Developing Individual, Teams, and Organizations: A Report

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DEVELOPING INDIVIDUAL, TEAMS, AND ORGANIZATIONS

Executive Summary
The following study discusses the HR practices that enables employee of an organisation to be
engaged effectively and contribute to organisational growth. The employee management and
determination to achieve the efficiency of the employees have been included in the study. The
PDP plan has been able to demonstrate the performance development strategies. The HPW
theory has been discussed and the impact of that theory on performance management has been
also included in the discussion. The collaboration mechanism and effective communication have
been described and the impact of this mechanism in employee betterment is included in this
study. Moreover, the approaches to support high performance and culture has also been assessed
here.

Table of Contents
Introduction......................................................................................................................................5
LO1..................................................................................................................................................5
P1. Required knowledge, behaviors and appropriate skill setting to enhance the organizational
performance.................................................................................................................................5
P2. Analyzing the personal audit skills that are completed in terms of identifying the
knowledge, behaviors and skills in the development of PDP......................................................6
M1. Providing a detailed audit skill of professional those are demonstrating the evidence of
personal reflection as well as evaluation......................................................................................7
LO2..................................................................................................................................................7
P3. Analyzing the differences between the individual as well as organizational development,
training, and learning...................................................................................................................7
P4. Analyze the impact of the continues learning to maintain the sustainability for the business
......................................................................................................................................................8
M2. Applying a cycle of theories of LC (learning cycle) in order for analyzing the importance
of implementation of continuous improvement of professional..................................................9
D1. Producing a coherent and detailed and development of a professional plan that sets out the
goals of learning goals as well as training in order to achieve the sustainable performance of
business objectives.......................................................................................................................9
LO3................................................................................................................................................10
P5. Impact of HPW in engaging the employees and their commitment for the betterment of the
organisation................................................................................................................................10
M3. Benefits of application of HPW with proper justification..................................................12
LO4................................................................................................................................................13

P6. Evaluation of different approaches in order to achieve performance management (e.g.
collaborative working) and demonstrating with examples in terms of how they can be able to
support the cultural high-performance and commitment...........................................................13
M4. Critical evaluation of different approaches as well as judgement making.........................13
D2. Providing a valid synthesis in terms of knowledge as well as information in result to
appropriate judgments on how mechanisms and HPW can be used to support the HPW that
lead to the improved engagement employee, commitment as well as competitive advantage.. 14
Conclusion.....................................................................................................................................15
References......................................................................................................................................16
Appendix........................................................................................................................................19

Introduction
Developing and managing the team is required some practices which can be included by HR
management of any organisation. It is evident that HR professionals also look after that the
employees are engaging themselves in the practice of performance betterment. The report has
been aimed to brief the HR management skill requirement and performance development of the
employees.
LO1
P1. Required knowledge, behaviors and appropriate skill setting to enhance the
organizational performance
HR professional is effective in maintaining the performance of the company and take the
company to the zenith of its success. In order to do so, certain skills, knowledge as well as
behaviors are possessed by the professional of HR (Basit et al. 2015). Therefore, the following
skills can enhance the organizational performance:
● Communication skills
● Budgeting skills
● Organizational skills
● Skills of decision making
● Skills of development and training
● Empathetic skills
The practice implementation by the HR professional helps in solving the issues of the company
(Duffield and Whitty, 2016). Therefore, behavioral traits that need to be followed by the
professional of HR include:
● Decisive thinker
● Skilled influencer
● Collaborative
● Courageous to challenge everything
● Driven in terms of delivering
● Role model
● Personally credible
● Curious about knowing everything

On the other hand, knowledge helps in various types of decision that are being taken by the
professions in the betterment of the company (Kang and Ritzhaupt, 2015). Therefore, the
knowledge that is being required by the professional of HR includes:
● Knowledge about the goal of the company
● Personal information of the employee
● Knowledge about the skills of different employee
● Strengths of the company
● A weakness of the company
● Achievement of the company
● The demand of the customers of the company
P2. Analyzing the personal audit skills that are completed in terms of identifying the
knowledge, behaviors and skills in the development of PDP
Personal skills of an audit of an HR professional help in terms of developing the insight as well
as an outside view of the individual (Naim and Lenkla, 2016). Certain strengths and weaknesses
are possessed by every professional of HR. Knowing the strengths of bits of help in better
development of the strengths and knowing the weaknesses helps in changing the weaknesses into
strengths. Some of the notable strengths of HR professionals include:
● Connecting to the world outside the company.
● Developing a strategic perspective for the company.
● Capability in terms of analyzing as well as solving any types of issues.
● Establishing stretchable goals that will be beneficial for the company.
Apart from the various types of strengths, various weaknesses are also seemed to be possessed
by the HR professionals (Walker, 2016). It includes:
● Adopting risk within the business for the development
● Patience
● Humor
● Spontaneity
However, strengths of the HR professionals help in the development of the company in several
ways and it also intends to achieve the goals of the organization. On the other hand, weakness of
the professional seems to be affecting the development process of the organization but it can be
solved by overcoming the weakness and focusing on the strengths (Mackay, 2017).

M1. Providing a detailed audit skill of professional those are demonstrating the evidence of
personal reflection as well as evaluation.
As an HR advisor of the company of Hightown Housing Association, I was allocated with the
job of advising the senior department of the management team of the company in terms of
improving the performance of the company. My role was to support the senior managers of the
company in terms of the matters that are related to human resources. I had to advise on the
capability, grievance, discipline as well as other policies of the company. In order to do, I had to
attend several meetings with the managers of the company in terms of investigating the matter
and also to give suitable advice. Moreover, I had also to investigate the communication
procedures of the company. In order to complete the procedure of investigating the
communication procedure, I had faced several issues regarding communicating with different
types of employee. Effective communication within the company can help to solve many kinds
of issues faced by the company (Cohen, 2015). As the company was not open to any kinds of
communication, therefore, several problems were faced by me that prove the fact communication
was a problem for me. Therefore, on the basis of the fact, several communication approaches
were proposed by me. It includes effective communication with the help of letters, emails,
messages and many other devices. Face to face communication is sometimes a weakness of
many employees within the company. Therefore, the communication techniques had been
helpful in solving an issue. Moreover, this has also improved the relations of the employee
working within the company. The communication management can be achieved by the letter
template which I had to prepare by listing all the policies that were needed by the company in
order to improve the team as well as communication within the employee of the company. Thus,
following all the rules and regulation of human resource, the company has been effective in
solving the existing issue of the company (De Mauro et al. 2018).
LO2
P3. Analyzing the differences between the individual as well as organizational
development, training, and learning
Training, learning as well as the development of organization and individuals are different and
affects each other adversely. Organizational learning is far more different than individual
learning. The knowledge that is being gathered by the individual regarding the various aspects of
organizational success is basically termed as individual learning. It is basically a self-directed

process through which certain information is gained by the individual regarding the various
process of the organization. On the other hand, an organization learns through the employees
learning. With the help of organizational learning, employees learn various new approaches
which will contribute in satisfying the goal setting of high town housing. It also helped the
employee in learning new techniques and methods for the purpose of the success of the
organization (Manojlovich and Ketefian, 2016).
In addition to this, organization training and development is far more different than individual
development and training. Individual training and development help to improve the individual in
several ways and also helps the employee in gaining several factors that will satisfy the success
of the company. However, development and training of an organization help an individual in
checking their own performances as well as the others. It creates a competitive nature of the
employee within the organization. Thus, this results in the continuous improvement within the
employee for better performance within the company (Van Wingerden et al. 2017).
Therefore, based on all the organizational differences and individual in learning, development
and development it can be said that organizational learning, training, and development are better
because, besides judging the own areas of capabilities and weakness, the employee is also able to
judge the others. This creates an urge within the employee or the individual in terms of
developing their own shelf and creating a new approach that is better from the other individual.
As a whole, it brings out the competitive nature within an individual (Bévort and Suddaby,
2016).
P4. Analyze the impact of the continues learning to maintain the sustainability for the
business
There is no end of learning. Every day new things are learned by every individual that helps in
the continuous improvement process of individual employees. The professional approaches and
the personal skill setting can be increased; continuous learning is needed by every individual. It
helps to re-polish the skills as well as learns new techniques that suit the purpose of the
company. Skills include communication skills, decision-making skills, thinking skills, and many
other skills. It can also help the individual in staying updated with the latest technologies of the
country that will be efficient to increase the sustainability at the workplace and also main the
sustainable approaches (Duffield and Whitty, 2015). Therefore, developing the skill is a need
that is being desired by every organization for the continuous development of the organization.

M2. Applying a cycle of theories of LC (learning cycle) in order for analyzing the
importance of implementation of continuous improvement of professional
According to the theories of the learning cycle, continuous improvement requires continuous
learning process within all the employees of the company. It includes four stages that deal with
reflective observation, concrete experience, active experimentation and abstract
conceptualization. Concrete experience refers to application of the existing knowledge to a new
field (Tam and Gray, 2016). On the other hand, reflective observation deals with observing the
new employees of the company and inheriting some useful things from them that proves to be
beneficial for the company. Moreover, abstract conceptualization deals with creating a new idea
out o9f the old one through reflection and modification. In addition to this, active
experimentation deals with the application of the ideas and observing the outcomes. This also
deals with the modification of the ideas in case of failure. However, after the last stage, the first
stage is again repeated until it reaches the last stage again. Therefore, employees seem to be
benefited from the continuous learning process (Tarhini et al. 2015) (Refer to Appendix 1).
D1. Producing a coherent and detailed and development of a professional plan that sets out
the goals of learning goals as well as training in order to achieve the sustainable
performance of business objectives
Objective of
development
Activities are
undertaken for
the achievement
Support of
resources
needed
The targeted
date of
achievement
The actual date
of achievement
Communication Open
communication
had been
conducted so
that employees
freely
communicate
with all the other
members of the
Support of the
employs, as well
as a hierarchy,
was needed for
the procedure.
12th August
2017
20th August
2017

company. Other
techniques such
as
communication
via letters, calls,
messaging and
others had also
been suggested
to the
employees.
Employees
relation
Improving
workplace
behavior and
motivating the
employee in the
workplace and
implementing
the system of
information
within the
company.
Organizational
support
20th August
2017
1st September
2017
Innovation Hiring new
talent and
following the
theories of the
learning cycle.
Training of the
employee
15th September
2017
20th September
2017
Table 1: Performance Development Plan
LO3
P5. Impact of HPW in engaging the employees and their commitment for the betterment of
the organisation

HPW or high-performance work is a process which demonstrates the employee performance
enhancement by motivation, appraisals, skill development pieces of training and more. The
supportive model like HPW contributes to enhancing the performance of the employees and also
it contributes to engaging the effectiveness of the employees in the working skill. Employee
engagement refers to the effective engagement of all the employees at the workplace. As per the
view of Sun et al. (2016), employee engagement in a single project can increase the production
efficiency of the floor, and it is also capable of providing a better learning environment for the
employees where they can increase their skill settings and also the learning environment
increases the positive work culture at the workplace.
Figure 1: HPW
(Source: Sun et al. 2016)
As opined by Doyle et al. (2015), employee creativity is also proven to be increased as per the
application of HPW at the workplace. As the High town housing deals with the charity housing
related work, it is very important for the employees to be creative for the betterment of their
performance. The value can also be increased with the implementation of HPW practices. It is
evident that HPW practices contribute in evaluating the situation and also provides several
solutions for the betterment of the work culture, as opined by Jayasuriya et al. (2018), the change

management can also be achieved by the help of the creativity of the employees. On the other
hand, most of the collaboration at the workplace increases the problem-solving efficiency of the
employees.
The HPW strategies also provide the leadership theories to the leader which is required to
manage the team and also engage the individual employees in their participation for the problem-
solving the situation.
Competitive advantage
HPW practices create more value for the employees and the organization, it can be said that the
competitive advantage can be earned with the help of the HPW practices. As per the view of
Jeong and Shin (2019), the HPW practices can demonstrate the strategies for creating more
values in their productivity, for example, increase in employee performance can improve the
productivity and also the quality, in addition the organization which has the implementation of
the HPW in the work culture will have a good advantage in the market. The advantage in the
market is also earned by the betterment of the work culture which poses a positive impact on the
betterment of productivity. The employees are needed to be motivated for their engagement in
the work. As opined by Tam and Gray (2016) the motivational strategies are also a part of the
HPW practices which enhances the overall performance of the organization. The increase in
organizational performance gives an advantage in the competitive environment of the market.
M3. Benefits of application of HPW with proper justification
The employee performance is required to increase the engagement of the employees in the
problem-solving situation; it is evident that the team working efforts will enhance the
performance of the individual employees. As opined by Raziq and Maulabakhsh (2015), the
employee performance can be increased by the implementation of the collaboration environment
which capable the individual teams in working for the organization together. The most important
role, in this case, is played by the leader who is the key person to guide and instruct the team, the
team working effort is also controlled by the leader himself. Apart from that, the team members
follow the instruction of the leaders to mitigate the issues and also engage in the work (Tarhini et
al. 2015)
The organization has currently aimed to increase 300 houses every year to increase its annual
sales figure and also support the individuals by providing house. They have 800 part-time and
full-time employees who directly operate from the headquarters. For fulfilling their goal, the