HR Development: Individual, Team, & Organisational Performance

This report explores the critical aspects of developing individuals, teams, and organisations, focusing on the role of HR professionals in driving sustainable business performance. It begins by identifying the necessary skills, knowledge, and behaviors for HR professionals, followed by a personal skills audit and development plan. The report then evaluates the differences between individual and organisational learning, training, and development, emphasizing the importance of continuous professional development. It analyses how High-Performance Work practices (HPW) contribute to improved employee engagement and competitive advantage, and evaluates different approaches to performance management, using examples to demonstrate their support for a high-performance culture and commitment. The organisation under consideration is Hamleys, a British toy company, and the analysis aims to provide insights into enhancing HR practices for overall organisational success. Desklib provides past papers and solved assignments for students.

Developing Individuals
Teams and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................4
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................4
P2 Designing the proper skills audit information about my skills as HR officer and developing
my Personal development plan:..................................................................................................6
P3 Evaluate the difference between individual and organisational learning, training and
development ...............................................................................................................................8
P 4 Evaluate the requirement of continuous learning and professional development to drive
the sustainable business performance .....................................................................................10
M2 Apply learning cycle theories to evaluate the significance of implementing the continuous
professional development..........................................................................................................11
D1 Create a detailed professional development plan which set out learning goals and training
in relation to the learning cycle to achieve sustainable business performance objectives .......12
P5 Analysing how HPW contributes to improved employee engagement and competitive
advantage:.................................................................................................................................13
M3 Discussing the benefits of applying HPW in the organisation:..........................................14
D2 Explaining about the importance of HPW culture for the company:..................................15
P6 Evaluate different approaches to performance management (e.g. collaborative working),
and demonstrate with specific examples how they can support highperformance culture and
commitment...............................................................................................................................15
M4 Critically evaluate the different approaches and make judgements on how effective they
can be to support high-performance culture and commitment..................................................17
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19

INTRODUCTION
It is been identified that the business organisations are dependent on the performance of the
individuals and teams where they contribute to the overall management and the performance of
the business enterprise. The performance development is the main key solution to fix any
problem and improve the job threatening gap in the performance. It is very important for the
organisation to develop the employs in order to increase the capacity within the team so that they
can effectively work towards the organisation goals and objectives. The individual, team and the
organisation development are meant are independent on each other as it is analysed that an
effective team always result in a positive manner and this motivates the workforce in order to
contribute productively for a common objective of the organisation. It has been identified that
the team should support each other and there should be a sense of belongingness and Bluetooth
support within the team in order to build and commitments which are fulfilled within the time
period. The organisation which is been taken into under consideration is a Hamleys which is a
British company dealing in toys. The company was established by William Hamleys in 1760.
This report will include various topics such as the appropriate skills, knowledge behaviour which
are required by the HR professional, a professional skill audit and the personal development
plan. Then further this will continue with the difference between the individual and
organisational learning in training and development, continuous learning in professional
development and at last how HPW contribute in employee engagement and also the different
approaches to performance management
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
The human resource of an organisation is measured as the major advantage of the business who
works behind the organisation in order to attain the goals and objectives of the business
enterprise. The HR professional must hold itself with requisite skills, knowledge and behaviour
in order to effectively manage its employees and retain them into the organisation. The skills,
knowledge and behaviour which are compulsory by the HR professional to subsidize effectively
to the business and manage the work of Hamsley which is discussed below:
Skills

The HR professional of Hamsley must possess itself with the requisite skills so that it can
plan, monitor, direct and control the workforce effectively. The skills required are as follows- Active Listening- This skill requires the HR of Hamsley to quintessence and pay
attention to its staff in order to sharing of the information in an effective and efficient
manner. The HR Professional must take time to know what the speaker is trying to
convey and do not interrupt in between when the employee is trying to deliver the
information in respect of any query.
 Time management skills- The HR professional of Hamsley must keep the skill of
managing the time in order to complete the work on time within the deadline. This will
help HR in utilising its resources on time and bringing the contribution to the clients and
employees on time.
Knowledge
The HR professional of Hamsley must attain the requisite knowledge so that it can work
towards the improvement of the organisation by bringing out the best from the employees. The
required knowledge is as follows- Administration and Management- This knowledge includes the HR professional to
obtain the information of management principles to allocate and plan the resources in an
effective manner. It also includes guidance technique to manage the workforce and
organize between the employees so organisational goals are attained are accomplished
professionally.
 Personnel and Human resource- This includes knowledge of recruitment and selection
so that fruitful staff is selected for the business senterprise. The HR professional of
Hamsley also acquire the knowledge of training, development, compensation and many
other so that it can retain the talented staff and select the best candidate for the company
Behaviour
The behaviour of HR plays a major role in managing and controlling the workforce. It
helps in presentation management and employee engagement. The HR professional of Hamsley
must have the behaviour which is discussed below- Solution oriented- The HR professional of Hamsley must have the behaviour of solution
oriented so that it can seek resolution which can satisfy the parties involved in conflict.
This behaviour requires a level of creativity which can solve the problem by breaking the

traditional thinking and bringing something new into the organisation. The HR must be
solution focused not the problem focused so that it can eliminate the problems.
Technology savvy- The HR professional of Hamsley must get updated with the new
technologies which are prevailing in the environment. It must possess the behaviour of
adopting new technologies into the system of company by balancing the technology and the
human touch
P2 Designing the proper skills audit information about my skills as HR officer and developing
my Personal development plan:
In order to perform my personal skills audit analysis as HR officer, the SWOT analysis is
taken into consideration. The application of this strategic tool will support me in knowing my
strengths, weakness, opportunities and threats related to my job role as HR officer in Hemleys
company(Mrsic, Jerkovic and Balkovic, 2020). The following information shows my SWOT
analysis in the form of table structure which is given below:
Strength
My strength is to connect effectively with my
colleague workers of the company. The
good communication skills helps me in
understanding the problems of my
subordinates in most appropriate manner.
I also posses a proper interpersonal skills by
which I can effectively make emotional
bonds with my staff members.
The other strength that I have is learning
attitude nature. With the help of my
learning behaviour I always study HR
trends in order to deepen my knowledge as
well as it also assists me in meeting
professional objectives.
Weakness
 The main weakness that I posses is
poor time management skills. As the
result I am not able to meet with my
targets within the limited time frame or
deadline.
 My other weakness is my inability to
critically evaluate the business
situations. As the outcome, I lack in
making proper decisions regarding
hiring of new candidates or negotiating
process in order to decide their salaries
(Roos and Menden, 2019).
Opportunity
 The newer technologies in HR industry
Threat
 The presence of large number of

has provided me an opportunity to
adopt it for rising my decision making
skills and knowledge. The higher job positions within the firm
inspires me to work harder in gaining
higher job responsibilities and higher
pay.
talented as well as skilful HR
professionals in market can form a big
threat in my career as company can
prefer them more than me.
Evaluation:
It has been assessed that for improving my performance level and efficiency level I need
to use and practise new technologies. In relation to this, I need to lay focus on my threats and
make a plan to reduce them by learning new skills and knowledge in proper manner. Moreover,
it is crucial for me to develop a proper action plan that can reduce my weaknesses and that can
improve my professional growth (Guy, 2020).
The below mentioned table reflects my action plans that will enable me in reducing my
weakness:
Skills to be improved How can I improve Time required
Time management  By performing
business tasks as early
as possible.
 By focusing first on
completing important
tasks and then
unimportant tasks
(Varma and Budhwar,
2019).
 By organising my work
environment I can
effectively manage
time.
Short time: I will try in
overcoming my time
management issues within the
time duration of 4 months.

Critical thinking  I will make
improvement in this
weakness by becoming
more self aware.
 By adopting active
listening strategies I
can improve my critical
thinking.
 By solving complex
business issues in can
enhance my critical
thinking skills.
 By making a habit to
ask regular questions
from my seniors I can
enhance my critical
thinking skills.
Medium term: I will develop
my critical thinking skills in
the time range of 7 months.
P3 Evaluate the difference between individual and organisational learning, training and
development
There is a huge difference between individual and organisational learning, training and
development which is defined into the following manner:
Individual learning is basically about the method of teaching where content, pace of learning and
instructional technology is basically based on the interest and abilities of each learner whereas
organisational learning is basically about the process of retaining, creating and transferring
knowledge within an organisation(Bravenboer and Lester., 2016). The organisational
development is basically improved over time as it gains experience into positive manner.
Individual learning needs to be focused on increasing skills and knowledge in order to do job
into specific manner while organisational learning is about finding out the solutions of problem
which is on the behalf of an organisation.

It has been observed that if an employee starts from the same level and resets the any
gained progress then the learning is more towards the individual level. In case of organisational
learning it has been observed that the new ways of operating have been developed which persist
past any individual employee then the learning is more towards the organisational level. There
are many parameters involved into organisational learning of Hamleys whereas individual
learning is basically based on their own experiences and on their own way of learning as well
within the organisation of Hamleys.
An individual training and development is that which is a tool that assists the employees
into their personal and career development. Their primary purpose is to reach towards their short
and long-term career goals and also contribute into the context of improving the job performance
as well. Within the case of organisational training and development of Hamleys, it is basically
about the organisational activities within an organisation which are designed in order to improve
the job performance of the group or an individual as well(Ferentinos., 2018). These are the
programs which basically include advancing the workers knowledge and skills sets into
appropriate manner that in stills the greater motivation for enhancing the job performance.
The training of an individual depends on the characteristics and advantageous factors of an
individual so that they can grow accordingly in their interest area and field as well. In the case of
organisational training and development, it has been designed from the perspective of overall
development of an organisation rather than focusing on the overall capacity of all the employees
working within an organisation.
In the overall manner, it is very important to focus on individual leaning and organisation
al learning so that both factors can grow themselves into the qualitative parameters. The training
and development from individual and organisational perspective it is very important that
development should be done over the changing period of time so that employees and individual
can move forward according to the changing requirements of the market(Golenkov and et.al.,
2018).That's why it is very important for Hamleys organisation to focus on the individual and
organisational learning and training and development as well. So these are the differences
between individual and organisational learning and training and development as well.

P 4 Evaluate the requirement of continuous learning and professional development to drive the
sustainable business performance
There is a huge requirement of continuous learning and professional development in
order to drive the sustainable business performance which is defined into the following manner:
Continuous learning and professional development basically helps the professionals of
business learn into practical and structured format which boosts the overall knowledge and skills
as well. It also support in terms of ascertaining the skills and knowledge which they have to
obtain within a shorter period of time so that improvement can be recognisable (Ismail., 2016).
For achieving the sustainable performance of business it is very necessary that continuous
professional development needs to be done so that organisational efficiency can be increased on
a higher scale. In context to Hamleys organisation, they provide their employees with continuous
learning for improving their performance which includes various kinds of reasons that has been
explained into the following manner:
Remaining relevant: Hamleys is an organisation which needs to learn new things, skills and
efficiencies so that they remain function able and valuable into the market within this fast
changing technological world.
Support in terms of uncertainty: In context to Hamleys, continuous learning and development
helps the employees into the context of preparing for the uncertainty into the future(Tan and
et.al., 2018).When new skills have been acquired then it unveils the new opportunities and
support in terms of finding the innovative solutions of problems.
Provides new ideas: In context to Hamleys organisation, they help the employees in bring more
ideas for being innovative in terms of nature through providing continuous learning and
development.
Change in terms of perspective: Continuous learning and development basically assists
employees into context of opening their minds and also changes the attitude through building the
confidence level at higher level within organisation of Hamleys.
Pay forward: Within the organisation of Hamleys, continuous learning supports the employees
for developing their leadership skills that further translates into bringing the life long learning
into other individuals through encouraging them for pursuing further education.
Professional development: Development at professional level basically refers to the process of
identifying goals and also learning new skills to support in terms of growth and succeed at work.

Professional development is very important so that they an enhance their performance into
positive with their desired skills and competencies as well (Tūtlys and Spoettl., 2017). Through
professional development, it lead towards the change in job or promotion and simply to do better
in terms of the current position. There are certain benefits of professional development which
supports the company in terms of performing into sustainable manner which is defined into the
following manner:
Improves productivity: The training and development within the organisation of Hamleys
provides employees with work which focuses to enable them to improve productivity into
positive manner as the valued member of the team and impacts the bottom line into positive
manner.
Raises business acceptance: Through professional development in Hamleys it provides
employees with relevant information related to their job which enables them towards better
understanding and competent in order to raise the level of business as well.
Open communication: In context to Hamleys organisation, through providing continuous
learning and professional development it lead towards the efficient level of communication
which support in terms of promoting the transparency level within the business.
Increase loyalty: Within the organisation of Hamleys, professional development basically
enhances the productivity, performance and morale level of the workers. It also provides training
to motivate them in supporting the organisation into context of gaining loyalty of the employees.
M2 Apply learning cycle theories to evaluate the significance of implementing the continuous
professional development
Learning cycle theory refers to that theory which talks about the thoughts of people
which has been learnt from their experiences and also includes different kinds of phases. Within
the organisation of Hamleys they can adopt certain learning theories which help them in
achieving their overall objectives:
Kolb's model: Within the organisation of Hamleys, they have adopted Kolb's model that states
about the learning which involves the acquisition of process and concept where knowledge has
been created by the transformation of experience. It basically includes four stages of learning
which has been described into the following manner:

 Concrete experience: Within the organisation of Hamleys, learning basically enables the
employees to become actively involved in terms of doing the activity rather than
planning(Wisshakn and Hochholdinger., 2018). It would help in terms of remaining open
minded and makes them able t adapt changes.
 Reflective observation: Within the organisation of Hamleys, learning basically helps the
employees in terms of considering different ideas and observe thesituation from different
point of views and majorly relies on the careful opinion after listening AND observing
each other.
 Abstract conceptualization: In context to organisation of Hamleys, after getting learnt
it's employees use theories and ideas to understand the trouble and situations which help
them in solving problems.
 Active experimentation: In context to organisation of Hamleys, learning enables the
employees to find solution to the problem from the experiences what they have learned.
This will the employees in taking active steps in changing situations.
D1 Create a detailed professional development plan which set out learning goals and training in
relation to the learning cycle to achieve sustainable business performance objectives
For achieving the sustainable performance objectives of business it is very important to
continue education while participating within the organisation and research into deeper manner.
Then improve the job performance with increased duties and responsibilities and have certain
approaches of professional development. It is important to take skills based training so that
positive development can be done into result oriented manner. Further the individual should have
proper focus towards the job assignments. In this manner, professional development plan can be
made in order to achieve sustainable performance of business objectives. So as a result
professional development plan is very important for further growth and development as well.
P5 Analysing how HPW contributes to improved employee engagement and competitive
advantage:
The High performance working(HPW) are designed for enhancing the productivity as
well as efficiency level of employees. The adoption of the high performance working style
supports the company in reducing its price structure but without compromising with creation of
value to the workers (Buchanan and McCalman, 2018). In relation to this, the HPW strategy can
support the company in gaining a favourable position in the minds of various stakeholders. In

context to Hemleys firm, the company practises the high performance working strategy that
supports it in building a competitive workforce. The competitive employees can help the
company in attaining goals and objectives in the most efficient as well as effective manner.
Moreover, this approach allows the firm run its day to day operations by focusing on the
development of skills and knowledge of employees (Ferreira, Coelho and Moutinho, 2020). The
following explanation represents the contribution of high performance working in improving job
engagement and competitive position within the company are:
Fosters job engagement:
The system of high performance working environment supports in improving the active
participation level of employees in the critical business processes as well as procedures. It also
assist the company to position its limited human resources in strategic manner that leads to the
improved performance and also helps in reducing cost structure. In context to Hemleys, the HPW
helps the company in creating a positive working culture that motivates every employee in
giving best performance and take regular part in the company's decision making process. In
relation to this, it also assists the organisation in providing a timely solutions to the problems of
their employees which improves engagement level of workers in the critical business activities
(Uwem, Oyedele and Olubiyi, 2021).
Motivating and relating:
The HPW assists the company in retaining its talented workers by enhancing their
motivation levels and by giving proper solutions for their problems. It allows the workers in
attaining their true potential which directly supports the organisation in achieving goals and
objectives in most effective manner. In context to Hemleys, the HPW approach enables the
company in creating an efficient workforce who are motivated enough to solve complex business
problems by themselves. In relation to this, by giving a proper recognition to the efforts of its
workers the firm allows workers to work in their best abilities. Hence, this directly helps the
organisation in achieving a competitive position in the market.
Strategic alignment:
The one of the major advantage of the high performance working is to create a strategic
alignment of employees objectives with the goals and objectives of the company. This strategy
supports in achieving both the objectives in the most suitable manner. In context to Hemleys, this
approach helps the workers in knowing the long term gaols and objectives of the firm as well as