BTEC HND Business: Developing Individuals, Teams, and Organisations

This report, developed for a BTEC HND in Business unit, focuses on the crucial aspects of developing individuals, teams, and organizations within Balfour Beatty, a multinational infrastructure group. The report begins by identifying the necessary knowledge, skills, and behaviors for an assistant site manager, including performance management, legal knowledge, effective communication, and leadership. A personal skills audit is conducted to identify strengths and weaknesses, leading to a professional development plan. The report then analyzes the differences between organizational and individual learning, training, and development, emphasizing the need for continuous learning to drive sustainable business performance. High-performance working (HPW) is examined for its contribution to employee engagement and competitive advantage. Finally, the report evaluates various performance management approaches, assessing their effectiveness in supporting a high-performance culture. The report includes a job description, personal statement, and references to support its findings.

Developing
Individuals, Teams and
Organisations
1

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.....................................................................................................................4
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role...........................6
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation............................................................................................................10
TASK 2..........................................................................................................................................11
P3. Analyse the differences between organisational and individual learning, training and
development...............................................................................................................................11
P4. Analyse the need for continuous learning and professional development to drive
sustainable business performance..............................................................................................13
M2. Apply learning cycle theories to analyse the importance of implementing continuous
professional development..........................................................................................................14
TASK 3..........................................................................................................................................15
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisation...............................................................15
M3 Analyse the benefits of applying HPW with justifications to a specific organisation........16
TASK 4..........................................................................................................................................17
P6. Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment...........................17
M4. Critically evaluate the different approaches and make judgements on how effective they
can be to support high-performance culture and commitment..................................................19
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................21
APPENDICES...............................................................................................................................23
APPENDIX 1 - JOB DESCRIPTION...........................................................................................23
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APPENDIX 2 – PERSON STATEMENT....................................................................................24
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INTRODUCTION
Market is evolving and changing on a very fast pace increasing the opportunities and
challenges for businesses and also for the professionals as well. Therefore the concept of change
and development is interlinked (Gao, J. and Bernard, A., 2018). Development is an important
aspect of the professional and personal lives of every individual ensuring better achievements,
growth and success. It is important that the professionals and themes working in the organisation
to develop better abilities in order to cope with the changing environment with the help of
several learning knowledge management and other available resources which ultimately leads to
organisational development as well. The current report is developed on Balfour Beatty
multinational infrastructure group which is based in United Kingdom holding capabilities in
construction services and other infrastructure investments. Balfour Beatty which found in 1909
by George Balfour and Andrew Beatty. The company is headquartered in London and also have
established their operation in United States, Ireland, Canada and South East Asia.
The current report acknowledges appropriate professional knowledge skills and behaviours
that are required by an assistant site manager working in Balfour Beatty. It a personal skill audit
is conducted identifying the strengths and weaknesses and a professional development plan is
created for specific job post. Moving forward organisational and individual learning concept are
evaluated along with training and development and also difference among them is showcased.
Moreover, need for continuous learning and professional development for attaining sustainable
business performances is also evaluated along with understanding the term high-performance
working and its contribution in increasing competitive advantage of the company and improving
employee’s engagement in the operations. At the end different performance management
approaches are analysed along with their contribution and benefits for the business entity.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.
The job role of an assistant site manager is referred to maintaining and managing the
personnel’s or workers working on field (Widmann and Mulder, 2018). That is the assistant site
manager supervises the workers whom are tasked to perform maintenance activities of a given
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particular site. Therefore, the manager belongs to the Human resource Department and performs
some specific tasks and duties which are part of the HR professional duties. An assistant site
manager undertake multiple tasks such as, managing the workers on site, hiring and training
them, dealing with conflicting issues and the performances of individuals etc. Therefore it is
important that they hold appropriate skills, knowledge and behaviours according to their job
roles. These competencies of an assistant site manager are discussed below:
KNOWLEDGE
 Performance Management- As assistant site manager the knowledge that is important
for me to gain it is about the concept of performance management. It is the process which
defines the way a company involves their employees in their operations and managing
their performance standards according to ultimate goals and objectives of the entity.
 Legal Knowledge- As I am responsible for managing the workers, working on site which
implies that it is important for me to gain knowledge about the legal requirements such as
the labour laws in order to comply with them and keep the staff working accordingly
(Hubers and et. al., 2018).
SKILLS
 Effective Communication- The foremost skill which is required by me as a professional
to hold effective communication abilities allowing me to interact with the workers on the
field and my teammates for providing the most efficient instructions and direction to the
staff and making them work appropriately. Along with communication skills also enables
me to effectively motivate the staff and encourage them to improvised performance
standards.
 Leadership- Another skills which is expected by me as a professional and assistant site
manager is of appropriate leadership abilities. As I will be leading the team of workers
who are responsible for conducting the maintenance activities on the field it is very
important and essential for me to have appropriate leadership abilities for guiding and
supervising the work performed by the people and their efficiencies.
BEHAVIOURS
 Transparency and Trustworthiness- I am the manager of my team and also look over
the tasks performed by the workers in relation with construction and maintenance on the
field. As a manager who is leading the team and to whom all the employees will turn for
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several aspects such as “how to work around the field” and many other it is important by
me to be transparent to the workers and gain their trust so that we can have appropriate
guidance and individual to turn upon on in relation with any queries or difficulties.
 Change and Purpose Oriented- As the representatives of Balfour Beatty and assistant
site manager it is my responsibility to be flexible and adaptable enough for changing
myself according to any inflexibility or new situation that has been initiated at site. Also,
by changing according to the circumstances I have to be focused and purpose oriented for
efficiently fulfilling the tasks and attaining the ultimate goal (Ellis, 2018).
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role.
Personal skills are the set of abilities which highlights these strengths, competencies and
attributes of an individual which day hold as a professional in their personalities. Personal skill
audit is conducted for identifying and assessing the strengths and weaknesses of the professional
and make efforts for developing the required abilities according to the expectations of the
company and the market. According to the above evaluation of required skills, knowledge and
behaviour for an assistant site manager my strengths and weaknesses are as follows:
 STRENGTHS
I am very flexible and enthusiastic individual is always focusing over personal and
professional development of myself therefore from the above skills, knowledge and
behaviour it is identified that my communication skills are very efficient enabling me to
easily motivate and encourage workers on site. Along with it my knowledge in
performance management area is very influential and beneficial for Balfour Beatty as I
am effectively able to manage the performances of individuals. And as a assistant site
manager and a very flexible individual my behaviour is always adaptable according to the
changes taking place on work site allowing me to focus over the ultimate goals and
purposes that is needed to be fulfilled at construction area (Phadermrod, Crowder and
Wills, 2019).
 WEAKNESSES
From the strength analysis it is being very clear that my knowledge about the legal
requirements is low because I actually don't belong to the Human resource Department
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which is affecting my performances. Moreover, lacking legal knowledge is making me
inefficient as a leader and it is becoming difficult for me to be transparent in front of the
workers and make them trust me easily. These are few weaknesses which I hold as
assistant site manager which are needed to be improved by me.
 OPPORTUNITIES
The opportunity is available interactive me as a assistant sales manager are used as I can
move further towards my career goals and becoming the part of managerial council of the
organization. Being assistant site manager is just a beginning of my career and there are
numerous opportunities becoming the site manager for the steps in management position.
These opportunities only available if I will improve my abilities and interpersonal skills
which will improve my competencies and work performances.
 THREATS
As a professional there are several different threats that come in my way and in their
objectives and knowledge. While working in accompany as a assistant site manager the
only truth that is present in front of me and my career opportunities is the competitors
that already exist in the entity or who exist externally but very potential. The competitors
can become a threat and a barrier in between my objectives of attaining a higher
managerial position in the employment organization (Leiber, Stensaker and Harvey,
2018).
According to the swot analysis conducted and identified strengths and opportunities can be used
for developing better abilities and behaviours and changing the weaknesses in to my strengths.
Along with the opportunities can be explored properly by mitigating all the threats, so a personal
development plan is constructed showing server steps to improve particular abilities and which I
am professionally lack.
PERSONAL DEVELOPMENT PLAN (PDP)
SKILL/
KNOWLEDG
E/
BEHAVIOUR
DATE I
WILL
HAVE
THIS
COMPLE
I WILL
ACHIEVE
THIS BY:
WHAT
HAPPENING
NOW?
HOW WILL I
KNOW I
HAVE BEEN
SUCCESSFU
L?
PROGRESS
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TED BY:
Legal
Knowledge
At least 6-8
Months
In order to
enhance my
legal
knowledge
about the
labour laws I
have to go
through the
company’s
policies that
are developed
for the
workers and
also guidance
from the
Human
resource
Department
(Rimmer,
2018).
According to
the
requirement
for me to
develop and
improve my
legal
knowledge
currently I am
making use of
the company’s
journals that
poles
appropriate
information
about policies
and labour
laws.
In order to
identify my
success the
best way is to
receive
feedback from
my superiors
and the Human
resource team
for knowing
my progress in
the similar
field.
According to
the feedbacks
received
from my
superiors and
the HR
department
my legal
knowledge
has improved
and I have
shown a
thorough
understandin
g of the
requirements
but I still
need to work
upon it for a
little bit of
time.
Leadership 7-10
Months
The resources
that are
available to
me and
enable me to
improve my
leadership
abilities are
According to
the trainings I
received now I
am practicing
and applying
my theoretical
knowledge in
the practical
The best way
to assess my
progress and
improvisation
in my
leadership
abilities is the
feedback that I
The
leadership
abilities that
I was sitting
and
developing
will be
judged by the
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the training
and
development
programs that
are provided
by the
company.
scenarios
while dealing
with the
workers on
site.
will be taking
from my
teammates and
workers to
whom I am
leading.
feedbacks I
received
from my
teammates
and
subordinates
and
according to
them my
leadership
skills have
improved an
improvised I
am currently
my progress
is of 100%.
Transparency
and
Trustworthine
ss
Approxima
tely 10
Months
Once I
develop
proper
leadership
skills and
legal
knowledge
will be easy
for me to
effectively
communicate
in front of
staff and
become
For doing so I
am taking
guidance of
my superiors
in
understanding
the people’s
behaviour and
knowing there
satisfaction
areas
(Lejeune,
Beausaert and
Raemdonck,
For knowing
my progress in
such aspect the
most beneficial
source is my
superiors and
their feedbacks
on my
performance as
a site manager.
My superiors
and their
guidance is
the source is
useful for my
progress and
according to
the
judgement
provided my
behaviour
and relation
with
transparency
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transparent to
them which
will increase
their trust in
me.
2018). and
trustworthine
ss have
improved but
I still need to
work harder
for making it
better.
M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation.
SKILL AUDIT
SKILL/
KNOWLEDGE/
BEHAVIOUR
1 2 3 4 5
Effective
Communication
Skills
*
Leadership Skills *
Performance
Management
Knowledge
*
Legal Knowledge *
Transparency and
Trustworthiness
Behaviour
*
Change and
Purpose Oriented
*
10

(1 means least competent and 5 means most competent)
TASK 2
P3. Analyse the differences between organisational and individual learning, training and
development.
DIFFERENCE BETWEEN ORGANISATIONAL AND INDIVIDUAL LEARNING
BASIS ORGANISATIONAL
LEARNING
INDIVIDUAL LEARNING
Meaning Organizational learning is a
process which is undertaken
by Balfour Beatty in order to
improve and revise itself over
the period of time by
improving and giving more
experience with the help of the
past knowledge and
capabilities. The past
experiences and knowledge
will allow the company to
develop new abilities which is
directly focused towards
organizational learning and
creation of new knowledge
within the entity improving
the structure as well as
strengthening the whole
business.
Individual learning is more of
a professional oriented process
which is referred to the steps
and actions undertaken for
improvement and evolution of
a person's behavior and their
knowledge (De Sanctis,
Ordieres Meré and Ciarapica,
2018). Individual learning is a
process that determines the
changes and difference that
takes place in the professional
from the very beginning to the
current scenario. It provides
an opportunity to the
individuals for improvising
and enhancing their personal
and professional abilities,
knowledge and competencies
which help them in becoming
more efficient and adapting to
change by moving towards
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development.
Advantage The advantage and benefits of
organizational learning will be
enjoyed by both the workforce
and by Balfour Beatty as well.
Because basically the
employees and the workforce
gain more knowledge from
past experiences developing
new ones which leads the
company towards
development and growth.
Therefore it is advantages for
both the professional and for
the overall business
performance (Yang, Secchi
and Homberg, 2018).
On the other hand individual
learning is more of a person
oriented approach which is
continuous in nature and
cannot be prescribed to a
particular time frame. It is an
ongoing process because the
needs of individuals are
dynamic and regularly
changing according to the
development taking place in
the professional world.
Objective The whole and sole objective
of organizational learning is to
move forward according to the
changes taking place in the
market for completing with
other competitors buy
attaining new competencies
and developing new
experiences.
The individual learning
process is beneficial for the
professional individually and
its objective is to improve and
improvise the existing abilities
and bring changes in
professionals according to the
requirements of the industry
and expectations of their
company.
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
BASIS TRAINING DEVELOPMENT
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