Developing Individuals, Teams, and Organizations: Comprehensive Report

This report provides a detailed analysis of developing individuals, teams, and organizations within the context of General Motors. It begins by determining the professional skills, knowledge, and behaviors required of a development advisor, followed by a personal skill audit and development plan based on SWOT analysis. The report differentiates between organizational and individual learning, training, and development, emphasizing the need for continuous learning to sustain business performance. It also explores the contribution of high-performance work systems (HPWS) to employee engagement and competitive advantage, evaluating different approaches to support a high-performance culture. The analysis culminates in judgments on how HPWS and related mechanisms improve employee engagement, commitment, and competitive advantage for organizations like General Motors. The report concludes by highlighting the importance of continuous improvement and strategic alignment in achieving organizational goals.

Developing individuals,
teams and
organizations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determination of professional skills, knowledge and behaviours which are required by
development advisor....................................................................................................................1
P2. Analysis of personal skill audit and develop a professional development plan....................3
M1. Evaluation of detailed professional skills and demonstration of it......................................6
TASK 2............................................................................................................................................7
P3. Difference between organisational and individual learning and training and development. 7
P4. Analyse the need for continuous learning and professional development to sustain the
business performance...................................................................................................................9
M2. Analysis of learning theories and implementation of continuous improvement plan........10
D1. Analysis of detailed professional development plan and set out the goals in order to
sustain the objectives.................................................................................................................11
TASK 3..........................................................................................................................................11
P5. Contribution of HPW to employees engagement and competitive advantage....................11
M3 Analyze the benefits of applying HPW with justifications to a specific organizational
situation......................................................................................................................................13
TASK 4..........................................................................................................................................13
M4. Critically evaluate the different approaches and make judgments on how effective they
can be to support high performance culture and commitment..................................................14
D2 Provide valid synthesis of knowledge and information resulting in appropriate judgments
on how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment and competitive advantage...................................................................................15
CONCLUSION..............................................................................................................................15

REFERENCES..............................................................................................................................16

INTRODUCTION
Development it refers to the procedure which is adopted by individuals and other entities to
make sure the continuous improvement in the process which is obtained by an organisation. It is
useful in making sure about the high productivity performance standards and profitability which
is useful for company in order to gain a strong and competitive edge within the Marketplace
(Woodcock, 2017). Hence, it is quite important for company to assume their growth and
development initiatives regarding their objectives. In dynamic business environment it is quite
important to achieve success by expanding their business and it is possible because of the
competence and skills of individuals of an organisation. This assignment is in the context of
General Motors which is an American multinational corporation headquarter in Detroit company
deals in designing manufacturing marketing and distributing vehicles and its parts and also
provide Financial Services on vehicles. Moreover this report put emphasis on determining the
skills and knowledge of development advisor and also on SWOT analysis with the help of
making personal development plan. Away with this external learning and development is also
performed as it includes difference between organisational and individual learning training and
development. Along with this continuous learning and professional development is determined
for the sustainable business performance and also describe high performing workers which
contribute in the employee involvement in an organisation. Lastly it evaluates the various
approaches of performance management.
TASK 1
P1. Determination of professional skills, knowledge and behaviours which are required by
development advisor
Development advisor play a significant role to align with their work force and also integrate
actions that leads the ideas and objectives of an entity. For this the aim of individuals is to
develop proper strategic business plan which is useful in enhancing the career of employees. In
relation with this development advisor need to perform in the dynamic rapidly changing business
environment to record the progress of its subordinates. For this there are several skills knowledge
and behaviour that are demanded for the post of development advisor to perform specific duties
that are discussed as underneath: Skills:
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Training and development: It is considered as the primary function of development advisor
as it is important in terms of performing its duties and job. It is a systematic function which is
useful for employees in order to gain guidance and instructions in prominent manner that leads to
develop their productivity and performance (Bolden, 2016). Hence development advisor is the
only individual that is responsible for the improvement of performance of workforce.
Recruitment: It defines the procedure of short listing and recruiting capable candidates
within an organization. It includes determination of requirement of job, attracting employeesand
selecting suitable candidate for the vacant job position. This skill is important to get prominent
candidate for company and must present in development advisor as they are the one who can
determine the need of job and skills of candidate. Knowledge:
Organizational determination: It defines the analysis and evaluation of required knowledge
within an organization as it includes behavior and needs of employees regarding the specific job.
This knowledge must present in development advisor as it is useful in analyzing the requirements
of entity that is helpful in attaining success and growth.
Managerial knowledge: This knowledge is important within the development advisor as it
offer better sustainability and accessibility within the business environment. It includes
knowledge about the system, administration and Management which is useful in enhancing the
better organizational culture towards their employees and provide healthy working environment
to them (Holton and Dent, 2016). Hence interviewer need to analyse prominent knowledge
within their candidates and determined that they can perform these elements in prominent
manner or not. Behavior:
Transparency: It is concerned with clarifying things to employees with the help of effective
communication and developing healthy relations with subordinates. It is required in development
advisor as it is useful in managing their subordinates by conveying every information and clear
and transparent manner that leads to enhance their overall performance (Stanton and et. al.,
2017). Therefore interviewer need to determine that prominent candidate can maintain
transparency within an organisation as it is the basic required behaviour in development advisor.
Ethical behavior: It describes the proper understanding of different ethics that are related
with survival of employees and prominent code of conduct. Ethics are useful in order to guide
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and instruct the employee’s behavior. It should be present in development advisor as they are the
mediator between employees and Management and also need to maintain discipline within an
entity.
Learning goals: By considering the above discussion regarding the skills, knowledge and
behavior it is analyzed that training and development, managerial knowledge and transparency is
my weak point and they need proper development and improvement. As for this, the prominent
learning goal is to develop those skills, behavior and knowledge that are weak and hinder the
overall performance and productivity of an individual and organization as well.
P2. Analysis of personal skill audit and develop a professional development plan
In order to determine the personal skills SWOT analysis is conducted which is useful
understanding the strengths, weaknesses, opportunities and threats. It is also useful in developing
prominent strategies and directing and individual regarding the business plan, managing and
developing team for an organization.
Strengths Weaknesses
 It is considered as the major strength
that I possess and concerned with the
effective determination of organisation
and its conditions.
 I as a development advisor quite good
in recruitment that is helpful for me to
hire skilled workforce and also tackle
with them in an efficacious way.
 It describes prominent knowledge and
skills in which I as a development
advisor am quite weak as it include
training and development and
managerial knowledge.
 Another factor in which I am quite
weak is transparency and it happened
because I am quite weak in
communication and due to this I cannot
convey proper and clear things to other
individuals.
Opportunities Threats
 It describes those factors that are
advantages for the subordinates and
development advisor. By considering
me my opportunities include ethical
behavior and legal knowledge that is
 It depicts the hurdles in the pathway for
the success and growth of development
advisor that can become advantage for
their Rivals as it include the threats of
skills that are faced by me.
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useful in gaining trust of workforce
which is useful in retaining talent for
longer period of time (Jelphs and
Dickinson, 2016).
 Another pointer is concerned with the
need of effective and better
development advisor in Companies to
make sure effective improvement.
 In relation with this my Rivals and
dynamic business environment is
thread for me e as in accordance with
this my requirement is to develop
several skills to convert threats into
opportunities and strengths. Moreover,
changing market condition can also
become threat for me.
Therefore, by considering the discussed learning goals it is analyzed that there are some
points and skills that can hinder my overall performance and need suitable development in order
to achieve prominent growth and development. In terms of this, the learning and improvement
need to develop training and development, managerial knowledge and transparency and for this,
effective personal skill audit is developed undertaking the learning goals.
Personal Skill Audit
Skills Personal Audit Questionnaire 1 2 3 4 5
Training and
Development
Skills
Excellent in offering skills to workforce *
Good in determining the requirement of
training and development
*
Recruitment
Skills
Good in choosing suitable candidates *
Good in determining the knowledge and
competence of subordinates
*
Good in communicating with candidates *
Organisational
Determination
Good in evaluating the need of workforce *
Good in analysing the requirement of training
and development
*
Knowledge of
Management
Good in maintaining records and details of
workers
*
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Good in overseeing paper work *
Ethical
Behaviour
Good in executing code of conduct *
Good in maintaining discipline *
Transparency Good in developing clarity among management
and employees
*
(Guidance: 1-Bad, 2-Not Bad, 3-Average, 4-Good, 5-Excellent)
Personal development plan
Area of
development
Date I will
have this
completed
by:
I will achieve
this by:
What's
happening
now?
How will I
know I've been
successful?
Progress
Training and
Development
28/01/19 In relation with
this my aim is to
enhance my
overall skills
with the help of
suitable
coaching and
mentoring
according to the
demand of
employees.
For this, I take
lot of time to
understand the
issues of other
individuals
which leads to
delay in work.
To develop this,
skill I need to take
prominent
sessions that is
useful for to
enhancing my
overall knowledge
and skills and also
boost my morale
that tends to
enhance my
performance.
For this,
progress is
judged by top
level employees
and performance
criteria are
determined by
prominent
workforce.
Managerial
Knowledge
30/04/19 For this,
prominent target
is to enhance the
knowledge of
management
and also
manages the
workforce in
effective
manner.
I as a
development
advisor have
lack of
prominent
managerial
knowledge
including
planning,
controlling,
In order to
develop this skill,
I need to learn
various things
about
administration
like paper work
and systematic
functioning.
Here, progress
criteria are
judged by
management,
supervisors and
peers as they
instruct me
throughout the
whole
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organising and
so on.
procedure.
Transparency 30/07/19 Here, prominent
objective is to
enhance more
transparency
among the
organisation
which motivates
the workers to
attain their task
on specified
time limit.
I communicate
with only
selective
individuals and
because of this
information is
hold among few
people that is
not so beneficial
for company.
To enhance this
skill I need to
develop good
relation with more
people as because
of this,
communication
gets increased.
For this,
progress is
judged by
constructive and
criticism and
determined by
top level
authority.
Reflective Statement
Questionnaire Description
Why did you choose that specific job role? Development advisor is opted as it is a prominent key
between the employees and management and also
communicates relevant information to them.
What is the most challenging part of job role? For me, the most difficult part is developing and
maintaining relations and communication with
individuals.
What are the prominent actions you take to overcome
those challenges?
For this, I gain prominent knowledge regarding the
management and communication by developing good
relations with individuals and also maintain transparency
among workforce.
M1. Evaluation of detailed professional skills and demonstration of it
As a development advisor there are many skills knowledge and behaviour that are useful in
improving the overall performance and productivity of subordinates. It is important to become
the best development advisor and in relation with this SWOT analysis is conducted which is
helpful in determining the strengths weaknesses opportunities and threats of development
advisor to attain prominent growth (Akhavan and Mahdi Hosseini, 2016). Along with this
personality development plan is prepared to evaluate the prominent weaknesses and describe the
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threats which should be improve to gain trust of employees with motive of increasing
profitability and moral of employees.
TASK 2
P3. Difference between organisational and individual learning and training and development
Personal development is a procedure which is useful in developing human capital and
workforce including prominent skills and knowledge. It is considered as the primary quality that
is beneficial for employees and Organisation as well to attain Optimisation within an
organisation and its performance. In terms of General Motors it is significant for them to learn
organisational things that are beneficial for them.
Basis Organizational Learning Individual Learning
Meaning This procedure is useful in
transferring and retaining the
knowledge and prominent skills
within an organisation (Bass, 2016).
It include improvement of company
which is depends on the experience
that is created by knowledgeable
employees. Away with this it
considered several ways to enhance
the effectiveness and efficiency for
developing healthy relations with its
concern. It is a procedure by which
company create fresh and unique
knowledge in order to enhance
themselves. Businesses learn fresh
things because of their experience
and surviving in critical conditions
as by this, they are capable enough
to learn something unique
concerning the business
environment.
It begins with the motivation and
interest of subordinates as this
procedure includes prominent
changes in the behaviour and
knowledge which is useful in
determining and observing the
behaviour of people. It is considered
as a framework it is effective in
developing several representations
of circumstances and defines the
capacity that is helpful in developing
the knowledge of individuals and
describes various sources to expand
their knowledge and skills.
Goal The aim of organizational learning is
the needs and requirements of
business which foot both positive
and negative impact on company. It
Its aim is those areas in which
individuals can improve themselves
and also develop their competencies.
It is also useful in analysing and
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is also useful in describing the
future, developing objectives,
providing training and development
to employees and take corrective
actions for it.
attending the potential of individuals
and makes them prominent learners
(Bisbe and Sivabalan, 2017). Along
with this the candidates become
more active as by this they are able
to learn something new concerning
their development as individual
learning is all about monitoring and
controlling their competencies.
Basis Training Development
Meaning It is a procedure in which employees
learn something new and also get
suitable chance to enhance their
capabilities and knowledge
according to the need of job. This
process is organized by the company
to improve the competencies of their
employees that lead to enhance oral
productivity and performance. It is
also useful in holding prominent
talent in the company.
It is considered as the educational
process that makes sure the overall
improvement of individual that tends
to achieve growth for company and
also enhances the performance and
proficiency of an entity (Hornig,
Aust and Güllich, 2016).
Motivation Here the motivator of General
Motors plays an important role in
enhancing the prominent skills and
knowledge of workforce that is
helpful in achieving success for
organization and individual as well.
In this the motivator is an individual
itself who can motivate and
encourage its performance towards
achieving success and growth for
company and also prepare
themselves to face upcoming
challenges and issues.
P4. Analyse the need for continuous learning and professional development to sustain the
business performance
Learning is a procedure in which knowledge is developed and to gain experience by
transforming itself. In relation with this continuous learning defines the achievement of
knowledge skills and experience over a time and it is termed as an ongoing process that include
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goals of an organization, Strategies and results. It is significant to perform and attain success in
the professional and personal life as well (Thorpe, 2016). For this the overall success of company
is in the hands of workforce that is useful in accomplishing the required continuous professional
development. Away with this it includes facing various challenges and self initiation for the
development and enhancement of company. To sustain the business in the dynamic environment
it is important to follow few steps of continuous learning process that are discussed as
underneath:
 Plan: With the help of CPD planning becomes quite accurate regarding the current
situation and also useful in determining the prominent goals and objectives of General
Motors for the current year. It is also useful in developing standard objectives for an
organisation by recognising the prominent needs and opportunities for the micro and
macro factors of workplace that takes place prominent benefits regarding the learning and
enhancing more experience (Baldwin, 2016). It is beneficial in terms of asking some
prominent questions like what is required to be achieved and how it is helpful.
 Do: It describes the process which turns into action as it describes the execution of plan
in order to enhance it. In order to execute this plan it is required to administer several
skills and encourage the employees in order to offer them prominent Returns as because
of this workers feel connected with the organization and also enhance their
communication and networking skills.
 Record: It describes the standard in which plan is implemented and should be we
observed and monitored by supervisors to achieve prominent success and growth (Ellis,
2018). It also include tracking and recording the overall procedure of plan and also
determine the several factors like learning, training, experience and so on that are useful
and contributing in the professional development.
 Reflect: It is considered as an important part of CPD as it is useful in determining the
value of work and describe various deviations that arise at the time of execution of plan.
It is also considered as the beneficial tool it is useful in the application of various
practices and according with these changes happen in the desired outcomes.
 Submit: It is considered as the last part of this plan which describes the final submission
with the help of eliminating risk factor from plan. It also includes the recording procedure
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