Developing Individuals, Teams, and Organizations: A Report

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DEVELOPING INDIVIDUALS, TEAMS AND ORGANIZATIONS
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Table of content
Introduction....................................................................................................................................................3
Company Background...................................................................................................................................3
LO1: Employee knowledge, skills and behaviour.........................................................................................3
P1: Professional skills, knowledge and behaviour.....................................................................................3
P2: Professional development plan............................................................................................................5
M1: Demonstration of evidence of personal reflection.............................................................................6
LO2: Learning and development to drive business.......................................................................................7
P3: Differences between organisational and personal learning.................................................................7
P4: Need for learning and professional development................................................................................8
M2: Application of learning cycle theories...............................................................................................8
D1: Detailed professional development plan.............................................................................................9
Lo3: Contribution of High performance working to employee engagement.............................................10
P5: Understanding of High performance working...................................................................................10
M3: Benefits of application of HPW.......................................................................................................12
Lo4: Evaluation of performance management, collaborative working and communication.....................13
P6: Different approaches to performance management.........................................................................13
M4: Effectiveness of different approaches............................................................................................15
D2: Valid synthesis of knowledge and information..............................................................................16
Conclusion...................................................................................................................................................16
Reference List..............................................................................................................................................17
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Introduction
Development of employees in this highly competitive business market is essential to gain advantages.
Effective employee development leads to increase in high performance work which ultimately leads to
increase in productivity and profitability of organisation. Aim of this research is to understand the impact
of learning and training procedure to increase performance of the employees. Various knowledge, skills
and competencies will be thoroughly analysed which are required by the human resource management of
the organisation. This learning and development procedure will also helps to increase sustainable business
performance which helps to increase brand awareness and value. Additionally, it also provides
organisation to main a positive workforce and employees will be committed to their work to maintain the
work chain.
Company Background
Poundland is a British retail chain industry based on London and operates business in international
market. This organisation operates its business with employee base of 18,000 and revenue of £1.31
billion. In last year this company has gained £56.9 million (Poundland, 2019). Its mission is to become
largest value retailers and vision is to provide necessary products in affordable price.
LO1: Employee knowledge, skills and behaviour
P1: Professional skills, knowledge and behaviour
Human resource department of Poundland wants to hire skilled professionals in their organisation to
maintain their workplace productivity. Therefore some skill sets are highly needed in the candidate to
pursuit job in the retail organisation.
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Figure 1: Professional skills, knowledge and behaviour
(Source: Given by researcher)
● Communication: Communication is one of the most needed skills that human resource
department need. Through effective communication employees can cover different workplace
situation and execute their task with responsibilities. According to Bennett et al. (2017)
communication also helps to develop quality customer relationship which leads to customer
retention. Through communication employees can collaborate in a project to make it successful.
In addition to that, clear communication is highly essential to develop a positive work culture and
patterns for work in the environment. Various technologies are now available in the market of
UK which can helps higher authorities of Poundland to establish effective communication. Some
software has features that can allow employees to work more efficiently at workplace. Asana can
be used by the employees to properly coordinate at the time of work. It also helps managers to
allocate job pretty quickly which also helps to manage time.
● Conflict resolve: Due to globalisation people are coming in this retail organisation to work.
Those people are belonging to different social and cultural background. This can generate a
possible workplace conflicts. Therefore, human resources department Poundland want conflict
management skills among their employees. Additionally, employees should aware about various
political conflicts in UK which can have deep impact on the organisation activities ( Basterretxea
and Storey, 2018). Consistent feedback system is maintained by the higher authorities of
Poundland so that they can evaluate emotions of employees.
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Communication

● Work life balance: Poundland wants their employees to become devoted to their workforce to
make organisation more productive. However, too much work pressure can be a disaster for the
organisation as employee efficiency get decreased by the development of metal fatigue and
physical health decrease. Therefore, employees need to maintain a work life balance so that a
stable work condition maintained throughout the process. As per comment of Boer et al. (2017)
employees should not take their work at home and for that they have to work efficiently at the
workplace. Proper planning to execute a task is highly needed to maintain productivity in a
stressful day. Managers and leaders can help employees through proper delegation of job
according to their expertise.
● Time management: Time management is a huge issue in the retail sector business as employees
have to handle various clients in a short span of time. Human resources department of Poundland
want their employees to become time effective and serve their customers in timely manner to that
a positive customer organisation relationship stayed. Employees have to be highly skilful to
effectively manage time at workplace (Battaglia et al. 2016). Various training facilities can be
provided to the employees by the organisation so that they can maintain a productive workforce.
Managers and leaders should advise their employees to avoid any kind of distraction like use of
phone or social media in workplace. Additionally, managers can also give some tips to their
employees about prioritising works according to its importance. This is an effective technique to
improve time management.
P2: Professional development plan
Objectives Tasks Activities Time frame Resources
To manage
effective
communication
Proper use of
technologies
I will use the
technologies that
help in workplace
communication to
become habituated
with it.
To properly
understand the
whole system it
will take 5 months
I will but some
digital
technologies to
learn about it.
Focusing on the
teamwork
I will engage in
some team
performance so
To master this
skills I will need 4
There are various
training campaigns
arranged by the
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that I can
communicate in
efficient way
months Poundland. I will
attend those.
To manage time Effective
planning is highly
needed
(influenced by
Benbya and
Leidner, 2018).
I will practice to
make plan before
starting a job.
I need about 3
months to master
this skill.
I will follow
guidelines that are
provided by the
training facilities
of Poundland.
Prioritisation of
job is essential
according to
importance of it.
I am practicing to
break a
challenging job
into various
segments so that I
can prioritise those
according to
needs.
I will take 3
months to actively
learn this effective
skill.
I will critically
analyse the
available resources
before breaking it
in different
segments.
Table 1: Professional development plan
(Source: Given by researcher)
M1: Demonstration of evidence of personal reflection
In order to develop career in Poundland, I am focusing on the developing effective communication and
time management. Those two skills I need to develop more so that I can effective in the workplace and
become a part of organisational productivity and profitability. Through this professional development
plan I can efficiently meet all the needs required to fulfil the chosen tasks. Active communication in retail
sector is needed to meet customer demands and serve them better. Also it helps to execute a job as a team
through proper delegation of job according to the expertise (Bocken et al. 2017). On the other hand time
management skills need to enhance to manage workforce. Through better time management I can do large
amount of job within short time which is beneficial for the organisation. It also helps me in my career
development which can provide me job satisfaction. Through personal improvement I can match the
requirements of human resource department of Poundland which helps me in my professional
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development. Also I can approach to managers and leaders of this organisation to get any idea for
development.
LO2: Learning and development to drive business
P3: Differences between organisational and personal learning
Nowadays organisations are driven by knowledge which is vital resources to manage and develop
customer relationship and organisational performance. Through gathering knowledge and analysing it
organisations can sell unique quality products which leads to attraction of new customers.
Individual learning: Learning is based on the experience that an employee gathered from workplace.
This leads to increase in capacity of work which can help organisation to provide better performance. An
employee can learn new set of skills through actively watching everyday activities, interacting with
consumers and work with relatively experienced employees of Poundland. Involvement of employee in
the organisational development is a vital source for learning new skills and competencies. It helps to
increase employee commitment towards the workforce through active participation. Employees also get
motivated through learning new things. However, not all staffs can get benefits from this learning
procedure (Boxall and Winterton, 2018). Often lack of essential resources like time and money become
huge factor for the organisation to enable processes for learning new skills for operations. Learning
capabilities are mainly depending on the social and cultural background of the employees which is a
significant factor due to globalisation. As opined by Burgess Wilkerson et al. (2018) status of works and
other various competency levels also play crucial role to make learning a relatively biased process in the
organisation. However, learning process can be enhanced through make available new information about
the current market trends and organisational policies. Beliefs about something, rules of Poundland, its
culture and styles for managing efficiently organisational operations can have huge impact on the learning
approaches.
Organisational learning: An organisation learns from their employee experiences. Employees of
Poundland are taking an active part in identifying various needs for development to gather knowledge.
Company should show their level of commitment towards learning new things about market. Managers
and leaders should get encouraged to become open minded as well as honest while giving feedback to
their employees. In addition to that, managers and leaders learn to accept failure as it is a part of the job.
Sometimes they have to overlook errors and provide constructive feedbacks to their employees so that a
positive work environment can be maintained (Cohen, 2017). Those positive feedbacks can motivate
employees of Poundland to become an efficient worker. It also helps to increase self esteem. Employee
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self esteem can be influenced by the recognition that they get in the workplace from the managers and
leaders. Recognising a well done job providing rewards for it to the employees can help to mitigate
various workplace issues. Managers of Poundland can also involve their employees at the time of
developing plans so that they feel that they are valued by the organisation.
P4: Need for learning and professional development
Effective knowledge gives opportunity to the employee to become effective while executing the job.
Therefore, it is highly important to learn new skills and competencies for professional development.
● Remain relevance: Gathering knowledge about workplace and market keep employees updated
about the work requirement and current trends (Iqbal and Keay, 2019). Employees should make
sure that they stay productive through learning new skills and adopting new technologies.
● Preparedness: Effective learning can help employees of Poundland to work according to
changes that are relatively unexpected. Organisations sometimes have to make drastic changes to
maintain the work culture according to the change in rule and regulation of the government.
● Career development: Through learning new skills employees can develop their career by
working efficiently in relative challenging conditions. Additionally, employees will start getting
recognitions form the higher authority of Poundland which increase the chance of job satisfaction
(Martinaityte et al. 2019). Career develop also motivate employees to become an integral part of
the operation and deliver quality performance for the organisation.
● Sharing new ideas: Managers and leaders of Poundland want their employees to share relevant
information for workplace innovation. Therefore through gathering important information and
properly analysing it employees can take active participation sharing new ideas. This can leads to
earn more rewards and acknowledgement.
M2: Application of learning cycle theories
Kolb’s learning cycle can be used by the employees to develop their learning process. It is four stage
learning cycles which have four different learning styles. This learning cycle includes concrete
experience through which a relatively new experience is encountered by the employees. Sometimes they
also reinterpret their previous experiences which are become useful to mitigate challenges in working
conditions sometimes. Sometimes employees of Poundland observe new experience in reflective way.
This helps to give particular importance towards work experience and understanding of the environment
to work effectively. This active reflection can generate new and abstract concepts among the
employees (Stephan et al. 2016). This new concepts become highly useful for innovation of the
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organisation to increase productivity. Employees as a learner can also apply their ideas to the workplace
in order to see what happens. It can have positive or negative impact on the performance on the work
ability (Stevenson and Cole, 2018). Additionally, it can have direct and indirect impact on the
productivity of Poundland. Effective learning progress can be observed among the employees through
four stages of this learning cycle. Proper observation helps to develop solid experience. These
experiences leads to generation of various effective concepts which might be helpful to develop various
planning for future needs of organisation.
Figure 2: Kolb’s cycle
(Source: Stevenson and Cole, 2018)
D1: Detailed professional development plan
Employees can enhance their learning abilities through using of learning cycles in various steps.
Professional development plan that has been produced can helps employees to learn about various
communicative tools. Learning about new and innovative tools in workplace helps employees to develop
their roles in the organisation and improve some practices which can increase the productivity.
Professional development helps to improve skills for presentation which makes that individual an
efficient team member (Tourais and Videira, 2016). Effective time management also helps employees to
execute a number of tasks in a short span of time. Thorough effective planning employees can meet
consumer needs and serve them efficiently which help organisation to develop positive communication
with customers.
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Lo3: Contribution of High performance working to employee engagement
P5: Understanding of High performance working
High performance working depends upon variety of skills of employees of an organisation. In this
context, Poundland, a UK based Retail organisation has been chosen by researcher to evaluate High
Performance Working (HPW) in their organisational workforce. HPW refers to an integrated part of
Human Resource Management of an organisation by evaluating different departments of organizational
operation and their interconnection (Weller et al. 2018). HPW refers to different appraisals like; selection
of employees, their joining procedure, provide them effective training of business performance, appraisal
of their work and performance and compensation in case of accidents during operation.
Figure 3: High Performance Working
(Source: Given by researcher)
● Selection of Employees: It has been mentioned in this study that HPW refers to an integral part
of HR management of an organisation. In case of Poundland, a UK based Retail industry, HR
officials of concerning organization is liable to recruit employees according to their capability
and need in organisational workforce. It is relevant that an organisation always plans to hire
employees who maintain good skill to produce effective profit for organization as well as its
business expansion (Wang et al. 2016). In this regard, HR officials of concerning organization
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HighPerformanceWorking

focus upon working capability of their hired employees. Thus. HR managers observe productive
approach of their employees according to maintain their HPW.
● Joining Procedure: HR officials of an organisation are account for joining of their employees
according to their capacity. In this report, Poundland, a UK based Retail organisation has been
chosen for discuss. In skin care organisations, it is significant for their HR officials to maintain
employee base in different departments like Supply chain, production and distribution (Tourais
and Videira, 2016). Hence, HR professionals of Poundland infuse their employee insulation
according to productivity of their employees for maintaining HPW in concerning department.
● Training: HR officials of any organisation are required to provide training to their employees for
betterment of their working capability. In this regard, HR officials of Poundland, a UK based
cosmetic and skincare industry focuses upon maintaining their employee productivity by
providing training, In case of training they segregate their employee capability enhancement
program into both training and development program. Training has been given to those
employees who have joined this organization recently (Stevenson and Cole, 2018). On the other
hand, development procedure has been circulated for their employees who are veteran in
organisational operation. Along with that training HR officials of concerning organisation also
provide effective communication and encourage their employees to make communication among
them. This communication process helps employees to build teamwork that is also relevant, in
reference to maintain HPW of Poundland. On the other hand, it is equally relevant for employees
to share their thoughts and quarries and get solutions to solve their problems from senior
employees.
● Appraisal: In order to maintain employee base of an organisation, HR officials provide
remuneration and promotion to their employees to encourage them to induce in business
operation. In response to Poundland, a UK based Retail organisation, HR professionals are
accountable to maintain a database that observe employee performance and at the end of the year
they get appraisal of their performances as promotion, and pay hike (Stephan et al. 2016). HR
professionals of concerning organisation provide focus upon providing promotion to production
and marketing department along with pay hike. However, in case of supply management, they
induce pay hike for employees of concerning department.
● Compensation: HR officials are accountable to maintain employee’s welfare in workplace and
operation. In many organisations, HR officials provide compensation policy of their workers to
provide them safety in organisational operation. This study has been based on Poundland, a UK
based cosmetic and skincare organization. HR professionals of this company have modified their
policy to insure their workers. In production department, HR officials provide life insurance
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policy of their employees and premium of these policies are being provided by company
(Martinaityte et al. 2019). In case of accident, HR officials of this company are liable to provide
accidental benefits to that employee and family.
M3: Benefits of application of HPW
High Performance Working (HPW) helps organisation to gain effective profit and expansion. HOW
system is also liable to produce a group of employees that are well trained and capable to product
according to employee base of an organisation. In order to maintain this HPW, company officials of
Poundland instruct their HR professionals to insulate training and encourage employees to maintain HPW
in workplace culture.
Figure 4: Benefits of HPW
(Source: Given by researcher)
● Profit Generation: This system proves helpful for an organisation to gain profit. It is inevitable
fact in today’s business context that business organisations have two prime focuses; generating
profit and expands business. In order to generate profit, organization must focus on their
employee productivity and its enhancement. With this concerning, officials of Poundland instruct
their HR professionals to provide adequate training to their employees for their performance
generation. As opined by Wilton, (2016), other effectiveness of this organisational operation is to
induce profit in business expansion. Business expansion is needed for this organization to make
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