HR Development Report: Individuals, Teams, Organisations at BT plc

This report examines the development of individuals, teams, and organizations, focusing on the skills, knowledge, and behaviors required for HR professionals within BT plc. It includes a personal skills audit to identify areas for improvement and a professional development plan tailored to a specific job role. The report analyzes the differences between organizational and individual training and development, emphasizing the need for continuous learning and professional development to drive sustainable business performance. It also explores the contribution of high-performance working to employee engagement and competitive advantage, along with an evaluation of different approaches to performance management. The analysis covers key aspects such as communication skills, legal knowledge, decision-making, and adaptability, providing a comprehensive overview of HR development strategies and their impact on organizational success. Desklib offers this document and many more to help students in their academic journey.

Developing Individuals,
Teams and
Organisations.
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Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
P1 Professional knowledge and skills, behaviour required by HR professionals .................3
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours, and develop a professional development plan for a given job role.....................5
P3 Difference between organisation and individual training & development.......................8
P4 Need for continues learning and professional development to drive sustainable business
performance .........................................................................................................................10
P5 Contribution of high performance working in employees engagement and competitive
advantage..............................................................................................................................11
P6 Different approaches to performance management .......................................................11
Conclusion ....................................................................................................................................11
References......................................................................................................................................11
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Introduction
Personal development involves activities that develop a personal skills and abilities for
improving overall personality of an individual and their quality of life. Team development
includes developing each member skills by providing better understanding of their roles,
provides training and development. Organisation development is a process of improving and
developing the whole organisation including people, strategy, management structure. As a HR
professional working in BT plc it is important to develop skills and professional knowledge for
career growth. BT plc is a one of the largest telecommunication and network company of UK.
The purpose of the company is to connecting their customer to their families, friends and
businesses. The report covers the professional knowledge, skills and behaviour needed for being
a HR professional. It also includes audit of personal skills, behaviours and knowledge for
professional development as a HR professional. The next part covers the analysation the need of
continues learning for a sustainable business performance. Report also contains contribution of
HPW to employees engagement and competitive advantage as well as evaluation of different
approaches to performance management(Jewell, Jewell and Kaufman, 2020).
Task 1
P1 Professional knowledge and skills, behaviour required by HR professionals
There are certain knowledge, skills and behaviour are required to work as HR professional that
will help to handle daily tasks of business and enhance productivity of the
company(Dastmalchian and et. al., 2020). Following are the knowledge, skills and behaviour
required for HR professionals:
Desired Professional Role (Please provide detailed information):
Knowledge Skills Behaviour
Human resource
management– personnel
management knowledge is
Communication skills-
Communication is must
required skill for
Transparency- HR leaders are
people who build motivation to
employees and help them in
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required for managing
individuals at organisation
because as being HR
professional it is their
responsibility for creating
policies and monitor employees
at work place and maintain
better relationship between
employees and organisation.
interconnecting customer to
each other. Effective
communication whether it is
writing or speaking is a primary
aspect to convey ideas and
thoughts to others.
resolving their personnel or
professional issues and problems
hence they should be fair and
honest so that employees can
talk to them openly without any
fear(Rimmer, 2018.).
Law and government policies-
To work as HR professional role
individuals must have complete
knowledge about government
laws and regulations, court
process, agency rules,
democratic political rules to
ensure and avoid any future
legal problems.
Decision making- Decision
making skill is also an essential
skill as decisions of a HR
manager affect all the
individuals working in
organisation hence better
decision making skills is
required to motivate employees
and build their trust in leaders.
Versatile- A HR manager
should be versatile and adaptable
enough to face any changes
occur in organisational structure
to determine success of the
company.
English language- A HR job
role in telecommunication
company required the
knowledge of English language
including grammar, composition
structure and correct spelling for
better communication.
Time management- Time
management skill is a crucial
skill for each and every
individual but for HR manager
time management is more
important as they need to
manage their as well as other
employees time to work
efficiently(Lucianetti, Battista,
and Koufteros, 2019).
Self Control- HR job role
required self control behaviour
trait maintain positive working
environment by controlling
anger and emotions, avoiding
aggressiveness even in
challenging situations.
Computer knowledge-
Working in a telecommunication
and network company
knowledge of computer and
electronic is very important to
deal with any kind of issues
Active listening- Along with
speaking ability, active listening
is also a significant skill for
understanding and give attention
to what others are saying to
Solutions oriented- Successful
HR managers have solution
oriented trait as they always find
out solutions and negotiate with
individuals to manage their
issues with high level of
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related to circuit boards,
electronic machines, hardware or
software and to handles
computer applications and
programming.
make better personnel relations. creativity.
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours, and develop a professional development plan for a given job role.
SKILL AUDIT
skills audit is a excellent way to identify personal skills and knowledge, strength and skills which
need to improve. Following is the audit for personal skills, knowledge and behaviour:
Personal Skill Audit (Please provide detailed information):
Knowledge Rating Skill Rating Behaviour Rating
Human resource 4 Communication
skills
3 Transparency 5
Law and
government
policies
3 Decision making 5 Versatile 2
English speaking
ability
4 Time
management
4 Self control 5
Computer
knowledge
5 Active listening 5 Solutions oriented 4
PROFESSIONAL DEVELOPMENT PLAN
KSA To Be
Developed
Activities
Required for
Dura
tion
Develop
ment
Assessment
of
Detailed
Evaluation
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Development Monitor
ing
Approa
ch
Developmen
t
Law and
government
policies-
Knowledge of Govt.
rules and laws needs
to be developed for
ensuring safety of
employees, manage
structure and fair
treatment at work
place(Buchanan and
McCalman 2018).
Knowledge
regarding Govt.
rules and laws can
be improved by
attending
conferences,
webinars and
chapter events. By
researching Govt.
blogs and giving
presentations at
meeting sessions
can make
individuals experts
at knowledge of
laws and Govt.
policies.
4-5
months
Individuals
can
monitor if
their
knowledge
is getting
improved
or not by
giving IQ
test and
taking
responses
from their
coach and
by self
reflecting.
As being a HR
professional by
monitoring
knowledge
through tests,
feedback can
assessed
development
with guidance of
the coach or
with IQ test
and get idea in
which area they
need more
improvement.
To improve
knowledge
about Govt.
rules and
policies need
4-5 months for
working as a
competent HR
professional.
HR manager
can improved
their legal
knowledge by
taking part in
lectures of
legal
procedures and
political
knowledge and
can monitor
and assess
performance
by IQ test and
analysation of
responses from
coach.
Communication
skills- This skill
needs improvement
Communication
skills can be
developed by
10
months
Along with
improving
communic
After the
monitoring of
communication
To improve
communication
skills a HR
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to convey ideas and
thoughts in a better
way, to tackle
problems and issues
of employees at
workplace.
applying various
exercises and
games like
personal
storytelling, by
active listening,
good body
language, provide
brief and specific
message and by
maintaining a
positive attitude.
ation skill
individuals
also needs
to monitor
their
constant
developme
nt by
setting
bench
marks,
and ask
their
mentors
for
feedbacks.
skills their
assessment is
also important
to notice any
weakness in
their
performance.
Assessment
report and
benchmarks
results helps
them in
providing
solutions for
further
development if
they need so.
professional
needs to go for
training for at
least 10
months and
improve skill
with different
exercise and
games as
earlier
mentioned
also need
monitoring by
setting
benchmarks.
The assessment
of performance
can be done
with
comparing
benchmarks
results.
Versatile- Versatile
behavioural trait is
needed to add as
personality aspect
for better managing
complex situation
and tasks.
Versatility can
boost by being
ethical and
professional to
make sound
decisions. HR
professional can
add on versatility
behaviour by
practices like
getting out of their
comfort zone,
6
months
Versatile
behaviour
improveme
nt can be
measured
by
monitoring
and
evaluating
of
competenc
y,
Assessment of
versatility
development
can be done by
collecting and
analysing the
feedback and
results of
personality test.
If HR
professionals
needs more
To improve
versatility
behaviour trait
needs 6 months
training and
learning. A
HR manager
need to leave
their comfort
zone and need
to work on
obtaining new
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work on soft skills
or acquire new
skills and by
building presence
on social media.
personality
test and
constant
feedbacks
from other
team
members.
improvements
or they have
achieved their
goal.
skills also
required
constant
monitoring and
assessment by
researching
and analysing
feedbacks from
team members
and superiors.
P3 Difference between organisation and individual training & development
Employees and organisational training and development is necessary for improving business
growth and overall performance. Employee development is related to improving individuals
skills and abilities while organisation development focus on enhancing effectiveness and
profitability with careful analyse of existing business structure, behavioural science approach.
Difference between organisation and individual development can be understood by following
table:
Basis of the difference Organisation development Individual development
Scope Organisation has wide and
divers scope as it involve the
overall study and evaluation of
organisation changes and
performances, creating and
nurturing business culture.
Scope of the individual
development is small than the
organisation development as it
only involve training and
development of individuals.
Objectives Main objectives of
organisation development is to
increase organisation
performance, resolving
organisation problems and
ensure the proper utilisation of
human resources.
Individual development's
prime objective is to develop
and improve the skills,
personality and ability of
individuals to help them in
achieving their career goals
and objectives.
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Nature OD is a strategy of introducing
planned changes in
organisation and developing
problem solving ability to
confront difficult situations.
Individual development
include only qualitative
development as it concentrate
on developing qualities and
abilities as individual.
Methods Techniques and methods for
organisation development are
survey feedback, management
grid, team building,
transactional analyse etc.
There are various method and
techniques for individual
training and development such
as group discussion, role
playing, online or offline
training, case study and on
board training.
Macro or micro Organisation development is a
macro process as it involve
development of people,
machine, structure, strategies,
function, work methods,
relationships in the business
environment to solve business
problems and to tackle all new
changes(Bayo-Moriones,
Galdon-Sanchez and Martinez-
de-Morentin, 2020).
Personal development is a
micro process as it only
involve the development of
individuals skills and capacity
to work on a specific task or
help them in developing their
overall personality for future
career growth.
Part Organisation development is
not a part of individual
development as it is process of
group development not
personal development.
Whereas individual
development is a small part of
OD process because OD
involves development of
people and human resources of
organisation.
Duration Organisation development is a Individual development is
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long term approach that
usually take 3 to 5 years time
period to upgrade the
organisation for higher level of
functioning, better
performance and higher level
of satisfaction.
usually one year process to
enhance personal skills,
competency and capacity for
developing personality of
individual.
P4 Need for continues learning and professional development to drive sustainable business
performance
Constant learning and developing professional knowledge and skill is necessary to remain
competent in a specific profession. It should be a continues process that run throughout their
career. Professional learning and development help in broaden knowledge base of employees,
help in reducing employee turnover and forward the business growth. Following are importance
of continues learning and development to maintain business growth:
Improve productivity: learning and professional development help individuals in enhancing
their skills and abilities also train them to meet organisation standards that increase productivity
of business. Business productivity can increased with delegation, communication and discipline
techniques of professional development. With better learning and skills individual performs more
efficiently and keep individuals relevant for their job roles (Hubbard, 2018).
Improve business competence: Professional development and learning provides employees
relevant understanding and information of their job role. By participating in professional
development and learning programme individuals can build up their professional knowledge and
skills that improve the business competence level in industry.
Effective communication: Professional training and development programme open the
downward communication along with the upward communication that allows employees to
communicate more effectively and openly(Pulakos, Mueller-Hanson and Arad, 2019). It promote
more transparency and understanding between employers and workers and helps employees in
understanding requirements for performance to achieve company's goals and objectives (TBates
and Morgan, 2018).
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Increase loyalty: If employees are loyal to their work and job business performance get
improved. If employers show concerns about the employees of the organisation and give them
value and respect, it will increase employees morale and motivation and that ultimately enhance
the business performance(Widmann and Mulder, 2018).
Develop key performers: Investment of time and resources in professional development of
individuals helps in increment of confidence of employees. More confident employees and teams
help the businesses to develops the best performers and retain them for contributing growth of
business performance.
Increase employees retention: Professional development and training is the best way to develop
and retain talented employees in organisation. Professional development plans helps employees
or workforce of the organisation in obtaining and sustaining new an required skills needed for
their job roles. It also helps the employees who are not sure about their career path and provide
them career planning. This career planning and skills development help the business in retaining
best performers and talented employees.
Improve efficiency: Professional development plan do not only help in developing new skills
but also allows other employees to learn from other members in training. For instance if some
professional share their experiences, knowledge or perceptions the other staff member can gain
these ideas that can forward efficiency of the organisation.
P5 Contribution of high performance working in employees engagement and competitive
advantage
High performance working is process to managing organisation with aim of effective
employees engagement and commitment to enhanced business performance. Contribution of
high performance working in employees engagement can be understood by following points:
Well trained- high performance working organisation enables the employees improve their
skills and knowledge by providing them training and growing their abilities. Employees who
have full knowledge of their job task and role generally have great efficiency(Hubers and et. al.,
2018).
better compensation- Organisation with high performance working system provide better
compensation to their employees and also organised reward programmes on the basis of the
results. This make the employees more committed to their goals and increase the profitability of
business.
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Reduce employee turnover- High performance working system of the organisation allows the
employees involvement in decision making process and raise motivation and morales of the
employees that help the business in reducing employee turnover. Reducing employees turnover
help in minimizing recruiting and training cost (Choyand Chua, 2019).
Motivated and committed employees: Employees working in high performance work system
are motivated and committed not only to their personal goals but also for the organisation goals.
Employers in this kind of system allow employees take part in business process that make
employees more dedicated and motivated toward their work.
Contribution of high performance working in competitive advantage:
Better employees attitude: Employees working in an organisation with high performance
system are more responsible for innovating and improving organisation products and services.
They are more initiative in innovation process. These new products and services in market create
positive image of the company in the market and increase competitive advantage of the business.
Cooperation inside and outside the organisation: High performance working system allows
the employees have better cooperation in company. Employees cooperate with other members of
their department and with outside of the department like customers and distributors or suppliers.
There are more frequent communication between employees and managers that make
cooperative culture environment of the business.
organisational
Financial strength: When employees are more motivated and make more efforts for success
that help in increasing productivity. Lower cost and higher turnover of the business increase
profitability and increase the market share of the company. High performance working
organisations produce better financial results than its competitors and it create competitive
advantage for the company.
Better organisation: Organisations with HPO system generally have unique execution of its
functions and strategy that make the organisation clearly separate from its other competitors. The
unique function and services of BT plc help it in attracting more customer and new potential
employees. This add the more reputation to the business in society and established a competitive
advantage for company (Shani, 2020).
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