BTEC HND in Business: Developing Individuals, Teams & Organisations

This assignment focuses on developing individuals, teams, and organizations, emphasizing the crucial role of human resource professionals in fostering positive behaviors and skills. It identifies training and development needs, comparing organizational and individual learning, training, and development within the context of Marks and Spencer. The report highlights the importance of continuous learning and professional development for sustainable business performance, and it explores how High-Performance Work practices contribute to employee engagement and effective performance management. The assignment concludes by underscoring the interconnectedness of individual growth, team effectiveness, and organizational success.

Developing Individual, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determining the appropriate knowledge, skills and behaviour that are required by human
resource professional...................................................................................................................1
P2 Identifying training and development needs considering the knowledge, skills and
behaviours...................................................................................................................................2
TASK 2............................................................................................................................................6
P3 Comparison between organisational and individual learning, training and development. ...6
P4 Analysing the need of continuous learning and professional development to drive
sustainable business performance ..............................................................................................8
TASK 3............................................................................................................................................9
P5 Demonstrating the understanding about the way HPW contributes to employee
engagement ...............................................................................................................................9
P6 Approaches to performance management............................................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
There is direct relationship among individual, team and development of business. The
important characteristics of High performing professional is that they work above their capacity
and maintain themselves to the high degree of accountability as well as responsibility. Such
individuals use their knowledge and skills in order top assist organisation in achieving their
business goals and objectives. These people have the knowledge about the value of their work in
business. High performing people have the capability to form effective as well as high
performing team. These group of workers work together in order to achieve common goals.
Team and company collaborate, The strength and weakness of each member get joint that assist
business unit in increasing its competencies and support firm in gaining competitive advantage.
The purpose of the study is to assist individual in developing understanding about
various skills and knowledge required for performing their roles as well as responsibility at
work place in systematic manner. It also highlights the major difference between organisational
learning, training and development in context of marks and Spencer firm.
TASK 1
1 Determining the appropriate knowledge, skills and behaviour that are required by human
resource professional
The personal manager in company is required to develop positive behaviour and high
influencing power as these skills will help them in motivating other people to improve their
performance at workplace. It is very essential for human resource manager in a firm to posses
specialised abilities as well as knowledge such as effective communication, management,
leadership qualities etc. as these capabilities will support persona manager in providing suitable
guidance and training to employees. In addition to these skills the observation abilities will
assist them in identifying the qualities of candidates and selecting as well as recruiting right
candidate at right place. These abilities and competencies will allow human resource manager to
maintain their position in organisation and support them in fostering career growth. Positive
attitude and learning behaviour will enable human resource manager in enhancing their
knowledge and analysing the will allow them to develop various skills that can be used by them
for fulfilling their roles and responsibilities in systematic manner (Buxton, Burns and De Muth,
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2012) It also provides them a chance to produce desired outcome and an opportunity to get
satisfaction from work. The various other abilities that will help human resource manager in
exploring as well as capturing various opportunities are :
Coordination-As the role of human resource manager is to facilitate effective coordination and
flow of information within business unit. It is required by them to develop effective
coordination skills and influencing power. As this will assist personal manager in facilitation
effective coordination among various functional department.
Creative or innovation abilities-This skills will allow human resource management to develop
effective, safe and healthy work environment. This will further support personal manager in
motivating employees to put their high efforts in achieving organisational goals and objectives.
It will also allow them to ensure high performance working environment. Creative abilities will
allow human resource management to development effective culture at workplace and support
firm in increasing uniqueness. It also enables them to promote equality and diversity.
Management knowledge-This knowledge support human resource manager in managing various
activities and people in business. It will also support human resource manager in formulating
effective policies and strategies for managing people and various business activities.
Effective communication abilities-this capabilities will help personal manager in defining the
roles and responsibilities of each individual in organisation.
Knowledge about human resource practices- It will assist personal manager or employer in
performing their roles as well as responsibilities in systematic manner. The roles of human
resource management includes recruiting staff, preparing job description, checking application
forms etc. It is very essential for human resource manager to keep update themselves with the
latest changes or trends in human resource practices and employment law as little mistake by
human resource manager in complying with law may create the legal obligation on firm.
Negotiating and problem solving skills-this abilities will allow human resource manager to
identify various business and employees problems. It also enables them to identify suitable
solution for issues (St‐Jean,2012. )
2 Identifying training and development needs considering the knowledge, skills and behaviours
Personal Skills Audit Good Little No experience
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Job : Human resource
manager
Knowledge about
information technology.
Internet
Knowledge about the use
of database
Usage of Human resource
and other computer
software
Email
Power point presentation
skills
Basic computer knowledge
including utilisation of
various application
Ability to use library and
other source for gathering
reliable and accurate
information. (Analytical
and observation skills)
Communication skills
Drafting employment
contracts
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Preparation of
advertisement
Oral presentation
skills
Writing and
presenting reports
related to employees
performance
Providing training to
workers
Knowledge about the
language used in
interview
Creative and
innovative skills in
order to provide
effective solution to
various business
problems
Method adopted for
resolving disputes
Good little excellent
The knowledge about
making effective and
appropriate utilisation
of reasoning and oral
communication skills
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during critical and
complex situations.
Analysing and
identifying alternative
solution for one
solving single
problems.
Seeking other advice,
ideas or suggestions in
order to find suitable
solution to specific
problem.
Formulating effective professional development plan
Effective professional development plan highlights the objectives of developing various
abilities and gaining or enhancing knowledge about particular field. Professional development
plans includes various stages such as :
Stage 1: This is the initial stage of professional development plan in which individual takes
initiative to seek advice from other members. It is also considered as self assessment stage. The
objective behind facilitating self-assessment procedure is to identify the abilities that are
required to be developed, and recognising self interest, capabilities and values. This activity
assists individual in analysing their internal strength and weaknesses. It provides individual an
opportunity to identify the other person perception about them and analysing the way their
behaviour or activity influence other people at work.
Stage 2: Examining or observing the other people abilities- It is very essential for James to
observe the method of performing adopt by other member and take initiative to analyse the
abilities or capabilities required to perform particular task. As this activity will help them in
learning from other mistakes and gaining practical experience.
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Stage 3 : Analysing the abilities or skills for performing task in various functional unit in Marks
and Spencer. It is very important for James to gain knowledge about the task or roles assigned to
them as this will help in determining the various skills required to perform particular activity at
workplace. As this will support James in improving his performance, getting satisfaction from
work and it will also support him in ensuring or producing effective outcome.
Stage 4- Exploring as well as capturing learning and development opportunities-It is very
significant stage that provides individual an opportunity to enhance their knowledge, gain
expertise in particular field and develop various abilities that can help them in fostering career
growth. Training, seeking advice or support from surrounding people, attending seminars,
camps training and development programme that can help individual in enhancing their
knowledge.
Stage 5 : Monitoring, recording and examining staff member progress-This activity encourage
individual to develop learning behaviour and facilitate learning process. It also can support
James in identifying effective as well as effective ways for improving performance in
organisation. This activity also support them in ensuring success and fostering career growth. It
also helps person in identifying various factors that may create barriers in delivering high
performance within organisation or achieving career goals (Grohmann and Kauffeld,2013)
TASK 2
P3 Comparison between organisational and individual learning, training and development.
Learning is considered as the enhancement of knowledge that is gained through
experience. Organisational learning is defined as the learning and development programme that
is being facilitated and organised by human resource manager in enterprise. The major objective
of organisational or collective learning procedure is to assist employees in improving their
performance at workplace and motivating them to increase their contribution towards
achievement of business goals and objectives. It also provides firm an opportunity to facilitate
or implement major and significant changes in structures in order to improve business
performance. Whereas Individual Learning process is conducted for gaining knowledge about
particular facts, analysing new procedures etc. (Gibbs,2012)
Organisational learning is a procedure in which business structure and culture motivate
individual for facilitate learning. A learning enterprise intentionally develops suitable strategies
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and structure in order to enhance training and education. On the other hand individual learning
and development program is being conducted on the basis of person requirement and desire.
Organisational as well as individual learning is the long term process whereas training is
a short term procedure that involve various events. The learning programme emphasizes on
gaining or enhancing knowledge related to the particular field. On the other hand development
programmes helps individual in overall personal as well as professional development.
Development procedure has wide scope as compared to training. The extend of training
event is related to assisting individual in developing specific skills or capabilities that are
required to perform particular activities. While development programme support person in
developing competencies that is required for performing various task in enterprise. The training
programmes assist individual in improving their performance. It also emphasizes on improving
the quality of goods as well as services, it also helps human resource manager in identifying
various ways in order to improve working environment and culture. Where as the aim of
development programme is to assist person in enhancing their personality and fostering personal
as well as professional growth (Calderhead, 2012.)
Enterprise learning verses personal learning
Enterprise learning provides individual an opportunity to share their knowledge, values,
beliefs and skills with other people at workplace. The collaborative learning is the event that is
organised and managed by group of employees in order to gain basic knowledge about the
various business activities. It also allows workers to keep themselves with the companies
objectives and goals. Whereas, Individual learning program helps individual in analysing their
own interest, identifying their strength as well as weakness. Personal learning also allows person
to analyse the need of development of various skills and enhancement of knowledge. It is
conducted and managed by person who has desire to learn new facts and increasing knowledge
about particular field.
The purpose of organisational learning is to allow employees to gain expertise in
particular field. On the other hand the objective of personal learning is to assist individual in
increasing their learning capacity. The opportunities that are generated by personal learning are
captured by individual or specific user. On the other hand the benefit of organisational learning
is gained by all employees.
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The personal learning process is conducted by person in order to foster personal growth.
While organisational learning is facilitated for allowing workers or employees to develop
professionalism (Pedler, Burgoyne and Boydell,2013.) As this activity allows business unit to
deliver quality services and product to customer. It also enables enterprise to attract more
numbers of customers by providing them innovative products in professional manner.
P4 Analysing the need of continuous learning and professional development to drive sustainable
business performance
It is essential for employees in marks and Spencer to adopt continuous learning
behaviour will help them in enhancing their knowledge and development of various skills or
abilities. This activity also provide workers a chance to gain depth knowledge about their field,
roles and responsibilities. Continuous learning process provides workers an opportunity to keep
update themselves with current or latest business trends and also allows workers to make
significant contribution in achievement of business goals and objectives. It also enables
employees to improve their performance standard. Continuous learning provided benefit to both
business unit and employee. This procedure helps individual and business entity in achieving
success and fostering growth. The purpose of continuous learning process is to safeguard the
employee and employer professional career (Shek and et. al., 2013) The significance or
requirement of facilitating continuous learning and professional development programme.
1. It allows employees to keep update themselves with companies policies, plans and
strategies. Continuous learning allows person to make their contribution or increase their
contribution in decision making process and other business activities.
2. This activity also provide employee an opportunity to support human resource manager
in formulating strategies and effective as well as suitable organisational plans.
3. It assists business entity in increasing productivity, providing satisfaction to employees
and reducing employee turnover rate.
4. Continuous learning programme allow workers to develop specific abilities that will help
them in fulfilling or meeting organisation and customer expectations.
5. Professional development programme supports human resource manager in ensuring
loyalty among employees. It also enables employer and employee to develop healthy
relationship with each other.
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6. It provides firm a chance to retain high talent and maintain their business performance.
Retaining talented and skilled employees assist business entity in fulfilling their
objectives. It also provides firm an advantage to increase its profitability, sustainability
and foster growth. High performance workers also encourage enterprise to facilitate
innovation and expand their core business activities.
7. The employees that adopt continuous learning behaviour have high potential to adjust in
continuous changing environment. As such most of the companies such as marks and
Spencer preferred to select such candidates those who have high risk bearing capacity
and political nature. These types of workers are very much beneficial for firm as they
assist business entity in providing effective as well as suitable response to changing
environment. It also companies in identifying appropriate methods for minimising the
effect of external environmental variables on business operations.
8. Continuous learning programme helps individual in analysing suitable solutions to
business or personal problems.
9. It also provides person a chance to identify ways for maintaining work life balance and
increasing working efficiency.
10. Continuous learning procedures allow employees to develop professionalism, and to
explore as well as capture various learning opportunities.
11. It also provides organisation a chance to increase its competencies and gain competitive
advantage.
12. Continues learning behaviour enables manager to ensure r the use of the latest
technology that will help enterprise in maintaining their efficiency and increasing
effectiveness.
13. It also aids business entity in maintaining the quality standards of their products as well
as services.
14. Constant improvement in performance, knowledge and skills by employees, allows
business entity to deliver professional services to the consumers. It also enables firm to
develop and maintainable healthy relationship with clients.
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15. Continuous learning attitude of employees support human resource manager in creating
and maintaining high performance working culture within enterprise (Hopkinson,
2014.)
TASK 3
P5 Demonstrating the understanding about the way HPW contributes to employee engagement
In present scenario, employment contribution has been the significant approach that
assist enterprise in achieving success and fostering growth. The profitability and business
performance of any organisation is totally based on workers abilities to perform various
functions and operations. It is very essential for human resource manager in organisation to
employ talented and skilled employees in order to assist business entity in increasing
competitive strength and gaining more competencies. The human resource manager in marks
and Spencer organisation is required to develop creative and high performance working culture
as well as environment. As this activity will help business entity in increasing uniqueness and
differentiate itself from other firm (Kinnie and Swart,2012)
Employee engagement in decision making process and other business activities helps
human resource manager in enhancing working culture and environment. It also enables
personal manager to ensure effective and smooth flow of information among various functional
department within organisation. Engagement of workers in business activities assist human
resource manager in formulating effective as well as suitable plans, policies and strategies for
enterprise. It also supports firm in brining drastic improvement in quality of products as well as
services, enhancing of business system and procedures. High performance employees assist
personal manager in identifying suitable ways for motivating other people to improve their
performance and increase their participation in achievement of business goals and objectives.
An enterprise in which the employees are engaged in decision making process and other
business activities promotes commitment and motivates workers to improve their performance
at workplace. It also allows manager to support workers in identifying suitable ways for
increasing their productivity and working ability. The high employee engagement assist marks
and Spencer in providing good quality of services to their client in professional manner. It
enables business entity to improve their performance and allows organisation to maintain good
position in the market. Employee engagement helps business entity in identifying the needs of
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