BTEC HND Unit 35: Developing Individual, Teams, and Organizations

This report analyzes the essential skills, knowledge, and behaviors required by HR professionals, emphasizing communication, leadership, and technical proficiency. It includes a personal skill audit and development plan, identifying areas for improvement in teamwork, time management, and technical expertise. The report contrasts organizational and individual learning, training, and development approaches, highlighting the need for continuous professional development. It also explores the benefits of High-Performance Working (HPW) practices, such as employee security and involvement, and evaluates various performance management strategies. The report covers the importance of continuous learning for adapting to changing job roles and achieving organizational goals. The report also explains different learning styles and how they influence the way individuals acquire and process information. The HPW system is explained as a critical element for fostering trust and commitment between employees and management, which ultimately drives revenue growth and employee retention. The report concludes by summarizing the key findings and implications of the study.

Developing individual
teams and organizations
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Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Appropriate knowledge skills and behavior required by HR professionals ..........................3
P2 Skill audit and personal development plan ............................................................................4
LO2..................................................................................................................................................7
P3 Differences between organizational and individual learning, training and development......7
LO3 .................................................................................................................................................7
P4 Need for continuous learning and professional development ................................................7
P5) Benefits of HPW practices...................................................................................................8
LO4 ...............................................................................................................................................10
P6.Evaluate different approaches to performance management ...............................................10
High performance working and performance management ......................................................10
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................12
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INTRODUCTION
It is necessary for organisation to develop an effective team to attain goals and objectives.
An individual possesses variety of skills, knowledge and behaviour. However, the skills and
knowledge vary from person to person (Ghauri and Ayub, 2018). The organisation is
responsible for improving performance of employees. For this they provide effective training and
development. It enables individual to gain knowledge and sharpen their skills. Also, business is
able to maintain high level performance. It also supports in building a positive culture. With
team development, there is need for continuous learning. Moreover, employee value is also
created through professional development.
The assignment will discuss knowledge, skills and behaviour required by HR. Also, it will
conduct a skill audit and PDP. Alongside, difference between individual and organisation T&D
is explained. Besides, need for continuous professional development is described. At last HPW
contribution and different approaches of performance management is discussed.
LO1
P1 Appropriate knowledge skills and behaviour required by HR professionals
HR advisor is required to perform various types of tasks. The skills are applied in
completing activities. Also, HR is able to fulfil organisation requirements. Apart from it,
knowledge is required to find out laws related to HR. The attributes of HR play vital role in
organisation. It enables in finding out qualities of candidate during interview. In this qualities
and characteristics are included such as responsibility, attitude, etc. Additionally, this can be
stated that workplace culture can be defined as shared values, belief system, attitudes and
assumptions.
Skills
Communication – this is basic skill that is required in HR advisor. The person must know types
of communication and how to communicate with others. This is useful in writing e mails, report,
letter, etc. (Mauro, 2017)
Leadership skills – the HR must possess effective leadership skills. It will allow in leading a
team and assisting them.
Time management skills – this skill is required for HR to manage time and perform all
activities. The advisor should be complete given task in specified time.
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Team working skills - It is a skill which allow HR to work in team. The person must be able to
work with different people in teams.
Knowledge
Laws and legislation – the person should know about various types of HR laws and regulations.
He or she must have knowledge about policies.
Technical – it is necessary for HR to know about various types of software and application used
in HR (Navimipour and et.al., 2015).
Attributes
The HR advisor should possess attributes such as decision making, formal authority, etc.
this means he or she must be able to take quick decisions. Furthermore, formal authority is
needed to deal with employees and managers in formal way.
So, these all assist HR advisor to perform their role in effective way.
P2 Skill audit and personal development plan
Conducting a personal skill audit helps in identifying strong and weak areas. It supports in
finding out where improvement is required and current level of skill. Moreover, I am able to
identity that what mu current skills are and what I require in future. The skill audit is explained
below :-
Skill Summary level Example Needs for
improvement
Leadership I am very good
in leading a
team. I know
various
leadership
styles and a
great leader.
3 I am leading a
project team in
which there are
10 members. I
am a project
team leader
Yes. I need to
improve this
skill to lead
30- 40 people.
Team work I am easily
able to work in
team. I am a
great team
player. I prefer
working in
team
5 I work in
various
projects in a
team. I am able
to contribute
and attain my
goals
effectively.
No
Time I am not able 2 The project Yes. I need to
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management to complete my
tasks on time. I
am not able to
manage time
and this impact
my
performance. I
do not know
how to prepare
schedule.
activity
undertaken by
me are not
completed on
time.
enhance my
skills so that I
can manage
time
effectively and
attain goals on
deadline.
Technical
knowledge
I do not
possess high
level technical
knowledge. So
it is affecting
my growth.
3 I do not know
about advance
software been
used.
Yes, I want to
gain technical
knowledge
Personal development plan
A PDP is prepared to improve weak areas. It enables in attaining goals that are defined in
improving skills and knowledge.
Objectives Activities
required
Resources Timeline Criteria
success
Team work To improve the
team work
skill, I need to
work in group
so that i can
bring
improvement
in it. This can
leads me to
accomplish the
things
effectively and
Group
performance,
trainer etc.
3 weeks This can help
me to conduct
the group
activities and
this will create
great impact on
my working.
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efficiently.
Time
management
I need to
enhance my
time
management
skills so that I
can attain goals
in deadline. It
will help in my
growth and
development.
This will
increase my
efficiency as
well.
By solving
case studies,
doing activities
4 weeks I will take
feedback from
colleagues,
manager, etc.
Technical
knowledge
I need to gain
knowledge on
various types
of software and
applications.
This will help
me in career
development.
by reading
newspaper,
from internet,
etc.
2 weeks I will apply
that knowledge
in my field.
Communicatio
n skill
I can sharpen
my
communication
skills. It will
benefit me in
my growth.
By watching
movies,
reading books,
etc.
3 weeks I will
communicate
in both formal
and informal
way. By
communicating
with
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colleagues, etc.
LO2
P3 Differences between organisational and individual learning, training and development
Individual Organization
The individual learning will help the
individual to achieve the quality, developing its
own talents, and to increase the knowledge to
reach its own personal goals.
Organizational learning is a broader aspect as it
gives the learning to all the employees and
management as a whole which will benefit the
organizational goals.
Individual development increases the
productivity of a person and also give more
knowledge to them. It enhances the person in
every way, financial, mental, physical, in
speaking, writing etc.
Devlopment of individual by the organisation
will change the attitude of the employees and
will also change the inefficient strategies
which were applied earlier. The development
will also help the organisation to improve the
planning and process of doing its work.
It provides particular knowledge in a specific
area .
Training in the organisation will improve the
employees' efficiency in reaching their
objectives and improving the quality of
services and products
Individual trainning is expensive Organisation trainning is comparetively low
Individual trainningb help an individual will
help in expertise in the particular.
Organisation training gives numbers of
employees trainning which is qute hard to give
the expertise.
LO3
P4 Need for continuous learning and professional development
Need for continuous learning and professional development
Training and developments
The training and development of an individual of an association is that the employees
learn to deal with changing jobs and roles in the industry. Training helps the employees to get
skills , knowledge and attitude for dealing with the job designation. The learning is that they are
job related and gives the bases of the job. When the employees are well trained then it gets easier
for the association to work efficiently and achieve its goals and aims. The development can only
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happen when there is an understanding between the employees and the management. The
employees have to be well trained so that the organization can be understood by the employees
and the work procedure can be matched to its standards.
Diverging
Diverging people look at things from a different point of view and are very sensitive.
These type of people prefer to watch instead of doing anything and use there imagination for
doing things. They have a take on situations in different ways and many ways.
Assimilating
The importance is more towards the ideas and concepts more than the people of this type.
They need a clarity over things rather than practical opportunities. The excellence is in
understanding the information and organizing it clearly and in a logical format.
Assimilating type of people are less concern about other people but focus on the concept
and abstract. Assimilated type of people are not attracted to practical values but are rather
attracted towards logical sound theories. This type of people have time to think over things,
prefer reading, attending lectures, etc.
Converging
This type of people can solve problems and through there personal learning will find
practical solutions to situations. They are lest concern about people and prefer technical tasks.
This type of person find ways to use theories and ideas into practical use. Through questions and
problems they can find solutions to problems and making decisions.
Accommodating
They usually follow up on 'gut' feeling as opposed to sensible study. Individuals with a
helpful learning style will in general depend on others for data than do their very own study. This
learning style is common inside the overall public.
The helpful learning style is 'hands-on,' and depends on instinct instead of reasoning.
These individuals utilize other individuals' study and like to take a down to earth, experiential
methodology. They are pulled in to new difficulties and encounters and to carry plans out.
P5) Benefits of HPW practices
High performance working system is the process or practice of business unit that pays
close attention on employee involvement and show commitment of workers towards their work.
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If employees are committed that reflects that they are loyal towards the firma d company gives
them high rewards for their efforts. Ensuring security of workers, involving them in decisions,
giving hem training, reducing their status barriers and sharing information timely are the
essential component of business unit. HPW is beneficial for High Town Housing as it helps in
providing security of employees as compared to the competitors as they are not providing it to
their employees who work for part-time or are with them in a contract. High Town Housing
creates trust and partnership with their employees which is long termed, they believe in
commitment and extra role and extra mile behavior by employees and it is only possible by the
long term partnership scheme with their employees(Sommer, Howell and Hadley 2016.).
HPW system is considered as most essential element that develops trust between
employee and management. By this practice employees become committed towards the firm
which help Hightown firm in generating more revenues and retaining staff in business unit for
longer duration. This is the practice which turn the behavior of workers and make them positive
towards the brand. Hightown has started new practice to give permanent job to its workers after
completing 3 months. This develops their confidence and they work hard because of job
security. This help business in gaining success in the market.
High performance working practices are helpful in involving the right person in business
unit. Management recruit candidates after evaluating their skills. People those who have required
knowledge and capabilities get hired in the firm which supports in minimizing workplace
mistakes because person is able to perform the task in effective manner. Hightown company has
developed HPW practices and culture in which employees are communicated the goal of
business unit. They are being involved by their seniors in decision making process, this practice
gives benefit to the firm in improving trust and loyalty of workers. By this way they work hard to
meet the organizational goal. Company has created collaborative culture where people work
together and support each other. By this way firm becomes able to manage workload in effective
manner. This is beneficial for the Hightown in raising productivity of business unit to great
extent.
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Figure 1: HPW system
(Source: High Performance Work Systems, 2019)
Hightown is providing result based compensation to its workers, people are getting
attractive pay and incentives which encourage them they work hard to raise revenues of the firm.
This fulfill their basic needs and they become committed towards the business unit. Company is
providing training to its workers in order to raise their performance level. By this way individual
become able to understand job role in significant manner and become able to improve their
working efficiency. This minimizes mistakes hence operational cost of Hightown get down. This
is the best way to engage people and develop their confidence. Hightown managers share key
information to all level of employees timely. This enhances their knowledge and they start
working as per the guidelines of the seniors. This practice is helpful in gaining success to
Hightown. Sharing of information supports Hightown in managing people well and minimizes
conflicts situation in the firm to great extent. Hence, HPW practices gives positive outcome to
the firm, by this way company become able to retain talent in workplace for longer duration and
raising their productivity significantly.
LO4
P6.Evaluate different approaches to performance management
High performance working and performance management
High performance working refers to the resources used by the organization which relates to the
organization strategy. Superiors set the goals for all departments and develop a system for
measurement which progress towards the goals, and it is also known as strategic performance
management(Whitley 2018.). High performance working is a system which promises to increase
the efficiency of working which increase the productivity of the employees and organization as
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well. High performance working includes selective hiring of employees and training pay based
of the performance level of the employees.
Management by Objectives-
When the objective is clear and is approved by the employees and the
management of the association is known as management of objectives. The employees have a
say in the decision making and this motivated them to do things. By this model of strategic
management aims to improve the performance by putting in different planning which is being
accepted by both(Ghauri and Ayub 2018). The importance of this is that when the management
and the employees work together then the association works even more efficiently. This model is
of strategic management which helps High Town Housing to improve their performance. By
using this model it helps in knowing and defining the objectives on which management of the
organization and employees of the company both agrees. It encourages the employees of the
company as they have a stand in the process of planning, while deciding the steps to achieve the
goals for the organization. They align all the operation of the company. Company uses it to
compare the actual performance with comparison to expected results. Benefits of this model are
that it encourages employees it motivates them and make them committed towards work and it
removes the issue of miscommunication between employees and management. One weakness of
this model is it only focuses on setting a goal rather than make a practical approach to attain
them(Wesner Smith and Austin 2018.).
Collaborative Working-
It is a situation when two or more organization merge in a partnership for a long term or
join hands with each other just for a specific project because of each other's resources and then
go to their own ways. High Town Housing have not collaborated with anyone not even with
contract for a short period of time. They are the sole proprietors they believe that working solely
increases efficiency as different people have different mindsets. Collaborative working making
the working environment very friendly which makes the association work smoother and
efficiently. This working formula makes a healthy environment to work in and the role of HR in
this is that they can make the team interact with each other and get to know all of them
personally so that collaborative working can happen easily. There are different types of
collaborative working such as they maintain their independence but jointly work on a project
they have signed for, it forms a group where the parent company has the power to govern its
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group of subsidiary companies, Small organizations work with large organizations because of
their need of resources and expertise.
CONCLUSION
Hightown housing is a charity based association and have 6,500 house under its control.
They are becoming successful in there aim and goal because they are just trying to make the
living of the people worth living in which they are not being able to afford. It can be summarised
that HR in Hightown require specific skills and knowledge. The skills are communication,
decision making, etc. Also, knowledge required is laws, technical knowledge, etc. there is
difference between organisational and individual learning. Through this, employee skills and
knowledge increases. However, continuous development is useful in improving staff efficiency
and performance. The benefit of HPW is it results in effective team work, enhance organisational
productivity, etc. moreover, there are various approaches of performance management that are
360 feedback, collaborative working, etc.
Ghauri, S. and Ayub, N., 2018
Ghauri, S. and Ayub, N., 2018
REFERENCES
Books and journals
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Ghauri, S. and Ayub, N., 2018. HR Professionals’ Preferred Skill for Business Graduates in
Service Sector. Pakistan Business Review, 20(1). pp.209-221.
Mauro, L., 2017. Attitudes and Skills in Business Working Settings: A HR Management
Tool. Bus Eco J, 8(291). p.2.
Navimipour, N.J. and et.al., 2015. Expert Cloud: A Cloud-based framework to share the
knowledge and skills of human resources. Computers in Human Behavior. 46. pp.57-74.
Gardner, M., 2017. Developing cross-disciplinary education by facilitating collaboration within
and between diverse teams. Educational Developments. 18(2). pp.14-17.
Mason, B., 2018. Handing over: Developing consistency across shifts in residential and health
settings. Routledge.
Mathieu, J.E., Hollenbeck, J.R., van Knippenberg, D. and Ilgen, D.R., 2017. A century of work
teams in the Journal of Applied Psychology. Journal of applied psychology, 102(3),
p.452.
Paige, J.T., 2019. Developing Surgical Teams: Theory. In Advancing Surgical Education (pp.
279-288). Springer, Singapore.
Sommer, S.A., Howell, J.M. and Hadley, C.N., 2016. Keeping positive and building strength:
The role of affect and team leadership in developing resilience during an organizational
crisis. Group & Organization Management. 41(2). pp.172-202.
Wesner, B., Smith, A. and Austin, T., 2018. Ready for action: Developing classroom teams to
prepare students for the business world. Administrative Issues Journal. 8(2). p.11.
Whitley, T., 2018. The Power of Language in Defining and Developing Teams. Christian
Education Journal. 15(1). pp.21-31.
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