Developing Individual, Team, and Organizational Performance: A Report

Desklib provides solved assignments and past papers to help students succeed.

DEVELOPING INDIVIDUAL, TEAM AND ORGANIZATION

Table of Contents
INTRODUCTION...........................................................................................................................................2
SECTION- 1...................................................................................................................................................3
A. APPROPRIATE KNOWLEDGE, SKILLS AND ATTRIBUTES (KSA) REQUIRED TO CARRY OUT MY ROLE AS
AN HR ADVISER........................................................................................................................................3
B. A DETAILED PERSONAL SKILLS AUDIT COMPLETED FOR MY ROLE AS AN HR ADVISOR.......................4
C. A PROFESSIONAL DEVELOPMENT PLAN WITH A REFLECTIVE STATEMENT OF MY DEVELOPMENT
NEEDS......................................................................................................................................................5
D. YOU HAVE BEEN ASKED TO A TABLE A BRIEFING PAPER ON CREATING AN INCLUSIVE LEARNING
AND DEVELOPMENT CULTURE WITHIN THE ORGANIZATION. YOUR PAPER MUST BE BASED ON A
WELL-RECOGNIZED LEARNING CYCLE MODEL FOR IMPLEMENTING CONTINUOUS PROFESSIONAL
DEVELOPMENT FOR SUSTAINABLE BUSINESS PERFORMANCE................................................................5
SECTION-2...................................................................................................................................................9
A. THE KEY ELEMENTS THAT MAKE UP THE HPW SYSTEMS, AND HOW THESE SYSTEMS WORK ON THE
GROUND..................................................................................................................................................9
B. HOW EMPLOYERS USE HPW PRACTICES TO IMPROVE ORGANIZATIONAL PERFORMANCE AND HOW
CAN THEY DEMONSTRATE SUCCESS/IMPACT........................................................................................10
C. TO WHAT EXTENT/HOW WILL HPW PRACTICES ENABLE BETTER SKILL UTILIZATION IN HIGHTOWN
HOUSING...............................................................................................................................................11
D. WAYS IN WHICH PERFORMANCE MANAGEMENT, COLLABORATIVE WORKING AND EFFECTIVE
COMMUNICATION CAN BE USED TO SUPPORT HIGH-PERFORMANCE CULTURE AND COMMITMENT
WITHIN HIGHTOWN HOUSING..............................................................................................................12
CONCLUSION.............................................................................................................................................15
REFERENCES..............................................................................................................................................16
1

INTRODUCTION
Employee’s growth is the prime factor that determines the growth of an organization and
only good HR practices can cultivate a culture of continuous employee development for
the overall growth of a company. This assignment will explain the key attribute of an HR
professional, the impact of personal development on organization and factors
responsible for positive growth which leads to a successful organization. It will also
explain how high-performance working helps in engaging employees and how it benefits
the firm in facing competition. It contains a comprehensive discussion on the importance
of professional growth and the importance of continual growth and the ways in which it
can be reflected. It will also encompass the ways in which a high-performance culture,
uses effective communication and collaborative working as a tool for managing
performance. The report aims to lay the foundation of continual professional growth in
the mind of the reader. It will also express the importance of learning for one’s personal
growth. Most of the above-mentioned points will be explained in the light of Hightown
Housing Association while other points will be discussed based on their general
universal application. At the end of the assignment, the reader will be able to realize the
relation between his individual growth and organizational growth and the need to
develop a habit of learning continuously. It will also showcase the support from effective
practices like effective communication, which helps in establishing a culture of High
performance an organization.
2

SECTION- 1
A. APPROPRIATE KNOWLEDGE, SKILLS AND ATTRIBUTES (KSA) REQUIRED TO
CARRY OUT MY ROLE AS AN HR ADVISER.
My role in the organization requires a number of key skills, knowledge and attributes
like:
1. Thorough knowledge of HR policies and Procedures of the organization: I have
to be ready to advise the support manager and senior managers in all HR matter
relating to
 Terms and conditions.
 Absence management.
 Performance management.
 Employee relations issues
 Disciplinary cases.
 Grievances.
 Whistleblowing etc.
2. Updated knowledge of Employment law and other legal frameworks: I have to
stay up to date with the legal norms, employment laws and legal frameworks which
the firm has to abide.
3. Identify Risk: I am required to advise management on issues like maintaining work
culture, transfers, team building, restructures, policy changes, redundancies, and
ensure all the possible risks are identified and managed.
4. Communication: I am responsible for effective communications, including letters,
emails, clear and precise emails, which adhere to the legal framework.
5. Support: Review, develop, implement and communicate relevant policies and
procedures adhering to relevant legislation.
6. Monitor: Continuous evaluation of employees with the help of key indicators like
absence, procrastination of work and provide support to line managers where there
is a need to take action.
3

B. A DETAILED PERSONAL SKILLS AUDIT COMPLETED FOR MY ROLE AS AN HR
ADVISOR.
There are four Major Key skills required for the job of HR advisor and rating I will give to
myself (out of 5, where 5 be very good and 1 be very poor) in them are:
1. Organizational skills: A HR professional have to keep his work well organized and
should spend time on all necessary activities. It is the HR department which acts
between employees and different department heads and therefore everyone expects
enough attention from the HRD. Some skills under the broad realm of organizational
skills are as follows:
 Time Management- 4.5
 Records Management-4
 Calendar Management-4
2. Communication Skills: HR department have to interact with many employees and
department heads so it has to make sure the communication is smooth and
effective. Areas, where important HR skills are needed, are:
 Written communication channels: 3.5
 Listening: 3.75
 Interviews: 4
3. Confidentiality Skills: HR team has to manage confidential information regarding
compensation, remuneration and personal information about employees. Therefore
one should make sure not to reveal everything he knows. Attributes an HR advisor
must have are:
 Discretion:5
 Ethics:3
 Trustworthiness: 3.5
4. Adaptability skills: In today's dynamic world, scenarios can change daily in any
organization. To cope up with new employees and changing situations it’s highly
expected from an HR practitioner to be adaptable. For being adaptable certain
attributes are necessary:
 Management and acceptance of change: 2.5
4

 Broader Vision-4
 Self-improvement and analysis-3.5
Other than these skills there are other skills which are very necessary but most of them
are covered under the above mentioned broad categories. To name a few there are
skills like Conflict Management, Multitasking, Dealing with sensitive matters, Negotiation
etc. (HA,2006 ).
C. A PROFESSIONAL DEVELOPMENT PLAN WITH A REFLECTIVE STATEMENT
OF MY DEVELOPMENT NEEDS
From the assessment in the previous section, it can be observed that I need
improvement in my whole skillset to Ace the roles of my position. For my personal
development, it would be best for me to attend some workshops and seminars about
HR practices and enhancement of skills required for HR personnel. Using the available
and acquired knowledge from the seminar on a project and having responsibilities can
bring me to use the best of my skills and improve the already existing skills. Following
the above-presented plan can assist in my personal development which will benefit the
organization too (HD, 2019).
D. YOU HAVE BEEN ASKED TO A TABLE A BRIEFING PAPER ON CREATING AN
INCLUSIVE LEARNING AND DEVELOPMENT CULTURE WITHIN THE
ORGANIZATION. YOUR PAPER MUST BE BASED ON A WELL-RECOGNIZED
LEARNING CYCLE MODEL FOR IMPLEMENTING CONTINUOUS PROFESSIONAL
DEVELOPMENT FOR SUSTAINABLE BUSINESS PERFORMANCE.
INDIVIDUAL LEARNING ORGANIZATIONAL LEARNING
the primary goal of learning in an
organization
Collective Individual learning leads to
organizational learning
Focuses on an individual employee Focuses on the whole Organization
Can be self-driven, without the help of
management
Driven by Management for organizational
improvement.
Generates more remuneration for
employees
Generates profit for the organization
5

Can exist without independently Dependent on individual learning cannot
exist without individual learning
Based on Individual personal Goals Based on Organizational goals
(MS, 2019)
Modern management understands the importance of learning in an organization. It is
empirically proved that if an organization wants to succeed in a dynamic business
environment then it must cultivate a culture of continuous learning. Learning became
one of the keep factors for the sustainable growth of an organization. Following points
will help to learn the importance and benefits of learning in an organization:
1. Stay updated: To face the competition it is very important to be updated with
everything in the business environment (LD, 2017).
2. Adaptability: Learning provides knowledge of various fields to the employees which
helps them and the organization to face any unexpected up down (LD, 2017).
3. Improves Skills: It supports in enhancing the skillset and knowledge of the employee
and helps them build a good profile which helps the organization to grow (LD, 2017).
4. Get competent: It helps to make the employees more competent which improves the
competence of the organization and ultimately helps to face the competition (LD,
2017).
5. Innovation: A well learned employee and organization will always be able to
generate new ideas and innovation has been the key to the success of much
organization (LD, 2017).
6. Future benefits: learning is not a one day process, an individual and an organization
has to be continuously learning and learning never tends to disappoint anyone with
the benefits it gives in the future (LD, 2017).
6

LEARNING AND DEVELOPMENT CULTURE WITHIN HIGHTOWN HOUSING
ASSOCIATION
Keeping the dynamism involved in the housing industry and size of the organization
Hightown Housing Association can adapt Kolb's experiential learning style.
This is a well-praised model of continuous learning. The Theory
consists of 4 stages:
1. Concrete experience: Here employees are made to get involved in an activity from
where they encounter new challenges and experiences (SP, 2017).
2. Reflective Observation: This stage involves introspection and assertion of the
experience for understanding what happened with the activity performed by the
employees (SP, 2017).
3. Abstract Conceptualization: Whole experience of the activity is summarized and
learning is observed in this stage (SP, 2017).
7

4. Active Experimentation: This stage is about the measures to be taken next time
based on the outcome of the activity (SP, 2017).
This process is again repeated with the learning and actions which can tackle any
problem raised before. The process aims to help employees get ready for any future
situation. Though an employee can enter into the process at any stage yet he will have
to follow the sequence, one cannot alter the sequence of process and all the steps of
the process have to be faced by the employee.
8

SECTION-2
A. THE KEY ELEMENTS THAT MAKE UP THE HPW SYSTEMS, AND HOW THESE
SYSTEMS WORK ON THE GROUND.
High-Performance Working is an approach to manage an organization where
employees are stimulated to involve in and commit for the organization, which enhance
the efforts employees put for the organization and in their assigned work which helps to
utilize their skills and also to reach a high level of performance (CW, 2016).
Characteristics of a high- performance culture
 Management stays very active in planning, monitoring and takes quick action to
ensure good results.
 Employees understand their responsibilities and accountabilities and perform the
work delegated to them with interest.
 Employees are continuously stimulated to perform better with the help of many tools
like monetary rewards, increased compensation, awards and recognition etc.
 Problems and risks are spotted and dealt cautiously.
 Modern HR practices are adopted to ensure the growth of employees and
organizations.
 Employees’ social engagement with other employees is increased for mutual
cooperation and engaging work culture.
 Management which beliefs in continuous improvement.
 Employees understand their worth and they are worthy for the job assigned to them.
 Employees trust the management for their growth and cooperate for the smooth flow
of the new policies that benefit everyone.
High Performance working systems
It is the system which enhances employees' engagement in the organization and helps
in skills enhancement and individual and organizational development. The primary
9

objective of the system is to generate a High-Performance Working Culture in the
organization.
Though it’s hard to define any main component of the system yet some basic
components which an HPWS cannot forget are:
1. Working Environment: A healthy workplace where employees can work properly and
management provides all the necessary facilities to perform their job. Also, motivate
them to do the job effectively and efficiently.
2. Training and Development: Helps in the enhancement of skills of the employees,
improving their knowledge and ability to perform.
3. Workers involvement and Knowledge Sharing: Proper guidance of juniors
employees and sharing of the available resources.
4. Rewards and Motivation: To keep the employees motivated towards performing
better the organization must make sure it recognizes the efforts every employee is
putting and they should be rewarded for that.
B. HOW EMPLOYERS USE HPW PRACTICES TO IMPROVE ORGANIZATIONAL
PERFORMANCE AND HOW CAN THEY DEMONSTRATE SUCCESS/IMPACT
HPW’s contribution towards employee engagement and competitive advantage can be
understood with the help of a hypothetical situation of Hightown Housing Association.
Suppose it had provided training for Plumbing to some of its construction workers and
15 days before the deadline of a housing project when only plumbing and electric work
is remaining, the plumber calls for a 20 days strike.
In this situation, the HPWS can help the organization. Since employees are engaged in
the organization and management and due to shared knowledge about the deadline,
strike and work, the construction workers trained for plumbing work can volunteer for
the plumbing duties. This will be because of the employees' commitment to
organizational goals. Such efforts and services will get rewarded and employees will be
decently compensated for their services in such a tight situation (de Leeuw and van den
Berg, 2011). This will showcase the firm's competitive advantage in the market. Other
companies would have been helpless in such a situation and must have moved the
10

deadline or failed to complete the project on time, whereas the Hightown Housing
Association completed the project in the deadline despite such barriers.
The above hypothetical situation explains how HPWS can stimulate employees'
engagement and benefits organization in facing competition.
C. TO WHAT EXTENT/HOW WILL HPW PRACTICES ENABLE BETTER SKILL
UTILIZATION IN HIGHTOWN HOUSING
Based on the above situation, the below-mentioned benefits of High- performance work
systems can be observed along with other possible benefits:
1. Higher return on capital: higher shareholder and gross returns based on a survey by
the US Department of Labor.
2. Improved performance of the organization: Improved quality, improved productivity
and decreased rate of defects.
3. Positive cultural change: employees become more cooperative and innovative.
4. Employees Job satisfaction: Employees understand their worth and skills and get
decent remuneration based on their efforts.
5. Improved Communication: Employees communicate their problems with the
management and many problems are quickly resolved.
6. Skill development.
7. Employees Empowerment.
8. Creation of Motivated workforce.
9. Higher Individual and Organizational growth.
10. Strong employee’s commitment towards the organization.
11