Report on Developing Individuals, Teams, and Organizations at Hamleys

This report examines the critical aspects of developing individuals, teams, and organizations, using Hamleys as a case study. It begins by exploring the essential professional knowledge, skills, and behaviors required by HR professionals, including employee relations, recruitment, and communication. A personal skills audit and development plan are developed, identifying strengths, weaknesses, and strategies for improvement, along with a discussion of Kolb's learning cycle. The report then differentiates between individual and organizational learning, training, and development, highlighting their distinct characteristics and purposes. The need for continuous learning and professional development (CPD) is emphasized, along with its role in preparing for uncertain situations. Finally, the report analyzes how high-performance work systems (HPWS) contribute to employee engagement and competitive advantage. Overall, the report provides a comprehensive overview of HR practices and their impact on organizational success, offering practical insights and recommendations.

DEVELOPING
INDIVIDUALS
TEAMS AND
ORGANISATIONS
Table of Contents

INTRODUCTION................................................................................................................................3
PART 1..................................................................................................................................................3
TASK 1.................................................................................................................................................3
P1 Examine appropriate professional knowledge, skills & behaviours required by HR
professionals....................................................................................................................................3
P2 Develop Personal skills audit and Personal development plan..................................................4
PART 2..................................................................................................................................................7
TASK 2.................................................................................................................................................7
P3 Differences between organisational and individual learning, training & development.............7
P4 Discuss need for continuous learning and professional development........................................9
TASK 3...............................................................................................................................................11
P5 Examine how HPW contributes to employee engagement and competitive advantage...........11
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13
Books & Journal:...........................................................................................................................13

INTRODUCTION
In this competitive era, it is essential to focus on development & growth so that goals are
accomplished. Business sector is wider & broader which is increasing the importance of
development of individual (ALimam, 2017). Main aim of this report is to understand the importance
of development in individual, team and organisations. Hamley's, British retail manufacturer
headquartered in U.K. Retail Industries are to be considered as parent firm of company. It has many
competitors such as FAO Schwarz, Early Learning Centre, etc. This report comprises of
professional knowledge, skills & behaviours, personal skills audit & personal development plan,
comparison between organisational, individual learning & training & development, need for CPD,
HPW contribution and different approaches to performance management.
PART 1
TASK 1
P1 Examine appropriate professional knowledge, skills & behaviours required by HR professionals
In professional life, it is important to have appropriate employability. It is achieved through
applying to particular posts, job depending upon level of knowledge, behaviours or skills. In
relevance of selected firm they have vacant for posts of HR Advisor & to apply for this post
different KSB'S are required which are discussed below:
Knowledge
As, the role is in field of HR there is wide range of knowledge which is required by selected
entity which is further explained below:
 Employee relations- It is crucial for individual to have knowledge about proper employee
relations because an HR is bound to develop positive relations with employees and
candidates so that it is easy to improve effectiveness of worm environment (Emery, 2017).
 Recruitment and selection- It is another important area in which it is essential for HR to
hire and select appropriate candidate for posts. Moreover, it also includes being well aware
about using of tools & software such ATS (Application Tracking System).
 Other tools & Languages- as a HR Advisor role in Hamley, it is essential to have
knowledge about different languages because employee in company comes from different
religion & culture. Moreover, there is also need of using of Microsoft Office & other
technical field knowledge.

 Skills- There are different types of skills which are required HR professional for posts which
is given below-
 Communication skills- It is important skill which is needed as for role of HR advisor.
Communication skill help in understanding message of other parties & both oral as well as
written communication is required by HR of Hamley's (Hanushek, 2020).
 Problem solving skills- In this, as a HR advisor it is crucial to have problem solving skill so
that employees problem are faced and strategies are implemented accordingly. In relevance
of selected firm, many several types of problems occur for which this skill is needed.
 Interpersonal skills- These are also needed skills which include communication to listening
to a particular department & their employees. Through using this skill, it is easy to
understand & examine attitude of subordinates.
Behaviour
 Collaborative behaviour- This is crucial behaviour which is needed by HR as because
individual with collaborative behaviour is mostly hired by HR professionals. In context of
Hamley's, every individual work in organisation with collaboration with each other.
 Willingness to support- It is also essential behaviour of HR advisor candidate applying for
this post should have high degree of willingness to support to other colleagues too.
P2 Develop Personal skills audit and Personal development plan.
Personal skills audit is defined as process of examining & analysing of skills on written
document that individual currently possess or need skills in future (Karagianni, 2018). Through
accessing to personal skills & audit, it is beneficial to make decisions about own evaluation of
skills. So, in relevance of Hamley's they too use this personal skills audit on basis of which it is easy
to identify appropriate candidate for job role & activities.
Strength
As from both technical and business administration background, I have examined that my
main strength are my communication skills & knowledge about technical tools & concepts.
Through carrying out this personal skill audit I also analysed there are other important skills which
are being required by me in future time period such as time management & critical thinking skills.
Strength is that I have ability to deal with different situations & I am an effective decision maker.
Weakness
Through accessing to this skills audit, I have stated that I too have weakness which I have to

improve & develop those areas such as it is difficult for me to deal with uncertain situations &
understand them critically. Moreover, another weakness is of me is it took time for me to make
decisions when there are hypothetical tasks present. Further, my knowledge regarding new and
updated tools like Tupe is weak which is needed to improve.
Personal Development Plan
It is defined as process through person is able to examine their growth & development
in a particular field (Kempen, 2019). It is essential for an individual to be aware about self-
learning & growth so that skills & knowledge are developed with changing needs of
professionals.
Skills Current ability Targeted ability Time limit
Time
management
&
Recruitment
and selection
It is my current ability &
after evaluation of this
skill I will give myself as
4 score from 5.
So, my targeted
ability is to efficient
time management &
improving
knowledge regarding
recruitment or
selection tools skills
which I wanted to
achieve & develop.
This is because;
through properly
focusing on this
ability it will be
easier for me to
manage my work in
most effective
manner.
To achieve this
target, time limit for
it is 90 days.
Problem
solving skills
In this current ability of
problem solving skills, I
will give myself 3.8 from
5 score.
My targeted ability is
to achieve improve
my problem solving
skills at higher level.
So, to achieve this
target, time limit for
this is 30 days.
Presentation
skills
As current ability of
presentation skills, I
would like to give myself
My targeted ability
is presentation skills
with higher
Thus, time limit for
achieving of this skill
is around 90 days.

ICT SKILLS
as 3.6 score from 5.
My ICT skills are crucial
for me which I need to
improve as at current point
I will give 3.8 score from
5.
efficiency.
My target is to
enhance my ICT
knowledge & skills
so that I could
achieve 4.6 out of 5.
To achieve this, time
period is around 30
days.
Reflection
From above discussed PDP, it has been seen that my skills knowledge need more
improvement to achieve employability. Moreover, I too have some strong skills which I can use
them in HR advisor role in effective manner. Also, it has been also specified that I have to be aware
about these needed KSB'S so that it is easier for me to fulfil needs of HR professionals of Hamley's.
It is time consuming process but is crucial to be focused so that positive outcomes are achieved.
Kolb's learning cycle
According to this learning cycle, it states that in learning there are several stages which are
encountered by learner during learning cycle (Michel-Schuldt, 2018). There are various types of
stages which are explained as follows-
Concrete experiences
It is a stage in which new situations are being encountered by individual. For example- I
face new situation during learning such as encountering of multi-problems at a same time

Reflective observation
It is second stage of learning cycle in which learner or individual learn from observation or
by listening through others. For example- I learn from through observing others when it comes
to presentation skills (Misra, 2017).
Active experimentation
In this aspect of learning, it arises when learning is done by actually doing it & that
influence learning procedure. For example- I apply my critical thinking skills & learn from my
mistakes.
Active Conceptualization
It is last aspect in which learning is done via analysis of problems or issues, or generating
new ideas during process. For example- during this learning process I have idea about using of
interpersonal skills with my technical knowledge.
PART 2
TASK 2
P3 Differences between organisational and individual learning, training & development
In enterprise, it is crucial for individual to be aware about development of training,
individual so that goals are accomplished. In this rise of competitive field, it has become important
to achieve higher growth as well as development.
Individual learning
It refers to process of imparting & improving different skills, attitude, with changing time
& needs of specific learner. Hamley’s employees in entity always are ready for individual learning
through attending sessions, webinars etc.
Organisational learning
It refers to process of accessing & developing learning culture within enterprise. In
relevance of chosen firm, they also adopts this organisational learning culture on basis of which
they are able to develop their decision making & achieve higher efficiency.
Training & development
It is basically defined process of programmes on basis of which knowledge; skills are
being developed & imparted to particular individual. In context of Hamley’s, HR department of
firm also carry out training & development programmes to both new & old employees. Through

accessing to these programmes, it is easy for them to achieve higher productivity.
Basis Training Development
Meaning It refers to learning of
basic skills &
knowledge regarding
particular job or field
(Murashkin, 2019).
It is defined as process of achieving
growth at all aspects.
Term Training is basically
carried out for short
term plan. For example-
Hamley’s conducts
employee training
programmes for six
months or three months
depending on
requirements (Okoye,
2020).
Development is adopted for long term
plan. For example- Hamley’s execute
their development programmes or
campaigns for one or more than one
year.
BASIS Individual Learning Organisational
Learning
Training &
Development
Meaning
It is defined as process
of improving individual
based knowledge &
skills to achieve
objectives (Sepulveda-
Escobar, 2020).
It can state as process
of adapting of
organisational culture
to improve skills &
work environment.
It is being defined as
process in which
programmes are
carried out to develop
KSB’S of particular
individual.
Motive
Main aim is to achieve
higher growth & new
developed skills
It this motive is to
improve
organisational
learning culture to
accomplish long and
Main purpose is to
develop the current
or requires KSB'S of
employees.

short term objectives.
From above discussed matter, it has been stated that it is crucial to examine & analyse
difference between these three types of learning so that objectives & goals are achieved in most
appropriate manner. Moreover, when focusing on these learning’s assist both individual & company
to have better results or outcome. Further in context of Hamley's, they need to adopt these learnings
so that efficient employees are present (Terziev, 2017).
P4 Discuss need for continuous learning and professional development
To achieve employability, it is essential to learn at continuous level so that it is easy to gain
good job & opportunities in career. In this competitive world, it has become essential to adopt this
continuous learning development. It is basically defined as process of improvement or expansion or
set of skills at systematic & continuous procedure. CPD at workplace includes review & improving
of used methods values, policies etc.
In context of selected firm they also requires & focus on this concept of continuous
learning development because of following reasons which are mentioned below-
 Assist in preparing for uncertain situations- Through adapting of continuous learning
development it is easy to be preparing for uncertain situations. In relevance of chosen
organisation, they can make effective decisions when CPD is present & unexpected events
arises (Waltz, 2020).
 Generate new ideas- It is another reason for need of CPD in both individual &
organisational perspective as when learning is done constantly new ideas are being
generated which are helpful for positive outcomes.
Professional development & need-
Professional development is defined as process of improving & developing of skills to meet
up with professional & student’s needs. In context of selected firm, professional development is
necessary so that employees are able to achieve growth. There are various reason for need of
professional development which are stated below-
 Enhances confidence level- Through focusing on this PD, it increases confidence level and
on basis of which it is easy for individual to achieve their objectives in proper manner. In
relevance of selected entity, they focus professional development such as by assigning
challenging task to employees.
 Produce higher work efficiency- It is another need for professional development in which
it increases efficiency & productivity of both employee as well as employers at higher
scale.

Importance of implementing CPD & professional development plan
 CPD and professional development both are important to implement within Hamley's
because it helps in achieving of competitive advantage as well as higher productivity at
workplace which is beneficial for growth of organisation.
 Another reason for implementing these two plans is that they motivate an individual to
increase level of knowledge as well as skills to increase their competency level.
 Furthermore, learning is improved of employees in Hamley's when these plans are
implemented by manager and Management with purpose of identifying the talent in
company.
Gibbs reflective cycle
According to this cycle, it is learning cycle in which it state about encouraging of people &
thinking systematically regarding experiences faced during specific situation. It comprises of
following stages which are described below-
 Description- It is first stage in which it comprises of detailed information about experience
and focuses on situations such as what happened, when & where did it happen, wad did
others do, what was the results (Yu, 2021).
 Feelings- In this second stage of reflective cycle, it includes several situations such as what
was individual thinking, what was the priority during or after experience, what people felt
etc. This stage mainly focuses on feeling of individual about experience.
 Evaluation- In this aspect, evaluation of those faced experience is done and evaluation is
being done such as by comparing of good or bad experience, what went well, what did not
work, etc.
 Analysis- It is another stage in which situation and experience which has been faced are
analysed such as by focusing on different questions such as causes & consequences of things
that happened, why it was happened, etc.
 Conclusion- It is last aspect in which final conclusion is being made regarding what could
be done, what did you learn, what could have done differently etc.
Therefore above paragraph reflects that both continuous learning and professional development are
essential for achieving growth. In this competitive world, it is difficult to achieve success without
implementation of proper planning and strategies. Moreover, to improve the level of learning
reflection is necessary because recalling information and knowledge helps in conducting planning
with proper consideration.

TASK 3
P5 Examine how HPW contributes to employee engagement and competitive advantage
In organisation, employee engagement is essential so that better output is achieved. HPW is
also known as High Performance Work System in which it is defined as a sub-system which
comprises of commitment, work structures, employee skills that help in achieving goals. In context
of Hamley's, they too focus on this concept HPWS which is beneficial for accomplishing of higher
productivity. It also contribute to employee engagement & competitive advantage which are further
explained below-
 According to CIPD, HPWS contribute to employee engagement as practices of HPWS such
as selective recruitment, intensive job training, sharing information assist in developing of
employee engagement in organisation (Webb, 2017).
 Through adapting of flexibility, fair pay structure, culture diversity of HPWS also leads to
engaging of employees in better way.
Competitive advantage-
 HPWS also contribute to competitive advantage as because it helps in enhancing of
employee productivity & which also leads to achieving of competitive benefit in proper
manner.
 Moreover, through high power work system better decision making is needed to be carried
out which is to be considered as competitive advantage
In relevance of chosen entity, it is also examined that both these adapting of high power
work system is beneficial for both employee engagement & achieving of competitive benefit.
Furthermore, it is stated that appropriate type of decisions are to be undertaken so that objectives
are achieved.

CONCLUSION
After a brief analysis of above report, it has been concluded that it is essential to be well
aware about learning. Through focusing on this concept of learning, it is easy to achieve goals &
objectives. So, discussions have been made about KSB’S, personal skills audit and PDP,
comparison of organisational learning, training & development, individual learning. Further, also
need for CPD & PD, contribution of HPW to employee engagement, & competitive advantage and
different approaches to performance management. Thus, it has been evaluated that it is important to
focus on this concept of development as well as growth.

REFERENCES
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Education, pp.171-182.
Karagianni, 2018. Developing leadership skills among adolescents and young adults: a review of
leadership programmes. International Journal of Adolescence and Youth, 23(1), pp.86-98.
Kempen, 2019. Kolb’s learning styles of optometry students at the University of the Free State,
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Michel-Schuldt, 2018. Continuous professional development of Liberia's midwifery workforce—A
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Proc
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enterprises. Available at SSRN 3143010.
Waltz, 2020 Impact of Reflective Practice on New Graduate Nurse Satisfaction, Stress, Support,
and Retention Rates.
Webb, 2017. Knowledge management: Linchpin of change. Routledge.
Yu, 2021. Giving genre-based peer feedback in academic writing: sources of knowledge and skills,
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