Comprehensive Report: Developing Individuals, Teams, and Organisations

This report delves into the critical aspects of developing individuals, teams, and organizations, with a focus on the role of HR professionals. It begins by identifying the essential skills, knowledge, and behaviors required by HR advisors, followed by a personal skill audit and a professional development plan. The report then differentiates between organizational and individual learning, training, and development, emphasizing the need for continuous learning to sustain business performance. It also examines the impact of high-performance work systems on employee engagement and competitive advantage. Finally, the report evaluates different approaches to performance management and their contribution to a high-performance culture, providing a comprehensive analysis of key strategies for organizational success. The report is based on the context of Hightown Housing Association.

DEVELOPING
INDIVIDUALS,
TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Determination of professional skills, knowledge and behaviours which are required by HR
professionals...........................................................................................................................3
P2. Analysis of personal skill audit and develop a professional development plan...............5
TASK 2............................................................................................................................................8
P3. Difference between organisational and individual learning and training and development.8
P4. Analyse the need for continuous learning and professional development to sustain the
business performance...........................................................................................................10
TASK 3..........................................................................................................................................11
P6. Demonstration of understanding of how HPW contributes to employee engagement and
competition advantage..........................................................................................................11
TASK 4..........................................................................................................................................12
P6. Evaluation of different approaches of performance management and how they support the
high performance culture and commitment..........................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES .............................................................................................................................15

INTRODUCTION
Market and its conditions are more competitive because of the internal and external
factors and the success of the business and its expansion depends on the capabilities of their
individuals, teams and organisation (Long, 2016). The performance development is a solution
which ensures the continuous development of the competencies of an individual by mentoring
and providing guidance to them. High performing workers helps in achieving the success of an
organisation as it helps in enabling the efficiency and effectiveness of teams and individuals.
Performance of individuals and teams are concerned with the organisational performance as it
helps in developing their performance and evaluating it (The Role of Individual Development in
Team and Organizational Success, 2019). In the dynamic business market, it is essential to attain
the success of an organisation by expanding and increasing the performance of individuals. The
HR advisor provide its services as the executive of an organisation.
This report is in the context of Hightown Housing Association and its HR advisor
analyse the skills, knowledge and behaviour of HR advisor and also conduct the personal skill
audit and develop a personality development plan which reflects the development needs.
Moreover, it also include the difference between the organisational and individual learning and
training and development. In addition to this, continuous learning and professional development
is identified for the business performance. Furthermore, it focus on high performing working
which contribute in engaging the employees and also evaluates the various approaches of
performance management.
TASK 1
P1. Determination of professional skills, knowledge and behaviours which are required by HR
professionals
Purpose and objectives of an organisation is to set up and support the overall strategic
business plans and policies in order to achieve its goals and objectives. They are also helpful in
order to develop the career of employees and can see the vision for the availability of human
capital (Moxen and Strachan, 2017). The HR advisor perform in the rapidly changing business
environment and order to measure and track the progress of its employees. The skills, behaviour

and knowledge which must present in the HR advisor in order to perform its responsibilities are
discussed as under:
Knowledge
Legal knowledge: This knowledge is concerned with the legal laws and regulatory
cognition which must be present in HR in order to coordinate and manage their employees by
providing them proper guidance and support. This knowledge is helpful in order to provide
training to their workforce and it is done with the help of appropriate understanding about laws
which is useful in solving the legal problems an its related issues.
Managerial knowledge: Understanding about management and system is important as it
helps in providing the profitability and sustainability of business and its environment (Jørgensen
and Becker, 2017). Moreover, it helps in directing and supporting their employees and it covers
the knowledge about the understanding about the behaviour of employees, knowledge about the
macro environment and administrative and systematic understanding which is helpful in
developing the best organisational culture which helps in improving the overall performance and
productivity.
Skills
Communication skills: It is the basic skill which must be present in the HR advisor as it
helps in developing the coordination among them. HR is the reformist for workforce and
represent the supervisors. Moreover, it helps in communicating the desired goals and targets of
an organisation to its staff which is worthy for their employees because it helps in avoiding the
confusion from their mind. These skills are helpful in solving problems and managing conflicts
at workplace.
Decision making skills: The HR advisors need to take many decisions while performing
their job and it is important in order to operate their organisation effectively and efficiently
(Stanton and et. al., 2017). It is helpful because it provide better understanding of different
aspects of firm and employees in order to operate it in smooth manner. This skill is needed
because their decisions plays a vital role which helps in coordinating and avoiding the confusion
from the mind of their employees.
Behaviours
Ethical behaviour: It is a kind of behaviour by which ethics and discipline is maintain in
the organisation which is important for the survival of employees. Ethics are those principles

which helps in analysing the conduct and behaviour of their employees in their life and also at
workplace. It increases the pressure on HR advisor in order to ensure the ethical behaviour of
employees while working in an organisation. It is required at all the departments of an
organisation because it is useful in order to deal with people and maintain discipline in the
organisation.
Transparency: It is helpful in order to clear the things to their workforce in which they
are capable in order to achieve their objectives. Transparency can be develop by having good
leadership skills which can develop the healthy behaviour by conducting training and
development and encouraging their employees by which their productivity and production
increases in order to attain the success for an organisation (Manley, 2016). This behaviour should
present in the HR as it helps them in managing their staff and clearing information among them
in order to improve the performance. It is an important aspect as it include that HR should have
appropriate observation power by which they can easily analyse and observe the elements which
impacts the performance of employees and for this they take corrective action.
P2. Analysis of personal skill audit and develop a professional development plan
Personal Skill Audit
Skills, Behaviour
and Knowledge
1 2 3 4 5
Communication
Skills
*
Decision making
Skills
*
Managerial
Knowledge
*
Legal Knowledge *
Ethical Behaviour *
Transparency *
(1 means least competent and 5 means most competent)

Personal skill audit is conducted in order to analyse the competency in the skills,
behaviour and knowledge which helps in analysing the various situations of decision making
(Qureshi and Dhaliwal, 2016). As per this skill audit it is analysed that I am weak in decision
making skills, managerial knowledge and transparency in behaviour which can become barrier in
the performance development of employees. This audit is useful in analysing and guiding the
individuals of an organisation which is used in order to plan strategies about business, making
research report and helps in building teams in an organisation.
Professional Development Plan
Development
objectives
Priority Activities to
be
undertaken
Resources Target
start date
Target end
date
Criteria for
success
Decision
making skills
For this
priority is
to take
decisions
quickly
according
to the
requireme
nt of
situation.
In order to
develop this
skill I need
to attend
many
seminars,
conferences
and
workshops.
To develop
this skill,
resources are
training and
mock
situations in
which
decisions are
taken on
different
situational
context.
04/01/18 05/03/18 For me, the
success
criteria is
determined
through the
benefits and
limitations of
situation
which is
judge by the
top level
management.
Managerial
knowledge
Priority is
to develop
the
knowledge
and
understand
ing of
To create
these skills I
need to do
research
about the
management
and
In order to
develop this
skill, I need
various
resources
such as
support of
08/03/18 07/05/18 The success
criteria for
me is to gain
knowledge
about the
managerial
and

manageria
l and
administra
tive
knowledge
by which
their staff
is
managed
and it
includes
directing,
planning,
controlling
and many
more.
administrativ
e activities
which helps
in gaining
knowledge
about the
organisation.
top level
members,
employees
and those
individuals
who
regulates in
organisation.
systematic
activities
which is
judge by the
top
management,
managers
and
employees.
Transparency Priority is
to develop
transparen
cy
between
employees
which
helps in
motivating
the
workforce
in order to
attain their
work.
To develop
this skills I
should take
participate in
the debate
and
communicate
with lot of
people in
order to
develop the
healthy
relationship
with staff.
In order to
build this
skill, I need
to make
things clear
to employees
in order to
improve
their
performance.
10/06/18 12/09/18 For this, the
success is
achieve by
constructive
criticism
which is
done by top
management
of an
organisation.

The above PDP reflects those skills in which I am least competent and these are
important in order to improve the performance of their employees and also helps in attaining the
success of an organisation (Valori and Johnston, 2016). As per this plan, it describes the various
corrective actions which should be taken in order to develop these skills and in future it becomes
strength and opportunity for the HR advisor of Hightown Housing Association.
TASK 2
P3. Difference between organisational and individual learning and training and development
Personality development refers to those activities which are undertaken to develop the
human capital of an organisation such as behaviour, knowledge and skills as it develops the
professionalism among employees (Martin and Manley, 2018). Learning is important for an
organisation because it help both the organisation and employees in order to develop their
knowledge and skills which increase the level of their performance and also boost their morale.
In the context of Hightown Housing Association, it is essential for them to learn about the
organisational and individual learning:
Basis Organisational learning Individual learning
Meaning Organisational learning is a
process by which firm gain
knowledge about various skills
and behaviour in order to
regulate in the organisation. Its
improvement is depends on the
experience which they gain in
order to develop their
knowledge. By this process
organisations learn new and
innovative things in order to
improve themselves.
It is a process which starts with
the learning of an individual
and depends on their interest.
Through this process,
individuals learn new things
which develop changes in their
behaviour while analysing and
observing people.
Benefits Through organisational
learning, firms gain valuable
knowledge and something
There are lot of benefits of
individual learning it depends
on their excellent skills.

innovative which helps in
encouraging the individuals
which is beneficial for an
organisation (Cherubini and
Nielsen, 2016).
Moreover, it is beneficial as it
helps in improving their
qualification and performance
and increases the
encouragement and
confidence.
Basis Training Development
Meaning It is a process in which
employees gain knowledge
about something new and get
chance to build their
capabilities as per their
requirement of job. It is
conducted by organisations in
order to develop their
employees and performance
which boost their morale and
helps in retaining the best
talent in the organisation.
This process ensures the
overall development of an
individual which helps in
improving the performance
and productivity of an
organisation and it is done
through educational process
(Flint-Taylor and Cooper,
2017).
Aim Its purpose is to increase the
overall performance and
productivity of employees as
well as organisation. It also
helps in boosting the morale of
employees by which they can
gain competitive advantage.
Its purpose is to develop the
personality of an individual
which depicts that they should
prepare themselves for the
future purpose in order to face
the uncertain challenges.

P4. Analyse the need for continuous learning and professional development to sustain the
business performance
Learning refers to that process which helps in creating and developing the experience and
by their transformation. Continuous learning is a process which helps in achieving the skills,
knowledge and experience and it is a continuous process which include various goals, tasks and
strategies (Gluyas and Harris, 2016). It is significant in order to gain success which helps in
achieving the experience and knowledge of professional and personal life. The success of an
organisation is depends on the employees which is helpful in achieving the required
development. In order to sustain the business environment it is important for Hightown Housing
Association to follow different steps of continuous learning process:
Plan: Planning the CPD makes an accurate classification of the current situation and also
helps in analysing the goals of Hightown Housing Association for the whole year. It helps in
planning and setting objectives for an organisation and helpful in order to identify the
requirements and opportunities of elements of an organisation in order to gain more experience
(Woodcock, 2017). It is conducted because it ask many questions like what to you want, learn
and how can it help. For instance, the staff turnover rate in Hightown Housing Association is
high and they need to retain their employees. For this, they need to make plans which helps them
in retaining their employees.
Do: This step describes the procedure of action which needs to be taken in order to
implement the plan and to develop it (Beevers and Rea, 2016). To evaluate the plan it is required
to manage the skills and knowledge and motivate the employees by which they feel worthy and
improve their communication in order to offer its precious returns. In order to implement their
plan, the HR advisor of Hightown Housing Association need to adopt various activities such as
training and development, career planning, rewards and recognition and many more.
Record: It depicts that plan should be monitor in order to achieve the success of an
organisation which includes the tracking of plan and analyse the different factors like training,
learning and many more which helps in conducive in the development plan. In this context, they
need to take follow up and record the performance of their employees which helps in measuring
and appraising them.
Reflect: It is an important part of CPD which is useful in analysing the value of the work
and also reflects the various deviations which happen while implementing it and also helps in the

application of practices and track the changes (Ganguly, Chatterjee and Farr, 2018). In this stage,
they need to track the progress of their plan and activities and if they find and deviation and issue
in it then take corrective action for it.
Submit: It is the final part of plan which represents the final submission of plan and also
reduces the risk factor from it. Here, the final plan is submitted for the beneficial of employees as
it helps in boosting their performance.
TASK 3
P6. Demonstration of understanding of how HPW contributes to employee engagement and
competition advantage
These practices applies across various areas such as work organisation, employment
relations, management and leadership and for the development of an organisation.
Elements involved in HPW systems
Organisational Culture: The culture of an organisation helps in boosting and improving
the performance of employees. It comprises various values, behaviour, symbols and
understanding of employees which helps in guiding the people in an organisation. Organisational
culture bind the employees together and also direct them in order to achieve desired objectives.
In the context of Hightown Housing Association, their culture is more flexible by which
employees feel important and it helps in increasing the performance of employees. Through this
employees can build healthy relations among them and can easily share their work with each
other.
Reward Management: It is an element which helps in increasing the performance of
employees and also motivate others to perform in an effective manner. Offering incentives,
benefits and rewards are the basic element which can easily improve the performance of
employees. Hightown Housing Association can easily retain their employees with the help of
rewards as it is beneficial to maintain talent in the organisation which helps in increasing the
performance of both organisation and workforce.
HPW practices
As the HR Advisor of Hightown Housing Association it is important to manage the
performance of employees and also manage them. These are the practices which develop the

knowledge, skills and attributes and define the various benefits of HR. These practices are
discussed as:
Transparent communication: It helps in developing the performance of individuals
because through this goals and objectives of organisation can achieve easily. Moreover, it helps
in building trust among workforce, provide relevant information, create expectations and many
more. By maintaining communication transparency, Hightown Housing Association can engage
their employees in work which improves the performance of organisation. If transparency does
not maintain then it can influence the organisational goals and objectives.
Higher the performance, lower the cost: By improving the performance of employees
reduces the cost of overall production and can improve with the help of training and
development. Performance of employees can improving by involving them in work or delegating
appropriate responsibilities with authorities. In the context of Hightown Housing Association, if
the performance of employees are improved then it ultimately leads to increase the
organisational performance and if workforce is well trained then they use resources in optimum
manner.
HPW practices helps in enabling the better utilisation of skills
The above discussed practices are helpful in enabling the better utilisation of HR skills
which states that communication should be appropriate and transparency need to maintain in
order to utilise their skills in proper manner. Moreover, also helps in reducing the cost of
production by engaging the employees in an organisation. All these practices are enable when
the HR professional have specific skills and knowledge in order to improve the performance of
employees.
TASK 4
P6. Evaluation of different approaches of performance management and how they support the
high performance culture and commitment
It is a process which helps in ensuring the set of activities which helps in meeting the
organisational objectives in an effective and efficient manner. It emphasis on increasing the
performance of employees, organisation and departments. Moreover, it helps in specifying the
tasks and objectives, comparing the actual performance with defined standards by which desired
outcome can achieve easily. High performance culture is the set of behaviours, rules and

regulations which helps the organisation in order to achieve desired result. This culture can be
created with the help of collaboration of their employees and with effective communication
among them.
Approaches of performance management
Comparative approach: This approach describes the measurement of performance
through their ranking or by comparing them with the performance of other employees. It is based
on the high to low measurement of performance. It include various methods such as forced
distribution, paired comparison and graphic rating scale as these all are based on the ranking of
employees. Performance can be measured by using the two elements like collaborative working
and effective communication as these are helpful in measuring the performance. While doing this
process, Hightown Housing Associations ensures that their communication should be effective
by which standards of the performance is clearly described.
Result approach: It is very simple and easy approach in which their performance is
plumbed on the basis of final result and this approach follow balanced scorecard technique. It is
used in motivating employees in order to increase their performance, productivity and measuring
it. While evaluating the performance of employees, it is important of HR professionals to
consider collaborative working in each other and their employees by which communication can
increase easily. In terms of Hightown Housing Association, it is important for them to work
collectively in order to measure the performance of their employees.
Performance management develops the culture of high performance and commitment
Performance management helps in improving the performance of employees with
collaborative working skills and effective communication among them which can be easily
manageable in order to achieve desired outcome. It defines those abilities which helps in creating
the high performance culture in an organisation. It can be done with the development of effective
performance management, increasing the capabilities of leadership, through effective
communication and collaboration.
CONCLUSION
From the preceding discussion, it is summarised that different skills, knowledge and
behaviour is necessary for the HR advisor which helps in improving the performance of
employees. Moreover, it defines that learning criteria of both the individuals and organisation.
Apart form this, it is concluded that CPD is useful in order to improve and track the performance

of employees as it is an ongoing process. Moreover, it also depicts the performance of employees
which needs to be increase in order to apply at the various departments of an organisation which
helps in the development of an organisation.

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Online
The Role of Individual Development in Team and Organizational Success. 2019. [Online]
Available through <https://trainingindustry.com/articles/strategy-alignment-and-planning/
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