Developing Individuals and Teams for Organizational Success

This report examines the critical role of developing individuals and teams in achieving organizational goals, using the BBC as a case study. It analyzes the importance of HR professionals and their required knowledge, skills, and behaviors, including management, employee relations, and decision-making. The report includes a personal skills audit for an HR administrator, identifying strengths and weaknesses in communication, interpersonal skills, problem-solving, multitasking, and digital technology proficiency. It then develops a professional development plan to address skill gaps and enhance future career prospects. The report further explores the differences between organizational and individual learning, training, and development, emphasizing the need for continuous learning to drive sustainable business performance. It demonstrates how high-performance work contributes to employee engagement and competitive advantage and evaluates different approaches to performance management to support a high-performance culture and commitment within the organization. The conclusion summarizes the key findings and recommendations for fostering individual and team development within the BBC.

Developing Individuals
and Teams Organisation

Executive summary:
This report summarise that Developing and individual and teams helps to organisation
goals and objectives achievement. In BBC HPW play a crucial role to maintain a good corporate
culture and to maintain harmony in organisation. Employee engagement is an important factor
that maintain motivation level in organisation and helps in give best to organisation in their
objectives and goals.

Table of Contents
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......................5
TASK 3..........................................................................................................................................10
P3 Analyse the differences between organisational and individual learning, training and
development.........................................................................................................................10
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance.........................................................................................10
TASK 3..........................................................................................................................................12
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation........................................12
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment......................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
High skilled teams are strength of top class organisations and high performing teams
enabled with effectiveness of individuals. There is close relationship between effectiveness of
individuals, teams and organisations that give assurance of manpower development as a core
activity. In competitive environment success of organisation rely on continuous improvement
with enhancement in individual and collective capabilities of people. This report is based on
BBC( British broadcasting corporation) is a public sector Broadcaster which is one of the oldest
broadcasting organisation and largest in world in terms of employees, headquarter is in London.
This report based on Personal knowledge, skills and capabilities that required to professionals.
Further it elaborates personal audit plan to identify skills and capabilities of individual with need
of training and development.
TASK 1
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
Post / worker Information:
Period of plan Date: 22 January, 2019
To:
22.01.2021
Date of next review: 03/04/22
Name / Worker: Melinda Berebenes
Department: HR Department
Position/post: HR administrator
Knowledge:

Knowledge is awareness, understanding of something or someone in which includes
facts, information and skills or descriptions. Some major knowledge should be require to HR
professionals that are as follows:
Management knowledge:
HR professionals have to knowledge about managing teams and individual with
proceedings of work (Appiah,2013). They have to potential knowledge about management of
roles and responsibilities of people according to their knowledge and skills and knowledge of
requirement of people in organisation are important attributes for HR professionals(Faisal,
2013).
Skills:
Skills are ability to accomplish tasks and duties to get desirable results within specified
time, energy and resources. There are some specified skills that are require to HR professional.
Employee relation:
Employee relation is an important attribute for HR professionals to make strong bond
among employees so that strong understanding should be develop among them. That particular
give contribution in understanding employee's needs and enables to resolve conflicts that arise in
BBC (CICMA and RAłĂ, 2012).
Behaviour:
Behaviour is an action or action of mannerisms that operate by individuals, organisation
and team members to themselves or for environment (Dan, and Ping, 2016).
Decisive thinker:
HR professionals have the behaviour to take decision according to situation so that it can
satisfy to all people in proper way. They have ability to take decision by observing insights,
information and insights.
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.
SKILLS
AUDIT

Knowledge and skills
which are consider to
be important for the
CURRENT worker /
post studied
Evaluation 1 2 3 4 5
Communication skills
As a HR administrator I require good
communication skills to deal in effective
manner with employees but I am less
proficient in that area. 3
Interpersonal skills
Interpersonal skills are those skills which use
by an individual to interact in day to day life
as an HR administrator I am less proficient in
that skills 2
Problem solving skills
Problem solving skills use to resolve conflicts
with understand problems and concerns of
employees, I am strong in that skills
5
Multitask skills
Multitasking skills are those in which
individual can handle more than one task at a
time, I can not handle multiple tasks at a time.
1
Digital technology
skills
Digital technology skills includes to
understand cloud computing techniques,
handle talent acquisition software etc., in that
scenario I have strong skill to handle digital
technology. 4
Knowledge and skills
which are consider to
be important for the
FUTURE career of
the worker / post
studied
Evaluation 1 2 3 4 5
Interpersonal skills
In future I work to improve my interpersonal
skills so that I can give my best to
organization with help of training.
4
Problem solving skills
Problem solving skills helps in improve
working behavior and it remain stable in
future.
5

Communication skills
Communication skills play a major role in
organization ever, I improve it by proper
training
4
Multitask skills
Multitasking skills are very essential for
individual to accomplish tasks and duties
frequently, I improve it.
2
Digital technology
skills
Today world is techno savvy and to get
desirable results in smooth manner there is
need of technological knowledge and I
improve it by taking proper education. 5
Strengths Weaknesses
Write here only the name of the skills
marked with 4 and 5.
Write here only the name of the skills marked
with 1, 2 and 3.
In 4 and 5 problem solving and digital
technological skills are marked.
In 1,2 and 3 multitask skills, interpersonal and
communication skill are marked.
Opportunities Threats
What opportunities are available
to the worker?
What threats could damage the worker
ambitions or career prospects?
In current scenario HR administrator have
problem solving skills and technological
skills that play very major role in
organisation development. By problem
solving skills worker can build strong
relationship within workers and easily
resolve conflicts and with help of
technological skills it can provide techno
oriented solutions of consumer and
employee problem. So for HR huge
opportunities in world.
In present world communication play very
important part for both individual as well as
organisation, if individual lacks in
communication skills then s/he unable to grab
opportunities and can not resolve conflicts also.
In large organisation there is lot of work then
multitasking skills is very important for them.
How can the worker turn her/his strengths
into opportunities?
What threats arise because of the personal
areas of weakness that the worker have
identified?
When an individual is proficient in When an individual lacking in communication

technology, there is wide opportunity for
them to adopt new techniques. With
proficiency in that area, so it is very easy
for them to adopt technology in less cost.
skills that create loop falls in BBC progress
because employees not satisfy from them and
clear goals should not be accomplished.
Evaluation SWOT:
After observation of key strength of HR administrator by these skills they can manage in
competitive environment but areas in which an individual not proficient they have to provide
training and development so that organisation can get proficiency in that areas also(DAVADA,
2018).
GOAL 1: Where does he/she
want to be
professionally?
Timely achievement of goals and targets
OBJECTIVES
1: What
outcomes will
help she/he
achieve the
goal 1?
Work should be complete at time with accuracy.
Activity / Action How it will be achieved? Resources
required
Dat
e
Start End
Proper
distribution of
work
By evaluating the
knowledge and skills of
employees it should be
done.
Data and
statistics of
employees past
work and their
results.
01/02/19 01/03/19
Time-
management
Works should be bifurcate
in small amount so that
short and long term time
should be estimated
Previous works
and time taken by
them and proper
estimation of
04/03/19 04/06/19

time require.
Proper planning
For proper planning there
is need to list out all
activities and set
prioritises.
Different people
with skills and
knowledge so
that they can give
their expertise.
01/06/19 10/09/19
GOAL 2: Where does he/she
want to be
professionally?
Acquiring more skills and knowledge
OBJECTIVES
2: What
outcomes will
help she/he
achieve the
goal 2?
Goals and objectives should be accomplish in most effective manner and
help in gain competence.
Activity / Action How it will be achieved? Resources
required
Dat
e
Start End
Training and
development
By conducting it. Trainer and place
.
01/01/19 04/03/19
Attending
seminars
By concentrating on
lectures.
By giving proper
time in seminars.
05/03/19 01/06/19
Individual
learning
By observing other work
behaviour.
Curiosity to learn
something new.
05/05/19 02/08/19
Quarterly
update Progress toward goal Your initials
& date
Leader's
Initials & date
Update 1 With help of that goal they achieve their
goals in effective manner. 01/05/19 01/10/19

Update 2 Knowledge and skills helps to give effective
results. 03/04/19 05/06/19
Reflective statement:
With help of PDP plan an individual can evaluate easily about its strength and
weaknesses and methods to eliminate these in better manner in fix time period so that it can be
useful for both individual and organisation also.
TASK 3
P3 Analyse the differences between organisational and individual learning, training and
development
Individual learning:
Individual learning is gaining knowledge and information at their own level to get
strength for both individual and organisation.
Organisational learning:
Organisational learning is collecting, restoring and sharing knowledge in work place,
these learning can frame on these levels: individual, group and inter level (Jackson, 2013).
Difference between individual and organisational learning:
Organisational learning Individual learning
In that learning should be given by training and
development by trainer.
In that knowledge should be share with others
to their development.
In individual learning knowledge should be
taken from own experience and skills.
In individual learning knowledge sharing
depends on individual.
Training and development:
Training is a basically concerned with developing specified skills to get desirable results
by instructions. On other hand development is giving whole knowledge, skills for enhancement
of individual career (Kaplan and Witkowski, 2014.).
Difference between training and development:
Training Development

Training is for short period of time.
Training perspective to give knowledge that
satisfy their current needs.
It is for whole life of an individual for career
growth.
Perspective of development by observing their
future needs.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance.
Continues learning and development is very essential for both individual and organisation to
remain pace with standards in BBC. It gives assurance about knowledge and skills should be
given to customers and clients in improved way. It helps in keep update to both individual
knowledge and organisation needs that also fulfil wants of consumers. It enables in potential
contribution in team when all get continuous knowledge and skills according to time.
Kolb learning cycle:
This theory based on enhancement and acquiring knowledge and avail it in experiential
education. This cycle bifurcate in four stages that are as follows:
concrete Experiencing:
In that stage new experience should be encountered and existing experience should be
again intrepid.
Reflective experience:
In that existing experience should be make sense with help of models so that proper
utilization should be done.
Abstract conceptualization:
New reflections gives ideas and help in modification of existing one.
Active experimentation:
New ideas and concepts should be applied on world so that they can get worthy products.
Learning styles:
Diverging:
These types of people belong from varies perspective and are very sensitive. They give
priority to watch rather than do. They work on collect information and use to solve problems.
Assimilating:

In that approach that is concise and logical in which importance is given to concepts and
theories rather than manpower. People requires clear explanation rather than opportunities.
Converging:
In that style people easily solve problems and find solutions of practical problems in
effective manner. In that they prefer technical knowledge and tasks and not concerned so much
on people interpersonal skills( Kaunnil, 2013).
Accommodating:
This style focus on intuition not on logics, uses analysis of other person and take practical
experience from them.
Continues development plan:
CPD is chain of approaches, views and ideas that enables to manage individual learning
and growth in organisation. Its main focus is on results and experience that give knowledge and
then apply to real world. It is important for BBC to improve in their work quality by bringing
harmony in them (ama, 2014).
for example to improve in their performance organization adopts changes rapidlly and leaders
find the scope to bring changes in BBC. They take person responsibility and distribute roles to
them.
To
Respected sir
BBC corporation
subject: to organise a meeting for staff members.
Kindly inform that serious concerns that arise in organisation to resolve all these metters , All
members of organisation want a meeting so that all issues should be discuss in right manner.
Thank you
HR administrator
Conclusion:
From the above knowledge and learning it is observed that learning helps in individual
and organisational learning by giving all skills and knowledge in proper way so that desirable
results should be achieve. Personal development plan help in overall development of an