Developing Individual, Team, and Organization: HR Report

This report delves into the crucial aspects of developing individuals, teams, and organizations within an HR context, focusing on the practices of companies like Sainsbury's. It examines the essential knowledge, skills, and behaviors required of HR professionals, including the importance of continuous professional development. The report explores the distinctions between organizational and individual learning, training, and development, emphasizing the need for continuous learning to achieve sustainable business performance. It also discusses the application of learning theories, such as Kolb's and Honey and Mumford's, and analyzes different approaches to performance management, ultimately highlighting how High-Performance Work (HPW) contributes to employee engagement and competitive advantage. The report provides insights into personal skills audits, professional development plans, and the significance of creating a positive work environment for fostering employee growth and organizational success.

DEVELOPING
INDIVIDUAL, TEAM AND
ORGANIZATION

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1..................................................................................................................................................3
P1 Professional knowledge, skills and behaviours required by HR professionals......................3
P2 Personal skills audit and professional development plan.......................................................4
LO2..................................................................................................................................................5
P3 Difference between organizational and individual learning, training and development........5
P4 Need for continuous learning and professional development for sustainable performance...6
LO3................................................................................................................................................10
P5 HPW contributes to employee engagement and competitive advantage..............................10
LO4................................................................................................................................................11
P6 Different approaches to performance management..............................................................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Developing Individual, team and learning at the organizations referred to the process in which
the development of the individual and team are being done so that they can be get a professional
and personal development in there working. The report will explain employees knowledge
common skill and behaviours required by the HR professionals and the analysis factors which
had to be considered while implementing and evaluating learning and development to drive the
stainable business performance.
MAIN BODY
LO1
P1 Professional knowledge, skills and behaviours required by HR professionals.
Knowledge: In company like Sainsbury HR have multiple task to carry out. They are
responsible for the execution of the task and also make strategies for the sustainability of the
company. Company faces many competitive challenges and other markets challenges. HR forms
the team according to the knowledge and experience of employees. Simple task are given to the
new employees and complex task are given to the experienced one. HR follows such practices
which makes the team to perform fast and in the efficient manner. Employee morale increases
and eventually results in the increment of productivity. Hr manger have to be a creative thinker.
They should understand the situation of their organization and should carry out ways to solve
that. They should have knowledge of how to react in a particular situation.
Skills: Hr should be skilled and have the capabilities to handle the workforce of the company
efficiently. Hr should be cooperative with colleagues, teams and different departments. They
should have good relations with their subordinates. They should bring more practical skills in
themselves. They should always be curious of gaining knowledge and learning new skills.
Sainsbury company make sure that they hire such people in HR department who have
management degree or have experience in the HR department.
Behaviour: Hr should be polite to all and should always motivate employee to boost their
performances. They should be confident enough so that they can efficiently check the other
person's confidence who are coming for the interview. They should build such personality that
their subordinates make them their role models. Hr should do proper time management because
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time is everything and every project comes with a deadline so HR should make sure that all the
projects are completing on time. Time management will lead to achieve the organizational goals.
They should be innovative and creative and always think that how they will help the company so
that they can stand out differently from other companies.
Continuing professional development (CDP) is very necessary for human resource. It is
important because HR have to deal with the employee issues and conflicts among the
organization. It enables and help HR to solve the issues and come up with a suitable solution.
Their role is to handle situations at that time only before it get into worst. HR should also
provide timely training in which their skills should be brushed and their knowledge should be
updated about how to resolve conflicts and what are the other strategies which can also be taken
and can apply in the organization. Training is also required so that they can learn new technique
and follow them over the traditional technique. Maintaining a good and positive working
environment is the main responsibility of HR. if safe, positive and hygienic environment is
provided by the company then value of the business will increase.
Hr have to make the policies and timely implement them so that company growth facilitate. A
company without human resource have to face many issues regarding their management in terms
of employee management and organization management and can even lead to failure or delay of
task. Hr professional development is required to develop new skills in them. CDP is a
motivational tool.
P2 Personal skills audit and professional development plan
Personal skills: -
Personal skills refer to the skills which are already prompting in the person in personal level.
There are a lot of personal skills which are their such as “working in tough routine, exploring
new challenges, new learnings, etc.” As a HR manager I am good in a lot of skills at my personal
skills audit, I am very good with tough routine shifts and working in long-shifts and tough-time
schedule as it is one of my strength which I have and which can help me in getting development.
As a HR manager I am having one of the skills in which I like to take new challenges to learn
and never back down on new things as it is my personal like to face new things.
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I am always ready to learn new things and I feel that it is one of my strength and I get a lot of
benefit by this as I need to be developed in everyone to learn new things and work on new things
in different situations.
HR manager
Skills Development Time bound
Taking new challenges HR should be provided
training so that they are always
be willing in taking new
challenges.
1 year
Flexible working HR can develop this by taking
feedback from the employees.
Employees should be treated
equally.
6 months
Maintaining good relations HR should trust their
employees and should also
appreciate them this will build
good relations amongst them.
2 months
LO2
P3 Difference between organizational and individual learning, training and development.
Organizational learning: Learning and training and development plays an important role in the
organization. Organizational learning is not always carried out to improve the performance of
the organization they more focus on improving their process and bring new and improved
knowledge in the organization. Organizational learning is a complex procedure. Organizational
culture reflects the organizational learning. organizational learning concerned about solving
problems on the behalf of organization. Organizational learning is also known as organizational
problem solving technique. Organizational learning evaluate individual learning that how
individual learning is helpful for the organization, and they are able to balance their professional
and personal life. Organizational learning is more costly as compare to individual learning.
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Organizational learning is a continuous process. Sainsbury believes that organizational training is
required so that right policies and strategies are formed by them
individual learning: individual learning always carried out to improve the individual
performance. Individual learning affects the organizational performance whereas organizational
learning will not influence the individual performance. Individual learning focus on to upgrade
the skills and knowledge to perform the job in a better way. individual learning is not that
continuous. and individual training is required so that individual can get knowledge of how to do
their task to achieve the organizational objective.
Training and development: it comes under human resource development. Both help in the
improvement of the performance and productivity of the workforce. Training is held for the
development of skills which is required for the job and development is the activity in which
workforce of the organization grow. Development is the act of self assessment. Organizational
training is a long and complex procedure. It helps the organization to solve complex issues of the
organization whereas individual training is not a complex process which help individual to gain
the skill and get some knowledge about their role in the organization. Organization training
majorly given to the top management people whereas individual training mainly given to the new
employees. Training is a short term process while development is the long term process. Training
is given to the employees to focus on job orientation while development is done for career
orientation. Individual training is done to improve the performances of the workforce and
organizational training is done to get prepared for the future challenges. Conceptual knowledge
is given in the organizational training and development while general knowledge is given in the
organizational training and development.
P4 Need for continuous learning and professional development for sustainable performance.
Need for Continuous learning and professional development:
Continuous learning is the method to learn the skills which are new and to gain knowledge in the
regular basis. There can be formal learning or social learning. Learning comes with the
challenges and skill development. Working in the organization can bring continuous learning.
Continuous learning is very important for the company. Sainsbury believes that to sustain in the
global market company should bring innovative and creative products in the market. So
organization gives training to their people so that they learn new skills and provide innovative
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ideas to the company. Doing the development of the existing employees is less costly than hiring
employees who have innovative skills. When employees are given continuous learning then they
will feel that they are valued by the organization and company think about their career
development. Continuous learning is important for the employees who want to take professional
certificates, then additional learning is beneficial for them. Learning new skills will open the
door for future promotions for the employees and can also earn incentives. There are many
modes of learning like taking degree from institutions or learning by reading blogs or learning by
doing research.
Kolb's learning cycle theory:
Kolb's learning theory have four stages of learning cycle. It is the experiential learning cycle.
Experiential means relating to the experience.
Concrete experience:
in this learning is done through experiences and relation with the people. In this people are
sensitive to other people feelings. Sainsbury believes that one can learn by relating people. It
involves reinterpretation of the experience. These are the everyday experiences which can be
happened in professional or personal life. In this experience range from different experiences
(Dumitru and Schoop, 2016).
Reflective observation:
It emphasizes on the observation. One should observe the environment and see from different
perspectives before making any judgement. Company says that observation is the key to success
because by only observing the situations people can learn many things and can eliminate the
mistakes by learning from other's mistake. It is very important for the leaders while making
decisions for the organization.
Abstract conceptualization:
it deals with the thinking process. Analysing of ideas are done under this and reacting on
intellectual situation. Reflection gives birth to new ideas and the modification the existing idea.
Thinking is not a simple process. Company require advance thinking skills.
Active experimentation:
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Final stage involve doing of work. It comes with the risk. In this things have to make done by
influencing the people by your talking or through actions. The final stage is very important. In
these things are to be done which individual has learned.
Honey and Mumford learning theory:
This learning theory have four dimensions which are:
Activist:
Activist means people who keep learning by doing. Their approach should be open-minded for
learning. They have to include fully into work and have to gain new experiences. They can get
the task like problem solving, discussions, role-play, brainstorming etc.
Theorist:
It includes those people who want to know the reason behind every action. Active persons comes
under this. Their learning process are very conceptual which include concepts and facts. Their
activities are applying theories, quotes, statistics, models etc.
Pragmatist:
Under this those people come who should learn that how to put the knowledge into practice in
the world. They generate new ideas and do experiments and find out that what is working. Their
activities are case study, discussions etc.
Reflector:
They learn by observing that what is happening in the environment. They don't go in front and
always stand back and see everything and take experiences from that (Grant and Maxwell, 2018).
They have different6 perspectives. It includes activities like time out, Coaching, feedbacks,
personality questionnaires etc (Stanton and et.al, 2017).
Professional development plan: -
OBJECTIVE SUCCESS
CRITERIA
ACTION IMMPLEMENTATION
Better
communication
I can find the
success if I get to
The methods which I
have used to achieve
When I taken the tutor
and the tuition classes it
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know that people are
understand my
situation and what
im trying to say to
them then it is one of
the criteria which
can show me that I
am developing this
objective and skills
in my personal and
professional life. It is
very important for
me to find the best
skills to get a
professional
development and
this is very
important.
the objective are a
different section of
the daily routine
including the lectures
with the tutor and
finding a lot of
friends and family to
communicate more
so that I can develop
more about the
communication skills
in me. I have taken a
lot of projects and
presentation which
helped me in the
getting more of the
communication.
make me a lot confused in
the starting and low in the
motivation to take a lot of
classes apart from my
lectures. But then I
focused and move myself
more into the criteria of
developing the basic
ability of implementing
the new ways and
communicating.
Team management The success criteria
for the team
management are that
when we are
presenting the
presentation and
working on the same
project with different
people and find a
good understanding
and make the best
use of team to
achieve the goal is
I have taken a lot of
action to develop this
criterion as I took a
lot of session from
the tutor on how I
can develop my
personal and
developed team
management skills so
that I can handle the
situations in the best
way when I get to
work in the team
The implementation
process includes a lot of
new ways training and
understanding the
situation by how I can
handle the team work
situations. It is very
important and I put
myself in lot of condition
where I had to work in lot
of ways with different
people to improved my
skills.
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one of the success
criteria of the
objective.
management
(Rubens and et.al.,
2018).
Decision making
power
The success criteria
of the decision-
making are when I
get to know that the
decision which I
have taken in the
team work and on
different situation
made me achieve my
target and goal.
Actions to thins
when I took a lot of
decision in my day to
day life and on the
situation where I
need to take quick
and most of the
decision to improve
my working.
When I implemented the
decision on how I will
make the presentation and
how I will present myself
in the situations
(Aldosemani, 2019).
LO3
P5 HPW contributes to employee engagement and competitive advantage.
High performance working:
it means that organization should manage in such a way that employee's engagement increase in
the task and hence their productivity also increases and through effective employees organization
goal can be achieved.
Benefits of high performance:
It is generally a leader activity which motivate the employee to perform good and achieve high
performance working. This also involve the employees in the decision-making process. It
suggests that there should be open communication and give employees importance and make
them feel that they are very important for the company and company care about them. Sainsbury
believe in high performance. Their HR ensure that they higher diverse workforce who come
from different background (Rupprecht and et.al., 2019). High performance will only have
achieved if conflicts are handled nicely. Arise in failure can lead to the task failure.
HPW contributes into Employee engagement and competitive advantage:
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Employee engagement include the commitment of employees with the company and its
objectives. Employee work very hard to achieve those goals and objectives (Ma and et.al., 2016).
Employee will find valuable if they work with full concentration. Employee engagement plays a
vital role in employee’s behaviour. Employee should say positive about their company and
should also put the extra efforts for them. This will only enable if company understand their
employees and also help them to achieve their personal goals. If the employee will satisfied, then
only he or she will retain in the organisation. satisfied employee will provide good customer
service through which customer will be satisfied and become happy and retain. And this will lead
to increment in the market share, growth and will give competitive advantage. Sainsbury make
sure that their employees are satisfied every time (Holton and Dent, 2016). They started rewards
and incentives schemes for the employees so that they can earn extra and which will benefit to
the company as well. Company know that monetary rewards are the biggest motivator and this
will encourage their employees to work harder and harder.
Company even give training to their employees so that they can perform good and high. Higher
performance working is the success to growth and can take competitive advantage from that.
Company can engage their employees by doing several things like providing good organizational
culture. Sainsbury ensure that they provide safe and hygienic working environment to their
employees and it is also the right of every employee (Tian and et.al., 2018).
Proper work life balance is also required. Company should understand that apart from
professional life employees have a personal life as well. So they should not over burden their
employees, this can lead to frustration and can increase employee turnover. Positive management
should be there. Employees should not hesitate to share their issues with them. Management
should be very friendly. Competitive advantage can only be achieved if the company will solve
the problems within their organisation and employees. Then only they can concentrate on the
competition and can beat them. Supportive management can help the employees to give high
performance. Employees should get support from their co-workers also. If they face any problem
or don’t know anything then these people should help employee in solving the problem.
Employee should be given resources which are required to carry the task like tools or equipment
if it is required.
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More employee engagement increases the competitive advantage. Employee engagement can be
enhanced by providing good working environment which will increases the employee
satisfaction and also increases their productivity and this will help the company in retaining the
talent. The growth in market share and sales comes under competitive advantage.
LO4
P6 Different approaches to performance management
Feedback:
Sanisbury has adopted to review the overall performances of the employees annually. Feedbacks
are always considered as the motivator and build high performance culture. Companies had
installed software through which immediate feedbacks are got from the customers. Employer
should give feedback to their employees for their good performance and by doing that employee
will feel motivated and their performance get improve which will also increase their productivity
and if there is any area for improvement then employer should tell the employee so that they can
correct them. Feedbacks from the customers are also important it will the company to improve
and adopt those things which are demanded by the customers (Maltoni and Lomonaco, 2019).
Proper conversations:
Managers should have clear conversations with the employees. There should be no lack of
communication and should tell the employees about their performances. Transparency in
conversation is very necessary. Proper communication will lead to high performance and growth
of the company because employee will know about their roles and there will be no confusion
regarding the task which they have to perform. Sainsbury should have held timely meetings in
which management can communicate with their employees and conflicts can resolve hand in
hand. Misunderstanding will not lead because of proper conversation and it will help in
achieving the organisational goal (Xu, Pan and Xia, 2020).
Better training:
Performance management is connected with the training. Managers should also provide training
so that they can build the leadership skills by which they can help their workforce to succeed.
Managers require high level training and company should provide them because then they are
able to help the organisation to reach towards its goals. Training can include that how to guide
employees and what steps should be taken while making corporate strategy and also guiding
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employees regarding to their careers and how they can take opportunities. Training help the
managers to learn new skills which can lead to company’s growth.
Role of technology:
Sainsbury are using new technologies to get high performance (Sánchez-Polo and et.al., 2019).
Technology plays a vital role in the company. Companies want to adopt advance technology so
that they can beat their competitors. Consumers want innovative products nowadays and
technology helps the company in doing innovation. Technology enable the system for online
shopping and now companies are generating good revenue from that. Most of the companies are
only operating online and are able to generate good revenue. adaption of new technology is not
easy but company have to adopt that because it makes the work easy and fast as well.
Collaborative working:
It means that when two or more organisations work together. It can be for fixed period or
permanent. This increase the creativity and help in building high performance culture. It gives
the learning chances. When more organisations work jointly then each one of them get many
benefits like the benefit of expertise, experience, different process of working etc. employee
productivity gets high because employee morale boosts. Shareholder’s relations also get
enhanced. More flexibility and guidance get in doing project and employee will get good
direction in the projects (Jia and et.al., 2017). Problem solving also get easily done. Conflicts are
solved immediately.
Focus on culture:
Performance management involve meeting the business goals. Performance management is
required for the improvement of workforce culture. Such culture should be there in which
employee love to work and enjoy their work.
Increase communication and collaboration:
Company should communicate with their employees so that if they are facing any issues in the
company they can tell to the company, it will give sense of motivation to the employees which
will give high performance. Company should make sure that their managers know that what are
their roles in the communication process. Collaborative approach should be used to solve the
problems.
Creating empowerment:
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Company should implement the process of performance management which will create strong
empowerment because lack of empowerment provide lack of trust and accountability.
Development of innovative ideas help in meeting the market demands.
CONCLUSION
The report concludes that it is very important for the people to learn a lot of things and it
requires, to have a continuous learning in the process of life so that they can Understand things
better and have a good learning which can improve in professional and personal development.
the report further conclude that it is very important to have a continuous learning to drive a
sustainable business performance and it is very important to learn on the daily basis to improve
the personal and professional skills.
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REFERENCES
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Holton, V. and Dent, F.E., 2016. A better career environment for women: developing a blueprint
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Rubens and et.al., 2018. Self-awareness and leadership: Developing an individual strategic
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mindfulness in organisations. Current opinion in psychology. 28. pp.32-36.
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