Developing Individuals, Teams, and Organizations: A Report

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Developing Individuals Teams and Organizations
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Table of Contents
Introduction................................................................................................................................3
Skills and attributes analysis required by HR professionals, based on a range of different roles
within an organization................................................................................................................4
Personal SWOT analysis............................................................................................................6
Personal development plan based on the SWOT analysis for one of the job roles....................7
Reflective statement based on your personal skills audit to identify appropriate knowledge,
skills, and behaviors...................................................................................................................8
An introduction to the organization.........................................................................................10
An analysis of continuing professional development (CPD) and the requirements for
individual and organizational development.............................................................................10
An evaluation of what HPW is and how HPW contributes to employee engagement and
motivation, providing specific examples as evidence..............................................................14
Evaluate the different approaches to HPW and make recommendations for improvements...15
Conclusion................................................................................................................................18
References................................................................................................................................19
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Introduction
This assignment aims to prove the opportunities to appreciate the developing knowledge and
abilities for achieving higher performances. This will also emphasize the learning ability as
the content expresses awareness, the need of development and the interlinked traits aimed for
supporting a strategy of an organization.
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Task 1(LO1)
Skills and attributes analysis required by HR professionals, based on a range of
different roles within an organization.
The management of HR resources is an attractive zone for evaluating implementation skills
by means of periodical practicing. Now, the concept of HR management involves several
other factors as well, after the implementation of tech-savvy ambiance in various
organizations. The expectation of performance rendered by the HRs has risen drastically
(Noe et al., 2017). The drastic rise in the expectations of various organizations from HR
management has been the aftermath of the constantly changing trends in the HR function.
The convenience offered by the technologies in an organization is nothing as compared to the
emerging complexities of HR functions. The basic role of an HR is to guide the organization
and the employees through the suddenly emerged crucial circumstances. For this reason, HR
has to have a comprehensive and close-grained interpersonal ability as well as the skill of
efficiently dealing with people in a very conscious way. The responsibilities of a Human
Resource Management, calls for an obvoluted array of abilities and responsibilities. The skills
and attributes required for an HR professional are:
1. Sense of commercialism
The operation of a business function in a vacuum is an impractical concept, thus the
concept of HR is a much-needed aspect of the organization which is required for
demonstrating and for carrying out various business objectives effectively
(Navimipour, 2015). Thereby it is quite evident that there are many objectives that
solely relate to the people other than commercial and strategic goals. Understanding
the role of an HR is a long-term process as it keeps varying with the challenges faced,
but the work performed and executed by the HR team, helps the company to maintain
long-term businesses effectively.
2. Planned organization
HR is a complex tier of the organization, which varies and works in accordance with
the intensity of challenges faced. The HR professionals toggle within a range of
responsibilities and performances paralleled (Kang et al., 2015). Thus a proper
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organization of time and execution is the dire need, for increasing the effectiveness of
work and, thereby gradually promulgating the workflow.
3. Technological advancements
Technological advancement has encroached the grounds of the HR department in a
company and started expanding accordingly. HR, a business of people, has expanded
its ground after the encroachment of the technological advances, thereby partially
turning into a business of technology too (Müller,2016). The correlation of
technology with the concept of HR displays the growing integrity between them,
which thereby is turning out to be effective in attaining new solutions easily and for
serving the company well. Presently, the tech-savvy HR professionals are in great
demand, for their knowledge of technologies and their importance has started rising
suddenly.
4. Industrial awareness
HR has been repeatedly subjected to unplanned changes which have been the key
essential for better responsiveness of work and for being at the top of different
sectors. A newly implemented method to address a key issue requires the reference of
an HR (Krumm,2016). Keeping up to the speedy changes prevailing in the market, the
HR stays away from the generalized business and politics, thereby possessing a clear
idea regarding the various titles of industries.
5. Communicative and collaborative ability
The ability of an HR to communicate with its associates and the employees,
eventually helps the company to influence strategies for attaining development and
progress (Ulrich, 2015). The intensity of clarity of communication is a crucial
determinant. It determines the pace of delivering the work efficiently.
6. A communicative approach
An HR needs to have an efficient communicative ability to interact with the
employees and the stakeholders, from all strata of the organization. From the
stockroom to the board of directors, everyone present in the organization needs to be
properly communicated and dealt in accordance with the current needs of the
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company. A mixture of knowledge and research keeps the organization at a higher
level as compared to the present condition of the market.
7. A concept of balances
The choice between rendering service to the people or to the business by an HR has
been the most prevalent choice of intentions proposed or laid down. The fairest choice
among these is that, an HR renders services to both the business and its people, i.e., its
employees. This concept of balance ensures the proportion and delivers the equal
weighed output to all its stakeholders.
8. Skills relating to data and varying numerals
Reading HR without having knowledge of data is just impossible. Bearing
intelligence in the interpretation of data has been the key skill for an HR. It enables
the company to plan and build strategies ahead. The intensity of analyzing depends on
the role proposed and the tallying changes in the organization.
Personal SWOT analysis
Goal: To identify my Strength, Weakness, Opportunities, and Threats, whereas, SWOT
analysis of an HR includes the identification of various issues and to find solutions before it
turns out to be unmanageable.
Strength
1. Effective functionality and strategy
making.
2. Skilled influencer.
3. Communication skills.
Weakness
1. Less knowledge for constraining
budgets.
2. Time Management
3. Team Work.
Opportunities
1. Knowledge in multiple languages.
2. Smooth adaptation of responsibilities
in accordance with the changes made
or proposed.
Threats
1. Competition from others having the
same experience and qualification
2. Uncertainty of job.
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Personal development plan based on the SWOT analysis for one of the job roles.
A personal development plan has been set up by using the SMART technique. It is an
acronym used for guiding measurable goals. It will help me to overcome my weakness which
will eventually help me in achieving effectiveness as an HR of the company.
Objective (S)Specific (M)Measurable (A)Achievable (R)Relevant (T)Time-
oriented
To overcome
the minimal
knowledge of
limiting
budgets
The main
problem is to
cope up with
the inability
to constrain
budgets.
The realization
is measurable as
it will enhance
the ability to
limit budgets for
restricting the
unusual
expenses.
The objective
can be
achieved by
reading several
journals which
will eventually
help me to
understand the
concept to limit
budgets.
For being an
HR of a
company,
one has to
have a
strong sense
of limiting
budgets for
curbing the
expenses of
the
company.
The objective
will be
achieved
within 1month
and 4 weeks.
Enhancing the
ability of
Time-
management
The main
problem is to
develop a
time-
management
strategy.
The realization
is measurable as
the efficiency of
finishing
various tasks
within time will
be very much
evident and self-
evaluative.
The objective
can be
achieved by
performing
several time-
bound tasks
which will
eventually help
me to develop
a sense of time.
For being an
HR of a
company,
the sense of
understandin
g the
utilization of
time is the
most
necessary
aspect.
This objective
will be
achieved
within
4months.
Developing a
sense of
teamwork.
The main
problem is to
develop a
sense of
teamwork.
The objective
can be measured
by performing
several tasks
which includes
teamwork.
This objective
can be
achieved by
understanding
and accepting
tasks on
teamwork
thereby
practicing the
nature of
The HR of a
company
has the
utmost
knowledge
of
teamwork.
The inability
to
understand
This objective
will be
achieved
within
3months.
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sharing trust
and working as
a team.
the concept
of teamwork
restricts the
chances of
the person to
become an
HR.
Reflective statement based on your personal skills audit to identify appropriate
knowledge, skills, and behaviors.
Personal skill audit is an effective way for an individual to track or recognize the strength and
requisites for developing a healthy ambiance. It depends on the working strata of the business
concerned and varies in accordance with the area and ambiance.
Identifying appropriate knowledge:
As I can understand from the SWOT analysis, the need for comprehensive knowledge is very
much essential. The analysis helped me realize my weaknesses so that there are no loopholes
in my characteristic for being an HR of a company. The SMART analysis helped me to cope
up with those weaknesses thereby laying down some systematized measures for overcoming
them. SWOT analysis helped me to identify the opportunities that are necessary for the
progress of the company concerned.
Skills:
The SWOT analysis triggered my confidence by primarily exhibiting my key strengths which
are eventually important for being an HR of a company. It helped me to understand the key
skills required. The need for good communication skills as an HR of the company is known
to all. As I have self-confidence in my communicative skills, it's my anticipation that I will be
able to connect with every stratum of the company.
Behavior:
As I’m a skilled influencer, I have this basic idea of connecting with people according to their
ideologies by the portrayal of sober behavior. I have a good communication skill which will
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let me connect to the employees and thereby, working as a team. This will also help me in
overcoming my weakness of teamwork. As I’m a cool-minded person, I’ll be able to interact
will everyone, at times resisting to the limits which will eventually help to pose a reluctant
eye towards the spats that could have arisen if the situation would have been the way around.
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Task 2 (LO2, LO3, LO4)
An introduction to the organization
The Amazon multinational company is basically an American organization which
concentrates on cloud computing, electronic commerce, virtual intelligence and allows digital
streaming through Amazon prime. Amazon is rated among Google, Apple, etc. along with
other companies that are big enough. It ranks in the top order when it comes to e-commerce
marketplace, a platform for cloud computing, AI assistant provider in evaluation of market
capital and revenue. Amazon deals with online services for retail shopping. It primarily
focuses on four service sets: customers, retailers, enterprises, and content producers. In recent
times Amazon also deals with online promotional services and other sorts of marketing such
as on stream advertising. It outlines the websites to allow the commodities to be exchanged
by companies and by third parties over a wide range of product classifications. The
concerned organization was founded by Jeff Bezos in the year 1994. According to Global
Data, there is continuous growth with regard to online spending on the United Kingdom and
the revenue is expected to rise up to 22.5% while the gross online spend is growing by 8.4%.
According to a recent survey, Amazon is given the fifth position among the largest retailers in
the United Kingdom. The concerned organization in the year 2017 is reported to spend $22.6
billion on researching and developing within the organization, which amounts to almost 41%
more than the previous year of 2016.
An analysis of continuing professional development (CPD) and the requirements for
individual and organizational development
There is no doubt that in order to steadily grow the organization, it needs to utilize the
strategy of learning and development in such a way that it proves to be effective to the extent
that it supports and initiates high-performance work of the teams as well as the individuals.
According to Burke, and Noumair (2015), every organization needs to learn, train and
develop as it is one of the primary obligations of the organization’s continued existence.
The term organizational learning and training is said to be a metaphor that actually casts light
on individual learning and training only. However, individual learning reflects personal
development and organizational learning deals with the collective needs for the change of the
organization with regard to the business market conditions. There are different theories of
individual training and learning, such as Pavlov's classical conditioning, Skinner’s operant
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conditioning, Gestalt theory, Freud’s psychodynamics, and similar others. In order to master
the concept of organizational learning and development, there is a need to comprehend the
importance of those theories (Bell et al., 2017). Few of the theories are resting on the pillar of
behavior which is a stimulus-responsive one. The different levels of leaning can be
categorized under two distinctions: the attainment of skills or “know-how”, this indicates the
bodily capacity to provide some performance, and to “know-why”, this simply means the
capability to enunciate the understanding of experience in terms of conceptual sense.
Training in a basic sense means a program put forward by the company to build up
knowledge along with the required skills in an employee as demanded by the role of the job.
Development, on the other hand, means an activity that is organized is such a manner that
the workers of the concerned organization get to learn and grow through a self-evaluation act.
It is needless to say that the concept of training, learning and development is very much inter-
related and individual learning, training and development eventually result in the
development, training and learning of the organization itself. In Amazon, the concept of
learning and development along with training is assessed very cautiously. The organization
promotes this concept with various training sessions, with lectures on new technologies by
the company experts and with a good number of interactive sessions among the employees.
After Alexa, these sessions are given special attention.
Continuous Professional Development (CPD) & Continuous Learning
The concept of CPD is more complex when compared to continuous learning and
development. The CPD focuses on the advanced and gradual learning and development that
is built on the initial training and learning of the employees’ with a professional touch. It is
basically the record of one’s experience and learning and then it is assessed and is applied for
overall professional development (Swennen, 2017). CPD is the next step of continuous
learning and is considered to be a wider concept of the latter. On an individual perspective,
continuous learning refers to the continuous development of skills with the help of learning
and improving knowledge. However, professionally continuous learning focuses on more
development of the skills in answer to the dynamic environment and further development.
For example, with the beginning of using computers within an organization, a need for
computer training of the employees was understood in order to work more productively
which is termed as CPD.
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Continuous learning in the organization also influences the shaping of the teams to adapt to
various changes. In the views of Smith, (2016), when any organization concentrates its
strategy on ‘investment on People’ the organization becomes more efficient and strong as it
does not promotes hiring new individuals but focuses on training the existing and this
improves the quality of the training. This helps in developing a spirit of security for the
employees which keeps them more engaged and keeps the morale high. The organization
shows the employees that they are important to the organization and are definitely worthy for
investments which helps the employees to develop self-confidence and stay encouraged.
Training sessions and presentations are promoted by Amazon to connect continuous learning
with continuous development in professional terms along with social learning to increase
business sustainability. The final result of a well strategic continuous professional
development is very vast and includes safeguarding the employer, the concerned personnel’s
professional career and the society.
Learning cycle theories
There are many models of the learning cycle and one of them is proposed by David Kolb and
the concept of this particular model matches much with that followed by Amazon.
David Kolb forwarded a theory that suggests a four-step learning cycle. The mentioned cycle
exhibits the process of transferring the experiences collected into concepts through reflection
(Smith, 2016). These reflections are used as guiding units and benchmarks for the active or
the new experimentations. An employee experiences a concrete situation that initiates the
cycle. According to Kolb, when an employee reacts to a situation or an experience, the
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