Developing Individuals, Teams and Organisations Report - BTEC Level 5

This report provides a detailed analysis of the key elements involved in developing individuals, teams, and organizations. It begins by identifying the essential knowledge, skills, and behaviors required by HR professionals, followed by a personal skills audit and the creation of a professional development plan. The report then explores the differences between organizational and individual learning, emphasizing the need for continuous learning and professional development to drive sustainable business performance. It also demonstrates how High-Performance Working (HPW) contributes to employee engagement and evaluates various approaches to performance management, highlighting their role in fostering a high-performance culture and commitment within an organization. The report uses Oriflame as a case study to illustrate these concepts, providing practical insights into HR practices and their impact on organizational success.

Developing Individuals
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................3
P2 Analysis of personal skills audit to identify appropriate knowledge, skills and behaviours
along with the development a professional development plan for a given job role.................4
P3 Analyse the differences between organisational and individual learning.............................7
P4 Analysis of continuous learning and professional development requirement to drive
sustainable business performance...............................................................................................8
P5 Demonstration understanding of how HPW contributes to employee engagement .............9
P6 Evaluate different approaches to performance management and how they can support
high-performance culture and commitment .............................................................................11
CONCLUSION.............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Development of the individual, team and organisation is the long term process involving
the different functions of human resources management and performance management system
together (Covin, and et. al., 2020). This development function is important in order to build
strong, productive and professionally skilled team which, is essential for effective performance
and successes of the organisation. The process of individual and team development is involving
different process and approaches of employees engagement, commitment and positive work
culture development. Oriflame is the organisation which deals with the selling of beauty and
personal care product's, this is a multilevel marketing company. This operate in direct selling
industry funded in 1967, headquarters in Schaffhausen and Switzerland. This report is involving
the analysis of professional knowledge and skills-required by the HR professionals. Analysis of
the personal skills audit. Study of the differences between organisation and individual learning.
Evaluation of the need for continuous learning and professional development to drive sustainable
business performance. This report is also involving the demonstration of HPW that how it
contributes to employees engagement along with this evaluation of the different performance
management approaches and its contribution to improvement of commitment and performance is
going to done in this report.
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
Human resource's management is the essential system of the organisation, which help to
build and manage strong high performance team for operational functions of the business. HR
professionals have to facilitate the effective employees by the aid of recreation, selection,
induction, training and development activities (Rapp, and Mathieu, 2019). For effectively
accomplish these HR professional activities. HR manager have to possess some important skills
and knowledges given below.
Analytical- This is the skill or knowledge which should be posses by the HR
professional in order to effectively analyse and monitor the employees along with organisation
needs and requirement for growth. This is consider as the ability of individual to analyse the
different situation and make effective decision.

Problem solving- This is the skill which involves the ability of person to effectively
solve the problems of organisation and employees. In order to develop problem solving skills
HR professionals should posses the innovative and critical thinking skills. This skill is important
for HR professional because they have to manage the various problems of employees and other
function of organisation.
Communication- This is the skill or communication knowledge which should be posses
by the HR professionals in order to effectively manage the employees and HR process. As it
helps to understand employees and let them understand organisation needs. Though this skill HR
manager can effectively share the information and changes of the organisation. It also helps in
the effective recruitment and selection.
Relationship building- HR professional have to be influencing in nature through which
they can influence the employees to get adjust with new changes and requirement. Relationship
building skill is important because through this they can retain the employees for long period of
time (Mcdonnell, and Sikander, 2017).
Oriflame HR professionals are highly skilled with all essential skills though which they
manage the different functions of HR. such as the recruitment of productive staff and
development of progressive professional skills.
P2 Analysis of personal skills audit to identify appropriate knowledge, skills and behaviours
along with the development a professional development plan for a given job role
Personal Skill Audit
This is the process of personal skill analysis, which help to analyse the strength ,
weakness and opportunities of individual related to their professional performance skills.
Individual can analyse their weakness and work on that for improvement (Pinzone, and et. al.,
2019).
Skill Current
performance
Target Performance Resources required
Analytical 5 9 Practice, practical performance
and experience development.
Managing more

responsibilities.
Problem solving 7 9 More professional knowledges
development though CPD
programmes. Environmental
analysis.
Communication 6 10 More involvement in group
activities and collaborative
programmes.
Relationship
building
5 8 Seminars, leadership
techniques, increased
participation in subordinate
activities.
Professional Development Plan
This is the type of road map method which help effectively plan for the accomplishment
of each skill and education and professional development needs and requirements. This helps to
easily develop the specific skills for achievement of professional goals (Tsitskari, and et. al.,
2017).
Skills I
would like
to acquire
The value of
the skill in
my
respective
job position
What
measures
do I need to
implement
Resources
required to
acquire the
skill
Measurement
of success
Date of
accomplishment
Analytical
skill
In order to
become best
HR manager
I have to be
analytical
I have to
focus on my
critical
thinking
skill
Practical
analysis and
performanc
e. Particular
study
I have to try
the analysis of
my profession
skills
development
23/04/21

because, this
is important
for the
management
of different
HR process
which
involves
analysis of
organisation
and
employees
need for
specific goal
and situation.
The
analytical
skills
important to
asses the
different
solutions for
the needs and
requirement
of
organisation.
development
, because it
helps to
improve
analytical
skills. I have
to do more
study on
analytical
skill
development
process.
material
which can
guide for
the effective
skills
developmen
t.
by practical
performance
in some
analytical
activities.
Where I can
measure my
achievement
on the basis of
results.
Relationshi
p building
skill
Relationship
building skill
is important
in order to
I have to
involve
myself in
different
Opportuniti
es of group
performanc
e and
I have to
measure my
relationship
building skills
26/05/21

influence the
employees
for their
engagement
in
organisation
objectives
and
strategies.
team
activities
where I can
communicat
e with team
member's
and
understand
then
through
which I can
effectively
approach
different
activities.
collaborativ
e activities.
Books and
evidence
based
practices
information.
by applying it
to some team
work
activities.
P3 Analyse the differences between organisational and individual learning
Oriflame is the multilevel marketing company provide the beauty and personal care
product's to the customers with best customization and quality (Tattum, and Tattum, 2017). They
crate different product's with different views. Organisation keep changing on their product's with
in the helps of organisation and individual employees learning and development.
Organisational learning Individual learning
Organisation learning is the process of
developing, retaining and sharing the
knowledge with in organisation. This helps to
improve the knowledge and skills of the
individuals of organisation by the aid of
experience.
Individual learning is the process of
developing professional skills of the individual
employees according to their existing
experience and knowledge.
In context to the individual learning
organisation helps the employees to develop
their personal professional skills with in the aid

In context to the organisation learning manager
and directors focus on the improvement of
existing business's strategies and operational
activities with new techniques and skills of the
operational and organisation management.
Oriflame is implementing the new technology
and management programmes with in
organisation in order to manage their
performance within changing environment.
of training and development activities. Where
they facilitate specific development facility's
according to the weakness of individuals. Such
as the Oriflame providing the new product
development training according to the new
technology (Zhu, Krikke, and Caniels, 2018).
P4 Analysis of continuous learning and professional development requirement to drive
sustainable business performance
World is keep changing in terms of technology, functions, environment, growth and
development needs. There are the various factors related to the changing environment influence
the continuous professional development (Fortis, and et. al., 2018). Need for the continuous
learning and professional development, is related to management of progressive performance
with in changing world.
Continuous learning- This is the process of constant knowledge development to gain
new skills, in context to the business's organisation continuous learning is process of motivating
employees to develop their professional skills with in the facilities of learning tool's and
techniques. Professional development- this is the process which involves of training and
certified learning in context to the improvement and development of the profession skills. This
depends on the career objectives and job role of the individuals to select the profession skill
training.
Continuous professional development- Changes is can be consider as the key of
success. Because things are keep changing and professional skills of the individual should be
relevant of changing functions and activities. So in order to be progressive, professionals need to
develop their skills continuously and this can be done by the use of continuous professional
development programmes. This is the effective professional development approach which
provide the certification-al professional learning programmes, though this individual can
encourage to independently participate for interactive learning and experience. There is the brief

analysis of CPD implementation needs and importance is given below in context to the selected
organisation by the help of learning cycle.
Kolb's experimental learning cycle- This learning theory is involving collection of
abstract concepts which can be apply flexible in range of the situation. According to this learning
process, where skills are develop though transformation of experience. This theory is divided
into four steps.
Concrete experience- According to this step of learning, new experience is
reinterpretation of the existing knowledge. So the continuous professional development training
and program is important for the organisation and individual professionals development.
Because this will help to reinterpretation present skills and knowledges of the professional for
development of the new skill according to the situational requirement of profession.
Reflective observation- Then next step of learning is involving observation of the new
experience importance and variables between understanding and experience. Continuous
learning is important as it helps the person to evaluate their new experience for specific
application in context to the better performance. It helps the employees to stay relevant in
context to their professional skills.
Abstract conceptualization- Next step of the learning is involving application of the
reflection observation ideas for betterment of their skills and knowledge though modification.
This represent the importance and need of CPD activities, such for the improvement and
innovative skills development of staff though which they can develop, appropriate knowledges
for sustainable performance.
Active experimentation- Final step is the application of appropriate and newly
developed skills for effective performance. Which can be further use for interpretation and
improvement along with the goal achievement (Boer, Berger, Chapman, 2017)
P5 Demonstration understanding of how HPW contributes to employee engagement
High performance working is the approach use by the organisation director or manager of
the organisation in order to provide the specialised and high-performance work environmental
which can influence them to work effective with higher engagement to organisation gaol
achievement task and help to build the commitment of employees for growth goal achievement.
Basically this is the concept of organisation to focus on the development of high performance
work culture. In which they should build the strong relationship with trust, transparency and

open communication (DiPaola, and Wagner, 2018). This facilitate the flatter structure where
employees can openly share their reviews and be motivated, satisfied. This approach is a series,
involving the practices, policies and processes performance which applied in organisation and
result as the improved performance of workers. This provide the high performance work
structure to their employees though which they can plan their strategies and steps to accomplish
the task effectively. HPW practises are divided into three major area first is higher involvement
of employees, second is HR practices, third is compensation and reward's.
Organisation concern for employees growth-
This approach is contributing to employees engagement for organisation success by its
different activities such as the organisation concern and investment for the employees growth
and development motivate them to engage with the organisation for their own growth and
organisation success.
Fairness in policy's-
This approach is involving the implementation of work standard's and employees right
policy's, which helps the organisation to manage equality and fairness within every team and
employees. This system of the HPW influence the workers to work effective without any
jealousy and conflict. It helps to develop the culture where employees can work tougher for
organisation success and self growth. So in this way employees get engage to organisation goals
and objectives.
Open communication-
Transparency and open communication in the organisation helps to build the strong
relationship between employees and manager. Though which they can easily share their views
and suggestions for the task, along with this employees can shear their problems. This approach
give freedom to employees and value with in the organisation, which encourage them to engage
with the organisation strategy, plans and task accomplishment objectives. Such as in the
Oriflame open communication system is motivating their employees to work effective by
engaging with organisation strategy's. This motivation is develop by the influence of value given
by the organisation to employees in the from of different rights and opportunities to grow
(Wang, 2017).

P6 Evaluate different approaches to performance management and how they can support high-
performance culture and commitment
Performance management is the important process of organisation management system
which involves the analysis of activities and output's in order to understand that they are
appropriate to meet organisation goals and objectives (Premkumar, and Udayasuriyan, 2017).
Along with the monitoring of organisation activities and output's another step is training,
development and feedbacks. There are the various approaches of performance management
which helps to develop high performance work culture and commitment. Some of the PM
approaches are explain below in context to the Oriflame.
Collaborative working- This is the most influencing approach as it involves the
development of group and task for each group in order to help them for collaborative learning.
Under this approach employees work together for the accomplishment of specific task given to
them (Peng, and Zeng, 2017). Though this approach manager can build the strong relationship
with employees, engagement for goal achievement and commitment for effective effort's and
work. This approach helps to build the high performance work culture by its contribution on
team learning, knowledge shearing. Employees can learn new skills from each other and adapt
new things which need to accomplish their goals. Oriflame employees work with in the team and
give the productive result in the form of effective product and business strategy.

360-Degree Feedback- This very effective performance management approach this
involves the interactive and influencing technique of feedback collection and distribution for
very individual of organisation. Under this approach feedback for every individual is gathered
by subordinates, colleagues, manager director and other seniors (King, 2020). Then feedback is
given to each person, through which they can understand their strength, weakness and
opportunities. Through this person can focus on their weakness and need of professional
development, and then work for the improvement. Along with the professional development,
there is another factor which can improve by this approach, that is improvement of the
employees commitment which develop in the individual mind by understanding the growth
opportunities and value of individual with in organisation. This feedback approach motivate the
individuals to work hard and increase their value with in the organisation. Oriflame is using this
approach with in organisation in order to guide their employees for improvement and to motivate
them for goof performance and opportunities. Along with the employees performance
improvement this approach is use by the organisation to assess their product effectiveness in