Developing Individuals, Teams, and Organizations Report for DITO Firm

This report analyzes the development of individuals, teams, and organizations within the context of DITO, an IT service management firm. It begins by outlining the essential skills, behaviors, and knowledge required of HR professionals, including HR policies, psychological knowledge, management, and time management. The report then details a personal and professional skill development plan, addressing areas for improvement through activities like reading, seminars, and real-world case studies. A key section differentiates between individual and organizational learning, training, and development, highlighting the importance of continuous learning and professional development for both employees and the company. The report also examines the contribution of High Performance Work Systems (HPW) to DITO's success, including elements like company structuring and task design. Finally, the report explores various performance management approaches, emphasizing the collaborative approach to enhance employee performance and satisfaction.

DEVELOPING INDIVIDUALS,
TEAMS AND ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Skill, behaviour required in HR professional.........................................................................1
P2 Personal and professional skill development plan..................................................................2
LO 2.................................................................................................................................................4
P3 Difference between individual and organisational learning, training and development........4
P4 Need of continuous learning and professional development..................................................5
LO 3.................................................................................................................................................6
P5 Contribution of HPW.............................................................................................................6
P6 Performance management approaches...................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management can be defined as strategic way to manage employees at
workplace and maximize employee’s performance (Vangrieken, Dochy and Raes, 2016). Present
study is based on DITO, it is the IT service management firm that serves corporate consumers
and offer them IT services. Current assignment will describe skills required in HR professionals.
It will also highlight behaviour and knowledge of HR. In addition, report will conduct personal
audit and well prepare professional development plan to overcome the lacking areas. It will
highlight the major difference between individual and organisational learning. Study will explain
HPW contribution in business unit and will also highlight the performance management
approaches.
LO 1
P1 Skill, behaviour required in HR professional
Human resource managers are the key stakeholder of the firm, individual ensures to
manage people well hence there is need to have great skills and behaviour so that individual can
understand their duties and can perform it well (McMurtry, Rohse and Kilgour, 2016). HR
professional of DITO needs to have these capabilities:
Knowledge Skills Behaviour
HR policies:
There is need to have adequate
knowledge about employment
policies, pay policies, leave
polices etc. so that manager
can manage or handle quarries
of employees in effective
manner and can ensure
conducting operation as per
legal guidelines (Mayo, 2016).
Communication skill:
There is very important that
HR professional is able to
coordinate with all level of
workers effectively, that helps
the HR in exchanging
information in proper manner
and ensuring there is no
miscommunication at
workplace.
Positive attitude
HR professional of DITO
company must be a positive
person who can encourage
others so that familiarity at
workplace can be increased.
Psychological knowledge:
HR professional of DITO firm
must know about tacking
persons and handling their
Management skill
There is need that HR
professional of DITO
company has ability to
Encouraging behaviour
HR needs to be innovative and
must encourage people to do
the task (Kakabadse and Bank,
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pressure so that they can work
easily in business unit.
manage employees, otherwise
issues such as conflicts, high
staff turnover can take place in
business.
2018).
Laws
There is need to have adequate
information and knowledge
about laws such as equality
law, recruitments legislation
etc. so that discrimination or
any kind of unethical activities
can be avoided in DITO firm
(Schermerhorn Jr and et.al.,
2019).
Time management.
HR is responsible for handling
quarries of employees,
managing their work etc.
Hence person has to do many
thing, there is need to have
good time management skill
so that HR can complete work
on time, otherwise employee
may get suffer.
Personal skill audit (1= lowest, 5= highest)
Knowledge Rating Skill Rating Behaviour Rating
HR policies 3 Communication 2 Positive
attitude
4
Psychological
knowledge
4 Time
management
4 Encouraging
behaviour
5
Laws related
to
employment
3 Management
skill
3
P2 Personal and professional skill development plan
KSA To Be
Developed
Activities
Required for
Development
Duration Development
Monitoring
Approach
Assessment
of
Development
Detailed
Evaluation
HR policies
Being a HR
professional
1 Month My seniors
will check
This will be
better for me
By reading
books and
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there is need to
read books and
Journals related
to HR polices, I
will have to
search google
on regular
bases to
improve my
knowledge
about human
resource
policies.
my
knowledge to
monitor my
development
in order to
improve my
capabilities to
perform well
in
organisation.
searching of
google my
knowledge of
HR polices
will be
improved that
would
definitely help
me to
Employment
laws
My knowledge
about it average
hence I will
have to read
books and have
review
government
regulations
timely so that
this skill of my
can be
developed
20days I will monitor
my progress
by involving
my seniors
into it.
I will work
on it on
continuous
bases and
will review
the updated
laws time to
time.
This is the
great ways that
will help me in
improving my
knowledge
about
employment
laws.
Communication
skill
I will discuss
with my seniors
they will guide
me, I will join
seminars on
communication.
1Month I will check
my ability by
interacting
with my
juniors and
seniors, that
This
development
will help me
in performing
my duties as
HR
By improving
my
communication
skill I will be
able to
minimise
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This will
improve my
ability and I
will find the
ways through
which I can
become better
communicator.
would help
me in
knowing
whether I
have
improved or
not.
professional
in DITO in
significant
manner.
conflicts and
improve
interaction at
workplace
significantly.
Management
skill
I will have to
join seminars of
management
and also have to
read
management
case studies so
that I can
improve my
this skill.
25 Days I will monitor
my
development
by getting
involved in
real tasks
where I will
have to
manage
people and
activities.
This
development
will be
beneficial for
me because I
would proof
myself as
great HR
manager who
can manage a
group of
people in
significant
manner.
By improving
my this skill I
would be able
to manage my
work and
handle my
employees
effectively.
LO 2
P3 Difference between individual and organisational learning, training and development
Individual learning Organisational learning
This is the method in which person learn
ownself and work on improving their
capabilities and skills (Smith and Dodds,
2017).
This is the self process in which no third party
come into process to make the person learn
This is the process in which trainer of
company or any third person get involved and
give training to employees so that they can
understand their work and can work in
effective manner.
Organisational learning is done for the growth
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new things or improve their capabilities.
Group working, observation, past experiences
are various ways through which person’s
capabilities can be improved.
Individual learning is done for personal and
professional development both.
of company so that employees work without
mistakes (Pardey, 2016).
DITO company organises training programs
so that people learn technical things and
improve their knowledge about IT, that
supports them in performing well in company.
Training Development
This is the process in which person is being
trained to learn new things, this enhances
development opportunities for person.
This is helpful in gaining more updated
information (Bititci, Cocca and Ates, 2016).
Development is the process which I done for
development of person.
This gives career development, promotion
opportunities to person and also aids in
handling challenges ineffective manner.
P4 Need of continuous learning and professional development
Continuous learning (CL) can be described as continuous process for raising knowledge
and improving capabilities to get better future development opportunities. Each person has some
strength and weakness, for getting success in the career person needs to learn new things
continuously. This improves their potential and employer likes to hire such people those who are
capable to perform their job in effective manner. Process of continuous learning is beneficial for
DITO and employees both because employee can get better growth options and company can
raise its productivity by getting such skilled and talented people. Hence CL aids the person in
knowing their lacking areas and putting hard efforts to show their capabilities (Morgan, Pullon
and McKinlay, 2015).
Professional development (PD) can be described as process which is used by person to
develop professionalism within them. Each company wants professional person those who
understand their job responsibilities and complete these duties on time. There is need of
professional development so that companies can perform better in the market. If DITO has
effective and professionally sound people, then it will be able to understand need of consumers
and would be able to enhance their satisfaction level. Professional devilment assists in knowing
more about market condition and taking right decision. If HR manager is professionally
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developed, then individual would be able to manage employees well so that organisational goal
can be obtained (Walker, Harley and Mills, 2015).
CL process is the basic requirement of DITO company because by this way person
become more capable to do well which enhances their moral and boost them. By this way they
handle critical situation effectively and support business unit so that firm can meet its
organisational goal. CL is the process which enhances motivation level because people get to
know about new things which gives them more career development opportunities. PD is the tool
which raises confidence of employees in DITO company which enhances level of work of person
(Bititci, Cocca and Ates, 2016). This is the best way through which confusion can be minimised
in business unit. Hence for the growth of DITO and for raising productivity there is need of
continuous leaning and professional development.
LO 3
P5 Contribution of HPW
HPW means high performance working, the concept states the person who is doing well
must get some additional benefit for their best efforts. This is the key element for success of
company (High Performance Work Systems, 20140.
Key element of HPW
 Company’s structuring
 Designing of task
 Performance of employees
 Use of information system
 Goal of company
As DITO company is performing well in market and its goal is to serve consumers well.
Firm has flat organisational structuring, this kind of structure allows business to manage
coordination among all level of workers. By this way people become able to understand the
requirement of task easily and manage work without any confusion. Such kind of things aids
DITO in improving engagement of employees and making them able to work better. By this way
firm can gain competitive advantage as employees become able to work better and serve
consumers well (Kakabadse and Bank, 2018).
Designing of task is the essential element of firm, HR professional of DITO always
ensure that individual allot work to particular employee by considering their capabilities. This
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makes them able to complete that work effectively, if there is poor designing of work then
confusion will take place and quality of work will be affected badly. Hence such kind of things
affect overall working of business unit. HPW practices of DITO always helps organisation in
giving work to employees as per their working abilities. This is the beneficial thing because
people feel encouraged and finish work in full of efficiency (Vangrieken, Dochy and Raes,
2016).
Components of HPW supports the DITO in enhancing level of satisfaction of all level of
staff members. They work hard to find new things that may help in raising their working
performance in business unit. Firm can gain competitive advantage when its workers are doing
well. But if there is high absenteeism then enterprise may get trouble in fulfilling its business
goal. DITO always ensures that people like the workplace and work in coordination. They get
attractive pay as per their capabilities, apart from this enterprise always give them rewards so
that people feel happy. This will make them positive which will raise their engagement. This
develops healthy culture ad people works so hard to show their capabilities and getting more
attractive rewards (Mayo, 2016). This enhances productivity of firm and help DITO and
performing well in market.
P6 Performance management approaches
Performance management can be described as application or process which is used by firm
to ensure that activities set by HR professional are able to get positive outcome. It mainly
emphases on performance of employees and managing particular task in order to accomplish
organisational goal successfully (Schermerhorn Jr and et.al., 2019).
Collaborative approach
This method explains that people can work better and effectively if they work in the
collaborative working environment. This is the method that gives high job success and enhances
satisfaction level of employees. This kind of system applies by DITO company in which firm
ensures that each team member utilise their strengths in significant manner and complete the task
with full of efficiency. All the workers of DITO company works together as team. This approach
is helpful in raising transparency at workplace and employees be productive towards the business
unit that help the organisation in meeting its business goal successfully (Smith and Dodds, 2017).
Management by objective (MBO)
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This is the model or approach that believes in recognising capabilities or skills of
workers. Employees are treated or get rewards as per their actual outcome. Employees work
effectively to complete the organisational goal in effective manner. They accept challenges and
perform their job in significant manner. This approach raises motivation level of workers and
aids the company in retaining its talented workforce in significant manner. DITO always ensures
that its talented people work better, it emphases on setting clear goal so that organisational goal
can be obtained (Bititci, Cocca and Ates, 20160.
Behavioural approach
This is the great method that ensures that employees behave positively and managers of
DITO firm always encourage positive behaviour of workers and give them rewards accordingly.
Managers give appraisal to people by looking at their performance and behaviour towards the
business unit. This is beneficial for firm in order to retain staff and managing workforce in order
to get competitive advantage (Walker, Harley and Mills, 2015).
CONCLUSION
Above report can be summarised as HR professional are the person those who are
responsible for handling employees and managing business activities. HR professionals utilise
their knowledge and use skills in effective manner so that company can meet with its
organisational goal. Professional development is the need of every person that gives them better
development opportunities in career. Collaboration working approach is the great method of
performance management that always pay attention on working together, this approach
encourages workers. By this way people work hard and together to finish the work and manage
business activities.
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REFERENCES
Books and Journals
Bititci, U., Cocca, P. and Ates, A., 2016. Impact of visual performance management systems on
the performance management practices of organisations. International Journal of
Production Research. 54(6). pp.1571-1593.
Kakabadse, A. and Bank, J., 2018. Working in organisations. Routledge.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
McMurtry, A., Rohse, S. and Kilgour, K. N., 2016. Socio‐material perspectives on
interprofessional team and collaborative learning. Medical education. 50(2). pp.169-180.
Morgan, S., Pullon, S. and McKinlay, E., 2015. Observation of interprofessional collaborative
practice in primary care teams: an integrative literature review. International journal of
nursing studies. 52(7). pp.1217-1230.
Pardey, D., 2016. Introducing leadership. Routledge.
Schermerhorn Jr, J. R. and et.al., 2019. Management. John Wiley & Sons.
Smith, B. and Dodds, B., 2017. Developing managers through project-based learning.
Routledge.
Vangrieken, K., Dochy, F. and Raes, E., 2016. Team learning in teacher teams: Team entitativity
as a bridge between teams-in-theory and teams-in-practice. European Journal of
Psychology of Education. 31(3). pp.275-298.
Walker, D.H.T., Harley, J. and Mills, A., 2015. Performance of project alliancing in Australasia:
a digest of infrastructure development from 2008 to 2013. Construction Economics and
Building. 15(1). pp.1-18.
Online
High Performance Work Systems. 2014. [Online]. Available through <
https://gbr.pepperdine.edu/2014/12/high-performance-work-systems/ >
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