Developing Individuals, Teams, and Organizations: A Report

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DEVELOPING INDIVIDUALS, TEAMS AND ORGANIZATIONS
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Executive Summary
The report focuses on the skills and knowledge that are required by the HR professional. Personal SWOT
has been done to identify the threats and weaknesses. For developing those weakness, the PDP plan has
been provided in which goals and timeframe to achieve those goals have been mentioned. Furthermore,
Care International, a global NGO has been considered here to understand the requirements of training,
learning and development within the organisation with the help of Kolb’s Learning Cycle Theory. CPD
has been analysed properly for understanding the benefits to achieve better business performance. In
addition to this, contribution of HPW has been discussed here for achievement of competitive advantage
and employee engagement. It has been clearly mentioned that without proper employee engagement,
competitive advantage cannot be achieved. Therefore, professional development is highly essential in
Care International to help the needy people.
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Table of Contents
Introduction....................................................................................................................................................4
LO1: Analysis of employee knowledge, behaviours and skills for HR professionals.................................4
P1: Determination of appropriate knowledge, behaviours and skills needed for HR professionals..........4
P2: Analysis of completed audit of personal skills and professional development plan for specific job
role PDP Plan.............................................................................................................................................5
M1: Detailed audit of professional skills with evidence............................................................................6
LO2: Analysis of factors needed for implementation of learning and development for driving good
business performance.....................................................................................................................................8
P3: Comparison of organisation and individual training, learning and development..............................8
P4: Analysis of CPD for driving good business performance...................................................................9
M2: Application of theories of learning cycles........................................................................................10
D1: Detailed analysis of PDP which provides learning goals in relation to the learning cycle..............11
LO3: Understanding of ways through which HPW contribute in competitive advantage and employee
engagement..................................................................................................................................................12
P5: Process in which HPW contribute in competitive advantage and employee engagement................12
M3: Analysis of benefits of HPW in organisational situation.................................................................13
LO4: Evaluation of ways through which effective communication, performance management and
collaborative working supports high performance commitment and culture..............................................14
P6: Evaluation of different approaches with examples............................................................................14
M4: Critical evaluation of different approaches with judgments............................................................16
D2: Provide judgments for application of HPW mechanisms.................................................................17
Conclusion...................................................................................................................................................17
Reference List..............................................................................................................................................18
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Introduction
Development emphasizes upon two variables; personal development and professional development.
Personal development refers to enhancement of employee skill and capability. On the other hand,
professional development refers to employee’s performance in organisational operation. This study
focuses upon evaluating development in individual skill, team performance and organisational operation.
In order to discuss this study, researcher has taken, Care International; a UK based Non Governmental
Organisation that operates their welfare operation in domestic as well as international sphere. This
organisation operates their work from London, UK. One of major functions of this organisation is to fund
people in international field to eradicate poverty. It has been mentioned in their organisational mission
that they have plan to provide security to 50 million people worldwide. This study has based on skills of
HR professionals in NGO sector, sustainable business performance, competitive advantage and high
performance of cultural and social commitment.
LO1: Analysis of employee knowledge, behaviours and skills for HR
professionals
P1: Determination of appropriate knowledge, behaviours and skills needed
for HR professionals
Human resource official of an organization refers to maintain employee base along with business
operation. In case of NGO sector, HR officials are accountable to maintain their work balance,
communication and personal skill innovation of employees to perform and expand their work. In regard
to Care International, a UK based NGO company deals with performing welfare activities (Care
International, 2019). Therefore, HR officials are accountable for application of proper skills into their
organisational operation.
● Communication: This study has been focused on Care International, a UK based NGO that
operates their operation in international sphere. Therefore, HR of concerning company is required
to; maintain effective communication with their employees who perform job according to need.
Communication skill has been implemented by HR managers to conduct effective leadership and
management in their welfare job and get notification according to need.
● Recruiting Skill: HR officials of NGO organisation should deploy their recruitment skills during
hiring process of their employees in business purpose. During recruitment, HR officials are
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accountable to observe employees reluctant to serve people as a part of NGO (Albrecht et al.
2015). It has been previously mentioned that this organisation supply fund to poor people for
eradicating poverty. Thus, loyalty of employees are must be evaluated by HR of Care
International.
● Leadership skill: HR professional of Care International are required to provide leadership
strategy and style for their welfare operation. With reference to that, HR officials of this
organisation play Trait theory and Contingency theory of leadership. By these theories, officials
are required to encourage their employees to induce more capability and predictability in
operational management of their welfare operation (Chuang et al. 2016). Leadership skills of HR
also help organisations to maintain work life balance of their employees.
● Management Skills: HR officials of NGO organisation insulate their management skills in
production and finance department of an NGO. NGO organisations operate their job by getting
finance from other companies and perform job accordingly. In Care International, HR officials
are accountable to maintain balance of finance in different job location and maintain supply chain
(Cohen, 2017). This management skill of HR helps organisational supremacy over work culture.
● Development Skills: In NGO operation, HR officials are required to maintain development plan
of their employees to insulate efficiency and time saving into work operation. In this regard, HR
officials of care international are accountable to provide proper training and development to their
employees according to need (Fine et al. 2017). They provide training to the employees who
joined recently to their organisation. On the other side they provide development process to those
employees who are senior in job roles.
P2: Analysis of completed audit of personal skills and professional
development plan for specific job role PDP Plan
Skills Activity Target Time Resource
Leadership Observation on leadership
strategies followed by other
companies.
Achieve command
on HR policy and
employee base
4 Months Social media
and effective
training.
Management Training to develop
management skills
Maintain financial
balance, fund
3 Months Intellectual
resources.
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maintenance and
work life balance.
Observation Provide effective training by
market experts and social
workers.
Frame locations of
activity and supply
relief to people form
that location.
2 Months Technologic
al resources.
Communication Provide training by senior
officials for communicating
with employees of different
geographical location.
Found organisational
supremacy over
workforce.
2 Months Effective
training.
Table 1: Professional Development Plan
(Source: Given by researcher)
Along with this PDP plan, a personal SWOT analysis has been made by researcher to evaluate own skill
and weakness as HR official in Care International.
Strength Weakness
● Effective communication skill.
● Multitasking capability to function.
● Knowledge by gathering information.
● Weak management skill.
● Poor work balance capability.
● Weak command over employees
Opportunities Threats
● Availing training over increasing
management style.
● Making discussion with veteran
employees to maintain work life balance.
● Availing training of financial
management.
● Losing fund for operation.
● Losing employees due to inefficient
management.
Table 2: Personal SWOT Analysis
(Source: Given by researcher)
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M1: Detailed audit of professional skills with evidence
Competencies Skills Novice Intermediate Expert
Leadership Motivation ✔
Decision Making ✔
Communication ✔
Conflict
Management
Negotiation ✔
Problem Solving ✔
Analytical Skills ✔
Risk Management Evaluation ✔
Strategic Decision
providing
✔
Future Welfare
prediction
✔
Table 3: Audit of professional skills
(Source: Given by researcher)
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In this skill audit, I have pointed out my skills as an HR professional in a Non Profitable Organisation like
Care International. In this skill audit, I have reflected my strength and limitations as an HR professional
by addressing command over leadership strategy. Though, I am not able to become a successful leader
and need to pursue more training to gain expatriation on that. On the other hand, I am novice to handle
conflict management with analytical skills. I also need more training on making analysis and decision.
Thus, in reference to risk management and conflict management I, as an HR professional of Care
International have framed my limitations in this skill audit.
LO2: Analysis of factors needed for implementation of learning and
development for driving good business performance
P3: Comparison of organisation and individual training, learning and
development
Organisational and Individual training, learning and development is considered as the part of a business
cycle. Whatever an individual learn affect on the organisation. In other words, it can be said that an
organisation can learn from the employees. This the basis difference between organisational and
individual training, learning and development.
In the organisation, Care International, main aim is to protect the individuals, especially girls and
women. In addition to this, it protects the individual from poverty and different other issues. Therefore, it
can be said, in this type of organisation, there are several things that employees need to learn and from
them, organisation will also learn. The employees of this organisation need to be trained, learned and
developed in such a manner so that they can handle needy people and women and girls (Care
International, 2019).
Individual Training, Learning and
Development
Organisational Training, Learning and
Development
The training, learning and development is majorly
needed for an individual to communicate with the
people so that they can understand what care users
are needed. Therefore, communication skill needs
to be developed for an Individual in an effective
manner. This helps to understand people and their
Organisational learning is the part of individual
learning because from the employees, organisation
also learns something. In Care International, on-
the-job learning opportunities are provided and
due to this reason proper feedbacks are also given
to employees. Therefore, this helps in motivating
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needs. employees so that they can improve their field
effectively.
Employee involvement is also another type for
learning. For each training done within the
company requires employee involvement. As
commented by Bennett et al. (2017), if there is
any known information and if those information is
put at the top, therefore individual development
can be more enhanced.
As mentioned by Berman et al. (2019),
Organisational culture is another factor for proper
training, learning and development. It has been
seen that working culture of Care International is
good and therefore, employees have will to learn
properly, they are innovative and inquisitive.
Individuals of Care International needs to be more
empathetic and therefore, the training to be
empathetic towards a needy person is highly
significant. This type of Individual training can be
done being in the organisation. There are several
other employees who are counselling the needy
people or poor people being empathetic towards
them. Hence, this is how individual training can
be done.
Organisational structure is considered as another
factor for proper learning. There must be good
structure within the organisation so that they can
have time to provide training to employees and
this helps in proper development and learning.
Table 4: Comparison of organisation and individual training, learning and development
(Source: Created by author)
P4: Analysis of CPD for driving good business performance
Continuing Professional Development (CPD) have great significance for driving good performance
within Care International. The employees need to much more developed so that they can properly
understand the people who come for help and provide good solutions to them. Care International provide
services in approximately 95 countries to fight with poverty. As opined by DeCenzo et al. (2016), CPD
provide benefits to every individual in their professional life and public life. This helps in performing
professionally and attain organisational goals in an effective manner. The major importance of CPD is:
 It ensures capabilities within the field of social welfare. There are certain current standards in
Care International and those are followed by employees to attain proper goals of organisation.
CPD helps to maintain ethics while helping needy persons.
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 For satisfaction of clients, knowledge and skills are required to be enhanced in an effective
manner and CPD helps to enhancing skills such communication skills and other professional
skills. In Care International, services are given to poor people and especially girls and women.
Therefore, in this type of professions, proper skills and knowledge need to be enhanced so that
those people can be understood.
 CPD helps in enhancing knowledge, that is, it helps to ensure that employees are aware about
current trends and changing directions. The motive of Care International is to promote
empowerment, address discrimination and looking for sustainable results finally. Therefore, staffs
and employees, all need to be aware about current principles and strategies (Kerzner and Kerzner,
2017).
M2: Application of theories of learning cycles
Kolb’s learning cycle defines about 4 stages through which an individual passes by and this helps an
individual to be more professional. Kolb has developed a concept of experiential learning and that has
helped managers and employees to undertake critical responsibility in an effective manner. The four
stages of learning cycle are:
 Concrete Experience: CPD is important for concrete experience while existing within the
organisation. Everyday experience in a work helps to enhance educational, personal and
professional setting. Therefore, concrete experience is achieved in CPD and hence, employees
become more efficient in all the problem effectively.
 Reflective Observation: After experiencing new thing in a work, reflective observations is
highly needed (Morrison et al. 2019). In this aspect also, CPD is highly crucial for leaders and
managers within the organisation. If an employee by chance fails to meet organisational goals,
then previous approaches are reflected. Therefore, again strategies must be developed for helping
employees so that they can succeed next time.
 Abstract Conceptualisation: This phase helps in summarising the previous observations and
accordingly a game plan has been set with some theoretical approach. Therefore, it can be said
that CPD is significant for all these reasons. Leaders need to communicate with employees about
negative experience and therefore, it helps in enhancing knowledge to improve previous
problems.
 Active Experimentation: This phase helps leaders and employees to develop strategic planning
so that practical implementation can be done properly. From this concept, it can be said that CPD
is crucial for all employees in Care International.
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Figure 1: Kolb’s Learning Cycle Theory
(Source: Created by author)
D1: Detailed analysis of PDP which provides learning goals in relation to the
learning cycle
The PDP that has been created above helps to attain learning goals through the phase of learning cycle.
As opined by Noe et al. (2017), leadership and management skills are most important for all employees
so that they can follow CPD in an significant manner. As mentioned in the Learning Cycle by Kolb,
observation skill is very important for all employees so that previous mistakes can be rectified effectively.
For Care International, communication skills are important so that the people who are coming for help
can be understood properly and accordingly solutions need to be given. Furthermore, it has been seen that
managers and employees need to communicate about negative actions as per Learning Cycle Theory so
that those can be rectified properly. Therefore, communication skills is crucial in Care International.
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LO3: Understanding of ways through which HPW contribute in competitive
advantage and employee engagement
P5: Process in which HPW contribute in competitive advantage and employee
engagement
High Performance Work Systems (HPWS) plays a great role in achieving competitive advantage and
employee engagement. According to Jensen et al. (2016), HPW helps in achieving organisational identity,
employee voice, employee engagement and creativity. The competitive advantage can be achieved by
organisation through reduction of costs, improvement of productivity level and moreover, it can be
achieved by giving values to employees. Once, in Care International it was found that employees
were not working properly and hence, the productivity level of the company was dropping down.
After analysis, it has been found that managers and leaders were not at all valuing the employees and they
are not being involved. In other words, it can be said that job engagement and competitive advantage is
dropping down in the company. Therefore, in this situation, top-level managers thought to introduce
HPW for proper employee engagement and gaining competitive advantage. As commented by Maletič et
al. (2016), implementation of HPW helps in focusing on the investment on employees, good
communication management, employee empowerment, fairness in payment, performance
management, job security promotions based on merit and differentials for low status. Therefore,
when those issues took place in Care International, all these factors were required so that employee
engagement and competitive advantage can be gained properly.
The managers started communicating with employees to understand their problems and after
communication, the major issue that was found is promotions and low payment. Due to this reason,
people are not working properly and therefore, there was a great loss for the organisation. At this
situation, managers decided that employee empowerment needs to be increased by applying HPW
systems within company. As opined by Oyemomi et al. (2016), lack of HPW systems leads to reduction
in responsiveness for change and hence, creates barriers in creativity and improvement of organisation as
well as employees. Competitive advantage of Care International is entirely dependent on the employee
engagement in work and employee empowerment. Therefore, it can be said that the top-level managers
need to decide about promotions of employees. Furthermore, work culture is another major factor that
influences employee engagement. Therefore, working environment needs to made in such a manner so
that employees do not feel isolated within the company. In other words, it can be said that HPW is
positively related with proactive behaviour of employees.
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