Developing Individuals, Teams, and Organizations: A Report

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Developing Individuals, Teams and Organisations
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Executive summary
Some behaviours, which a HR manager should show and skill that person needs to possess are identified.
Skill audit highlighted shortcomings of skill and a PDP was made by referring the audit. A difference was
drawn in between individual and organisational learning. The same was done for training of employees
and development of them, where identifying difference was focused upon. Importance of continuous
learning, professional development was found. The way HPW increments employee engagement and
furthermore provides competitive advantage has been given. Various ways to manager performance was
found, which makes employees committed to organisation and sustains the work culture, which revolves
around high performance.
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Table of Contents
Introduction....................................................................................................................................................4
Main body......................................................................................................................................................5
Conclusion...................................................................................................................................................19
Reference list...............................................................................................................................................20
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Introduction
Skills, knowledge a HR manager should possess and behaviours that person should display will be
analysed in the study. A skill audit will be given relating to required skills, which should be developed.
According to that audit, a PDP will be made to develop some skills. Major differences in individual and
organisational learning will be given. Furthermore, differentiation of training and personal development
will be considered here. The necessity of professional development in making business performance
sustainable and value of continuous learning will be understood. Contribution of HPW for employee
engagement and its effect on giving competitive advantage will be part of discussion. Approaches to
manage performance and the way it supports HPW culture will be evaluated. Costa Coffee is the chosen
organisation and it is based in UK. The organisation sells coffee and was founded in 1971. Their revenue
is 116.7 million GBP and Dominic Paul is CEO (costa.co.uk, 2019).
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Main body
LO1
Determine appropriate and professional knowledge, skills and behaviours that are required by HR
professionals.
Knowledge
A HR manager requires knowledge regarding every principle and methods for recruiting employees,
giving them training and deciding compensation for them. This person should know about labour
relations and information system related to personnel. For example, a HR manager in Costa Coffee
should be able to hire and train employees, who have knowledge about coffee business. Administrative
and management knowledge should be present inside HR manager (Alvarez, 2016). This person should
be able to plan strategically, allocate resource properly, and model human resource in Costa Coffee to
make operations smoother. This person should have knowledge about human behaviour, so that this
person can motivate employees. HR manager needs to have knowledge about coffee business, laws, and
some clerical procedures to be able to manage responsibilities properly in Costa Coffee. This knowledge
is necessary because HR manger needs to manage employees, conduct ethical business, and motivate
employees.
Skills
Communication skill is must for a HR manager. This includes speaking, written, and nonverbal
communication. For example, HR manager in Costa Coffee should be able to communicate with
subordinates and clients. Negotiation skill must be present and in Costa Coffee, a HR manager has to
negotiate with clients regarding business deals, which is a responsibility (Perkov et al., 2016). It is
compulsory to manage time properly and thus time management skill is mandatory for HR manager in
Costa Coffee. Problem solving is another skill for HR manager and this skill can be used in Costa Coffee
to resolve critical business situations and this come under responsibility of this person. A person working
in designation of HR manager should possess skill for decision-making. For instance, in Costa Coffee, a
HR manager often has to take decisions to yield benefits for business. Technical skills such as using
business software are mandatory. It is needed because a manger has responsibility in Costa Coffee to
analyse financial documents.
Behaviours
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HR manager has some major responsibilities to take such as managing better organisational environment
in Costa Coffee. This person needs to show transparency in behaviour and employees should be able to
trust on HR manager. This individual should be able to deal with issues, which are sensitive. HR
manager’s behaviour should be purpose oriented and should understand the purpose of business in Costa
Coffee. Right behaviour should be present to align factors, which drives Costa Coffee and join conduit,
which can connect this factor with reason of employees coming to this organisation to work. It comes
under responsibility of this employee to make subordinates understand about purpose of Costa Coffee’s
business. HR manager in an organisation like Costa Coffee needs to be versatile and have
adaptability(Anderson and Eshima, 2015). This is because this person has responsibility to change
approach towards tasks according to changing situation. It will be compulsory to change their attitude
towards employees when pressure is both high and low. Therefore, adaptability is an important
behavioural aspect to be present in HR manager.
Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours
and develop a professional development plan for a given job role.
SWOT
Strengths
 I can speak fluently in English and can
make project my thoughts to my
colleagues.
 I have good technical skills and can use
business software.
 I am good at preparing information,
which is necessary for negotiation
(Alexander et al., 2015).
Weaknesses
 My writing ability in communication is very
poor.
 I cannot execute a business deal by using
negotiation skills (Perkov et al., 2016).
 I have serious lacking when it comes to using
time management skill.
 I am unable to take decisions is proper
manner.
 I have low ability in problem solving.
Opportunities
 I can become a better HR manager by
improving writing ability (Harris,
2016).
 I can gain skills for negotiation.
 I have opportunity to learn time
management methods.
Threats
 I may be unable to write memos, prepare plans
due to my poor writing skills.
 My poor negotiating ability may cause many
opportunities to pass by.
 I may miss deadlines, as I am unable to
manage time.
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 I can learn methods for decision
making to become a better decision
maker.
 Opportunity is present for me to gain
problem-solving skill.
 My poor decisions can harm my company and
may ruin my career.
 Without capability to solve problems, I can be
demoted in organisation due to bad
performance (Dominowskiand Buyer, 2015).
Table 1: Personal SWOT
Skills audit
Communication skills Very skilled Moderate skilled In need of training
1. I have proper body language 
Evidence provided- I follow professional dress code and maintain eye contact with employees.
2. I have writing abilities 
Evidence provided- I make grammatical errors
Negotiation skill
1. Preparing documents 
2. Executing negotiation 
Evidence provided –I can lay my groundwork for negotiation but fail miserably while fixing the deal
Time management skill
1. Completing work on deadline 
2. Setting timeframe for employees 
Evidence provided- I have failed meeting deadline and have set wrong timeframe for employees.
Decision-making skill
1. Take business decision 
2. identifying alternative choices 
Evidence provided- I found alternative solutions regarding a problem in my organisation but failed to take
the decision.
Problem solving skill
1. Finding alternative solutions 
2. Brainstorming 
Evidence provided- I was unable to solve retention problems in my company.
Technical skill
1. Using business software 
2. Training simulator management 
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Evidence provided- I have solved critical financial problems by using software and trained employees by
using simulator.
Table 2: Skills audit
PDP for HR manager in Costa Coffee
Skills Methods in achieving
them
Resources needed Evaluation process Expected
time frame
Communication I will learn about
sentence structure,
prepositions, articles,
conjunction to improve
my writing ability. I will
buy book related to
English grammar and
read comprehension,
watch online videos to
develop my vocabulary.
Furthermore, I will
communicate with my
fellow employees to
overcome my hesitance
(Matteson et al., 2016).
Grammar books,
online grammar
tutorials are
classrooms
participation.
I will track my
development by
comparing past
written memos by
me and noticing
changes in present
ones. I will specially
compare my
mistakes to measure
my development.
Expected date
for achieving
this
is10/10/2019
Negotiation I will learn about
negotiation skills by
reading books by relevant
authors in this subject. I
will read blogs about
approaches leaders take
to develop this skill.
Furthermore, I will go to
a negotiation coach, who
will teach me the way to
bargain. I will learn about
face negotiation theory by
Books about
negotiation,
bargaining will be
used. My
negotiation coach
will provide me
knowledge about
bargaining.
I will calculate the
amount of
successful deals I
made by referring
history of business
deals on which I was
a part. I will
compare it with my
recent negotiation
activities to evaluate
development.
I am
expecting to
achieve this
skill by
1/2/2020.
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Ting Toomey (Ting‐
Toomey, 2015).
Time
management
I will learn to make
schedule, prioritise tasks
according to deadline, set
boundaries, and
understand importance of
tasks for every employee
for measuring time
required for it. I will
further watch videos
online about time
management methods and
refer to experts. In
addition, I will learn to
use my downtime. I will
try to learn the bucket of
rocks theory in time
management (Kerr,
2018).
Books related to
the bucket of
rocks theory, time
management and
online tutorials are
major resources.
I will see if I am
able to complete
work within a fixed
period. I will
measure the amount
of time I am
presently taking
after going through
this learning
procedure. This
way, I will draw
comparison for
evaluating
development.
I will finish
this by
1/4/2020.
Decision
making
I will learn Snyder’s
theory of decision making
to gain this skill. I will
read it in books and
articles. I will learn to use
cost-benefit approach for
decision making, which
will let me analyse
outcome of every
possible route for taking a
particular decision.I will
take some help from
seniors to understand the
process of decision
Books regarding
Snyder’s theory,
seniors, blogs,
articles, and
journals are my
main resource for
gaining this skill.
I will see if my
decisions are brining
any positive results.
In addition, a
comparison between
my previously taken
decisions and my
recent decisions can
outline my faults.
This way, I will be
able to work more
on my weakness and
evaluate my skill
successfully.
I intend to
acquire this
ability by
1/5/2020
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making in better way
(Friedrich, 2017).
Problem
solving
I will acquire information
about Gestalt psychology
in problem solving
(Weisberg, 2015). I will
further learn about
representational change
theory. After this, I will
see examples of famous
managers and will try to
comprehend their ways of
solving problems. I will
ask for guidance from my
seniors to show me way
for solving problems. I
will try to bring
alternative solutions for
each problem by
analysing a situation
critically.
I will learn it
through
organisational
learning.
Furthermore,
books related to
problem solving
theories will help
me understand it.
These are main
resources for
learning this skill.
I will check the
amount of solutions
I am able to bring
for a single problem.
Then I will check if
those solutions are
reliable or not.
To complete
this by
1/7/2020.
Table 3:PDP for HR manager in Costa Coffee
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LO2
Analyse the differences between organisational and individual learning, training and development.
Organisational learning
 It can give ongoing opportunity for learning
by providing feedback, which is a benefit.
 Organisational learning in Costa Coffee
follows a particular structure for learning
and new ideas of learning are not
encouraged. This can be a massive
limitation.
 This gives a structure for more employees
in Costa Coffee to learn skills at same time
and it is an advantage (Sujan and Furniss,
2015).
 Organisational learning is more focused on
giving employees knowledge, which can
benefit organisations. This may be a
beneficial for Costa Coffee but may limit
knowledge of its employees.
 Organisational learning in Costa Coffee can
be hampered, as many senior employees do
not work with them anymore, who could
have provided knowledge. Therefore, this
factor limits this style of learning.
 Organisational learning does not require
employees to spend money on their
development. However, spending on
employees increases in Costa Coffee.
Therefore, this method is beneficial for a
staff, while it can be disadvantageous for
Costa Coffee.
Individual learning
 There is lesser chance for taking feedback
from seniors and this is a limitation.
 This provides a person to use various
learning procedure and acts as a benefit.
 Individual learning is limited to one
person, idea sharing is not possible, and it
becomes a limitation.
 Individual learning is more focused on
developing different skill of employees
and as a result, it benefits employees but
does not take benefits of Costa Coffee in
to account. Therefore, it becomes a
limitation for organisation but benefit for
anindividual (Pritchard, 2017).
 Individual learning opens up opportunity
to reach towards many experts to gain
knowledge and this is a major benefit.
 There is a higher chance for faulty
learning by using this method. This can
turn into a limitation.
Table 4: Differences between organisational and individual learning
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Training
 Training in Costa Coffee develops skills of
employees in a systematic setup relating to
job designation. These acquired skills can
be narrow and applicable to one
organisation only, which is a limitation.
 It requires short time and Costa Coffee is
highly beneficial due to it (Sitzmann and
Weinhardt, 2018).
 Training focuses on developing skills of an
employee who has a specific role.
Therefore, this is a major benefit of using
this method, when it comes to acquiring
some specific skill.
 This can be used to train employees and
make them capable to work in a present
situation in Costa Coffee. Therefore, focus
on present is more and can give benefit to
organisation at present time. However,
future is not considered, so it becomes a
cause for limitation of this method.
Development
 Development gives overall educational
growth to employees, which can be
applicable to many organisations.
Therefore, it has a major benefit.
 Development takes huge time and in case
of time constraint, this learning method can
limit Costa Coffee.
 It focuses on an individual more and tries
to develop characteristics, which suites that
person’s personality. It is beneficial for
employee but this is a limitation for Costa
Coffee, as they might not be able to
develop desired skill (Yang et al., 2016).
 Development is mostly focused on future.
Therefore, using this method is beneficial
for long-term goal. This is a benefit of
using this. Although, gaining skill in short-
time is not possible by this way and it is a
limitation.
Table 5: Differences between training and development
Analyse the need for continuous learning and professional development to drive sustainable
business performance
Kolb’s learning cycle
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