Developing Individuals, Teams, and Organizations: A Report

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DEVELOPING
INDIVIDUALS, TEAMS,
AND ORGANIZATIONS
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Table of Contents
INTRODUCTION............................................................................................................................. 4
LO1.................................................................................................................................................4
EMPLOYEE KNOWLEDGE, SKILLS AND BEHAVIOUR REQUIRED BY HR PROFESSIONALS.............4
PERSONAL SKILLS AUDIT REPORT...............................................................................................5
PROFESSIONAL DEVELOPMENT PLAN........................................................................................7
LO2.................................................................................................................................................9
LEARNING AND DEVELOPMENT.................................................................................................9
GAP ANALYSIS OF INDIVIDUAL AND ORGANIZATIONAL LEARNING.........................................12
LEARNING CYCLES.................................................................................................................... 14
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT...........................................................15
LO3............................................................................................................................................... 16
HIGH-PERFORMANCE WORKING..............................................................................................16
FACTORS ENHANCING HIGH PERFORMANCE AND THE BARRIERS AFFECTING IT.....................18
LO4............................................................................................................................................... 18
PERFORMANCE MANAGEMENT, COLLABORATIVE WORKING AND EFFECTIVE
COMMUNICATION................................................................................................................... 18
PERFORMANCE APPRAISAL ANALYSIS......................................................................................19
DIFFERENCE BETWEEN TRADITIONAL AND MODERN ANALYSIS FOR PERFORMANCE
MANAGEMENT.........................................................................................................................19
CONCLUSION............................................................................................................................... 20
REFERENCES.................................................................................................................................21
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INTRODUCTION
Human Resource Management requires special skills and knowledge in order to make effective
and efficient use of available human resources. If a company want to achieve a competitive
advantage in the market over its competitors, an effective and competent HR department is the
key to success. HR professionals are needed to be updated with changing the market
environment and evaluating and fulfilling business needs and requirements (Noe et al, 2017).
This assignment will be focusing on the development of knowledge and skills to achieve high
performance within the company. Furthermore, the assignment will focus on the need of the
own professional development, so that overall development of the teams and organization will
be ensured in which a professional work. Also, various ways in which performance
management, collaborative working, and effective communication can support high-
performance culture and commitment.
LO1
EMPLOYEE KNOWLEDGE, SKILLS, AND BEHAVIOUR REQUIRED
BY HR PROFESSIONALS
The HR professional is required to possess strong knowledge and skills regarding their
profession and their job role (Hanaysha, 2016). They need to understand that to what extent,
their decisions might affect the organization’s growth as a whole. Hightown housing asocial is a
charitable housing association. It believes in providing support to people so that they can live
independently and have their own separate home. It was formed in 1968 and currently
operates in Berkshire, Buckinghamshire, Hertfordshire, and Bedfordshire in the UK.
As an HR advisor of the company, some roles and responsibilities which are required by an HR
professional for the development of the company as a whole are as follows:
 Optimum utilization of resources: An HR professional is responsible for utilizing the
available resources effectively and efficiently. The professional has to keep in mind that
all the available resources to the company are being utilized to their full potential so
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that no resource is exhausted and contributes to the overall growth and development of
the organization (Op de Beeck et al, 2016).
 Talent management and development: An HR professional is required to recruit and
manage such talent which can contribute and entertain the organizational goals and
objectives (Athar and Shah, 2015). Moreover, it is the duty of an HR professional to
nurture such talents so that it can prove beneficial for the organization in the future.
 Sharing work and responsibilities: Sharing work and other responsibilities is another
role of an HR professional. It is the duty of the HR to reduce pressure on the employees
and share work and responsibilities within an organization (Rana, 2015). It will make
employees more motivated and dedicated towards their work and they will feel less
pressurized.
 Multitasking and forecasting risks: HR professional is also vested with the responsibility
of forecasting risks and taking appropriate decisions to resist such contingencies.
Furthermore, an HR professional is also obliged to manage multiple tasks at a time so
that the business operations can be undertaken smoothly and more effectively (Snell et
al, 2015).
 Ethical and organized: An HR professional shall be ethical and possess the key skills of
the organization. He must be able to properly organize different management functions
and ensure that all the functions are carried properly and in an ethical way.
 Conflict management and problem-solving: HR professional shall possess the key
attributes of conflict management and problem-solving. He must ensure that conflicts
between employees do not affect the functioning of the organization and organizational
goals and objectives can be achieved more effectively and efficiently (Petrick, 2017).
PERSONAL SKILLS AUDIT REPORT
An HR professional shall be motivated and dedicated to his work. As Hightown Housing
Association is a charitable housing association, it is the responsibility of the HR advisor of the
organization to audit his personal skills so that he can develop and improve those areas where
he lacks and thus contribute to the achievement of overall organizational goals and objectives.
The personal skills audit report of the HR advisor of Hightown Housing Association is as follows:
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SKILLS SET KNOWLEDGE SKILLS BEHAVIOR
IT SKILLS MS office knowledge
will help to keep
important records.
Internet and Social
media skills would be
helpful for the
development of
promotional
activities.
Proper and keen
attention and
observation towards
details and seeking
for learning new
things like a good
learner.
COMMUNICATION
Knowledge of
multiple languages
and the ability to
write and read
different languages
would be helpful for
effective
communication and
interaction.
Good verbal and
writing skills will also
be helpful.
Adaptive and
dynamic behavior to
manage the business
process and
operation of
Hightown Housing
Association.
PROBLEM-SOLVING Security work and
knowledge of other
departmental
operations would
help to ensure that
conflicts are reduced
and contingencies
can be easily
Practical and
proactive skills are
required for
determining any risks
or uncertainties and
being analytical for
the solutions.
Teamwork and the
quick responder
would help to deal
with the problems
and contingencies
arising in the
achievement of
organizational goals
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resolved. and objectives.
SUPERVISORY
MANAGEMENT
Stock management,
Human resource
management,
Cashing up and
Banking
Needs training in
time management.
Training for multi-
tasking behavior.
PROFESSIONAL DEVELOPMENT PLAN
A professional development plan is a plan made by an employee in order to improve his skills,
abilities, and knowledge to ensure short and long term objectives. It is a self-motivated guided,
which helps an employee to improve his capabilities in order to achieve the organizational goals
and objectives of the organization.
S.NO. STEPS FOR DEVELOPMENT ACTIVITIES
1. EXPANDING AND ACCELERATING
RESPONSIBILITIES
In order to enhance the sense of
responsibility, the HR professional
could be assigned with some
multitasking and ensuring these tasks
are done effectively and efficiently.
2. THOROUGHLY EXAMINING THE
DEPARTMENT
HR professional shall be given the
responsibility of thoroughly examining
the department to ensure that all the
functions at HR levels are being
implemented properly and according
to the HR policies.
3. COACHING AND COUNSELLING HR professional shall evaluate the past
failures of the company and the
reasons behind it. Proper decisions
and policies shall be framed in
accordance with the past obstacles or
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problems.
4. SKILLS FOR PRESENTATION
IT skills could be enhanced with
developing presentation skills. It will
also encourage public speaking skills
and improve communication as well.
5. ASSIGNING AUTHORITY
Assigning authority would help to
develop leadership skills and also
enhance team management skills.
6. MANAGERIAL TRAINING
Managerial training shall be provided
to HR professionals in order to
motivate the employees and also make
them understand the importance of
teamwork and handling difficult or
complex situations.
7. TEAMWORK
Teamwork shall be assigned to the HR
professional so that they can develop
teamwork skills and also understand
the overall goals and objectives of the
organization.
This personal development plan would not help the HR professional to gain confidence, but also
to stay motivated and dedicated towards his work and ensure overall growth and development
of the organization. Furthermore, it would also help the professional to analyze those areas
which are lacking and causing hindrances in the overall development and achievement of the
organization (Rothwell et al, 2018).
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LO2
LEARNING AND DEVELOPMENT
INDIVIDUAL LEARNING
Learning refers to that process where knowledge and new ideas are acquired by an individual
through study, experience or by being taught by someone. Learning process of each and every
individual is different. Every person has his own thoughts and learning according to the
changing situations, which also makes their behavior different (Garavan et al, 2016). There are
various theories relating to leaning. Some of the learning theories are:
 Reinforcement theory: This theory focuses on that information and data and recalling
them as per their effect on their knowledge, skills, and behavior. In other words, that
information or data which brings positive effects and increases behavior are added to
the environment, which is called positive reinforcement, while those which bring
negative effects and decreases behavior are removed from the environment and thus
called negative reinforcement (Bratton and Gold, 2017).
 Social Learning theory: This theory emphasizes learning through the environment with
which an individual or an organization is surrounded. It focuses on the modeling process
and observational learning from the surroundings or environment of a person or an
organization (Kirwan, 2016).
 Goal theory: A goal theory is based on the SMART analysis. SMART is an acronym for
Specific; Measurable; Achievable; Relevant; and Time-bound. The goals which are to be
achieved shall be Specific i.e Simple, significant and sensible. These shall also me
Measurable i.e. meaningful and motivating (Boselie, 2016). Moreover, the goals shall be
Achievable i.e. attainable and agreed. Being relevant i.e. reasonable, realistic, resource-
based and results-based are also other characteristics of these goals. Lastly, these goals
are required to be Time-bound so that they can be achieved within a specified period of
time.
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 Need theory: This theory focuses on understanding the needs of the individuals for the
fulfillment of which an individual works. In other words, it refers to understanding those
needs, which are directly connected to the self-esteem and self-actualization of
individuals, through which his learning is affected (Millar et al, 2017).
 Expectancy theory: The expectancy theory depends on an expectancy of motivation
required in behavior to achieve the desired results in an effective and efficient manner.
This theory focuses on general expectations on the basis of which the desired results or
outcomes can be achieved (Wright, 2016).
 Adult learning theory: This theory generally concerns adults and understanding their
needs, their experiences in the past and their expectations through which they will be
motivated to perform best and to contribute to achieving the common organizational
goals and objectives (Sutherland Olsen, 2016).
 Information processing theory: The information processing theory focuses on collecting
and understanding the mentality and behavior of the individuals which gets affected by
the internal and external processes and effects the reactions and responds efficiently
and effectively.
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LEARNING ORGANIZATIONS
Learning organizations is a model which reflects the knowledge and functioning of various
business organizations through which they develop and grow as a whole. These organizations
learn from the various environmental factors which affect the business both internally and
externally. The two major factors through which different organizations learn are Individual
learning and organizational learning.
DIFFERENCE BETWEEN INDIVIDUAL LEARNING AND ORGANIZATIONAL LEARNING
However, both individual learning and organizational learning are interrelated terms, still, they
have some differences between them which make them significant while performing their own
role (Shafritz et al, 2015). These differences are:
BASES INDIVIDUAL LEARNING ORGANIZATIONAL
LEARNING
MEANING AND EFFECTS
It is the process through
which an individual's
knowledge, skills, and
behavior are affected
It is the process through
which overall growth and
development of the
organization are affected.
VISION
Separate and own visions
where different steps are
taken by individuals to focus
on their competency.
Team has a common vision
with regard to an
organization, where steps are
taken as a team to
innovatively implement
different ideas and thoughts
for growth and development
of the organization.
IMPACT This learning affects the
decisions of an individual and
makes an individual capable
and self-motivated to achieve
This learning affects an
organization as a whole and
the efforts and performance
of each and every individual
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the desired objectives. in an organization has its own
impact on the organization.
NATURE
It is an autonomous process
where decisions and efforts
are directed by an individual
itself.
It is a process where
teamwork is required and
efforts and decisions of all
members of a team have to
be directed in a single
manner.
DECISIONS MADE BY Individuals. Team.
ROLE Knowledge, skill and behavior
of an individual.
Feedback and opinion of
team members ensure
motivation from the team
and respective members.
GAP ANALYSIS OF INDIVIDUAL AND ORGANIZATIONAL
LEARNING
There are certain gaps between different skills which can be defined as the required skills by
the organization and the current skills of the employees of the organizations working in the
company. The HR professional can analyze the gaps between the different skills and discuss
with their managers regarding any process or new venture which they might consider suitable
(Argyris, 2017). Although this process consumes time, it will give effective and efficient results
which will help to achieve the overall goals and objectives of the organization. Here is an
outline of the skills gap analysis:
LEARNING PERSON APPOINTED
FOR THE TASK
REASON AND
SUITABLE TIME TO
CONDUCT SKILL GAP
ANALYSIS
REACTIONS
TOWARDS THE GAP
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