Developing Individual Team and Organization: A Report

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Develop Individual Team and Organization

Table of Contents
Introduction......................................................................................................................................3
LO1..................................................................................................................................................4
Skills, Knowledge and Attributres required by HR Manager......................................................4
Audit of Personal Skills...............................................................................................................6
Professional Development Plan for the HR Manager..................................................................8
PROFESSIONAL DEVELOPMENT PLAN..............................................................................9
LO2................................................................................................................................................10
Individual and Organisational Learning & Development and Training....................................10
Continuous Professional Development......................................................................................13
LO3................................................................................................................................................18
Contribution of HPW in Employee Engagement and Competitive Advantage........................18
Benefits of applying HPW.........................................................................................................20
LO4................................................................................................................................................21
Different Approaches to Performance management..................................................................21
Performance management's impact on high-performance culture and commitment.................23
Conclusion.....................................................................................................................................24
References:....................................................................................................................................24

Introduction
Employees are the most important strength of any organization. The department for HR manages
the employees in an organization. The function of HR includes recruitment, selection, training
development, monitoring of employees. They enforce an environment in which people can work
with ease. It helps the achievement of organizational goals with the help of individuals working
in it. In the present competitive world, every organization wants to recruit the best employee
having the best talent. In this, the HR department helps the organization. This study shows the
part of Human Resource Manager in the organization. It also includes High-Performance
Working (HPW) adds value to engagement of employee and competitive benefit in the
organization. The report includes various approaches to manage performance. (Noe et al., 2017)
Deloitte is a private company which provide professional services. It was established by William
Welch Deloitte in 1845. The Headquarter of the company is located in London, UK. It is among
the four largest accounting firms and largest network providing professional services in the
world. There are 286,200 employees are working for Deloitte all across the world. It offers
facilities of audit, management consultancy, tax, financial and, legal and risk advisory. (Orlando,
2015)
Figure 1 Logo of Deloitte
Source: (Orlando, 2015)

LO1
Skills, Knowledge and Attributes required by HR Manager
The roles and responsibilities of each employee in the organization are predefined. The
behaviour, skills, and information which are necessary for every kind of job are also pre-defined
in the organization. These skills, knowledge and attributes help the manager in accomplishing his
functions in the organization. The main objective of the HR Manager is attaining the objective of
the Deloitte with the help of its employees (Diaz, 2017). These are defined as follows:
KNOWLEDGE
 The knowledge required by HR Manager is the understanding of the management of
employees in the organization.
 They should have a master's degree in Human Resource Management.
 The management of employees is done by recruitment, selection, training, monitoring
and development of employees. (Diaz, 2017)
 They should also possess legal knowledge regarding employment and its process.
 The practical knowledge as a business manager is also required.
 They should have the knowledge of various principles of management.
 It also includes different strategies of communication and training & development.
SKILLS
 The HR manager should have good communication skills both oral and written.
 The interpersonal skills must be strong as they have to manage people with different
mind sets.
 Their decision-making skills should be good to make perfect decisions for the
organization and its employees.
 They should be adaptable to any kind of change incurring in the business environment.
 They should possess leadership skill to lead and motivate the employees in the
organization. (Noe et al., 2017)
 They must have the technical skills required in the organization’s business.
BEHAVIOUR

 They should be adaptable to any environment.
 The have creative thinking to take decisions in the business.
 They possess the feeling to respect everyone to maintain the esteem of employees.
 They should not be biased toward a particular individual or a group.
 They should have strong patience level to interact with any kind of people.
 They have the behaviour to support the staff of the company which will help maintain a
relationship with them. (Diaz, 2017)
Audit of Personal Skills
Audit of Personal Skill is a process to evaluate the abilities which a person possess or required in
his field. To fill the gap between the requirement and possession of the skill is done through this

audit. It helps an individual to know what he/she needs to achieve. For this, the organization
should provide training to its employees. And these training will help the employees in achieving
the tasks efficiently and effectively and contribute to the success of the organization. (Grahita et
al., 2017)
Figure 2 Skill Audit
Source: (Grahita et al., 2017)
Skill Audit of HR Manager
Skills Weak Strong
Communication 
Leadership 
Interpersonal 
Technical 
Decision Making 
Legal Knowledge 
Teamwork 
Adaptability 
Creative Thinking 

From the above skill audit, we can conclude that the manager has various skills required as an
HR manager. But there are some areas which are needed to be improved. The communication
and Leadership are strong which shows that the manager will be efficient in managing the people
in the office (Grahita et al., 2017). But his interpersonal skills are not so good which will lead to
confusion and conflict among his team. The manager should be active in increasing his
interpersonal skill throughout his work in the organization which will help in increasing good
relationship with his staff and the top management. The technical, as well as legal knowledge
required by an HR manager, is not strong which means he must possess some course in
removing this drawback. The manager has good decision-making skills adding to it is the
teamwork skill which makes him a good manager. He is a creative thinker which will help the
organization in making innovations but he is not adaptable to changes which should be changed
because changes take place everywhere and every time in any organization. Overall, he is good
as a manager but quite weak as a professional which he needs to sort with the help of training
and educational courses discussed above. (Grahita et al., 2017)
Professional Development Plan for the HR Manager
Professional Development Plan is instruments which helps the employees in developing their
knowledge, abilities and qualities and achieve their professional objectives while increasing the
existing standards of performance. It consists of all the areas and goal which the employee needs
to achieve or develop in the short or long term. It helps in having a good career in future with

good skills and knowledge. And these skills and knowledge achieved will also provide benefit to
the organization with the high performance of the employees. (Nankervis et al., 2016)
PROFESSIONAL DEVELOPMENT PLAN
S.No. Goals/Skills Course/
Activities
Time
Duration
Starting
Date
Learning/Benefit
1 Communication PD Course +
Participation in
Debates and
Programs
4 Months 15/07/201
9
The verbal and
nonverbal
communication will
be improved through
the course
2 Technical
Knowledge
Basic Computer
Course + learning
the use of
required software
6 Months 21/07/201
9
The technical skills
will be enhanced
3 Interpersonal
Skill
Workshop + on
the job Training
1 year 5/11/2019 This will help in
getting more involved
with people and learn
to create and maintain
the relationship
4 Legal
Knowledge
Diploma in
Business Law
1 year 6/01/2020 This course will add
the legal knowledge
regarding the
employment
5 Adaptability Seminars +
Workshops
1 Month 7/10/2019 This will help in
making him aware of
changes and how to
cope up with them

LO2
Individual and Organisational Learning & Development and Training
There are various approaches to train and develop the skills and understanding of the employees
of Deloitte for achieving the organizational goals. Individual and organization learning is
different from individual learning, so as training and development. The report will discuss the
differences in each concept which will help in attaining the best performance for the
organization. (Cohen, 2015)
ORGANIZATIONAL AND INDIVIDUAL LEARNING
When the learning enhances the skill and knowledge of an individual at the workplace, it is
known as individual learning. And the development of new skills and knowledge which
influence the behaviour with other employees in the organization is known as organizational
learning. Both provide benefit to the employees and help in accomplishing the aims of the
organization. This process of improves the performance of the organization both in a monetary
and non-monetary way through the enhancement of knowledge and skills of the personnel.
Organizational Learning Individual Learning
Organizational Learning involves
enhancement of capabilities as well as talents
of all the employees in the business.
It involves increasing the skills and knowledge
of individual employee in the organization.
It helps in satisfying the organizational goal. It helps in satisfying the personal goals of the
employee.
It influences the development and growth of
the organization
It influences the development and growth of the
personality of the employee.
It is a long term approach. (Cohen, 2015) It is a short term approach.
This learning is same in the case of employees
in a particular organization but different in
This learning is different in case of every
employee of the organization.

every organization.
Its objective is to draw the reflection of emplo
yees of the organization as a whole.
Its primary objective is to create personal reflec
tion.
This learning helps in the development of
career of the employees but only at the same
organizational level.
Individual learning helps in the development of
career of the employee in every organization.
(Cohen, 2015)
It is based on the concept of cooperative
learning and requires the determinations of all
the employees.
It is based on the concept of specific learning
which requires the employees to be self-
motivated and committed for the organization.
DEVELOPMENT AND TRAINING
Development and Training are main terms used in the context of Human Resource Management
in any Organization including Deloitte. It focuses on enhancing and increasing the quality of
performance of the employees. It is generally undertaken by the HR Department. Training is a
process which is used for improving the skills, knowledge and behaviour of the employees
(Donate et al., 2016). The employees are trained for getting ready to accept different roles in the
organization. Development refers to the continuous improvement of the quality of abilities and
information of the personnel. It implies the polishing of skills and talents of the employee in
accomplishing the aims and objectives. Both the training and development helps in enhancing
the quality of performance of the employees within the organization which helps in the
achievement of goals and objective efficiently.
Training Development
Training is the process which helps in creating
additional knowledge and skills according to
the specification required by the job.
Development is the process helps in the growth
of the employee for career development.
It aims at an existing position within the
organization. (Donate et al., 2016)
It focuses on the career development of the
employee.
It is a short term procedure. It is a lengthy procedure.
It is an organizational approach. It is an individualistic approach.

It is job oriented in nature. It is career oriented in nature.
This helps in the creation of strong teams. Development helps in the creation of strong
leaders.
Continuous Professional Development
In Deloitte’s working environment, it is very important for the individuals to create a strategy to
develop learning programs for the enhancement of skills and knowledge of the staffs which are
required in the specific job. Continuous learning helps in improvement of the abilities of a person
to cope up within the competitive environment. This process will enhance the level of
productivity and performance of employees & the organization which helps in growth and
achievement of organizational goals and objective. (Noe et al., 2017)
Professional Development Plans are created for the development and growth of skills and
knowledge of an individual in the organization so that they can get a better career and provide
their services to the organization. This development will also support in the achievement of the
business with the help of better talents produced by the organization. These are made by the HR
Managers of Deloitte to make the personnel more talented and knowledgeable (Noe et al., 2017).
Overall, it is concluded that for the better performance of the employees in achieving
organizational goals effectively, continuous learning and professional development is very
essential.
There are various theories which can be used in the continuous professional development of the
employees in the Deloitte. These are as follows:

1) Social Learning Theory:
Figure 3: Social Learning Theory
Source: (Aker et al., 2015)
Social Learning Theory is a process of learning through the imitation of the behaviour of other
people in the working environment. It is proposed in 1977 by Albert Bandura. It is an intellectual
process which helps the employees to enhance their personality for the development and growth
of the business. Mostly, an individual learns with the help of other people which helps in better
understanding of the environment. It continuously develops the knowledge and skills of a person
with fewer efforts and formulas. (Aker et al., 2015)