Developing Individuals, Teams, Organizations: Skills Report

This report examines the role of a development advisor within the context of General Motors, focusing on the skills, knowledge, and behaviors necessary for success. It begins by identifying key professional skills, including training and development, recruitment, and managerial knowledge, and analyzing the importance of transparency and ethical behavior. A personal skill audit, utilizing a SWOT analysis, is conducted to develop a professional development plan addressing areas for improvement. The report then differentiates between organizational and individual learning and training, emphasizing the need for continuous learning to sustain business performance. High-performance work systems and their contribution to employee engagement and competitive advantage are explored, followed by an evaluation of different approaches to support a high-performance culture. The analysis includes a reflective statement on the chosen job role and the challenges faced, providing insights into the development advisor's responsibilities and the strategies to overcome difficulties.

Developing individuals,
teams and organizations

Table of Contents
INTRODUCTION ..........................................................................................................................4
TASK 1............................................................................................................................................4
P1. Determination of professional skills, knowledge and behaviours which are required by
development advisor....................................................................................................................4
P2. Analysis of personal skill audit and develop a professional development plan....................6
M1. Evaluation of detailed professional skills and demonstration of it....................................10
TASK 2..........................................................................................................................................10
P3. Difference between organisational and individual learning and training and development
....................................................................................................................................................10
P4. Analyse the need for continuous learning and professional development to sustain the
business performance ................................................................................................................12
M2. Analysis of learning theories and implementation of continuous improvement plan........13
D1. Analysis of detailed professional development plan and set out the goals in order to
sustain the objectives.................................................................................................................14
TASK 3..........................................................................................................................................14
P5. Contribution of HPW to employees engagement and competitive advantage....................14
M3 Analyze the benefits of applying HPW with justifications to a specific organizational
situation......................................................................................................................................16
TASK 4..........................................................................................................................................16
M4. Critically evaluate the different approaches and make judgments on how effective they
can be to support high performance culture and commitment...................................................17

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...................................................................................18
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19

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
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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.
skills that are faced by me.
 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
*
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Knowledge of
Management
Good in maintaining records and details of
workers
*
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 30/04/19 For this, I as a In order to Here,
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Knowledge prominent
target is to
enhance the
knowledge of
management
and also
manages the
workforce in
effective
manner.
development
advisor have
lack of
prominent
managerial
knowledge
including
planning,
controlling,
organising
and so on.
develop this
skill, I need to
learn various
things about
administration
like paper
work and
systematic
functioning.
progress
criteria are
judged by
management,
supervisors
and peers as
they instruct
me
throughout
the whole
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,
communicatio
n 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
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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
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
It begins with the motivation
and interest of subordinates as
this procedure includes
prominent changes in the
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(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.
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 is also useful in describing
the future, developing
objectives, providing training
and development to
employees and take corrective
Its aim is those areas in which
individuals can improve
themselves and also develop
their competencies. It is also
useful in analysing and
attending the potential of
individuals and makes them
prominent learners (Bisbe and
Sivabalan, 2017). Along with
this the candidates become
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actions for it. 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.
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