Developing Individuals, Teams and Organisations Report: HR Strategies

This report explores the critical role of Human Resources in fostering organizational growth and employee development. It delves into the skills, knowledge, and behaviors essential for HR professionals, emphasizing communication, decision-making, and training. The report includes a personal skills audit and professional development plan, highlighting strengths and weaknesses and outlining strategies for improvement. It also examines organizational development, employee learning, and training, focusing on high-performance work practices (HPWP) to empower employees and achieve competitive advantages. The report further investigates continuous learning, professional development, and the barriers to learning, along with steps to overcome them. Finally, it addresses approaches to performance management, providing a comprehensive overview of HR strategies for developing individuals, teams, and organizations. The report is based on the Pearson BTEC Level 5 Higher National Diploma in Business curriculum.

DEVELOPMENT
INDIVIDUALS, TEAMS
AND ORGANISATION

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1: Knowledge, skills and behaviours required by HR professionals.........................................3
P2: Personal skills audit and professional development plan......................................................5
LO2..................................................................................................................................................7
P3: Organization development and employee's learning and training.........................................7
P4: Continuous learning and professional development to drive sustainable business
performance.................................................................................................................................7
LO3..................................................................................................................................................9
P5: HPWP is used in workforce engagement and gaining competitive advantage.....................9
LO4................................................................................................................................................11
P6: Approaches to performance management...........................................................................11
CONCLUSION..............................................................................................................................12
REFERENCE................................................................................................................................13

INTRODUCTION
For the growth of organization, it needs to make changes according to changing world
and also empower employee for upcoming opportunities and threat. Human resource played a
significant role in the growth of organization by providing time to time proper training and
learning to employee. High performance working processed is used by HR to improve efficiency
of employee as well as increase the growth of organization. This report highlights training and
learning provided by HR to increase the performance and HPW process is used by them to
empower employee as well defeat the competitors.
LO1
P1: Knowledge, skills and behaviours required by HR professionals
To have a high-performance level in the organization there has to be a strong
understanding of personal skills and knowledge so that the organization can have healthy
environment and effectiveness for a long run in the market.
Knowledge
Human resource has to make sure that there are right employees who are coming in the
firm so that the performance and operation level of the company is maintained or improves. The
quality of strategies and methods can change according to the people in the market. The
expectations of the customers have increased which has to be maintained so that there is a
motivation in the employees.
Skills
Communication
The communication skills in the human resource department has to be strong so that there
is a better functioning and the sense of direction is going to be strong as well. Employees will
also be able to understand what management expects out of them so that there is a good balance
between both of them.
Decision making
There are a lot of decisions which the human resource has to take for the employees.
Human resource is the bridge between the employees and management which is why it is very
essential for the company to have a strong base for them.
Training and development

To have a balance there has to be good training which has to be provided to the employees so
that they give their best in the company. The information can be given out through this method
and the company will be able to function effectively.
Behaviour
There is a different behaviour of the human resource for all employees so that they can
bond with them and understand them. The understanding of the employees can make the
organization have strong and loyal workforce and the productivity is also going to increase and
the demands of the customers are going to be met. There has to be a good discipline in the
advisor of human resource so that there would be better functioning in the organization. The
control and monitoring of the employees in the organization has to be good and strong so that the
company will be able to motivate the employees accordingly which is going to be helpful. There
has to be confidence which needs to be present in the people of human resource so that they can
make the people believe in them and make them think that the human resource department is
working for their benefit only. Policies have to be understood and implemented in the
organization so that there would be better functioning and the organization will be able to get
higher profitability.
Job advertisement
To increase the level of levels which are coming in are being given job description and
people who match the expectations will have the right employees in the organization. Getting in
the right employees in high town by human resource is a great factor because there is a
transparency which is required by the employees and the customers which are working in the
organization.
P2: Personal skills audit and professional development plan
It is very essential to know the strengths and weaknesses of one self so that they can be
improved for the longer future. There are a requirement of a lot of skills and expectations which
have to be fulfilled. There are analysis tool which can be used and below that can support me for
perfectly analysing my different strengths and weaknesses.
Strengths
 The current trends can be adopted with the help of technological knowledge and skill

which I have.
 Managing people and their behaviour after understanding them is strength of myself and
plans an effective strategy after that.
 I can get in the right candidate in the organization after I use all the skil to analyse the
person.
 There is a development of the personal skills like innovation, influence and interpersonal
skills.
Weaknesses
 Inefficiency is going to make the chances of the training and development consultant of
the company get affected and the performance of the company as well.
 The influence abilities of the employee are going to be low which is not good for
motivating the others.
 There have to be unique features and skills which have to be present in a consultant of
organization so that there is a better future.
 There has to be a lot of experience which is required by the employees in this
organization so that there is a higher reputation and maintained portfolio as well.
Development Plan
Skills to
develop
Activities Resources needed Time
interval
Evaluation
Innovation It is very important to
read more books and
interact with more
people to get more
knowledge and
information.
Internet is a great help
in these days and
there are a lot of
learning which is
present through this
medium.
6 weeks Improving
innovation
skill is very
necessary
task to me,
so that in
the time
period of six
weeks will
try to
develop this
skill.

Time
management
The tasks for each day
have to be scheduled
and divided into
smaller parts so that
the performance can
be measured and the
tasks can be
completed on time.
There will have to be
a plan action or
schedule in front so
that there are actions
which can be taken
for a better
functioning.
4 weeks In the time
period of
four weeks,
I will be
defiantly
improved
my time
management
skills for
perfectly
manage my
time.
Team work Individual will have
to play games and
learn the skill of
coordination so that
there is going to be
better functioning.
There are a lot of
decisions which have
to be taken in an
organization and they
must be done as a
group so that there is
going to be higher
performance and
functioning.
3weeks In the time
period of
three weeks
I will be
used
different
productive
resources
for
achieving
the target of
developing
teamwork
ability.

LO2
P3: Organization development and employee's learning and training
Organisation development is a process in which changes in organization structure is
applied to increase growth and efficiency on the other hand employee's learning training
empower employee and hence increase the growth of organization.
Organization Development:
OD is scientific and critical process in which strategy and structure of the company
changes to increase the efficiency and achieve long term goal with better way. Structure of
organization is most important in achieving goals and by increase two-way communication,
brain storming improves the efficiency and loyalty of workforce towards organization and
impact on the growth of company. Controlling market with product quality can also help in
organization development (Noe and Kodwani, 2018).
Leaning and training of employee:
Learning and training of employee empower them and utilized their talent with full
potential. As the number of trained and skill employee increase in organization it increases the
growth of organization and also improves the knowledge of employee towards changing business
market of the world. Personal growth of employee benefit them in long terms in respect to
become leaders, promotions, and motivation. Employee involvement at work place and their
brain storming benefit organization for their future goal (Kundu, 2018).
P4: Continuous learning and professional development to drive sustainable business performance
Continuous learning and expert advancement is exceptionally applicable need significant for
driving maintainable business performative development for arriving at long haul benefits and
high income edges in powerful business world. Unilever the board may concentrate on different
hypotheses which can be utilized to actualize creative learning possibilities in workers for
arriving at elite guidelines in finish of set benchmarks and creation targets.
Cognitive learning theory
Intellectual learning Theory is wide system which clarifies profound thought capacities
and mental procedures if people and how they can increase constructive impact from inner and
outside elements so as to deliver imaginative learning (Young, 2020). The psychological
procedures are watching, sorting and performing speculations about organization operational

structure. Psychological learning hypothesis investigates the material and create further
comprehension of intellectual aptitudes which empowers workers to increase down to earth field
information and upgrade their psychological capacities to produce thoughts and development in
intuition designs for arriving at new potability edges and ideal models of organization
achievement.
Kurt lewin learning cycle theory
Kurt Lewin learning hypothesis is another significant model of realizing which clarifies
mental learning impacts with variable standards of conduct of people. Familiarity with life space
and outer business world learning stages encourages individuals to make sensible forecast about
future p execution development. Unilever by applying this model of learning empower solid
social inspiration designs between people promotion their separate group pioneers as each
individual conduct can be broke down and constructive learnings can be taken as inspiration.
The need of acknowledgment likewise persuades them to learn new development abilities and
perform as indicated by new boundaries set by pioneers in their working division.
Barriers to learning
 There are a few obstructions to learning in inward and outer condition of organization
where workers increase negative experience which influences their mental capacities and
physical prosperity factors. These hindrances influence their probability levels
profoundly by negative rate as it demotivates them to increase new encounters and down
to earth information essential for arriving at the set creation targets and benchmarks.
 Cognitive boundaries have enormous negative effects on workers' presentation
development as it blocks the age of thoughts and data organizing which demotivate
representatives and furthermore brings down their efficiency components to incredible
degree.
 Psychological hindrances can be comprehended as the components which stop the
developing possibilities of people and contrarily demotivate them and their working
guidelines (Gowie and et al., 2020). Such obstructions make contrast in workers mental
procedure to get oversight from pioneers and directors and it additionally cripples them to
advance in proficient profession.

Steps to overcome barriers
 Such boundaries can be wiped out by inspiring representatives to build up solid
discussion between all administrators and the delegated pioneers in bunches through
which workers can remain propelled and accomplish set focuses with high proficiency.
They will be given stages and meetings to generate new ideas will be held in organization
for giving them chances to advance and build up their essential operational abilities.
 Unilever organization must hold preparing and improvement classes underway divisions
where workers can increase new aptitudes under solid management of experienced
pioneers. The criticism and complaints of representatives ought to be given high
significance and their issues ought to be tended to by pioneers for building their trust in
working examples and keeping up solid assessment purposes of execution conveyance in
organization (Tam, da Costa Moura, Oliveira and Varajão, 2020).
LO3
P5: HPWP is used in workforce engagement and gaining competitive advantage
HPWP empower employees, which helps organizational efficiency and performance:
HPWPs used to empower employee by increase in their knowledge, skills, flexibility, and
motivation, with the expectation that the worker performance will be increased and hence
increase the growth of the organization and company also expect that employee will learn
quickly according to changing market scenario. It includes well organized training, learning, and
development of employee which helps in overall growth of the employee. HPWPs increase
employee's team working spirit and also try to reduce difference between workers so that they
remain focused on work and not involve in work politics (Odiaka and Chang, 2019).
Benifits:
HPWPs based on employee liberty in decision-making and responsibility:
HPWPs are introduced to create highly motivated, skilled, and empowered workforce
with the aims of employee linked to those of management and it impacts on growth of employee
as well as of organization. Managers try to increase participation of employee in decision-
making and encourage them to become more responsible towards organization's growth rather
than managerial control over on decision and planning of organization. Company try to gain trust
and loyalty of employee by using HPWPs practice so that efficiency of work can be increased

and workers become more focused towards organization growth as well as their own (Asmawi
and Chew, 2016).
HPWPs is a source of untapped potential for many organizations:
The primary importance of HPWPS is to create skilled and motivated workforce so that
they can provide increasing work speed and flexibility in the changing world of the business.
Many of workers do not aware of their potential using HPWPs employee can know their
potential as well increase their skills to benefit themselves as well as the organization. Rightly
implemented HPWPs in holistic manner increase productivity and quality at workplace of
employee hence increase the growth of organization.
HPWP in gaining competitive advantage:
HPWPs implemented in the organization to increase its productivity and quality and
empower employee which increase growth of the company and help in elimination or win over
competitors.
Increase the productivity and profitability of organization :
As the number of employed will be trained and become efficient hence improve
productivity and quality of the organization which increases growth of organization and hence
chance of market threat will be reduced. As the productivity and quality of product increases it
directly increases the profitability of the organization and company is more monetary effective in
terms of defeat to competitors.
Security of the company is higher in terms of leaking secret strategy and details:
As the company treat employee with respect and give chances to learn and participate in
organizational growth and development they become more loyal toward organization and the
chances of any strategy or secret documentation leaking become negligible hence safe the
organization from any upcoming competitors threat. By giving opportunity to employee increase
their devotion towards company and which directly impact on their performance which benefited
the organization.
Increase the good-will of organization:
As the number of trained, efficient and loyal workforce increase in the organization its
work productivity and quality increases which increases good will among customers as well as in

the eye of investors. It has dual effect that investors can easily be convinced and number of
customer increase hence reduce the chance of any kind of market threat from competitors.
LO4
P6: Approaches to performance management
Performance management refer to the continues process of development and training to
improve the performance of an individual by setting individual goal and team goal. Performance
management helps in achieving goals & developing skills and abilities of people. Performance
management helps in maintaining the working and performance of the employees, they plan
properly so that they can engage in the action to obtain the result in the organization and work
smoothly.
Approaches for high performance:-
Shift in Feedback Frequency:- In organization nowadays they focus on feedbacks as it helps in
development and knowing the queries so for that HR uses tools which help them in better
response to the feedback and ease the way for customer to give feedbacks easily (Schechner,
2017). Feedbacks help in improvement in working and it also helps in High performance of the
people in the workplace.
Better conversation:- The more the management conversation with their employee the better the
performance will rise as it encourage the employees and motivate them by conversioning the
issues they are facing by working in the organization. It also helps them by providing the best of
the training if they lack on some place and talking to the management help the employee in
relaxation and bonding to improve work and hard work. It increases in the high performance and
engagement work smoothly.
Bottom up:-In this they focused on company goals which company have established and while
working on that the employees focus on their personal objective and goals Working is such
environment helps in improving the performance as good culture helps the employees work
better and it also makes employee positive and keep on motivated.
Better manager training:- Training for growth and mistakes even to the manager is required and
necessary in the organization as it helps them to find their mistakes and also make them feel
connected with learning in the organization. It also motivates them toward their working and

improve their work performance. Training with the manager improves skills of the employees as
the manager have skills sets and knowledge to gain to employees.
Technologies Role:- The role of technologies in the improvement of the people performance is
critical as it helped every person in the company as technologies ease the work load and also it
helps in maintain the speed in the organization. Technologies help in advancement of working
and it also helps them to work with the tools and techniques to enhance their working and it
helps in increasing the highly performance of the organization.
Focus on culture:- Performance management just not only work for basic company goals but it
also focuses on the culture of the company and where the company need to be and what process
can take it to that place. Culture need to be so dynamic so that every employee feel connected in
the organization. It helps in the high performance of the employees and better result for the
organization (Landy, Zedeck and Cleveland, 2017).
CONCLUSION
From the above report study, it can be concluded that organization can be benefited by
HR proper knowledge of organization strategies and structures, management skills and
behaviour. Human resource management used their personal skills like searching and finding
abilities of job seeker to employ more and more professional worker. In the organization. Also
concluded from the above report that development of organization can be possible by adopting
proper strategy and structure on the other hand proper learning and training of employee increase
their efficiency and helps in organization growth and it can also be accepted that continuous
learning is a key to developed more and more professional for constant growth of organization.
HPW process is used to empower employee as well as elimination of competitors.

REFERENCE
Books and Journals
Asmawi, A. and Chew, K.W., 2016. High performance work practices (HPWP) in Malaysian
R&D organizations. Journal of Advanced Management Science Vol.4.(6).
Gowie, M and et al., 2020. Development of a core competency framework for clinical research
staff. Journal of Interprofessional Education & Practice. 18. p.100301.
Kundu, P., 2018. ORGANIZATIONAL DEVELOPMENT THROUGH TRAINING AND
DEVELOPMENT IN CITY BANK.
Landy, F., Zedeck, S. and Cleveland, J. eds., 2017. Performance measurement and theory (Vol.
25). Taylor & Francis.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Odiaka, K. and Chang, K., 2019. HPWP (High Performance Work Practices) and its role on
promoting the employee performance in the Nigerian hotel industry. Journal of
Organizational Psychology.19.(6).
Schechner, R., 2017. Performance studies: An introduction. Routledge.
Tam, C., da Costa Moura, E.J., Oliveira, T. and Varajão, J., 2020. The factors influencing the
success of on-going agile software development projects. International Journal of
Project Management. 38(3). pp.165-176.
Young, R., 2020. 15 Towards the development of intellectual capital standards. Intellectual
Capital in the Digital Economy.