HRM: Developing Individuals, Teams, and Organisations - Hamleys

This report analyzes the development of individuals, teams, and organizations within the context of Hamleys, a British multinational toy retailer. It examines the knowledge, skills, and behaviors required of HR professionals, including communication, time management, and understanding of HR principles. A personal skill audit is conducted to identify strengths, weaknesses, opportunities, and threats, leading to the creation of a professional development plan. The report differentiates between organizational and individual learning, training, and development, highlighting the importance of continuous learning for sustainable business performance. It also explores the contribution of high-performance work (HPW) to employee engagement and competitive advantage, evaluating different performance management approaches and their effectiveness in fostering a high-performance culture. The analysis synthesizes knowledge and information to provide insights into how HPW mechanisms improve employee engagement, commitment, and competitive advantage.

Developing individuals,
teams and organisations
Contents

INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
P1 Determining suitable professionals knowledge, skills and behaviours which is
required by HR professionals..............................................................................................1
P2 Analysing personal skill audit for knowing skill, knowledge and behaviour aand
professional development plan is created...........................................................................2
PART 2............................................................................................................................................5
INTRODUCTION...........................................................................................................................5
P3 Analysing difference between organisation and individual learning, training and
development..........................................................................................................................6
P4 Analysing the need for continuous learning and professional development for drive
sustainable business performance.......................................................................................8
M2 Applying learning cycle theories for analysing value of continuous professional
development...........................................................................................................................8
D1Producing an detail professional development plan that appropriately set outs learning
goals and training in respect to learning cycle for achieving sustainable business performance.
................................................................................................................................................9
P5 Demonstrating understanding of how HPW contributes in employee engagement and
competitive advantage........................................................................................................10
M3 Analysing the benefit of applying HPW with specific organisation situation...............11
P6 Evaluating different approaches to performance management...............................11
M4 Critical evaluation of different approaches and how effectively they support in high
performance culture and commitment..................................................................................13
D2 Providing valid synthesis of knowledge and information resulting in appropriate
judgements on how HPW and mechanisms used to support HPW lead to improved employee
engagement, commitment and competitive advantage.........................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................14

INTRODUCTION
The success of the business activities depends on employees performance. For achieving
the business objectives individuals, teams and organisation together works by following main
criteria of rules and regulations. For the business every skilled and experienced employee is an
asset. The employees are recruited by HR professionals and employee skill is analysed according
to their position. The employees of the organisation are train by HR professionals for having
more better performance and activities. The high-performance working environment increases
productivity and organisation performance which leads to overall enhancement of economy
performance.. This report is based on Hamleys organisation which is British multinational toy
retailer company. It was founded in 1760 by William Hamley operating at Noah's Ark. In the
Part 1 the report covers professional knowledge, skills and behaviour which is required by HR
professionals. Along with this personal skill audit is analysed for identifying appropriate
knowledge, skills & behaviours and professional development plan is developed.
PART 1
P1 Determining suitable professionals knowledge, skills and behaviours which is required
by HR professionals.
The business conditions are analysed by HR professionals for making decisions. For
attaining goals of organisation, the employees are hired and retain by HR professionals along
with this performance of employee engagement is evaluated. To manage the employees
efficiently human resources must have knowledge, behaviour and skills sets so that employees
are retain. The HR assists in identifying factors which can affect performance and needs to be
improved. Human resource office of Hamleys has different skills and knowledge to deal with
difficult situation along with a chance is provided for determining training events and current
skills of employees are enhanced in aim of achieving better results so that in long run company
can be benefited. The Following are different skills, knowledge and behaviour required by HR in
context to Hmaleys.
Skills
The HR professionals requires different skills for well working. In context to Ha,leys
different skills are required which helps HR in managing, planning and observing performance
of employees. The skills needed by HR are-
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 Communication skills- This is an essential skill as HR Professional is an link between
employee and business which requires great communication. The HR has to
communicate with different stakeholders and different levels of authority.
 Time management- The HR should have this skill for managing the work on time on
basis of priority and urgency if assigned targets. The optimum and effective use of time
can help in completing assigned task on time without delay.
Knowledge
In context to Hamley the HR is required to have basic knowledge in order to complete
specific task for improving the organisation by taking out best qualities of employees. The
knowledge required are-
 Administration and management- The HR is required to have knowledge of business
and management principles which involves resources allocation, human resource
modeling, leadership techniques, coordination of people and resources.
 Personnel and Human Resources- The HR should have knowledge of principles and
process for personnel recruitment, selection, training, labour relations and personnel
information systems.
Behaviour
It has important role in employee management as it helps in engagement and
performance ability. In context to Hamley HR should have appropriate behaviour which is as
follows-
 Understanding knowledge- The HR of company is required to know the working of
several new technologies so that it can help them in working and operating with ease and
tasks can be completed effectively & efficiently.
 Resolution Directed- In order to solve & fulfil the needs and wants of employees the HR
is required to have proper behaviour and attitude towards employees. The HR needs skill
for resolving conflicts and providing solutions.
P2 Analysing personal skill audit for knowing skill, knowledge and behaviour aand
professional development plan is created.
Personal SWOT analysis-
The following analysis helps the HR in evaluating its internal and external strength,
weakness, opportunities and threats.
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Strength
 Time management skill- This skill is my strength as I am always able to manage my
time to complete assigned work and targets. This skill helps me in completing by tasks
before time which is also beneficial for my future growth.
 Resolution Directed- This skill helps me in solving problems of workers by offering
them suitable solutions which helps me in motivating ans enhances productivity.
Weakness
 Administration & management skill- Being as HR this skill is my weak as I get
difficulty in managing data of employees and their working.
 Information Technology- This skill is my weak as I find difficulty in adapting new
technologies due to its complexity.
Opportunities
 Listening skill- This skill helps me in observing the employees while listening them.
This skill is an opportunity for me to understand the problem by active listening and best
solution are provided.
 Understanding HRM- Being an HR I understand about personnel and human resource
management that helps me in increasing my performance and tasks are completed
effectively.
Threats
 Competition- In the professional life there is increase of competition as people are more
experienced and skilled in their work and knowledge.
Personal skill Audit-
This is an written document which clearly lays out all skills that person currently
have and how it can be advanced. It also document what skills are need for future career,
finding gaps in skill set. In context to Hamley the HR is required to understand and
improve the skill by having personal skill audit.
Skill/ behaviour/ Poor Average Good Excellent
Understanding
HRM
*
Time *
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management
Listening skill *
Information
technology
*
Administration
management skill
*
Resolution
directed
*
Personal development plan
It is also known as PDP Which is an action plan that helps in identifying the individual
goals. The personal development helps in improving knowledge, skills and experience for
achieving success and happiness in career & professional life. It is an form of self-evaluation and
self-reflection which is used in higher education and workplace.
Skills Current
capability
Target Development Time frame
Information
technology
This skill of my
is poor as I lack
to adapt
technology
quickly.
My target is to
have understanding
of latest
technologies so
that I can adapt
rapidly which can
help me in
performing
assigned tasks with
smartness and
effectively.
I can enhance my skill
by pursuing several
diploma course of
technology and
training form several
experts.
1 year
Administratio I face difficulty I want To develop this skill I 3 months
4

n and
management
in managing
company data of
employees and
their
performance
development
which makes my
this skill weak.
enhancement in my
skill so that data of
employees can be
managed
effectively. This
will help me in
solving issues by
maintaining
records.
will take knowledge of
administration and
management by
reading books, taking
training programmes.
Understanding
HRM
To increase my
abilities in
human resources
management
and personnel I
need to have
understanding of
HRM so that it
can help me in
particular job of
HR.
In my professional
field to enhance
my future career
growth it is
required to have an
proper
understanding and
knowledge of
human resource
management.
The understanding of
my HRM can be
enhanced by reading
several books and
articles. With this I can
practically implement
things in my
professional life.
6 months
PART 2
INTRODUCTION
In the business, the success of business activities depends on the performance of
employees as individual, team and organisation have together working for accomplishing the
business objectives by follow up of rulers and regulations. The skilled and experienced
employees are assets for the business organisation. The HR professionals in the organisation
recruit employees and analysis their skills according to their position (Ahmad, and et.al., 2018).
To make the job complete in effective way there is need of collaboration in the skills of
5

employees so that effective team can be developed. This report is based on Hamleys company
which is a toy retain comopany. The report will cover focus on learning and development for
driving sustainable business performance. Further, the understanding of high performance
working is given that will help in contributing employee engagement and competitive advantage.
In addition to this it will discuss about high performance management, with its different
approaches and how effective communication will support high performance culture and
commitment.
P3 Analysing difference between organisation and individual learning, training and
development
This is very important for the organisation to have a better understanding of the
organisation and individual learning to promote efficiency. Organisation should be adaptive and
engaged towards its every employees. If the employees are managed in a efficient manner than it
will increase effectiveness in the organisation. this will helpful in future growth, this will remain
for the long term for the people and Morrisons company . The differences are discussed below-
Organisational and individual learning:
Basis Organisational learning Individual Learning
Meaning The learning which the
organisation allows the
employees for improving their
skills and provide them field
learning. Some of the learning
are motivation, group leader.
It is defines as the self
improvement. When a
individual trying to learn new
skills and knowledge, they
enhance their ability to do
something new and get better
in their own field.
Purpose The purpose of organisation
learning is to give opportunity
for gaining knowledge skill
and feedback for their
employees (Aramburuzabala,
and et.al., 2019) .
The main purpose of this is to
enhance the skills and
experience in the same field
where you are good at.
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Benefit Organisation can able to
increase profits by providing
continuous learning to the
employees, also they feel
motivated so they can be
engaged more to the company.
Benefit of this leaning is to
enhance efficiency and
productivity so by this they can
able to do work in effective
and efficient manner.
Training and development:
Basis Training Development
Meaning It defines as improving and
enhancing the skills and
knowledge according to the
given job position. This
remains for short period of
time.
It is defined as overall change
in an individual through
knowledge and experience.
This is for long period of time.
Purpose The objective of training is to
provide the information about
the product and change in
technologies so that they can
give their best to the
organisation according to the
need of the required job
position.
This focus on the skills which
an individual should have for
the better career in future. Is
aim is to enhance soft and hard
skills in an individual (Billett,
S., 2020).
Focus They provides the training
program for give information
about company's products. For
better understanding of
environment. They focus on
today.
Their focus on future. How a
person can learn from the
current organisation for the
future perspective. They aims
for the future growth and
opportunities.
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Orientation In training a person is focus
only on organisation needs and
requirement for the job role.
They are act like job oriented.
Development aims at future
growth. In this individual learn
and gain experience which
helps them in further
opportunities in future.
P4 Analysing the need for continuous learning and professional development for drive
sustainable business performance.
For the management of the Morrisons company continuous learning and professional
development is essential so that their employees can engaged in the training and development
program. Continuous learning helps employees to learn and gain knowledge at the same time
when they are working. This helps in getting knowledge and skills which their job role needs.
On the other hand professional development is a set of skills and experience which helps them
in identifying objectives and promote creativity. Some of the example of this are, job shifting,
increment, authority change. For the management of the Morrisons company it is important in
increasing productivity and performance (Campbell, and et.al., 2018). The main motive of the
Morrisons organisation is to keep customer satisfy this is only possible when their employees are
highly skill driven about their products. So the company focuses on the continuous training and
development. This program helps the employees for enhancing their development skill and
eventually increases profitability level of the company. Continuous learning focus on overall
development in an individual. They can able to get more future opportunities by learning new
skills according to the time. This will open the gate of growth and success. If a person keep
learning new things than it will enhance company's performance and will give more contribution
in the organisation. Continuous learning is very important for the professional development in
employees.
M2 Applying learning cycle theories for analysing value of continuous professional development
This is essential for every individual in continue learning of new skills and knowledge in
particular field where you are interested and by this they can be more engaged in the
organisation. For any enterprise it is very important to conduct these type of program so that
8

their employees can feel motivated and supportive (Christensen, and Edelman, 2018).
Continuous learning helps employees to make habit of try and learn something new apart from
they the knowledge that they already have. This is helpful in increasing organisation capacity of
work and increase performance. In context to the company Morrison, used various aspects of
learning for their employees. they different stages of learning has been discussed as-
 Concrete learning- this learning aspect is used in totally new experience for the
employees. They have to adopt new environment and have to learn new skills and
knowledge according to the job requirement. Employees involvement into the new
environment is defines as concrete learning.
 Reflective observation- in this stage the learner observes others experience and later
apply on himself. By this they can get better self reflection. And will able to learn
something new in a different style because in this stage experienced person give feedback
on the new leaner's work. This is very helpful in enhancing performance (Clarke, M.,
2018).
 Abstract conceptualization- in this learning stage employees apply the conceptual
learning means by observation theory to the current given task. By the help of this
individual able to look after his learning, mistakes, errors and try to avoid them in future.
This helps them in converting theory into practical knowledge. It helps them in creating
conceptual and concluded theory about their experience and observation.
 Active experimentation- this is the last stage of learning. In this stage individual show
their observation, conclusion and it helps them in taking a decision for the future. They
are able to put theory into practice. This is helpful in solving difficulties of theories.
D1Producing an detail professional development plan that appropriately set outs learning goals
and training in respect to learning cycle for achieving sustainable business performance.
A employee development plan helps in to achieve targeted goals in your education,
organisation, career field. These are the goals which a employee willing to achieve by using their
knowledge , skills and experience. Enterprise provide the professional development plan to
enhance the skills and knowledge to fulfil organisation requirement for the particular job role.
This learning theory used by the employees to improve communication skill, interpersonal skill,
creativeness, leadership quality that will help them in present work as well as in future. Skills can
be enhanced by regular practice (Dönmez, and Grote, 2018). According to the Klob's theory
9

cycle the plan should be completed entirely by ensuring that proper learning has to be taken
place and needs must be satisfied for evolving new knowledge. All the stages of Klob's works
together for creating learning process .
P5 Demonstrating understanding of how HPW contributes in employee engagement and
competitive advantage.
HPW means high performance work it is helpful in achieving goals and objectives of
the organisation by working effectively and efficiently. In context to the company Morrison,
their employees are able to help each other in accomplishing the targeted goals together by
better coordination and team work among them. The following company enjoys its competitive
advantage benefit through the engagement of the employees. It is helpful to support and for
motivation its employees for the contribution in the organisation. Employees play an essential
part and they are the key people who is responsible for the massive success of the company. If
the management of the company can able to motivate their people by different methods then they
can give their full of their capacity (Rayner, and Morgan, 2018). High performance of employee
can be measured by the overall performance and productivity for the organisation. Morrisons
have high performing employees who perform their duties very well and with full dedication.
They provide high quality products to the customers for their retention. They enhance the skill
and knowledge in employees for making business more successful. A healthy environment and
little competition of the organisation promotes high performing level. Human resource
management helps organisation for the better engagement of their employees. A high
performance work and people involvement both play an important role in making business
successful by increasing performance and productivity. Morrisons company not only concentrate
on traditional method but they are very change adaptive. They use different type of technologies
in their firm. They follow high performance work, they keep motivating their employees so that
they can have more engagement to the organisation.
Characteristics of HPW-
 Participative leadership- in this style people inn the organisation works together in
order to accomplishing goals and objectives. Every member is allow to participate.
 Open and clear communication- in this all the members and superiors are free to
communicate and share information for the fulfilment of goals (Roberts, J., 2018).
10

 Effective decision making- high performance work ensures the better decision making,
this is helpful in achieving organisational objectives.
M3 Analysing the benefit of applying HPW with specific organisation situation.
The high performance working is recognised as internal coherent and consistent human
resource practices that is designed for promoting knowledge of employees, motivation and
commitment. The presence of high performance working is related with increased profits, sales
and profitability as employees reports high job satisfaction, motivation, involvements and
commitment which helps in creating opportunities for innovation and creativity in context to
Hamleys . The management standards are productive in high revenue generating company. The
company is benefited with the motivated and well trained staff (Wei,Thurasamy, and et.al.,
2018). The high performance working benefit company of Hamleys in several aspects such as
offering and worth to customers, top quality of future career life for facilitating employees and
possessing ability to frequent alternations in working atmosphere of organisation. The high
performance working offers several benefits which leads to improvement in performance which
are as follows-
 Better employee attitude- The high performance working makes employees feel more
responsible for improving the organisation products, services and processes. There is
positive mentality and high engagement of employees in organisation.
 Better cooperation- In the organisation the high performance working leads to better
cooperation between employees and with colleagues of other department as well as
external with supplier and customers in Hamleys.
 Competitive advantage- The achievement of high performance working leads to better
financial results and organisation achieves the competitive edge in comparison with
competitors.
P6 Evaluating different approaches to performance management.
The performance management is an important aspect in the organisation as it not only
helps in determining factors of employee wage rate and promotion along with this it helps in
evaluating employees skills, strength and their weaknesses. The performance management is an
corporate management tool which helps manager in monitoring and evaluating the employee
work. This creates an effective environment where employee can have better performing with
theirs skills and abilities and produces high quality work with most efficiency and effectively in
11

framework of Hamleys. In the organisation the performance management is used manager for
adjusting workflow, recommending new course of action and effective decision are taken that
helps company in reaching goals and perform optimally (Holbeche, L.S., 2018). In organisation
the performance management is an continuous process for improvement of performance by
setting individual and team goals which are aligned with strategic goals of organisation. There
are different approaches of performance management which is mentioned below in context to
Hamleys-
 Collaborative working- It is recognised as joint or partnership working which covers the
techniques of working together of two or more organisation. In this the group of people
shares ideas and skills for accomplishing goals. The collaborative working in
organisation of Hamleys helps in improving productivity and to employees it provides
sense of purpose. The collaborative working works on permanent arrangement along with
team development on independence basis and mutual working.
 Shared goals- This are the collective aspirations which force to hold people together and
allows to coordinate efforts and for mutual benefit work together. The common goals in
the organisation provides management and staff something for working towards together
which improves and increases trust among various levels of workers and management is
keep in touch with employees. This helps in boosting worker morale and trust is build in
most effective and efficient manner in context to Hamleys (Kunkel, and Doyle, 2020).
 Decision-making- In the organisation the decision making is process which helps in
identifying choices, information is gathered and assess alternative solutions. It is an
important component in manger activities which have important role in planning process.
The workers are provided motivation in company in regards to their work and
management listens employee perspective and orders of seniors are obeyed. The
employees of organisation who are performing should be served with sufficient control
and authorities for executing sort of activities in management of business.
 Management by objectives (MBO)- This is an approach of performance management
in which manager and employee together determines, organise and plans objective for
focusing on particular appraisal period. This is used for matching overall organisational
goals with objectives of employees in effective way by taking use of SMART technique.
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The incorporating of MBO in performance management in organisation of Hamleys leads
to improvement of employee commitment, increase chances for goal accomplishment.
M4 Critical evaluation of different approaches and how effectively they support in high
performance culture and commitment.
The employee performance in the organisation is evaluated with the quality of work,
level of creativity, customer and peer feedback etc. in the organisation different approaches are
used in performance management which leads to improvement in work performance of
employees as there is sharing of goals, skills and abilities in context to Hamleys. To support high
performance culture it is required to have evaluation of employee development needs and
determining ways for supporting the continuous learning and growth. The high performance
culture is set of shared beliefs and values which is established by leaders and communicated
along with reinforced through several methods (Gupta, and Gijo, 2018). The business goals of
Hamleys are achieved and value is created which helps employee in effective working. The
workers and manager are assisted and operates in team for having proper team spirit and suitable
feedback is given along with this overall work performance is monitored. The respective
approaches such as shared goals, collaborative working etc. are used in performance
management in order to maintain and accomplish organisational goals and objectives for making
sure that employees will operate in group with full team spirit. The collaborative working
supports in performance culture and commitment as individual in organisation works together for
the common goal for by sharing beliefs and values (Kyle, and et.al., 2021).
D2 Providing valid synthesis of knowledge and information resulting in appropriate judgements
on how HPW and mechanisms used to support HPW lead to improved employee
engagement, commitment and competitive advantage.
The high-performance working is related with series of practices, policies and procedures
which is put into place and working in harmony leads to improvement in employee performance.
The practices of HPW tends to more beneficial when used collectively which gives organisation
independence in selecting methods that can match best with the organisation needs, strategies
and objectives. The empowering of employee’s providers autonomy to employee for plan their
day and ensures clear framework & policies for all people management which is transparent and
employee know well what is being expected with them (Ferreira, and Franco, 2019). The culture
of recognition and reward culture appreciates hard-working of employees. The performance of
13

organisation in context to Hamleys depends on the human resource management, high
performance working and high level of employee engagement. The conception of high
performance working and employee engagement are interrelated with the organisation
performance these practices in company are linked with high commitment. The aim of employee
engagement is to gain employee interest towards work and gains contribution of employee.
CONCLUSION
From the above it is being concluded that development of individual, team and
organisation helps the company in high performance working environment which contributes in
development of economy. The adoption of high performance working practices enhances
productivity and performance which leads to overall increase in performance of economy and
organisation. For the implementation of high performance working the skills and knowledges of
employees are vital. The company offers learning activity to employees. In this some knowledge
and understanding is analysed in which HPW contributing in employee engagement and
competitive advantage. The human resource manager have some important abilities with suitable
knowledge and as well as effective behaviour as per to manage their workers effectual terms.
Such sort of the factors support them to take out an effective qualities of their workers in respect
to increase their presentation.
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Rayner, and Morgan, 2018. An empirical study of ‘green’workplace behaviours: ability,
motivation and opportunity. Asia Pacific Journal of Human Resources, 56(1), pp.56-78.
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Roberts, J., 2018. Managing only with transparency: The strategic functions of
ignorance. Critical Perspectives on Accounting, 55, pp.53-60.
Wei,Thurasamy, and et.al., 2018. Managing virtual teams for open innovation in global business
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Gupta, and Gijo, 2018. Ten commandments of Lean Six Sigma: a practitioners’ perspective.
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Books and Journals
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