Developing Individuals, Team and Organisation: A Report

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DEVELOPING
INDIVIDUALS,
TEAM AND
ORGANISATION
1

Table of Contents
INTRODUCTION........................................................................................................................3
LO1........................................................................................................................................... 4
P1 DETERMINATION OF APPROPRIATE AND PROFESSIONAL SKILLS AND BEHAVIOURS
THAT ARE REQUIRED BY THE HR PROFESSIONALS................................................................4
P2 ANALYSIS OF A COMPLETED PERSONAL SKILLS AUDIT TO IDENTIFY APPROPRIATE
KNOWLEDGE, SKILLS AND BEHAVIOURS AND DEVELOP A PROFESSIONAL DEVELOPMENT
PLAN FOR HR EXECUTIVE..................................................................................................... 6
P3 ANALYSIS OF THE DIFFERENCES BETWEEN ORGANISATIONAL AND INDIVIDUAL
LEARNING, TRAINING AND DEVELOPMENT........................................................................10
P4 ANALYSE THE NEED FOR CONTINUOUS LEARNING AND PROFESSIONAL DEVELOPMENT
TO DRIVE SUSTAINABLE BUSINESS PERFORMANCE...........................................................11
LO3......................................................................................................................................... 13
P5 DEMONSTRATES UNDERSTANDING OF HPW CONTRIBUTES TO EMPLOYEE
ENGAGEMENT AND COMPETITIVE ADVANTAGE WITHIN A SPECIFIC ORGANISATIONAL
SITUATION..........................................................................................................................13
LO4......................................................................................................................................... 15
P6 EVALUATE DIFFERENT APPROACHES TO PERFORMANCE MANAGEMENT AND
DEMONSTRATE WITH SPECIFIC EXAMPLES HOW THEY CAN SUPPORT HIGH-
PERFORMANCE CULTURE AND COMMITMENT..................................................................15
CONCLUSION.......................................................................................................................... 18
REFERENCES........................................................................................................................... 19
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INTRODUCTION
This assignment is based on developing personal and professional skills which are required
for a job i.e. HR executive profile. Identification of personal skills, knowledge and behaviour
required by the human resource professional at BT, evaluating own skills and competencies
and then on the basis of this audit a development plan is to be made for HR executive
profile. Differentiating the learning from the organization and personal leanings, training
and developments is to be done in this assignment. There is always a need to learn more,
every time because no one is perfect and the environment around us is continuously
changing, so the skills are to be continuously learned for surviving in the industry. Every
company needs to maintain good relations with its employees hence evaluation is to be
done on how the HPW contributes to employee engagement. Lastly the evaluation of
different approaches to the performance measurement and how they contribute to making
the employees committed to the organization.
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LO1
P1 DETERMINATION OF APPROPRIATE AND PROFESSIONAL SKILLS AND
BEHAVIOURS THAT ARE REQUIRED BY THE HR PROFESSIONALS
BT is a multinational brand that provides telecommunication services with a global presence
in more than 180 countries, being the UK's largest network brand. BT aims at providing
world-class communication services that are integrated into modern life. BT's vision is to
make a better world as they are committed to improving the customer experience. BT is the
largest consumer fixed line for voice and broadband service provider in the UK and is the
second largest TV broadcaster in the UK. BT not only serves its customers but also provides
ICT services 5500 multinational companies of the world. BT has been providing help for
building 12 million homes by the year 2020.
JOB DESCRIPTION OF HR EXECUTIVE IN THE COMPANY
HR executive profile is required in every company that employs a large number of
employees, the job role of an HR executive is to design and formulate compensation and
bonus packages for the employees performing, to monitor performances of the employees
and review their performance procedures through various tools of controlling like 360-
degree evaluation. To ensure that proper HR policies are implemented by the employees at
all levels of the organization, communicating the HR policies to the employees so that they
understand the same and comply with policies at the workplace. HR Executive is the person
who is able to do multi-tasking; this means he is having responsibilities and authority for
handling several tasks and people at the same time. Organizing the human capital and other
resources so that the employees continue to work in flow with the highest efficiency at the
workplace is the role of the HR executive. The main aim is to achieve organizational
objectives. The HR executive should be able to handle the conflicts of the human capital at
the workplace, ensuring no loss to the property of the company and no loss to the human
race.
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SKILLS AND KNOWLEDGE REQUIRED FOR HR EXECUTIVE IN BT
Individual and professional skills required by BT are subjective to the job role and the skills
required by BT for an HR executive profile are excellent communication skills, good
knowledge of human resource laws and policies including employability laws, leadership
skills, experience in recruitment and selection process and good knowledge of technical
skills. The HR department of BT has the responsibility to manage the human capital
resources, maintain them by minimizing the employee turnover ratio of BT and evaluating
and controlling the performances of the employees to achieve the organizational goal so
negotiation skills, self-motivational skills and decision-making skills are also required for this
profile. To be selected for the post of HR executive at BT individual should have experience
of working in the telecom industry as the rules, laws, policies and ethics of the telecom
industry. The experience should be for working in the HR department preferably. The main
skill required at BT is commitment and loyalty towards BT as it values its employees and
expects the same commitment and enthusiasm from them. HR executive is responsible for
lowering the employee turnover of BT, by selecting and recruiting the right person for the
right job at the right time.
FIGURE- 1 SKILLS REQUIRED FOR HR EXECUTIVE
Source – TBC, 2019
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P2 ANALYSIS OF A COMPLETED PERSONAL SKILLS AUDIT TO IDENTIFY
APPROPRIATE KNOWLEDGE, SKILLS AND BEHAVIOURS AND DEVELOP A
PROFESSIONAL DEVELOPMENT PLAN FOR HR EXECUTIVE
AUDIT OF PERSONAL SKILLS -
Personal skills are required for the HR executive profile at BT are discussed above so I have
prepared an audit statement which describes my personal skills that can be used for HR
executive profile role at BT. The audit of skills helps me in determining my competencies
and my progress in achieving perfection in the above skills.
SKILLS DESCRIPTION LOW AVERAGE GOOD EXCELLENT
Communication
skills
The communication skills are
soft skills that can be made
perfect by talking to various
people and staff (Baghcheghi
et al., 2011).

Self-
Motivational
skills
This skill can be developed
through developing self-
motivation and developing a
passion for work (Noe et al.,
2017).

Problem-solving
ability
There are varieties of
problems and the problem-
solving ability can only be
developed through
experience. This ability can
be learned through seniors
or the people who have a lot
of years’ experience in the
same field. These problems
are repetitive and have
verified solutions that can

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result in the betterment of
the organization as a whole.
Some problems require
innovation and creativity and
are different from the
previous ones (Noe et al.,
2017).
Ability to learn
new things
To develop the ability to
learn new things is mostly
inbuilt ability and if one
wants to develop this ability
than to challenge own
competencies and own
standards can help in
building the same. This
ability is mostly not present
in the senior staff as they
have gained a lot of
experience and they are in
the age where the passion to
learn new things is reduced
(Noe et al., 2017).

AUDIT OF PROFESSIONAL SKILLS
SKILLS DESCRIPTION LOW AVERAGE GOOD EXCELLENT
Leadership
skills
The skill of leadership is also an
inbuilt skill and this skill is needed
to motivate the employees and
solving their problems so that
they can work efficiently in
achieving the organizational goal

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(McDermott et al., 2013).
Decision-
making skills
Decision making skill means the
ability to take corrective decisions
in very less time and after
evaluating and Analyzing the
situation (Levenson, 2011).

Negotiation
skills
The skill required for dealing with
the stakeholders like customers,
suppliers, trade unions and the
employees of BT. This skill is very
important for an HR executive to
perform (Jain, 2010).

Conflict
management
skills
This skill is a very important skill
for an HR executive because the
employees tend to shift their
responsibilities to others at the
time of failure, so in order to
maintain the decorum of the
organization conflict management
is important (Noe et al., 2017).

Technical
skills
Knowledge and awareness of new
technology, knowledge of
software or maintain payroll and
employees data is an important
skill to have for an HR executive
(Cohen, 2015).

Knowledge
of legislation
To regulate and implement the
policies for the employees at BT
there is a need for proper
knowledge of laws imposed by the
UK government and the policies
that the organization practices

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(Noe et al., 2017).
DEVELOPMENT PLAN-
After doing an audit on the skills it can be concluded that there are some skills in which I am
lacking and these skills are to developed for gaining the job for HR executive profile at BT. So
for developing those skills I have made I plan for learning these skills in the scheduled time
period. This plan will help in bridging the differences between the expected qualities of skill
required for HR executive profile.
Skills Development Plan Time Required
Conflict management skills  Listen to the problem for both the
sides
 Analyze the situation
 Make decisions on the basis of
proofs
 Eliminate biasness
1 Months
Communication skills  Communicating more with the
staff and other superiors
 Confidence building
 Don’t shift focus
2 Months
Decision-making skills  Solving case studies
 Creative thinking
 Gaining more knowledge of the
business environment
 Reduce favouritism
2 Months
Negotiation skills  Thinking creatively
 Solving puzzles and develop good
influencing skills
 Always go for a win-win situation
2 Months
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 Prepare for the deals earlier
 Positive thinking
 Evaluating competitors weakness
Knowledge of legislation  Reading and solving case studies
 Learning various laws including
employability laws and equality,
gratuity and other laws through
books or applications online.
2 Months
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LO2
P3 ANALYSIS OF THE DIFFERENCES BETWEEN ORGANISATIONAL AND
INDIVIDUAL LEARNING, TRAINING AND DEVELOPMENT
ORGANIZATIONAL LEARNING INDIVIDUAL LEARNING
This is a more practical approach of learning
which makes the employee learn through
regular new experiences. There are various
challenges and problems that an employee
needs to face at the workplace this makes
the employee learn by actually facing these
problems (Dixon, 2013).
This learning is less practical and less
reliable; this type of learning is theoretical
and is less effective when the actual problem
comes in the picture (Dixon, 2013).
This approach of learning is very fast and
once the skills are developed through
gaining the practical knowledge will be
providing the employee lifetime knowledge
and wisdom (Dixon, 2013).
This type of learning takes time to be
developed as learning through books
requires a lot of focus and hence if the
sources of learning aren’t reliable than the
learning is incomplete (Dixon, 2013).
Some skills can only be learned through
gaining practical knowledge for example
time management, negotiating skills,
conflicts management skills etc. so by
practically evaluating the day to day
examples at the workplace, the skills can be
developed (Dixon, 2013).
This individual learning helps in gaining the
knowledge through theories of others, not
through individuals own experiences and
own experiments. The learning is done
through analyzing the case studies that don't
provide proper solutions to the problems
(Dixon, 2013).
Organizational employees learn the skills
that are currently in trend are actually the
demand for the current market and
consumers (Dixon, 2013).
The individual learning is done through
reading the already executed researches and
theories that are made by the people in past
years, like Maslow’s motivational theory was
developed a very long time back (Dixon,
2013).
Helpful in future job opportunities for This type of learning helps employee lifelong
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companies that require experienced profiles
(Dixon, 2013).
and will help in the personal development of
the individual (Dixon, 2013).
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