Report: Developing Individuals, Teams, and Organizations - BJSS

This report provides a comprehensive overview of developing individuals, teams, and organizations, with a focus on the context of the COVID-19 pandemic. It explores required professional skills, knowledge, and behaviors for HR managers and payroll administrators, emphasizing effective communication, relationship building, technological and ethical knowledge, and technical skills. The report delves into the importance of continuous professional development through various theories, including the Kolb cycle of learning and the Honey and Mumford theory, and presents a complete personal audit using SWOT analysis. A detailed personal development plan is outlined, addressing skill gaps and setting timelines for improvement. Furthermore, it differentiates between individual and organizational learning, highlighting the significance of continuous learning and professional development for long-term organizational sustainability. The report concludes by summarizing the key takeaways and referencing relevant literature.

Developing individuals , teams and
organisation

Table of content
 Introduction
 Required Professional skills, knowledge and behaviors
 Importance of continuous professional development through various theories
 Complete personal audit
 Personal development plan
 Continuous learning and professional development
 Conclusion
 References

Introduction
 Development of individuals consist the employees and managers of the organisation. During the
situation of Covid-19, the situation for organisation growth has changes due to the serious impact of
pandemic into the world.
 Employees has faced lack of professional skills and did not get proper training to handle the crisis.

Required Professional skills, knowledge and behaviors
HR managers skills:
 Effective communication: HR manager play a crucial role into managing employee and enhance
management function. Employees will retain and serve the best output when they get proper
guidance and instructions which could only be done through regulating effective
communication. Not every employee are same and have own issues regarding learning and
accepting. For that instance, BJSS manger need to focus on build communication gap within
employee level.
 Relationship building: employee and managers needs to be connected at department level. As
building relations are necessary to work with same goals.

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HR manager knowledge
 Technological knowledge: with the phase of changing the world, technological changes has shown rapid
growth and become essential to fulfil organisation potential. HR managers need to focus on provide
training to cope up with new technologies, make aware about targets and focus on payrolls which result
in long term retention.
 Ethical knowledge: Ethics defines the culture and beliefs of the organisation which helps in maintaining
image and reputation that are in hands of HR manager. They need to have ethical views in hiring and
judging employees to make the best decisions for secure future of the company.

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 Behavior: HR manager must have polite and genetic behavior in order to treat and communicate with
employees. The more they use wise words, then more there will be chance to grow employees
understanding power and work as a influencer for them. Managers need to have behavior of regular
learning and maintain equality between authorities.
HR payroll administrator
Skills:
 Technical skills: Technical skills required area of working on software and other system which is
essential for BJSS. The manager need to be all rounder in having accounting and handling problems
may arise in technology so that better guidance would be serve to employees working as a fresher.

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HR payroll administrator knowledge
 Compliance Knowledge: In order to make accurate payments to employees, managers are
entitled to be update about governments interventions in payroll schemes so that no employees
make any obligations regarding maximum pay. BJSS manages keep themselves updated and did
not reflect any flaws in paying salaries or rewards.
 Payroll system experience: An experience work will be more effective than a non-experience
one. Payroll is an activity that need to be done accurately to eliminate bias between employee’s ad
mangers. For that instance, BJSS only hire experienced mangers which have great knowledge of
payments and maintaining records through platforms.

Importance of continuous professional
development through various theories
 Kolb cycle of learning:
 The theory provides the life stages that an individual move in the phase of learning and
development of personal skills. This cycle of learning provides with 4 initial stages that
coherently depends on individuals behaviors and conceptuality.
 Concrete experience: At this stage, the individual encounter and go through with the
experience it has gain or desires to gain in the nearby future. HR manager of BJSS must
form decision of what experience and skills they want to develop.

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Honey and Mumford theory:
 The theory is based on the assumption of Kolb. That reflect four principles of an individual
overview of learning area by being activist, theorist, pragmatist and reflector.
 Activist: According to the theory, activist are those who have urge to get new experiences by
not only focusing of theoretical aspect rather they believe in performing. Main purpose of this
criteria is to get clear version of understanding without any misunderstanding.
 Theorist: These individuals mainly focus on theoretical aspect which require models, theories
and intellectual aspect to get knowledge. They are less focus on practical assumption.

Complete personal audit
 SWOT analysis
 This analysis is helpful in building self centered analysis regarding the targets. There is evaluation
of self strength weakness and opportunities available to overcome the threats.
 Strength: The mangers of BJSS have good learning and developing skills through which they
ensure to manage each and every employee by effective communications and building relations.
They have god empowerment to understand indifferent personalities a working into organisation
also, to provide training programs where ever employees get with new criteria of working and
accept dynamic changes. They have much potential to manage internal function into productive
way.

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Skills and knowledge Self assessed Score from others outcome
Knowledge about the external
factors
7 5 2
Communicating skills 7 9 -4
Skills of managing budgets 8 7 1
Ethics knowledge
Communication skills
IT knowledge
9
8
7
7
7
5
-3
1
2

Personal development plan
 It is an effective plan that shows the manager its weakness and create and time frame to
attempt all the weak area into strong points. Also, help them to make it possible within
limited time period. PDP plan provide an insight to overcome the issues mangers face in
managing employees that frames a time schedule to attain those points.
skills Current proficiency Manure Time duration
Knowledge of external factors 3 In order to get fuller
knowledge of external factor, I
will indulge in various
assessments and be active
regarding what these factors
can cause to the organisation.
To better understand this,
compensation and training will
be provided to all managers.
1-2 months