Developing Individuals, Teams, and Organisation: A Case Study Report

This report examines the skills, attributes, and development of an HR advisor within the context of High-town Housing, a charitable organization. Task 1 focuses on the knowledge, skills, and attributes required for the role, including a detailed personal skill audit and a proposed professional development plan. The audit reveals areas needing improvement, leading to a plan that outlines activities, resources, and timelines for enhancing skills such as knowledge of legislation, HR policies, and communication. Task 2 explores the learning and development culture within the organization, differentiating between individual and organizational learning, and between training and development. The report emphasizes the importance of continuous professional development (CPD) for preparing workers for unexpected changes, developing a strong brand image, and sustaining a competitive market position. The report concludes by highlighting the significance of continuous learning for all professionals.

Developing
Individuals, Teams
And Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
TASK 2............................................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
POWERPOINT PRESENTATION: .............................................................................................12

INTRODUCTION
Development is a key aspect for any kind of business entity in order to sustain in
competitive environment (Moxen and Strachan, 2017). Thus, this is crucial for
companies to develop their individuals and teams so that they can perform in effective
manner. In addition, this is important for managers to guide their employees so that they
can guide their activities as accordance of requirement. The project report is based on
the case study of High-town Housing which is a charitable association and helps to
those people who can buy home. The company is located at different locations such as
Hertfordshire, Bedfordshire etc. The report covers knowledge, skills needed for HR
professional. As well as factors that are needed to be considered for development.
TASK 1
(a) Knowledge, skills and attributes needed to carry out for role of HR advisor.
HR advisor- The role of HR advisor is to work with HR directors and senior managers to
make better recruitment and hiring process. This is essential that HR advisors should
have effective skills and attributes in order to perform role in an effective manner. Below
some knowledge, skills and attributes are mentioned that are as follows:
Knowledge- This is necessary for an employee to have proper knowledge about the
task for which the organisation hired. In the absence of proper knowledge this can be
difficult for employees to perform given task. Such as in the aspect of High-town
Housing company, the HR advisor should have below mentioned knowledge :
 Proper knowledge of different aspects- This is essential for HR advisor to have
knowledge of absence management, performance management and many more.
It is so because if advisor will above managerial aspects then there will be less
chances of conflicts. Such as in above High-town Housing company, HR advisor
this is essential for candidates to have those aspects.
 Knowledge of legislations and laws- The HR advisor should have knowledge
about different kind of legislations and laws such as employment law (Woodcock,
2017). In the aspect of High-town Housing company, HR advisors should have

complete updated knowledge about different laws so that their organisation can
comply with these easily.
 Proper knowledge of HR policies- An advisor of HR can give better suggestions
to HR if he/she has enough knowledge of HR policies. Same as in the above
company, the HR advisor should be well known of different human resource
policies.
Skills- The term skill can be defined as ability to do some specific task or work. An HR
advisor should have a vital range of skills so that various crucial tasks can be
completed. Herein, below some skills are mentioned for the role of HR advisor such as:
 Skill to prepare letter templates- This is essential for HR advisor to have skill to
produce letter templates for policies, occupational health referrals etc. In the
High-town Housing company for the post of HR advisor, this is essential for
candidates to have skill for preparing letter templates.
 Skill to manage HR assistant- In addition, the HR advisor should be able to
develop and manage the assistant of HR. It is so because in the absence of
managing work of HR assistance there can be vital range of conflicts between
employees and HR policies. For above company's HR advisor, this is important
to have skill for proper management of task and activities of HR assistant.
 Communication skill – This is one of the key skills which is essential for any kind
of profession. For HR advisor, verbal and non verbal communication skills are
essential. Like for above company, their advisor is required to have better skills
through email, letter etc.
Attributes- The term attributes can be defined as characteristics that are needed for any
profession (Housley, 2017). Same as the post of HR advisor, different kind of attributes
are needed and some of them are demonstrated below such as:
 Ability to monitor key performance indicator- This is important for HR advisor to
monitor KPI such as absence, support to line manager etc. Like for above High-
town Housing company, the HR advisor should have attributes of monitoring key
performance indicators so that appraisal of employees can be done.

 Assist and support to business – HR advisors should have attributes to support
companies to manage team changes, restructures, relocations etc. in order to
assure that employees are supported. Such as in above High-town Housing
company, this is necessary for advisor of human resource to support their
company by evaluation of their employees performance. Punctual of time- A good HR advisor should be punctual of time so that
employees can be motivated. For the post of HR advisor in High-town company,
this is necessary for candidates that they should attend meetings, hearing
processes on time.
(b) Detailed personal skill audit.
This is crucial for managers to audit skills and capabilities so that effective
actions can be taken in order for improvement (Ellis, 2018). Herein, below in the aspect
of above High-town Housing company their HR advisors' knowledge, skills and
attributes are audited in such manner:
Rating scale
KSA (Knowledge, skills and attributes) Very good Good Adequate Limited
Knowledge :
Proper knowledge of different aspects ✔
Knowledge of legislations and laws ✔
Proper knowledge of HR policies ✔
Skills :
Skill to prepare letter templates ✔
Skill to manage HR assistant ✔

Communication skill ✔
Attributes :
Ability to monitor key performance indicator ✔
Assist and support to business ✔
Punctual of time ✔
Summary – On the basis of above audit report of KSA, this can be find out that the HR
advisor of above High-town Housing company has poor knowledge, skills and attributes
of various aspects. There is only one attribute in which their advisor is very good and
except of it all the skills are needed to be improved.
(c) Professional development plan.
Professional development plan – It can be defined as a kind of plan which is prepared
by companies in order to enhance the skills and capabilities of employees (Jelphs and
Dickinson, 2016). Based on the above audit of HR advisor of High-town Housing,
professional development plan is prepared below:
Development
objectives
Priority Activities to
be
undertaken
Resources Timeli
ne
Criteria for
success
1. Knowledge of
legislations and
laws
Medium
priority
basis
In order to
improve the
knowledge
regards to
legislations,
this is
important for
To enhance
this
knowledge of
HR advisors,
resources can
be recent
articles
2
month
s
The
measurement of
it can be done by
evaluating
whether HR
advisor is able to
comply different

organisation
to analyse
which kind of
legislations
are needed
to be
developed in
HR advisors.
published by
UK
government
about
legislations.
aspects with
legislation or not.
2.Proper
knowledge of HR
policies
Higher In this
aspect, the
managers
should
provide
proper
training
programs in
order to
improve HR
policies.
In this, the
resources can
be theoretical
contents
published by
different
authors about
human
resource
policies.
3
month
s
This can be
evaluated by
checking
performance of
HR advisor in the
aspect of HR
policies such as
regards to
performance
management.
3. Skill to manage
HR assistant
Medium This can be
enhanced by
focusing on
reason of
conflicts
between HR
assistance
and advisor.
This skill can
be improved
by providing
training about
how to
manage
subordinates.
1
month
The
measurement of
this skill can be
done by checking
whether assistant
of HR is working
under guidance
of advisor or not.
4.Communication
skill
Higher For
improving
this skill,
The
communicatio
n skills can be
3
month
s
This skill can be
measured by
taking feedback

managers of
company
should focus
on those
aspects
which are
causing as
lack of
confidence in
making
communicati
on.
improved by
increasing self
confidence so
that HR
advisor can
make
conversations
with HR.
from
subordinates that
whether their HR
advisor is able to
communicate in a
proper way or
not.
5. Assist and
support to business
Higher The manager
of above
company
should give
maximum
chances to
HR advisors
to work with
HR so that
they can gain
experience.
This attribute
can be
enhanced by
increasing
knowledge
about various
aspects such
as team
change,
restructure
etc.
2
month
s
It can be
measured by
assessing
contribution of
HR advisors in
process of
change
management.
6. Punctual of time Higher For this,
above
company
should start
“fine of
pound” if HR
advisor not
To enhance,
this attribute,
the HR
advisor should
be given
example of
ideal staff
Less
then
one
month
This can be
measured by
checking punch
in and punch out
time period of HR
advisor for some
days.

follow the
time.
members who
come on time.
This can
motivate
advisor to
become
punctual of
time.
TASK 2
(d) Learning and development culture within organisation.
Introduction- The briefing paper contains detailed information regards to role of
learning and development for companies. As well as about difference between training
and development and role of continuous profession development plan is also covered.
Individual learning- This can be defined as ability to create knowledge by individual
reflection about external external.
Organisational learning- It is a process of making, retaining and transferring knowledge
in an organisation (Brunning, 2018).
The above High-town Housing company is implementing both of the learning
approaches for developing new skills and capabilities. As well as for improving current
skills of their employees.
Difference:
Individual learning Organisational learning
It deals with enhancement of individual
employees skills and capabilities.
While under this, development of entire
organisation skills, learning is focused.
It is self directed learning process which is
based on workplace. In above High-town
Housing company, if any specific skills is
Under this learning, the entity itself learn
and develop. In above High-town
Housing, this can be taught by effective

taught to a staff member then individual
learning can be addressed.
training and development.
Training- This can be defined as a process of enhancing employees skills and abilities
so that they can contribute for companies in an effective manner. In above High-town
Housing company, their employees skills are enhanced by effective training.
Development- This is process that creates focus on continuous growth of employees so
that they can sustain in any typical situation (Waddell, Cummings and Worley, 2019).
Difference:
Basis Training Development
Term This is a short term process. Such
as in above High-town Housing
company training programme is
needed for just 2 months.
While, this is a long term process
and for above company, it is
needed for entire time period.
Orientation This is work oriented While it is carrier-oriented.
Objectives Its objective is to enhance the
work process of team.
On the other hand, it is applied for
futuristic time period in order to
resolve problems.
Continuous profession development- This can be defined as a continuous process of
developing, managing and documenting the professional skills. In the above company,
this aspect is needed to enhance the skills and capabilities of their staff members.
Below the need of continuous learning profession development plan are mentioned that
are as follows:
 Prepare worker for unexpected- This is a type of learning model that can be
applied by High-town Housing company to make their employees able to work in
case of unexpected changes.
 Develop brand image- In order to create strong brand image, the CDP process
can be beneficial for companies (Tattum and Tattum, 2017). Such as in above

company if they will implement this process then their way of providing services
can be enhanced in an effective manner.
 Sustain in market- It can be useful for entities to sustain in market strongly. It is
so because if companies will apply this then their operational activities will
enhance. Same as in above company, the CDP model can be useful for them in
order to sustain in competitive market.
CONCLUSION
On the basis of above project report it has been articulated that every profession
requires some specific skills. Under the report, KSA for post of HR advisor are
concluded. The further part of report concludes about audit plan in order to make
development plan for HR advisor of chosen company. In the end, role of learning and
development for companies is detailed in report.

REFERENCES
Books and journals:
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Woodcock, M., 2017. Team development manual. Routledge.
Housley, W., 2017. Interaction in multidisciplinary teams. Routledge.
Ellis, P., 2018. Leadership, management and team working in nursing. Learning
Matters.
Brunning, H., 2018. A manual of organizational development: The psychology of
change. Routledge.
Jelphs, K. and Dickinson, H., 2016. Working in teams 2e. Policy Press.
Waddell, D., Creed, A., Cummings, T .G. and Worley, C.G., 2019. Organisational
change: Development and transformation. Cengage AU.
Tattum, D. and Tattum, E., 2017. Social education and personal development.
Routledge.