trustworthiness
Better transparency and trust *
1 bad, 2 not bad, 3average, 4 good, 5 excellent
Professional development plan
What do I want What will I do to
achieve this
What resources
or support will I
What will my
success criteria
Target
accomplished
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need be dates for review
Enhance
communication
skills
By participating
in presentation,
seminars, group
discussion within
the organisation
on monthly basis,
and inculcates
them on video
calling etc.
Through internet
sources, from
superiors,
laptops , phones
for presentation
and follow up
from the team
members on the
basis of meeting,
This skill will
enhance the
ability to
communicate
with the
employees by
creating the
interactive
environment by
understanding the
issues of them
and takes actions
(Hubers and et.
al., 2018).
Within the period
of 1 month for
effective
communication.
Build numerical
skill
Regular practise
of simple
mathematical
problems and
learning ,
Interpreting the
graphs on a basic
level, and
numeric terms of
data related to
company.
Through proper
knowledge by
trainers from
finance
department and
practise regularly,
by experiences
and source of MS
excel.
It helps in
increasing the
satisfaction level
of employees by
properly
executing the
process paying
them allowances
and incentives
this will generates
the effectiveness
of the company .
Two weeks
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TASK 2
P3) Difference between organisational learning and individual learning
There are various deference exits between the concept of organisational learning and
individual learning that are discussed below:
Basis Organisational learning Individual learning
Meaning Organisational learning refers to the
process of creating and transferring
the knowledge and information
within the organisation. By this
organisation improves by itself over
a time by getting experiences
(Wilke, 2018)
Individual learning refers to the
behaviour and knowledge that is
generated from the motivation and job
satisfaction provided by an organisation
Objectives The main aim of this is to analyse
the needs and requirement that have
an positive and negativity impact on
the organisation. It set the objective
for the future as by getting more and
more experience
The main objective of this type of
learning is to enhance the skills and
knowledge for the personal growth. That
is attired by the individual learning
potential.
Comparison between training and development
basis Training Development
Concept It refers to the process of program
which is organised for the
development of the skills and
knowledge of an individual related
to the organisational operations.
It is described as the process of
formulating such strategies that offers an
positive change within organisation that
provides development to both
organization and individual
Nature In this company takes the
responsibility to provide the training
to its employees for the
This is an self assessment process where
individual has a responsibility to enhance
their skills and ability so that they can
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enhancement of their knowledge
related to the operations.
create development and activities as
whole (Seymour and Geldenhuys, 2018).
P4) Analyse the need for continuous learning and professional development to drive sustainable
business performance.
Learning is a process which will be following in continuous basis with a view to apply in
the working of the company. Which deals in a procedure to obtain knowledge and skills by
working in the company making the learning more effective through do in a practical manner
here it deals in all the factor related to experience, skills and knowledge this will leads generate
efficiency in an individual to do their tasks more accurately and in effective manner .Learning is
a procedure by which employees getting confidence in doing their work well. There is a need to
follow a suitable an appropriate direction to achieve the learning phase which will be the most
prior part of any employee is that:
 Plan: By adopting the process of continuous performance development in the
organization this will leads to generates or develop the efficiency of the employees by
improving their performance in order to achieve by developing their skills and work
related activities in regular basis we can understand through context of Bentley in which
there is a need of CPD approach for each individual because of their brand image in the
international market (Waddell and et. al., 2019). Do: By preparing the suitable procedure and convert into appropriate action by
implement this plan,here the activities which are designed for the implementation process
must go with the action by applying them into activity .In order to apply this approach or
plan its needed to considered various skills and by motivating the workforce because of
this they organization feel more connected with this approach. Record: It deals with the proper maintain record of the action which are implemented in
the organization by gathering the data on the basis of monitoring on the regular basis of a
plan and effectiveness of the action which are concerned with CPD ,it’s a process of
tracking and records the standard of plan or action by managers and supervisors. Reflect: It concerned as the important portion of CPD which is helpful in analyzing the
worth of activity and also depicts several degenerate that occur at the instance of
implementation of thought. It is likewise undertaken as the good instrument which is
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helpful within the petition of several patterns and as per significant alteration happens as
the desired result.
 Submit: It is undertaken as the endmost portion of this idea which displays the
concluding message which is useful in order to reduce hazard part from the plan. It also
include recording procedure that is quite continual in quality and also helpful in
analyzing the future deviations in the plan.
TASK 3
P5) Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage
High performance workforce is a basic process that is used to ensure by management to get
ensure that long term success and development is processed in effective manner. It is also be
used to achieve standardised objectives and target under which ability of individual to perform
its task and activity is developed in systematic manner (Baldé, Ferreira and Maynard, 2018).
Characteristics of HPW Company
Obvious communication is a process that produces significant modification in which
success and growth is attained in systematic manner. In this health and productive relation in
between employee is developed as by offering better information in clear mode. The
management of Bentley uses this to enhanced team working by which overall performance of
business and employee both increases.
Benefits of HPW to employers and employees
The higher performance enhanced rate of employment as with this effective and efficient
changes is implemented in which adequate guidance is offered as it also promote quality work in
adequate manner. In this suitable redundancy also get removed as with this production cost and
quality both get developed. In this employer get better result in timely frame and employee get
learn daily consequences by which effective outcome is achieved in accessed mode.
Relation among HPW and HRM
The HR plays an essential role as in this overall productivity gets developed as with this
performance credibility also get developed in prominent basis. The employee get motivate and
encourage by which ability to achieve stronger objectives and target get enhanced in productive
manner. The HR of Bentley offer adequate plan as with this performance enhancement also gets
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promoted. It directly increases human performance and workforce as with this overall
productivity and performance get developed on continuous mode.
Role of HR manager
The HR of Bentley has significant role and with this better involvement is induced as
with this employee relation and its development get developed in systematic manner. It usually
promotes working efficiency as well and with this involvement and improvisation of employee
working standard has positive impact over business credibility. For this various policies and
strategies are developed that are in favoured of employee by which sustained growth and
development is attained in timely basis (Matthews, Stanley and Davidson, 2018).
TASK 4
P6) Evaluate different approaches to performance management and how it support high
performance culture and commitment.
The performance management is an essential prospect as with this suitable control is
processed as in order to promote and advance working standards in effective manner. In relation
of Bentley, the HR professionals make uses of various approaches that is as explained below as:
Behavioural approach – In this approach overall behaviour of employee get positively
affected as with this HR of Bentley ensure that team work is promoted under which each
individual is connected and respond others with perfection. In addition to this quality services is
offered under which working performance and its productivity both get advanced in collective
manner.
Collaborative working approach: It is an approach that is used to advance working
performance as with this collective outcome is attained. As in this HR of Bentley ensure that
team working is induced and for this suitable training and development is offered by which
collective working standards is promoted in adequate manner.
Attribute approach: In this approach HR of Bentley ensure that team working along
with different skills is motivated as it is essential for business as in this each employee make
better contribution in positive manner. For example, Bentley and its management make used that
each employee follows certain rules and regulations by which improvised outcome is developed
in systematic basis.
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CONCLUSION
Its has been concluded form the above report that developing individuals, teams and an
organisation has direct impact over the business productivity by which long term sustainability is
attained with perfection. In this knowledge, skills and behaviour of HR professionals is induced
along with the factors that is required to considerate so as to implement and evaluate inclusive
learning and development as it directly drive to sustainable business performance. In addition to
this various knowledge and understanding is processed through which high performance working
is processed as it contribute to competitive advantage and employee engagement. Moreover,
several ways are considerate in relation to performance management, effective communication
and collaborative working that support higher performance culture and commitment.
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REFERENCES
Books and Journals
Ahmed, A.L. and Kassem, M., 2018. A unified BIM adoption taxonomy: Conceptual
development, empirical validation and application. Automation in Construction, 96,
pp.103-127.
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and intrinsic motivation. Journal of Knowledge Management.
Dönmez, D. and Grote, G., 2018. Two sides of the same coin–how agile software development
teams approach uncertainty as threats and opportunities. Information and Software
Technology, 93, pp.94-111.
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.
Lauring, J. and Jonasson, C., 2018. Can leadership compensate for deficient inclusiveness in
global virtual teams?. Human Resource Management Journal, 28(3), pp.392-409.
Matthews, J., Stanley, T. and Davidson, P., 2018. Human factors and project challenges
influencing employee engagement in a project-based organisation (PBO). International
Journal of Managing Projects in Business.
Nurius, P.S. and Kemp, S.P., 2019. Individual-Level Competencies for Team Collaboration with
Cross-Disciplinary Researchers and Stakeholders. In Strategies for Team Science
Success (pp. 171-187). Springer, Cham.
Seymour, M.A. and Geldenhuys, D.J., 2018. The impact of team dialogue sessions on employee
engagement in an information and communication technology company. SA Journal of
Human Resource Management, 16(1), pp.1-11.
Söderhjelm, T. and et. al., 2018. Academic leadership: management of groups or leadership of
teams? A multiple-case study on designing and implementing a team-based
development programme for academic leadership. Studies in Higher Education, 43(2),
pp.201-216.
Waddell, D. and et. al., 2019. Organisational change: Development and transformation.
Cengage AU.
Widmann, A. and Mulder, R.H., 2018. Team learning behaviours and innovative work behaviour
in work teams. European Journal of Innovation Management.
Wilke, G., 2018. The art of group analysis in organisations: The use of intuitive and experiential
knowledge. Routledge.
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