Developing Individuals, Teams, and Organizations: A Report

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DEVELOPING INDIVIDUALS
Developing Individuals, Teams and Organizations
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Table of Contents
Introduction......................................................................................................................................4
Task 1- Skills, knowledge and behaviour (LO1).............................................................................4
Task 2- Organisation and individual learning (LO2)......................................................................6
Task 3- High performance working organisations (LO3)...............................................................8
Task 4- Performance management and high performance culture (LO4).....................................10
Conclusion.....................................................................................................................................12
References......................................................................................................................................13

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Introduction
In recent time, attaining the organisational objectives is the major motive for the employees in
the organisation. They are performing according to the function of several tasks. Thus,
controlling individuals, teams and employees is the most important task for the organisation.
Further, it supports to attain the organisational objectives in the given deadline. The following
task will be based on the ways in which teams, organisation and employees are managed and
controlled by the HR professionals to achieve the organisational objectives. The example of
Katie Latta will be used in this report for better recognizing of the theories and concepts are
mentioned within the description.
Task 1- Skills, knowledge and behaviour (LO1)
In any organisation, HR professional needs lots of knowledge and skills to manage the
employees as they easily obtain the organisational objectives. For being an HR professional, it is
mandatory to have the innovative skills and knowledge. One of such skills is too capable of
performing in the groups and items for welfare of the company. As outlined by Diabat and
Govindan (2011), Hr must be polite and interact with their workers on regular basis. Motivate
the workers by rewarding them for their good contribution and performance in the achievement
of company. It would develop and enlarge the performance along with personality of the workers
in company. However, HR professionals should be capable to facilitate effective employee
involvement within the organisational performances and develop an eco-friendly environment in
the Hr department of Media organisation (Farndale et al., 2011).
Continuing professional development (CPD)
CPD is a record in which the company estimates and records the individual performance.
Further, this record may be utilized for diverse reasons. In Media organisation, it may be utilized
for giving the development and training or workers. To be engaged in CPD, a selection of CPD
is needed to make within the organisation. Employees of Media organisation may record their
tasks performed to attain their desired targets or to evaluate the results of their learning
application (Friedman, 2012). Employees may assess their performance as per the approaches of
learning application. Recording in CPD would be beneficial for the employees as it controls the

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success rare and the overall performance of the workers. It also supports the HR management to
eliminate any types of issues, which may be acted as a barrier in the employee’s performance.
CPD may be utilized for developing the better characters to adopt new and enhanced
performance (Gardner et al., 2012).
For being the place of HR manager, it is needed to contain the capability of attracting the
employees who may contribute to the development and growth of Media organisation (Boud and
Hager, 2012). HR manager must be a role model for workers of the company, as he has the
confident in nature and risk taking ability. However, the HR professional must promote the
employees growth and development while facilitating the enlargement of organisation
simultaneously.
Personal skills of an employee- Katie Latta
Skills Description Confidence rate Needed development
Verbal skills He is able to converse
in several languages
within a group or in
front of a team.
Rating- 4 Yes, he should
develop his verbal
skills
Written skills He has not a good
writer. To write down
a essay or present
technical reports, he
cannot able to put the
maximum efforts
Rating- 3 Yes, he must focus his
writing skills
ITC skills He has good ITC
skills and may convey
the text manipulation
Rating -4 Yes, he has to be
improve the ITC skills
Learning skills He is average in this
skills
Rating -3, he is not so
good at learning the
several things
Yes, he would like to
learn more things

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Table 1: Personal skills
(Source: Learner)
Task 2- Organisation and individual learning (LO2)
Sustaining the business performance is very essential to ensure the long-term success and profit
for the company. For sustaining the business development, it is essential towards facilitate
continuous development and learning within the organisation. Employees and organisational
structure would be aiding force towards the long-term sustainability of the business (Brockbank
et al., 2012). However, working style of employees must be enlarged with innovative techniques
and ideas, which may bring in the organisation. This would be useful to ensure that the
organisation will enlarge in upcoming years.
Supporting organisational and individual learning
In the company, individual learning is essential factor for an individual, which can develop the
personal skills and experiences in future. This experience is obtained by an employee or a person
from interacting with different people and sharing the views to get personal experiences.
Therefore, learning cannot be shared or taught with anybody (Carlström and Ekman, 2012). It is
also applied by the individual to attain the personal objectives and goals within organisation.
However, skills and knowledge is very essential factor for an individual as it creates
surroundings in which he should deliver the maximum efficiency for the organisation. On the
other hand, organisational learning is implicated to obtain the organisational objectives in the
competitive market (Riding and Rayner, 2013). Implication of these learning may be assessed
with the support of gap analysis. This method can be utilized for comparing the actual outcomes
and desired results.
By using the gap analysis, the recent status of leading Media Company may be assessed by
developing the assumption plans needed to attain the desired objectives and goal. It is also
known as the “recognizing the gap”. After identifying the gap, a proper plan is developed and the
desired target is accomplished by the organisation (Roehl et al., 2013). Besides, this method is
known as “bridging the gap”. The organisation have identified what gaps are, the company needs
to find out why they have existed. For this, the company would require to utilize several tools to
make the things easier.

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How individual learning is implemented and determined
In the organisation, individual learning is a self-directed approach in which an individual
recognise the issues. Individual learning is derived from the expectations, intentions and needs of
an individual. Learning style may be enhanced by gathering new information. Besides,
organisational rules, style, culture and beliefs are the key aspects that may affect on the learning
approach of employees (Falchikov, 2013). In this context, capability acts a significant role to
attain the personal targets and objectives. For being individual learning, it is needed to having the
following characters:
System thinking- This process of thinking would be utilized by an individual to analyse the
performance as a whole structure. In the leading Media Company, all the characters of an
individual may be assessed, and then it can be a proper learning.
Shred the vision – Shared the vision gives all the employees a same identity and perspective in
terms of individual learning. Shared vision is very useful to ease the learning process and obtain
a competitive edge for the company (Lodders, 2013).
Mental models- It supports to identify the personal thought and perspective of several individual
regarding any issues or problems. Further, it is utilized to solve any type of issues in terms of
individual learning.
Team mastery- It is the method of learning forms the members of a team. This character
develops the learning process easier and faster. In individual learning, problems are identified
quickly and more innovative and enhanced ideas are made from team learning.
Strategic and tactical goals of a learning organisation
Learning organisation is a culture that supports the continuous development for the organisation
and their employees to obtain the sustainable development.
To develop a learning organisation, HR management should pursue the features-
 For a learning organisation, it should be obligatory for the employees to arrange a
training and development (Plass et al., 2013). This development plan supports the
employees to achieve the personal and professional development easily.

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 In this context, a mandatory strategic goal would be they must share the vision and
experiences. By sharing their experiences, employees are easily recognised the issues
related to individual learning.
 A quick plan will help to develop for assessing the issues in organisation
 Team formation is to create to attain the organisational goal in a systematic way. Issues
will be evaluating by taking more innovative and enhanced ideas in leading Media
Company.
Learning helps to drive a sustainable business
In an organisation, learning supports to maintain a sustainable development. In this context, time
management skills is necessary aspect as it enhance the management to effective use of time in
order to attain the tasks. The factors inspire the workers and make pleased with their demands
and requirements. On the other hand, learning process must provide the career opportunity
towards their employees, if they are not provided within a methodical way. Using this process,
the organisation easily creates the interesting and dynamic tasks for their employees (Gittell et
al., 2010). HR professional should help their employees to inspire them in their performance and
they may attain their desired objective. Efficient interaction skills are essential to gain the
confidence for interacting with unknown people. In this context, continuous learning is helpful
for a person at the individual development in a company. It enhances the capability of a worker
and supports them to engage in the organisation efficiently.
Task 3- High performance working organisations (LO3)
Give details of “High-performance working”
In recent time, high performance working has gained the growing attention from the HR mangers
and organisations. For the leading Media Company, HPW is estimated to be a complex task as
all the essential and relevant elements should fit with others as the entire system may work
effectively. However, it looks not only at the process or technology, but is seeks to discover the
qualified and skilled employees who may meet the particular needs within organisation (Kehoe
and Wright, 2013). Organisation with HPW has been found to be successful, as they have
experienced productivity and very long term profitability. Media organisation may attain its
business objectives and success by the adoption of HPW. Superior performance of employees

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will be achieved by increasing the production of organisation. In leading Media Company, Hr
management seems to be accustomed with the process of changes and it has engaged the major
developments by adopting several methods and strategies. Further, it supports the organisation to
face the issues and attain its objectives in a competitive environment (Jensen et al., 2013).
Therefore, HPW is new interdisciplinary model of HR management, which comprises of
technology, process and people.
Characteristics of an HPW organisation
A high performance organisation connects closely to the organisational strategies that may use as
the major resources. Some Characteristics of an HPW organisation are given below:
Organisation structure- The organisational structure is the way it combines their people into
useful departments, teams and reporting the relationship. A better organisational structure would
be extremely efficient to promote the working environment of several management groups. In
Media organisation, top management has to determine the whole design and management levels
in a way several employees must be present for a specific task (West and Lyubovnikova, 2013).
Task design- In Media organisation, task design is the method in which essential activities are
connected together to perform the whole task. HPW makes the task to be performed effectively
and it also motivate the employees to deliver their maximum output in production.
Proper people – Choosing the proper people is very essential feature of HR management of
Media organisation. People are being chosen to perform the task effectively. Right employees
are basic and inevitable element of HPW. To design a HPW, HR management should put the
efforts to discover the qualified and skilled employees who would fit the particular task of their
business.
Reward system- Reward is the most powerful application of all accessible HR strategies. Reward
system is method that not only inspires the employees to their work but also ensures the high
productivity and employee association (Kizilos et al., 2013). Reward system is the most essential
element, which motivates the workers to put their best efforts.
Assess how an HPW organisation would be beneficial towards their employees

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A high performance organisation would be beneficial for their workers that obtain by the overall
turnover of organisation. In case of Media organisation, their HR management needs to follow
the basis requirements of workers and work with these requirements. HR management should
make sure that organisation has the talented and right people who are capable to meet the issues
of changes (Kroon et al., 2013). While the company adopts and maintains HPW, it may have to
make the effective training programs and recruiting the people for particular tasks. Further, HPW
supports the organisation to attain the high productivity in the lowest costs. Employees collect
the amount of applicable skills and knowledge in order to deliver their best performance in the
company. However, organisation also develops a proper platform of those talented workers who
desire to gain the biggest opportunities. The high-performance organisation has to face barriers
in terms to take quick decision.
Hr practices may contribute towards HPW organisation
Hr management plays the mediating role the HPW system. Besides, it is connected to a number
of employee applications and their feedbacks. Workers are often playing the central aspects
towards mediating the results in high performance working. Hr management controls their
workers and gives them several rewards, as they are extremely motivated within the organisation
(Falola et al., 2014). The employees are given greater opportunities to utilize their experiences,
skills and knowledge. Thus, high performance system would perform work moiré effectively
within the organisation where the workers are involved within teamwork, collaboration and
corporation.
Task 4- Performance management and high performance culture (LO4)
Performance management
Performance management is the way in which performance of employees are measured in a
systematic way. In case of Media organisation, their Hr management set their targets and goals
as per the accessible sources and performance management system. It plays as the main aspect
for any company. However, it makes the genuine expression of employees how it deals by the
leaders and the outcomes are showed by their entire organisational performance. On the other
hand, collaboration working is another feature of organisation to achieve the desired goal or a
particular target (Wu et al., 2014). Manager or leaders needs to imagine the methods in which he

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may maximize the employee’s performance as all the members are indulged in a similar goal.
Performance management is utilized to enhance the opportunities of success by a company. It
allows the latest workers to be taught faster, while placed in a team. Collaboration in working
increased the team performance and the customer’s satisfaction.
Constitutes in effective PM
Effective performance management is the most significant aspect for a company to conduct their
business. The implementation of this method is very vital for an industry, as they may align their
HR management sources and enhance the performance of workers. In addition, it would be
significant for organisation as the strategies are managed effectively to recognise the objectives.
However, it gives a support to the company to solve their several problems properly. Most of the
companies recognise the meaning of efficient communication and create different activities to
train workers for communicating efficiently (Melnyk et al., 2014). An efficient communication
takes the position in where both speaker and listener have similar indulgent about any matter.
Effective communication skills may be enlarged by developing verbal capability. It may be
attaining by arranging open meetings, employees share their ideas and views. Moreover,
effective PM may solve the issues by identify the needs of workers.
Efficient PM inform development and learning at the team, organisational and individual level
Individual and team members are performing within a company whether it may be small scale or
large scale needs appreciation for their work. They obtain more appreciation and motivate
towards their activity. Effective performance management may be utilized to transform an
individual to highly energetic to the work. If the managers utilize the activities like gaining
feedback and performance management from the workers, they can support their company to
attain its target easily. It also estimates the employee’s performance and advices them to take the
desired objectives by collaborating with efficient team. This would support Media Company to
transform from small scale to high scale (Mir and Pinnington, 2014). Performance management
would be effective, as it comprises of the skills, experiences and attitudes, which further develop
the effectiveness of the workers. Recognizing the weakness and strengths of an individual,
establishing the targets ate examples of effective PM.

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Carrying out the performance management would be useful for a worker to recognise the
talented workforce in an organisation. Additionally, performance management gives an extra
scope to a company for carrying the whole network properly. Another usefulness of performance
management is that it gives the working culture in which every worker performs his or her task
systematically (Kroon et al., 2013). Retention of employees is enlarged by utilizing the
procedure that may enable the workforce in being more efficient.
Organisation culture may be facilitated the performance management
Organisation culture is distinct as the primary assumptions, values, convictions and several ways
of communication. The vision, symbols, beliefs and rules may be estimated under the concept of
organisation culture. However, main aspects of organisation culture are workers or employees.
Organisation culture plays a main driver in the performance management. Therefore, successful
organisation culture creates the performance management more arranged to the culture and
targets for the long-term success (Anitha, 2014). In this way, organisation culture plays as a
catalyst in the direction of effective PM. However, several challenges are occurred in the
organisation culture. The employees should dynamically participate to enlarge the features of
organisation culture. Strengthening the organisation culture plays as a barrier towards the
performance management. The workers are not capable to uphold the morals, ethics and general
workplace of the company. Thus, internal collaboration between a team may make easy for the
workers to recognise each other’s task and bring efficient performance management.
Conclusion
Managing individuals and teams is not a simple task with an organisation. However, with the
support of several approaches, as discussed in earlier phase of report, the HR management may
be easier for the Media organization to attain the organisational objectives. Thus, success of the
organisation may be attained in long-term case and employees play the important aspect in this
context.

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References
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