Hilton Hotels: Individual, Team, and Organizational Development Report

This report examines the critical role of individual, team, and organizational development, using Hilton Hotels and Resorts as a case study. It addresses the essential knowledge, skills, and behaviors required for HR professionals, including professional knowledge of various business activities and professional skills for training, managing performance and conflict resolution. The report includes a skills audit, a professional development plan and the differences between organizational and individual learning. It also analyzes the need for continuous learning to drive sustainable business performance. Furthermore, it explores the contributions of high-performance work systems (HPWS) to employee engagement and competitive advantages, evaluating different performance management approaches. The report highlights the importance of professional development and continuous learning for achieving sustainable business objectives and enhancing employee commitment and engagement.

DEVELOPING INDIVIDUAL, TEAMS
AND ORGANISATIONS

Contents
INTRODUCTION...........................................................................................................................1
SECTION 1 .....................................................................................................................................1
P 1. Determination of appropriate knowledge, skills and behaviour...........................................1
P 2. Create professional development plan .................................................................................4
M 1. Personal reflection and evaluation of PDP..........................................................................5
P3. Differences between organisational and individual learning; training and development .....6
P 4. Analysis of need for continuous learning and professional development for driving
sustainable business performance................................................................................................7
M 2. Applying learning cycle theories.........................................................................................9
D 1. Professional development plan, training and learning cycle to achieve sustainable
business performance objectives ...............................................................................................10
SECTION 2 ...................................................................................................................................10
P5. Demonstrating HPWs contribution to employee engagement and competitive advantages
within organisational situation...................................................................................................10
P6. Evaluation of different approaches to performance management by using specific
examples and their support to high performance culture and commitment...............................13
M 3. Benefits of HPW with justification ..................................................................................16
M 4. Critically evaluating different approaches and make judgement to support high
performance culture and commitment.......................................................................................16
D 2. HPW leads to improved employee engagement, commitment and competitive advantages
....................................................................................................................................................17
CONCLUSION .............................................................................................................................17
REFERENCES .............................................................................................................................18

INTRODUCTION
The role of individual development in team is essential for organization. It helps in
effective organizational culture. High working performance team is a building block of company.
Team and individual development increases skills, knowledge and behaviour for better working
in a firm. With the help of professional development, team and individual are improving
performance in organization (Raes and et.al., 2015).
This report is based on Hilton Hotel and Resort. It is a global brand of hotel and resort
services. The brand targets at both business and leisure travellers with location of major city
centres and popular holiday destinations around the world. This assignment will determine
appropriate knowledge, skills and behaviour that are required by HR professional. It will
evaluate completed personal skills audit and also create professional development plan. It will
also analyse differences between organisational as well as individual training and development.
It determines needs for continuous learning and professional development in terms of sustainable
business performance and objectives.
SECTION 1
P 1. Determination of appropriate knowledge, skills and behaviour
Professional Knowledge
HR officer must have knowledge of different business activities such as improving
performance of staff, implement policies and procedures, developing HR planning strategies etc.
(Ursat and et.al., 2017).
Education required: Being HR professional, it has required graduation in B. Com and
MBA in human resource management. He\she must have experience of some years. So that, they
have to implement strategies and policies of company.
Implementing policies and procedures: HR officer of Hilton must have knowledge about
policies and procedures such as performance management, equal opportunities and disciplinary
procedures. They must work closely with other departments. They must have understood and
identified various plan of actions to achieve goals and objectives.
Laws and regulations: HR officer must be updated regarding employees’ laws like
Consumer Protection Act, Labour Law and other regulations. They make sure that all regulations
1

are followed at workplace carefully. They also ensure that by providing healthy and safe
environment, smooth business can be run (Quendler and Lamb, 2016)
Maintaining payroll records: It is essential for maintaining records of payroll of
employees as well as employers of Hilton. So that, HR officer must understand different policies
which are implemented in wages and salary of employees. Therefore, they should maintain
proper payroll records (Hancock and Walsh 2016).
Professional Skills
They must have professional skills for giving training, managing performance, analysing
training for employees, dealing with grievance and other activities.
Creativity and confidence: HR officer must be creative, innovative and confident for
giving training and development to new as well as existing employees of Hilton. They organize
different seminars, conferences for employees. With self-confidence, HR officer can give the
best training to the staff. Through creativity, they can improve workplace culture effectively.
With the help of confidence skill, HR officer is facing all situation regarding interpersonal
conflicts, training and development etc.
Communication and time management: HR officer must have effective communication
and time management skills for understanding and resolving issues in Hilton. There are many
issues regarding wages, trade union etc. creating at workplace. With the help of effective
interaction with employees, HR officer is solving all issues of employees. Through time
management skill, they are solving all problems and managing their work (Magee and Webb,
2015).
Decision making and conflict resolution: HR officer must have decision making and
conflict resolution skill. With the help of this, he\she can solve all issues regarding company’s
policies and procedures. They follow different methods collaborating, accommodating for
resolution of conflicts.
Professional Behaviour
Communication skills and dress up: Being HR professional, it is essential that formal
dress up and linear communication skill. So that, it is positive impact on other employees in the
workplace.
2

Coordinating: HR officers must have coordination with their employees’ tasks at
workplace. With coordination, they can solve issues of employees regarding payroll, health and
safety, training etc. He\she gives advice about performance, remuneration, promotion and
benefits. Through this skill, HR officer is solving all issues regarding employees (Megginson and
Whitaker, 2017).
Problem solving: HR officer must have problem- solving ability. With the help of this
skill, they are solving all the issues. They must promote equality and diversity as part of culture.
Problems like training and development, implementing policies, performance review, recruiting
staff and interviewing. For solving such problems, the HR officer discusses it with the top
management as well as employees at workplace.
Adaptability: HR officer must have adaptability for giving guidance relating to
performance, developing skills of team members. They are also giving suggestion for improving
productivity and improving knowledge about work based activity.
3

(B) Analysis personal skills audit
Strengths
Good knowledge of internet.
Good information about e mails.
Great report writing skills.
Good Creative and innovative skills.
Weaknesses
Lack of knowledge of excel spreadsheet.
Poor presentation skills and power point
knowledge.
Lack of conflict resolution capability.
Poor knowledge of data base.
Lack of awareness of HR software.
Opportunities
Solving disciplinary actions by taking notes.
Resolving disputes and complaints by using
different techniques such as involving
employees, accommodating etc. at workplace.
By technology development, she can create
opportunities for developing career.
By market development, she can increase job
satisfaction.
Threats
She is not making good use of verbal reasoning
skills.
Poor handling of complex data by using
selective information.
Cambridge is also not good at advising HR
issues at workplace.
Poor knowledge of Microsoft Office Word.
As HR has poor knowledge of excel thus, she is required to get training of MS
spreadsheet. Jane is required training for increasing knowledge power point presentation. Jane
needs training and development for reducing weaknesses at workplace.
With the help of training, she can use excel spread sheet for maintaining pay roll of
employees. As per problem solving, she could find all solution and taking advice from superior
for developing this skill. Jane is also required to get training for MS office word. She is taking
advice for solving complex issues of company. As per poor capability of conflict resolution, she
4

is taking guidance for improving conflict resolution skill. As per lack of verbal reasoning skill,
she is required training session at workplace for improving this skill.
P 2. Create professional development plan
Skills to be
achieved
Current
proficiency
Target
proficiency
Strategies Time frame
Technical skill
and knowledge
Jane has
knowledge about
programs but she
can use updated
software such as
data base, HR
software for
improving
technical skills.
With the help of
updated
programs, she can
develop her
technical
knowledge.
By using different
strategies, such as
reading about
updated software
Jane is increased
knowledge about
Microsoft word.
Within 1 month.
Conflict
resolution skills
Jane is not able to
solve conflicts at
organization, so
can develop this
by following
different
techniques such
as including
group
collaboration
activities,
encourage active
listening etc.
She can attend
training sessions
at workplace.
Jane is taking
advice from
superiors for
solving conflicts
of firm.
1 month
Decision making
skills
Jane is not taking
immediate
With the help of
approaches such
By consulting
with the top
2 weeks
5

decision, so that
she is developing
this skill.
as command,
consult,
consensus. Jane
is making
decisions related
to staff
performance,
implementing
policies and
procedures.
management, she
can make
decisions.
Communication
skills
Cambridge is not
good verbal
communication,
so that she is
developing by
attending training
session.
By attending
training sessions,
she can develop
this skill.
Through
attending training
sessions, she is
improving
communication
skills.
Within 1 week
Problem solving She is good at
solving various
problems, but
Jane is improving
this skill by
consulting her
superiors.
With the help of
methods like
identifying, and
analysing of
problems; she can
provide solutions.
By taking advice from
superior, Jane is
developing problem
solving skill.
Within 1 week
M 1. Personal reflection and evaluation of PDP
Personal skill audit and professional development plan indicates personal reflection and
evaluation. With the help of personal skills, Jane identified her weaknesses and threats. She is
also developing skills and knowledge at workplace. Through professional development plan,
6

Jane Cambridge will develop and improve their weaknesses in the organization. Continuous
professional learning is developing on productivity, skills and knowledge for better working
performance in organization.
P 3. Differences between organisational and individual learning; training and development
Basis Organisational training and
development
Individual training and
development
Purpose To achieve goals and objectives. As compare to, the aim is
increasing skills and knowledge of
individual for effective working.
Benefits Organisational training is beneficial for
increasing stability and flexibility of
company (Megginson and Whitaker,
2017).
Individual training is advantageous
for enhancing performance at
workplace.
Importance It is important for reducing supervision
and increasing position of employees in
firm.
As opposed to, it is essential for
increasing job satisfaction.
Focus It focuses on increasing productivity. On the other side, Individual
training and development is
centralized on overcoming
limitations of an individual (Liang
and et.al., 2015).
Advantages To reduce learning time, accidents at
workplace etc.
To improve performance of individual.
Activity Organizational training and development
is activity of improving productivity of
company.
This is activity of development of
individual at workplace.
7

Difference between organisational and individual learning
Organisational learning Individual learning
Organizational learning is procedure of
creating, retaining and transferring knowledge
with in company.
It is activity of increasing skills and knowledge
of individual.
It is essential as a strategy for adaptation and
flexibility of firm (Purtle, 2018.).
It is important as tool for quality of person.
It allows teams to learn about tasks and
specialities.
On the other side, individual learning is
important for improving performance,
developing skills and knowledge at workplace.
Organisational training assists to identify needs for future position in company. As
compared to, individual preparation helps in growth and development of single person.
Organizational and individual training and development is beneficial for achieving goals and
objectives. A positive environment for learning is always crucial for success. Organisational
learning is important as a strategy for adaptation and flexibility of firm (Silberman, 2013).
Training and development is important for both individual and organisation. It helps in
addressing employees’ weaknesses, consistency in duty performance, improving quality of
products and services and reducing cost. Individual learning is beneficial for rising motivation
level, increasing productivity and managing time for completing projects of company. As
compare to, organization learning is good for increasing flexibility and productiveness of
company.
Organizational training and development is a tool which company used for bringing
modification of company policies rather than focusing attention on individuals. This activity
assists in problem solving and conflict resolution of organization(Ford, 2014). With the help of
Individual development, single person is increasing awareness, identify skill, and develop talents
and potential. It is also helping for rising quality of life and increasing knowledge.
8

P 4. Analysis of need for continuous learning and professional development for driving
sustainable business performance
Continuous learning and professional development is the greatest asset for company's
workforce (Birasnav, 2014). Thus, this consistency in learning is to expand ability of learning by
regularly increasing knowledge and update skills. Professional development refers to as training
in a wide variety or can be considered as an advanced professional learning, that is intended to
help administrators and employees to improve their knowledge and effectiveness professionally.
Hence, many companies use various methods to train employees with right skills that helps
enterprise in meeting business objectives.
Therefore, to improve sustainability for business performance, implementation of
continuous learning and professional development can be done in the following context-
 Improves performance in current job- Learning continuously helps employee to
update their skills and knowledge that leads in increasing productivity. Thus, if
employees receive necessary training they become abler to perform their current job. In
order to alter employee performance, continuous learning and professional development
plays significant role as they build responsibility and confidence with their role.
 Sustain performance in current job- training creates sustainability in performance of
employees at workplace. Thus, continuous learning and development creates access about
that which customers did not know before and they sought out themselves. Hence,
employees of Hilton feels challenged and appreciated that leads to sustain performance
and growth.
 Training employees for diversification- Training plays significant role in expanding
organisation. Consistent training of workers helps them in developing skills and
background knowledge that are relevant in procedures and policies which assists in
diversification of a particular firm.
 Enjoy Competitive advantage- Hilton must ensure that employees get constant training
which helps in moving forward and achieving competitive objectives. Therefore,
company must give regular trainings with help of updated technology to workers so that
firm can survive in competitive market.
9

 Enhances company reputation and profile- Training and professional development
helps in making enterprise more attractive so that employees may seek to improve their
skills and gain opportunities that is associated along with those skills. Hence, it leads in
achieving targeted goals and maintaining company's goodwill.
 Addresses weaknesses- Each and every employee in organisation has positive or
negative points. Thus, constant training helps management to address negativity which is
needed to be changed so that they can easily improve themselves by gaining updated
knowledge and skills. These skills of workers help management to complete tasks and
compete in global market.
 Increases job satisfaction level- Regular training and professional improvement
increases job satisfaction of staffs that leads in increasing motivation towards work. Thus,
it reduces employees turnover and increase productivity and efficiency. Furthermore, it
prevents competitors to take away skilled employees by offering high training or
incentives.
 Maintain knowledge and skills- It assists in maintaining skills and knowledge so that
the elements of a particular process are refreshed on daily basis so that they may not
forget which helps in achieving targeted goals. Thus, it plays significant role in
maintaining reputation and image of the cited company.
 Attract new people- Every business wants to have new and fresh workers to work with
them, so on- going training helps them to target new talents that may help business to
secure its goodwill and their talented workers.
M 2. Applying learning cycle theories
There are four steps that included in experiential learning cycle theory such as concrete
experience, reflective observation, abstract conceptualisation and active experimentation. This
theory helps in implementing continuous professional development (Paul, 2014). There are
different styles of learning such as diverging, assimilating, converging, accommodating.
Another learning style is Honey and Mumford. This theory is helping for finding out
correct learning style or preferences. There are four learning styles such as activists, theorists,
pragmatists, reflectors. This theory analyses implementation of continuous professional
development. Continuous professional development(CPD) is important for keep pace with
10