BMW: Developing Individuals, Teams, and Organizations Report

This report examines the role of a Learning and Development Consultant within BMW, a multinational automotive manufacturer. It begins by identifying the essential professional skills, knowledge, and behaviors required for the position, including training and development, recruitment, organizational analysis, and ethical conduct. A SWOT analysis is then conducted to assess the consultant's personal skills, followed by the creation of a professional development plan. The report further differentiates between organizational and individual learning, training, and development, emphasizing the need for continuous learning to sustain business performance. It analyzes the contribution of high-performance work systems (HPWS) to employee engagement and competitive advantage, and evaluates various performance management approaches. The report concludes with a synthesis of how HPWS and related mechanisms improve employee engagement, commitment, and competitive advantage, providing valuable insights for the development of individuals, teams, and organizations within a corporate setting. The report is contributed by a student and is published on the Desklib platform, which provides AI based study tools for students.

DEVELOPING
INDIVIDUALS,
TEAMS AND
ORGANISATIONS

Table of Contents
TASK 1............................................................................................................................................4
P1. Determination of professional skills, knowledge and behaviours which are required by
Learning and development Consultant...................................................................................4
P2. Analysis of personal skill audit and develop a professional development plan...............7
M1. Evaluation of detailed professional skills and demonstration of it...............................11
D1. Analysis of detailed professional development plan and set out the goals in order to
sustain the objectives............................................................................................................12
TASK 2..........................................................................................................................................12
P3. Difference between organisational and individual learning and training and development
..............................................................................................................................................12
P4. Analyse the need for continuous learning and professional development to sustain the
business performance...........................................................................................................15
M2. Analysis of learning theories and implementation of continuous improvement plan. .16
TASK 3..........................................................................................................................................16
P5 Contribution of HPW to employees engagement and competitive advantage................16
M3 Analyze the benefits of applying HPW with justifications to a specific organizational
situation................................................................................................................................18
TASK 4..........................................................................................................................................18
P6 Different approaches to performance management with specific example....................18
M4 Critically evaluate the different approaches and make judgments on how effective they
can be to support high performance culture and commitment.............................................19
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..............................................................................20
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................22

INTRODUCTION
Development is defined as the procedure adopted by the individuals and organisations in
order to ensure the continuous improvement within the processes and procedures adopted within
the company. This ensure high productivity, profitability and performance standards which helps
in the company in gaining a strong and firm competitive edge and sustainability. Therefore, it is
extremely crucial for organisation to undertake growth and development initiatives so that goals
and objectives are fulfilled. In the competitive business market, it is important to achieve success
in an organisation by expanding and improving the collective competence of its individuals and
teams (Alliger and et. al., 2015). Developing employees could lead to increasing the performance
of an organisation.
This assignment is in the context of BMW which is a multinational company and is an
major automotive manufacturer operating throughout the world. It was established as a business
entity, following a restructuring of the aircraft manufacturing firm in 1917. After that the
company shifted to the motorcycle production in in 1923. This report is going to focus on
analysing the skills and knowledge of Learning and development Consultant and would also
emphasise on the SWOT analysis and also make a personal development plan. Moreover,
external learning and development is also performed for which a report is made in the context of
consultant recruiter of BMW. It includes the analysis of difference between organisational and
individual learning, training and development. Furthermore, continuous learning and
professional development is analysed in relation to sustainable business performance.
Furthermore, the report includes high performing working which contributes in the employee
engagement and competitive advantage of organisation and also evaluates the different
approaches of performance management.
TASK 1
P1. Determination of professional skills, knowledge and behaviours which are required by
Learning and development Consultant
Learning and development Consultant plays an important role in order to align with their
employees and their integrate with their activities and majorly contribute in leading the ideas and
objectives of an organisation (Blanchard, 2018). The purpose and objective of this individual is
to establish and support the overall strategic business plans and goals. They are also helpful in

developing the career of employees and gain the deeper insight into the availability of human
capital. Learning and development Consultants have to perform in a frequently changing or
dynamic business environment in order to record the progress of its employees.
Job Description
Job Description
Position Title: Learning and Development Consultant
Responsible To: Manager and Organisational Development
Classification Level: Salaried, Level 5
Professional Summary: Knowledgeable and skilled learning and development specialist with
excellent interpersonal skills in designing, conducting training and educational programmes.
Boasts advanced technical skills and a thorough knowledge of the best training programme
practices.
Skills and Knowledge:
 Training and development skills in order to hire talent and skills workforce.
 Manages all the managerial and paper work.
 Keep transparency at workplace through better communication skills.
 Excellent documentation skills.
 In depth theory of learning theory as well as best practices.
Qualification:
 Bachelor's degree in Business Administration.
 Master's degree in Human Resource.
There are various skills, knowledge and behaviours which are demanded for the post of
Learning and Development Consultant in order to perform its duties which are discussed as
under:
Skills required in Learning and Development Consultant
Training and Development: It is the main function of learning and developing consultant
which is essential in terms of perform the main duties of the job. It refers to the systematic
function which is helpful for employees to gain support from the guidance and instructions of the
consultant and acquire knowledge which is helpful in order to increase productivity and

reputation of an organisation. Therefore, Learning and developing consultant is the only source
who is useful in order to improve the performance of workforce.
Recruitment: It refers to the overall process of short listing, selecting and hiring suitable
candidates for the vacant job position. This includes analysing the requirement of job, attracting
employees, screening and selecting best applicants and integrating the new employee in an
organisation. This skill is required in order to hire best and desired candidates in an organisation.
This skill is required for the post of Learning and development consultants as they are the ones
who can analyse the requirement of job and skills of candidate.
Knowledge
Organisational Analysis: It refers to the evaluation and determination of need and
requirement in an organisation. This requirement include analysis about employees, behaviour
and need of employees for the vacant job position. This knowledge should be present in the
Learning and Development Consultant as it helps in determining the needs and requirements of
an organisation which is useful in achieving success the company.
Managerial Knowledge: This kind of knowledge is required for the post of Learning and
development Consultant because it provide better accessibility and sustainability in the business
environment. It covers the knowledge about organisation, system, management of all the paper
work and employees details which is helpful in developing the better organisational culture for
employees as it is helpful in measuring the performance of employees. Therefore, interviewer
will analyse this knowledge in candidate which include paper work, administrative knowledge
etc. and observe that they can perform these functions in an effective manner or not.
Behaviour
Ethical Behaviour: It include the understanding of various ethics and also concerned
with the ethics, code of conduct and survival of employees (Gordon, 2017). Ethics is useful in
order to guide and direct the behaviour of employees in their life as well as workplace. This
behaviour is required in Learning and Development Consultant because they are the key between
the management and employees in the organisation and also required in order to maintain
discipline in the firm.
Transparency: It is useful in clearing things to their employees with the help of proper
communication and developing good relationship with employees (Hawkins, 2017). This
behaviour is required in Learning and Development Consultant as it helps in managing their

workforce as by performing this, every information would be clear and transparent between them
which leads to improve their performance. It is the essential element which helps the
organisation in order to survive and retain their talented employees by emphasising on the
behaviour. Thus, while taking interview the interviewer analyse that the candidate can keep
transparency in an organisation as it is the basic behaviour which is required in Learning and
Development Consultant.
P2. Analysis of personal skill audit and develop a professional development plan
In order to analyse the personal skills, SWOT analysis is done which helps in analysing
the strengths, weaknesses, associated opportunities, along with threats. This framework helps in
reviewing the strategy and guidance of an individual or an organisation which is used for
business planning, research report, managing and team building of an organisation.
Strengths Weaknesses
 One of the prime strengths which I
possess is associated with effective
analysis of the organisation and its
situations (Luna and et. al., 2015).
 I, as a Learning and Development
Consultant, am very effective in
recruitment, which is useful for me in
order to hire talented workforce and
deal with them in an appropriate way.
 It depicts those knowledge and skills in
which the Learning and Development
Consultant is weak. I am weak in
training and development, and
managerial knowledge.
 Another pointer in which I am weak is
ensuring transparency. This is because I
fail to appropriately communicate to
employees all the aspects of the
strategies of the company.
Opportunities Threats
 This section depicts those factors who
are beneficial for the Workforce and
Learning and Development Consultant
(Lyndon and et. al., 2015). While
considering me, My opportunities are
ethical behaviour and legal knowledge
by which I can earn faith and trust of
 It describes the barriers in pathway for
the success of Learning and
Development which can become
beneficial for their competitors. It
describes the threats of skills which is
faced by me.
 My competitors and threat are

employees as it is an approach which is
useful in order to retaining the talent in
an organisation.
 Another opportunity for me is related to
requirement of effective and better
learning and development manager in
companies to ensure effective
improvement.
frequently changing business
environment it depicts new situations
and according to this, the requirement
for me to develop various skills in order
to convert them into opportunities and
strengths.
 Another threat is the changing market
conditions, which could be a threat for
me to analyse.
Personal Skill Audit
Skills Personal Audit Questionnaire 1 2 3 4 5
Training and
Development
Skills
Good in providing knowledge to employees *
Good in analysing the need of training and
development
*
Recruitment
Skills
Good in selecting appropriate candidates *
Good in observing the skills of employees *
Good in communication and persuading
candidates
*
Organisational
Analysis
Good in analysing the requirement of
employees
*
Good in identifying the need of training and
development
*
Knowledge of
Management
Good in keeping records and details of
employees
*
Good in managing paper work *
Ethical Good in implementing code of conduct *

Behaviour Good in maintain discipline *
Transparency Good in keeping clarity between employees and
management
*
(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
28/01/18 The aim is to
develop my
skills by
coaching,
mentoring,
cross
departmental
training and
developing
soft skills as
per the
demand of
workforce.
Take lot of
time in order
to under the
problem of
employees and
providing
guidance to
them.
In order to
develop this
skill, I need to
take various
sessions of
learning,
guiding and
developing
people and
also boosting
their morale
and motivation
which leads to
increase the
performance
of employees.
The progress is
to be
determined by
analysing the
performance
criteria of
workforce
and it is
judged by the
top level
management.
Managerial
Knowledge
30/04/18 Target is to
develop the
knowledge
and
understanding
I as a Learning
and
development
Consultant has
lack of
To develop
this skill, I
need to learn
various types
of managerial
The progress is
judge by top
management,
supervisors
and co-

of
management
in order to
manage the
workforce
such as
directing,
coordinating
and many
more.
managerial
knowledge
such as
planning,
coordinating,
organisation
and many
more.
knowledge
which include
administrative,
systematic and
organisational.
workers as
they guide me
throughout the
process.
Transparency 30/07/18 The aim is to
develop more
transparency
among them
which
motivates the
workforce to
accomplish
their task
without
strictly
enforcing the
same.
I communicate
and keep the
information to
my selective
people which
become barrier
and influence
their
performance
as through this
they get
confused.
In order to
develop this
skill, I need to
communicate
and build
healthy
relationship
with more and
more
employees.
The progress is
judged by
constructive
criticism by
the top
authority of an
organisation.
The above discussed PDP reflects the various skills in which I am weak. These skills are
necessary in order to achieve success for an organisation and also helps in improving the
performance of employees. This plan describes that what actions need to take in order to take
corrective action and develop these skills which can become the strength and opportunity in
future.
Reflective statement
Name Description

Reflect on why you selected that particular
job role
Learning and development Consultant is selected
as they are important for an organisation because
they mediate between the management and
subordinate and also provide the relevant
information to them.
Reflect on what is the most challenging
part of job role
For me the most challenging part of my job is
training and development and ethical behaviour.
Reflect on what you have found to be
challenging to achieve based on your
Personal Skills Audit.
I lack in training and development and
transparency, moreover this is the most
challenging task to develop them in the shorter
period of time.
Reflect on your journey you undertook to
address your developmental needs and
how you resolved them
I took feedback from my superiors and gone
through with seminars, workshops and training
programmes which is helpful in order to develop
these skills.
Reflect on your communication with your
mentor and the challenges you faced in the
process
I did not identify my weaknesses and was
communicated by my mentor about that those
skills in which I am weak. Moreover, to develop
these skills I face many challenges such as how
should I develop these skills, when and where.
Reflect on the value you have gained from
the beginning of the Semester
During the time of developing my skills, I gained
specific knowledge about providing training and
development, analysing about organisation, the
skills of employees and code of conduct which is
essential in order to coordinate or develop
relationship with subordinates.
Reflect on the actions you would take
differently in order to overcome
challenges you faced so far
I should gain knowledge about the management
and administration of an organisation and need to
develop good relationship with many people in
order to develop transparency in company.

M1. Evaluation of detailed professional skills and demonstration of it
As a Learning and development Consultant, many skills, knowledge and behaviours are
important as it helps in improving the performance and productivity of employees. It is essential
to become the best Learning and Development Consultant and for this, SWOT analysis is done
which helps in analysing the strengths, weaknesses, opportunities and threats of Learning and
development Consultant which helps in achieving the growth. Moreover, personality
development plan is prepared to analyse and develop the weaknesses and depicts the threats
which should be develop in order to gain the trust and faith of employees which is profitable for
them as by improving this increases the morale of employees.
D1. Analysis of detailed professional development plan and set out the goals in order to sustain
the objectives
While developing the professional development plan, it is essential to demonstrate and
describe those skills in which they lack. It describes that they should develop those skills and for
this they need take corrective measures (Prpić and et. al., 2015). This plan explains the many key
areas in which improvement need to be done and include training and development, managerial
knowledge and transparency. These are the weak points in which I am lagging behind and feel
the need to develop them in order to gain the trust and faith of their employees. While making
development plan various points are covered such as area of development, date it will be
accomplished, achievement, current happening, success criteria and progress by which
improvement should be done.
TASK 2
P3. Difference between organisational and individual learning and training and development
Personal development is an activity which helps in building the human capital such as
discussed skills and knowledge as it helps in building the group of professional skills (Salas and
Paoletti, 2019). Personality development is the basic quality which is beneficial for both an
organisation and employees in order to achieve the optimization within the company and its
performance. In the context to BMW, it is important for them to learn organisational things
which is beneficial for them.
Basis Organisational learning Individual learning

Meaning It is a process which helps in
retaining and transferring the
knowledge and skills within
the organisation. The
improvement of a company
depends on its experience and
through this, organisation is
able to create knowledge
(Serrat, 2017). Moreover, it
includes various ways in order
to increase the effectiveness
and efficiency in order to
develop healthy relations with
its concern. It is a process by
which organisations create
new and innovative knowledge
and skills in order to improve
themselves. Businesses learn
new things by their experience
and critical situations because
through this they are able to
learn something different
regarding the business
environment.
Individual learning starts with
interest and motivation of the
workforce. It is a process
which involves the changes in
the behaviour and knowledge
of an individual which helps in
analysing and observing
people. It is a framework
which helps in developing the
various representation of
situation. It defines the
capacity which helps in
building the knowledge of
individual and reflect the
various sources in order to
elaborate their knowledge and
skills (Smith and Cockburn,
2016).
Goals The objective of organisational
learning is the business needs
which put both positive and
negative impact on the
organisation (Sommer,
Individual learning targets the
areas in which a person
improve itself and try to
achieve and develop its
capabilities. It helps in