Developing Individuals, Teams and Organisations: HR Report Analysis

This report, focusing on the BTEC Level 5 unit 'Developing Individuals, Teams and Organisations', examines the crucial skills, knowledge, and behaviors of HR professionals, highlighting the importance of personal skill audits and professional development plans. It differentiates between individual and organizational learning, exploring the need for continuous professional development to drive sustainable business performance. The report analyzes the implementation of high-performance work systems (HPWS) and their contribution to employee engagement and competitive advantage within organizations, using a specific organizational context. It also evaluates various performance management approaches, such as collaborative working, and assesses their effectiveness in fostering a high-performance culture and commitment. The report concludes with a synthesis of knowledge and information, providing judgments on how HPWS and related mechanisms lead to enhanced employee engagement, commitment, and ultimately, competitive advantage within the organization.

Developing
Individuals, Teams and
Organisation
1

Contents
Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Knowledge, skills as well as behaviour needed by HR professionals............................3
P2: Personal skill audit as well as professional development plan........................................4
M1 Explain a comprehensive audit related to professional skill that demonstrates evidence
of personal reflection and evaluation.....................................................................................7
D1 Produce and maintain a professional development plan set learning goals and training
in context to learning cycle assists in achieving objective related to sustainable business
performance............................................................................................................................7
TASK 2............................................................................................................................................7
P3. Differences among organizational and individual learning and training and
development...........................................................................................................................7
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................9
M2 Apply learning cycle theories, to analyse importance of implementing continuous
professional development.....................................................................................................10
TASK 3..........................................................................................................................................11
P5 Demonstrate understanding of how HPW contributes to employee engagement &
competitive advantage within a specific organisational situation........................................11
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation................................................................................................................................11
P6 Evaluate different approaches to performance management (e.g. collaborative working)
and demonstrate with specific examples how they can support high-performance culture
and commitment...................................................................................................................12
M4 Critically evaluates different approaches and make judgements on how effective they
can be to support high-performance culture and commitment.............................................12
D2 Provide valid synthesis of knowledge and information resulting in appropriate
judgements on how HPW and mechanisms used to support HPW lead to improved
employee engagement, commitment and competitive advantage........................................13
CONCLUSION..............................................................................................................................15
2

REFERENCES..............................................................................................................................16
3

INTRODUCTION
Development of skills is very important for success and growth of organisation that
assists in accomplishing goal in timely manner. In order to enhance efficiency and capability
of subordinates, the HR manager is important for achieving favourable results in future
period of time. The improvement of subordinates helps in increasing productivity as well as
profitability of organisation. The company is undertaken named as Kingfisher PLC which is
located in UK. This report deals with different kinds of facilities provide by retail sector to its
user. This report will provide discussion regarding skill, knowledge as well as behaviour of hr
manager in addition with audit related to personal skill. The description regarding training
and development is also given in this assignment and provide guidance that helps
implementing different activities in an appropriate way. Lastly, this assignment provides
explanation regarding various types of methods that provide assistance to manager to increase
high performance level of subordinates within company (Bourne, 2016).
TASK 1
P1: Knowledge, skills as well as behaviour needed by HR professionals
It is the duty of HR professional to regulate and monitor the subordinate who perform
their work within business organisation. There are various activities which is performed or
executed by HR professional in companies such as it recruiting, selection, performance
appraisal as well as many more. For performing this kind of function in appropriate manner,
the HR manager focuses on particular types of attitude, behaviour as well as knowledge that
required executing any kind of duties. There are various qualities which is going to be
mentioned below:
Knowledge
Law and government it is important for HR professionals of organisation to have a
better understanding regarding laws which is implemented by government. The HR
professional focuses on increasing their understanding level towards specific standards which
is given by government that help in achieving goal in timely manner
Personnel management HR administration focuses on ability to handle performance
of staff member in order to increase productivity level. For controlling the level of
performance of subordinates, it is necessary to perform different responsibilities, salary
fixation, and appraisal according to the performance of its employees. By performing all
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these kind of function, the HR manager focuses on providing proper support from its
subordinate.
Skills
Negotiation skills The HR professional focuses on having a negotiation skills that help
in considering issues of subordinate which is confronted at workplace and also they focuses
on resolving it. If subordinates get motivated then it help in bring positive ambience at
workplace that help in achieving goal in timely manner (Cavka, Staub-French and Poirier,
2017).
Communication skill it is significant skill that help the HR manager of Kingfisher
PLC to communicate or interact with all individual person in an appropriate manner. When
all subordinate focuses on performing their duty, the manager focuses on implementing
appropriate strategy that help in achieving objectives in timely manner.
Accountability it is needed by HR professional to accept attitude and behaviour in
respect of task which is performed for achieving favourable outcome. This type of behaviour
help HR professional to take appropriate decisions that is connected to the different program.
Critical thinking it is important for HR professionals to improve innovative thoughts
that help in increasing the efficiency of subordinate and achieve favourable outcome in future
period of time. Through this, they focus on motivating subordinate that help in taking
decisions and achieving competitive edge over rivalries at Marketplace.
P2: Personal skill audit as well as professional development plan
Skill audit plays an important role for analysing skill as well as knowledge of
individual person and also it is helpful in identifying strengths and weaknesses in an
appropriate way. It is valuable for individual person to eliminate any kind of weaknesses by
increasing strength. The Kingfisher PLC is determined as international organisations that
provide different kind of goods such as home appliances, home furnishing around the globe.
The HR manager of Kingfisher focuses on performing different types of duties in an
appropriate way that helps in organising personal audit in an appropriate manner.
Personal skills audit of mine as HR Professional of Whirlpool
Sr. No. Skills as well as Competencies Self-assessed
Score
Score from others Variances
1 Capability of Team building 9 8 1
2 Conflict resolution skills 8 9 -1
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3 Skill of decision-making 9 8 1
4 Confidence Level 8 7 1
6 Communication skills 9 8 1
7 I.T skills 7 8 -1
8 Critical thinking 8 7 1
(In above given table, the negative variance is considered as strong point as well as positive
variance is determined as weaker section)
There are various favourable and adverse points are assessing by using above given skill
audit plan that is given below:
Strength Weakness
 I have superior skill of internet surfing
that assists me in assessing particular
information from different online
sources.
 I have superior skill related to training
as well as development program that
help in maintaining or managing
superior relation with team members.
 I have low communication skill that
restricts me to interact with teammates
in a proper manner.
 My skill related to problem solving is
not too superior that restrict me in
performing different duties in an
appropriate manner.
 My presentation as well as I.T skill is
not superior so that we cannot
communicate important information in
respect of work in an appropriate
manner.
Personal development plan (PDP) for HR officer role
PDP statement is a process that help in setting action plan in order to overcome from
weaknesses and improve strength during particular phase of time period (Lin and Sanders,
2017). Personal development plan related to HR manager which is going to be mentioned
below:
Sr
.
Learning
Objective
Current
Proficiency
Target Proficiency Development
Opportunities
Judging
criteria
Time
Scale
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N
o
1 Commun
ication
skills
My
communication
skills are not
superior through
which I had
confronted too
much issues
while interacting
with member of
team.
I need to increase
abilities to interact
well with its
subordinates.
For increasing
these kind of
skill to
increasing my
engagement
towards
lectures as
well as
seminars.
Judging
criteria is
based on
review or
feedback
given by
employees.
1 month
2 Problem
solving
skills
My problem
solving skill is
determined as
average through
which I had
faces different
issues in order to
give solution to
my teammates.
I want to increase
my skills for
acquiring solutions
that is offered to its
teammates.
It helps in
increasing
engagement
of myself to
handle
different
situations
Board of
directors as
well as
managers
1.5
months
3 IT skills My IT skills are
determined as
average and I
am not capable
to record
significant data
of subordinates.
For increasing this, I
am focusing on
increasing
understanding level
regarding techniques
of adopting latest
equipments for
managing records in
better way.
This skill
must be
enhanced by
increasing my
involvement
in certified
courses.
Top level
managers as
well as BO
2 months
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M1 Explain a comprehensive audit related to professional skill that demonstrates evidence of
personal reflection and evaluation.
Skill audit plays an important role for analysing skill as well as knowledge of
individual person and also it is helpful in identifying strengths and weaknesses in an
appropriate way. It is valuable for individual person to eliminate any kind of weaknesses by
increasing strength (Lucas and Spencer, 2017).
D1 Produce and maintain a professional development plan set learning goals and training in
context to learning cycle assists in achieving objective related to sustainable business
performance
On the basis of given table of professional development plan, it is assess that it is
necessary to improve different skill such as communication skill, I.T. skill as well as problem
solving skill that helps in increasing performance in future period of time. It also helps in
achieving goal and objective in timely manner.
TASK 2
P3. Differences among organizational and individual learning and training and development
Individual learning it has been described as a function related to developing skill as
well as knowledge that help in interaction with external sources. Their manager of Kingfisher
PLC focuses on considering the strength as well as weakness of subordinate that help in
conducting effective learning program.
Organisational learning it is the procedure of communicating with competent
subordinate in order to increase performance level of organisation and achieving competitive
edge over rivalries at Marketplace. The HR professional of Kingfisher PLC focuses on using
innovative style related to learning that help in achieving better outcome in future period of
time.
Differences between individual and organisational learning
BASIS INDIVIDUAL LEARNING ORGANISATIONAL
LEARNING
SCOPE The scope of individual learning is
determined as a low because they
The scope of organisational learning
is larger because it increases
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emphasize on increasing
knowledge skill of individual
person.
knowledge and skills of overall
organisation.
RIGIDITY It is determined as flexible because
it is not only considered as a
specific purpose of training but an
individual person focuses on
increasing knowledge from any
kind of source.
This type of learning is totally based
on administration. In this kind of
learning, the management team
focuses on all sources related to
learning of subordinate.
TIME It is determined as a regular
procedure of improving career and
does not based on time duration.
Time is managed by management
team for increasing skill as well as
knowledge.
Training it is considered as an activity related to increasing specific skill and
competency of individual person that is adopted by organisation in order to perform different
task in an appropriate manner. The duty of HR professionals to conduct various kind of
training program that help in increasing skill of subordinate for achieving success as well as
growth in future period of time (McMurtry, Rohse and Kilgour, 2016).
Development it is determined as an ongoing process of improving skill and capability
of individual person that help in executing different functions of Organisation in an
appropriate way. It is whole development and improvement of individual person that help in
bringing positive ambience at workplace. The HR professional of Kingfisher PLC focuses on
ability of its subordinate that helps in accomplishing both personal and professional goal.
Differences between training and development
BASIS TRAINING DEVELOPMENT
ORIENTATION This is determined Job-oriented. This is determined as career-
oriented
SKILL It increases efficiency level of
staffs that assists in
implementing task in an
appropriate way.
It enhances concepts, performance
of subordinates.
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AIM The primal purpose of training is
to enhance knowledge of
individual person that are
connected with allotted task.
The purpose of development is to
increase skill that is helpful in
career (Pareek and Purohit, 2018).
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance.
In context of individual it is important to focus on the concept of learning and
development so that goes are achieved in proper manner. Through you are causing on self-
development as well as growth it is easier to increase and enhance performance at higher
level. The need for continuous learning and professional development is discussed below-
Continuous learning-
It is defined as process of increasing and enhancing skills as well as in the capabilities
of an individual at continuous level so that learning is carried out on regular basis. In
reference of selected organisation, they also adopt this continuous learning process which
helps employees to expand their level of knowledge and also assist in achieving competitive
advantage (Proctor, 2018).
There are various reasons for the need of continuous learning which are mentioned below-
 Keeps mind sharp- The process of continuous learning important because it is assist
in keeping mind sharp of individual which is helpful at workplace. It is often seen that
when mind is sharp new ideas are generated easily.
 Develop habitual of learning- Through focusing on this continuous learning
individual is able to develop a good habit of learning at regular level which is
beneficial for personal growth as well as development in this competitive field.
It has been stated that adapting continuous learning help in driving of sustainable business
performance as because it makes employees knowledgeable and motivated to achieve hire
work efficiency at workplace (Rudman, 2020).
Professional development- It is a process in which developing of abilities skills
knowledge is being carried out amongst individuals through engaging them with various
professional programs like webinars, sessions, on the job and off the job training and many
more. This is also examine that professional development is necessary to drive sustainable
business performance because it increases and enhances performance level of subordinates
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which leads to higher productivity and resulting in better business performance. There are
also various reason for the need of professional development which is described as follows-
 High retention- As with the help of professional development employees able to
improve their weak areas which help them to produce better results. It act as
benefit for organisation because employee retain for a longer period of time.
 Encourage problem solving- Then in an organisation professional development
is focused by employers it assist in improving problem solving skills because
subordinates become aware about their abilities through which problems in
enterprise are resolved in most effective manner (Wilson, 2017).
Kolb Cycle-
Concrete experience- It is a type of experience in which situations are being faced by
individual. With the help of this experience it is easy to develop critical thinking skills and
decision making (Ratten, 2018).
Reflective experience- It is another stage of this reflective cycle in which states that
after the experience has been occurred individual put a reflects on that experience and try
to examine difference between prior understanding of subject.
Abstract conceptualization- After the experience has been faced by individual, new
perception is developed by then with new ideas and assumptions. For example learner
may avoid the regular used method and might adopt a new one which is most appropriate
Active experimentation- It is being a last stage of reflective cycle in which learner
actually use that experience into real course of action and with new ideas. Through this,
process proper of decision making is done so that objectives are achieved in efficient way
M2 Apply learning cycle theories, to analyse importance of implementing continuous
professional development.
According to learning cycle theory of Kolb, it states that continuous professional
development is essential for achieving higher growth. Moreover in this learning cycle several
stages has been explained which are concrete experience, reflective experience and active
experimentation. It is often examine that and individual and counter the stages when
continuous learning is being adopted.
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TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement &
competitive advantage within a specific organisational situation.
High performance work refers to process in which HR practices are being used
training selection with purpose of in its effectiveness in organisation. In context of Kingfisher
PLC, system of HPW is a major reason for high performance of employees because it
contributes to personnel engagement and makes them aware about their inner capabilities.
This concept of HPW is beneficial for both employee as well as employee as because in
terms of employee they developed their skills which can be used by them in their professional
career where was in terms of employer was it is beneficial for them because when
subordinates are developed professionally at workplace chances of risks are reduced.
Characteristics of HPW-
 Participative leadership- It is one of the most important characteristics of HPW on a
region in which leader involving with team members actively and analysing object is
implemented is being determined.
 Decision making- It is another characteristics of HPW in which effective decision
making of employers and leaders is analysed so that at workplace understanding is
developed.
Employee engagement-
 Open & clear communication- With the help of focusing on high power work
system because open and clear communication is carried out by HR as well as
windows which allow employees to engaged within the activities of business.
 Managing conflicts- Through use of HP w employees are able to deal with their own
problems and manage conflicts within a management in effective manner which also
leads to engaging with management as well as colleagues (Ratten, 2018)

Competitive advantage-
 With high power work employees at workplace and develop their skills at higher level
which is being taken as a competitive advantage.
 Organisation is about talented and deserving candidates as well as capabilities which
they use at time of emergency and gain competitive benefit.
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation.
In context of Kingfisher PLC, HPW is a system through which they can gain
comparative benefits which is beneficial for their growth and development in this competitive
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market. In reference of selected enterprise, there are various types of benefits which are
gained by them through applying high power one analysis of skilled employees at workplace,
implementation of strategies, awareness about progression performance level etc. It is duty of
the HR manager to make ensure that this system is being applied at appropriate aspects in
different situations of enterprises and events. (Rudman, 2020).
P6 Evaluate different approaches to performance management (e.g. collaborative working)
and demonstrate with specific examples how they can support high-performance
culture and commitment.
In concept of performance management they are very types of approaches which are
used by Kingfisher PLC and are mentioned below-
Collaborative working- It is one of the best method which is carried out in
performance management in which work is carried out mutual cooperation and coordination
which results in better and effective output. This approach of performance management
supports high performance culture as well as commitment because through this so it was
engaged with each other which reflect me performing team and also their commitment
towards their roles or responsibilities (Proctor, 2018).
Comparative approach- Because another process of performance management in which
manager of enterprises compare performance of employee with other employees and also
compare progress level performance. With the use of this approach in performance
management managers on HR are able to make decisions about performance of subordinate
at workplace. In reference with this approach, it also supports high performance culture as
because by comparing performance with each other motivates employees to deliver higher
output (Wohlers and Hertel, 2017).
Through analysis of above discussed approaches to performance management, it has
been evaluated that it is important for enterprises to use a process which leads to
determining performance level of subordinates with work environment.
M4 Critically evaluates different approaches and make judgements on how effective they can
be to support high-performance culture and commitment.
Comparative approach- It is a method of performance management in which
comparison of employee performance with themselves and other colleagues is carried out and
distance about progress level is made.
Advantages
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 Through use of this method it is easier to you made judgement and medicine about
progress level of subordinate easily.
Disadvantages-
 By comparing performance of employees with each other results in conflict between
which can also leads to negative impact on their work efficiency.
Collaborative working- In this approach of performance management, all employees are
being put together to work as a collaborative team which leads to positive output.
Advantages
 Main advantage of this approach is that it establishes a possible relationship with
other colleagues and team members which reflect their mutual cooperation.
Disadvantages
 Main drawback of this method of performance management is that due to different
opinions and perceptions it might not be successful at all level.
Both these discussed approaches of performance management are beneficial and support
high performance culture as well as complete man as they are used for or achieving higher
growth and engaging employees with each other which leads to positive outcomes.
D2 Provide valid synthesis of knowledge and information resulting in appropriate judgements
on how HPW and mechanisms used to support HPW lead to improved employee
engagement, commitment and competitive advantage.
In business organisation high performance work system is being in trending and
emerging concept which is carried out and entity by every entity to achieve goals and
objectives. (Youngs, 2017).
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15

CONCLUSION
On the basis of above given report, it has been analysed that development of skills is
very important for success and growth of organisation that assists in accomplishing goal in
timely manner. In order to enhance efficiency and capability of subordinates, the HR
manager is important for achieving favourable results in future period of time. The
improvement of subordinates helps in increasing productivity as well as profitability of
organisation. The description regarding training and development is also given in this
assignment and provide guidance that helps implementing different activities in an
appropriate way. Lastly, this assignment provides explanation regarding various types of
methods that provide assistance to manager to increase high performance level of
subordinates within company.
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REFERENCES
Books and Journals
Bourne, L., 2016. Stakeholder relationship management: a maturity model for organisational
implementation. CRC Press.
Cavka, H.B., Staub-French, S. and Poirier, E.A., 2017. Developing owner information
requirements for BIM-enabled project delivery and asset management. Automation in
construction, 83, pp.169-183.
Lin, C.H. and Sanders, K., 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal, 27(2), pp.300-317.
Lucas, B. and Spencer, E., 2017. Teaching Creative Thinking: Developing learners who
generate ideas and can think critically (Pedagogy for a Changing World series). Crown
House Publishing Ltd.
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.
Pareek, L.U. and Purohit, S., 2018. Training Instruments in HRD and OD. SAGE Publishing
India.
Proctor, T., 2018. Creative problem solving for managers: developing skills for decision
making and innovation. Routledge.
Ratten, V., 2018. Sport entrepreneurship: Developing and sustaining an entrepreneurial
sports culture. Springer.
Rudman, R., 2020. Performance planning and review: Making employee appraisals work.
Routledge.
Wilson, N., 2017. Developing distributed leadership: Leadership emergence in a sporting
context. In Challenging Leadership Stereotypes through Discourse (pp. 147-170). Springer,
Singapore.
Wohlers, C. and Hertel, G., 2017. Choosing where to work at work–towards a theoretical
model of benefits and risks of activity-based flexible offices. Ergonomics, 60(4), pp.467-486.
Youngs, H., 2017. A critical exploration of collaborative and distributed leadership in higher
education: Developing an alternative ontology through leadership-as-practice. Journal of
Higher Education Policy and Management, 39(2), pp.140-154.
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