Developing Individuals, Teams, and Organisations: A Report

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1DEVELOPING INDIVIDUALS
Developing Individual, Teams and Organisations
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Table of Contents
Introduction......................................................................................................................................3
Section 1..........................................................................................................................................3
a. (KSA) Knowledge, skills and attributes needed to carry the role of HR Adviser...................3
b. Detailed personal skills audit...................................................................................................5
c. Personal development plan (PDP) with reflective statement of development needs...............6
d. Development culture and inclusive learning in the organisation by implementing continuous
PDP..............................................................................................................................................8
Section 2..........................................................................................................................................9
a. Key elements make up HPW systems, and way systems work on ground..............................9
b. Employers use HPW practices for improving organisational performance with
impact/success...........................................................................................................................11
c. How HPW enable in better utilisation in Hightown Housing................................................12
d. Ways in collaborative working, effective communication and performance management
used to support high performance culture and commitment.....................................................12
Conclusion.....................................................................................................................................14
References......................................................................................................................................15

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Introduction
The case scenario shows a situation, as being recruited by Hightown Housing Association a year
ago, which would advise senior management team on HR resources practices and needs. The
idea would be to meet the BOGs for first year performance appraisal and future development.
From the Case, Hightown is considered as a charitable housing association that operates mainly
in Buckinghamshire, Hertfordshire, Bedfordshire and Berkshire. They believe in building of the
new homes, which would offer effective support and housing (Cottrell, 2015). Currently, they
manage around 5000 homes and tend to employ 800 part-time and full-time staffs from head
office in Hemel Hempstead. They also have an annual turnover of £48 million, and development
programme that delivers to 300 new affordable homes each year. A briefing paper would also be
made on the HPWs (High Performance Work Systems) that are perceived for creating value for
Hightown Housing by decreasing the costs, and improve productivity by generating value for
employees.
Section 1
a. (KSA) Knowledge, skills and attributes needed to carry the role of HR Adviser
To carry out my role as a HR adviser in Hightown Housing, it is important that I should work on
my multi-tasking abilities to deal with employee’s personal issues to analyse the KSA. Since
Hightown is a charitable association operating in parts of Buckinghamshire, Hertfordshire,
Bedfordshire and Berkshire, I should try to work with business partner to offer effective,
strategic and comprehensive service for people strategy. My attribute as a HR manager would be
to advise on the disciplinary, whistle blowing and grievance capability in line with the
procedures and policies of Hightown with good practice. Besides, I should support senior
managers in matter to the HR terms and conditions, like the Performance management, employee
issue and absence management with agreed time limits. Further, my attribute will also be to
remain up-to-date with Employment law, so that I can ensure a good Association that compiles
with the statutory needs. For monitoring performance indicators like absence, it would support
the line manager of Hightown Housing that is not being met. Other than that, my area would be

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to develop the working relations, with staff forum. My knowledge and skills should relish on the
onboarding process that can decrease employee turnover in Hightown. This is where I should
bring the new recruits, which may increase higher chances to work for the organisation in long-
term. By developing a performance management with a HR Payroll system, it allows the key HR
processes and activities to make work more effective running for the company. Through CIPD
professional map, it can offer a good overview of how the HR adds sustained value to Hightown
to carry out the HR functions, as an adviser (Manuti et al. 2015).
Figure 1: CIPD Map
(Source: CIPD Profession for the Future, 2019)
Below CIPD Map shows the belief in power in people’s profession. The role I should assist as a
HR adviser through CIPD would evolve profession, so that practical ways in terms of skills and
knowledge could be developed to make a large impact. From figure 1, it shows my purpose will
be to work on the principles, so that an evidence-based outcome could be attained. Likewise, my
role would be to build on capability with my team and organisation, so that I can develop good
expertise in emerging areas. I should find an area where I can drive sustainable organisational
change with my core behaviour and knowledge that can remain decisive and confident. Thus,
this proves my value as an expert in terms of work and change. As I am a skilled influencer, I

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should influence people at all levels, so that HR initiatives could be succeeded with partnerships.
Further, I believe that working as an adviser, I should create a best workplace that is possible to
collaborate team members to work on a vision. Hence, it may reflect mindset of the professionals
to work on overall vision, so that change factor and growth can bring profit for the company
(Bolden, 2016).
b. Detailed personal skills audit
To analyse the Personal Skills audit that would be set by me for development in Hightown is
given in the form of a table.
Personal
skills
Analysis Rating (1-5) Development
Innovation I have found good creativity, so that a
innovative role as an adviser could increase my
performances based on the results
I will rate as 4
since I could
develop my tasks
quite confidently.
Yes, I should
work on more
innovative
aspects.
Language I mainly speak Romanian, and French, but I
have good command over English, so that I can
communicate with my fellow members.
I will rate here as
4.
Yes, I can learn
more if there is
a need.
Leadership I work mostly with a transformative leadership
practice, as it will communicate well with other
members to work on charity in Hightown
housing.
I will rate here as
3.5.
No, it does not
need any kind
of development.
Presentation Here, I find myself with better professional
skills so that I can communicate with audience
by presenting and giving a brief on the note
I will rate here as
4.5.
Yes,
development
needed
Time
management
I manage my time as per the situation demands,
where I set small goals and objectives that can
be attained easily.
I will rate here as
5.
Yes,
development
needed

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Table 1: Personal Skills Audit
(Source: Learner)
c. Personal development plan (PDP) with reflective statement of development needs
The PDP will be carried out in a period of 4 months that will start from 6/5/2019 and will end up
in 5/9/2019.
Developme
nt
Objectives
Prior
ity
Activities undertaken Resources Targ
et
Start
Date
Targ
et
End
Date
Success Criteria
Improve
Presentatio
n skills
High Take research with
better speech, body
language and
presentation skills.
Speak with the higher
authority to develop
presentation skills and
watch other advisers sit
on presentations. Set
also a number of
attainments to assess to
work successfully for
Hightown housing.
6/5/2
019
5/7/2
019
Meet with the
manager in a
regular base, so
that there could
be a certainty to
gather possible
feedbacks made
from
presentations.
Improve
Problem
Solving
skills
High Need face-to-face
communication for
having a clear task
understanding, so
that I can clear the
point to prove with
self-improvement on
the listening skills.
Speak to the higher
authority that can teach
me some approach. I
should also ask my
mentor for an opinion to
accept outcome, so that
self-help guide can be
made from local library.
7/7/2
019
8/8/2
019
Feedback from
the higher
authority
(Senior
manager) and
from my mentor
To develop
the
recruitment
Medi
um
Require good stage
of selection process,
so that effective
Speak to the HR
manager or the
recruitment manager, so
23/7/
2019
15/0
8/20
19
Work on the
feedback
intended by the

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process candidates could be
selected by the HR,
where I can provide
good advice to them
on what should be
done to select the
best candidates.
that they can stage a 3
process with GD, and
written test, and after
that a personal review to
select the candidates
Senior manager
of Hightown
Improve
time
manageme
nt skills
High Need good process
of managing time, so
that prioritisation to
the task could be
given full priority, so
that effective
decision could be
taken from the
managerial end.
Speak to the Senior
manager on how to
manage time, if proper
working responsibilities
are not being carried
out.
15/8/
2019
5/9/2
019
Receive
feedback from
the senior
manager on
effective time
management
process working
in the
organisation.
Table 2: Personal Development Plan
(Source: Learner)
Reflective Statement
Based on the findings on the personal skills audit and KSA, I can identify that I can find good
support from senior managers that relate to the HR process, in terms of working on performance
management and employee relation issues. I have also assisted well, so that I can support on my
business area for managing team structures, and transfers for ensuring staffs being managed and
identified in a period of 4 months from the PDP. I have also been given the task to prepare the
letters for the Occupational Health referrals, so that an effective work relation can be developed.
In that case, my role towards the development in Hightown Housing would be to respond to the
general HR enquiries being placed via email or telephone, along with the support of HR inbox.
Since the firm has provided good support and housing in the past, I believe that working with a
continuous learning process with innovation, skills leadership and problem solving approach

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could be effective. I also believe that productive time management skills could work in relating
the development activities, for making my presentation better. I do persist that, if I can receive
support from senior manager, while working as an adviser, I may develop the set redundancies
by effective development and training process too.
d. Development culture and inclusive learning in the organisation by implementing
continuous PDP
As Continuous Personal development matters, it is the ultimate goal to work on the vision of the
organisation. It ensures to be competent in the profession, so that a professional career could be
developed. The fact I have pertained while working on the adviser’s role in Hightown housing is
that it helps me to work on the current standards, so that enhancing skills and knowledge can be
developed to deliver professional service to clients, community and customers. As opined by
Schlee and Karns (2017), the best part of CPD is that it keeps up-to-date on the process of
change, so that directions and trends in the profession could remain predictive. Likewise, I have
also found that CPD works in setting up meaningful contributions in a team, as it advances
career to move into new positions to lead, influence, mentor, and coach others. However,
focused CPD also opens up possibilities, so that I can find appreciation in my role as an adviser
in Hightown Housing. Because CPD leads in increasing public confidence for the individual’s
profession, it keeps skills and knowledge to deliver high quality service to safeguard public, and
meeting expectations of customer needs (Barrie, 2012).
Towards culture and learning, I believe that business objectives of the company have to achieved
first, and then work on the progressive aspects of the company. I feel that employees should be
engaged actively with training and learning to remain satisfied, and should possess likelihood to
work on company’s valuable contributors. In quest, getting the work done on-demand could also
be effective (Johnson et al. 2012). Besides, a continuous learning culture for the organisation not
only creates a more productive workforce but also helps to work innovatively. It shows
employees seen as HR may be integrated consciously into the company’s skill infrastructure.
Thus, this could transform the role from just having the job to a rising career opportunity. In
Hightown Housing, I assist that the leaders and managers should be motivated, so that no
drawback or failure reflects from leaders.

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From the Learning Organisation principle, I believe that it is required for every individual to
acquire effective development and training. It is where a shared vision will provide workers a
perspective, so that they can attain competitive edge. Likewise, team mastery will develop good
learning skills faster, so that issues could be developed rapidly (Eisele et al. 2013). From the
theory developed by Mumford & Honey, it is believed that I as an adviser, I should involve into
experience and action in order to learn. The process of Activist tends to be open-minded, so that
I do not come to areas where there is bias in situation to brainstorm or open-up with the problem
solving sessions. From the role of Theorist, I need to engage on my learning process so that I can
seek good background information from the company. As my responsibility works on
responding to the HR queries and develop effective communication, I need to reflect, more than
work on the role of pragmatist. This process needs collecting data, so that effective experiences
could be perceived by opening a collective forum.
Apart from inclusive learning in Hightown Housing, I believe that process of development and
training also matters. In inclusive learning, the practice keeps participants to engage fully on the
task, and it presents working to foster learning agenda by creating transparency. Training and
development (T&D) on the other hand works on employees’ specific skill and knowledge, which
could develop performance in the present roles (Beausaert, et al. 2011). Inclusive learning also
supports a cultural diversity, which can be effective for the individual to apply in their career
patterns while T&D can increase the employee development programs, so that they can work on
their performance and set up new objectives to be achieved in a timeframe for the organisation.
Section 2
a. Key elements make up HPW systems, and way systems work on ground
As opined by Jones and Killick (2013), the HPW systems is defined a set of practices, which are
designed for creating greater liability and involvement in work. The strategy combines to work
in the decision process of employees, on what employees learn to be involved with key
technologies. It is identified in Hightown Housing that by allowing employees to take decisions
will lead to positive effect in the environment. As training offers productive skills for performing
jobs, it sets up liability to work for better understanding. Incentives do matter, as without this, the

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employees in Hightown housing will be less probable for participating in HPW systems (Hwang
and Ng, 2013). These are very beneficial, as the company can use it to work on pay raises,
monetary incentives and meeting performance targets.
At present, employee engagement matters as much in the competitive environment for working
with the innovative patterns to increase value and productivity. According to Leong and
Kavanagh (2013), HPW systems help Hightown Housing by aligning the goal that could be
achieved to make overall success, and increasing profit of more than £48 million. As they are
managing 5000 homes, they can employ 1000+ part-time and full-time staffs all over
Buckinghamshire, Hertfordshire and Bedfordshire. As they remain up-to-date with employment
law, they ensure Association compiles with the statutory needs on Employment Tribunal
Outcomes (Hwang and Ng, 2013). For example, the incentive-pay may take the form of a gain-
sharing program, which will be effective for the performance contingent pays, or team-based
pays.
Further, the use of training programs could be developed for future skills that may show new
hiring of experienced personnel. With choices set, it can develop a coherent set of HPW systems
that could be consistent for Hightown. HPW systems help to increase employee engagement, as
it links strategy, people and performance for arriving towards success. It helps to work on an
assumption, so that they can find greater flexibility towards better quality of service in Hightown
Housing (Oseghale et al. 2019). HPW is also being presented as a tailored management system,
which is based on the hierarchical structure that managers exercise in working in centralised
structure to develop high level of commitment. Further, HPW must not be equated with
elements, like to manage the work teams and Employee involvement. From the UK Commission
for Employment and Skills, it can be found that the concept of skill utilisation encompasses with
certain range of performance work practices, which needs to focus on developing a better work
environment for Hightown Housing (Oseghale et al. 2019). Moreover, offering benefits to
employees will contribute to shape broader development for the firm, beyond the confinement of
their job positions. Thus, better engagement for the key employees can be made by talent
retention, productivity and employee satisfaction.
Towards competitive advantage, the association of HPW works in creating productivity, since it
works on the knowledge and skills to employ people. As management brings strategy and key

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policies, it may work in increasing development policies for in Hightown Housing with relation
in developing work relations with Staff Forum (Jeong and Shin, 2019). Since innovation is
considered as a key aspect, it finds extensive flow of new ideas so that better management could
be developed for Hightown. Quality also matters, as better service promoted to make new
housings will be effective to attain competitive advantage through substantial revenue.
b. Employers use HPW practices for improving organisational performance with
impact/success
HPW do make a positive effect, as it increased productivity for the profit of the organisation. The
benefit is that, as it increases employee engagement, it also supports high productivity that builds
loyalty and support to increase profits. For example, the use of psychometric tests to work on the
on-boarding strategy for employees in Hightown Housing can create development leadership
strategy. This develops structured team briefings, which would be effective with performance-
based pay. With HPWs, it can increase performance of Hightown by maximizing potential, so
that it can operate work effectively with the business budget decided. It is preferably pivotal, as
the use of HPW Systems by the employers can increase organisational performance by building
good understanding of business strategy. They also use it to build a trust factor, as employees in
Hightown know that their executives and managers care about them to remain committed with
success (Jeong and Shin, 2019). Employers also make certain that each department in Hightown
housing is working on the processes well, so that effective targeting can be done by attaining
competitive differentiation for the company.
With the set HPW systems, employers also need to focus hard on the territory of the company’s
development since MBO (Management by Objective) is a model that they can aim to develop the
performance by interpreting organisational goals into specific goals, for individuals. Upon this,
the HR managers are capable of making goals tangible to create performance reviews (Mather,
2018). A 360-degree feedback is important since the employer assesses it with a multi-
perspective view, so that points of improvement can be attained. This is where in Hightown
housing, providing support with TUPE transfers can assist in consultation, so that analysis of
diligence information and liaison can be made with internal teams (Oseghale et al. 2019).
Further, they can work efficiently, so that effective support can be provided in building houses in

12DEVELOPING INDIVIDUALS
more numbers. However, the company’s success can be developed in particular by increasing
reliability of long-term sales of their housings. The more the unit would be produced the better
would be the profit for the company.
c. How HPW enable in better utilisation in Hightown Housing
As opined by Sanders (2017), several HPWs could aid in better utilisation for Hightown housing.
Realistic Job Previews could be a recruiting tool that can help to communicate with bad and
good aspects in the organisation. It will assist the candidates in Hightown for providing a rich job
description with duties, expectations and work environment. On-boarding strategy is a HPW, as
it shows the new employees to remain organised. It makes managers to remain well prepared
with the schedule given to them on the training and breaks. For example, in Hightown, for any
employee’s first day, he would be facilitated with 20-30 minute breakfast in a common space,
which everyone can take moment to put his face (Christian et al. 2011). Thus, staying organised
is a key process as it makes certain that regular hire in the organisation can be done regularly. It
is important that being thoughtful is a key process in Hightown where it can open doors for
friendly conversations and allowing new hires to relate their colleagues. There is also the
performance-based pay that will be equally prudent in Hightown since it is based in
compensating employee with individual contribution, but not on the value of position. Thus, the
benefit is that performance pay tends to offer huge varieties, as the management of Hightown
enjoys better employee engagement (Bakker and Bal, 2010). If the performance criterion is
vague for the company, then the adviser or supervisor has to favour for certain employees than
others. This in turn can increase the collective employee dissatisfaction, and this is where
effective performance appraisal needs to be made with training needs.
d. Ways in collaborative working, effective communication and performance management
used to support high performance culture and commitment
At present, employers want innovative and resilient workforce and it catches up the tumultuous
transformation. For instance, a handful companies are boasting up with the double profit margin
and growth. Hightown housing abides by the ethics, which could be manifested with fortitude