Developing Individuals, Teams, and Organisation Performance Report

This report provides a comprehensive analysis of HR professional development, focusing on the skills, knowledge, and behaviours essential for HR professionals. It explores the functions of an HR manager, including recruitment, training, and employee retention, and emphasizes the importance of understanding management and administrative principles. The report includes a SWOT analysis and personal skills audit for an HR administrator at New City College, followed by a detailed personal development plan. It then differentiates between individual and organizational learning, highlighting the significance of continuous learning and professional development in driving sustainable business performance. The report also examines the need for high-performance work environments, performance management approaches, and their impact on employee engagement and competitive advantage within an organization.

Developing
Individuals Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................4
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals....................................................................................................................4
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role..........................5
P3 Analyse the differences between organisational and individual learning, training and
development................................................................................................................................9
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance.............................................................................................10
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.............................................12
P6 Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high performance culture and commitment...........................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
For any organisation, company or business it is must to have efficient working
environment that involves participative work culture, employee engagement and
contribution towards company's objectives. To create such healthy environment in an
organisation, Human Resource Manager plays important role in bringing healthy work
culture for an organisation. In this report, a detailed study has been conducted
mentioning the professional skills and knowledge required to be a proficient HR
professional. Furthermore, the need of organisational learning and development along
with need of creating High power working environment in an organisation has been
emphasised. To measure the performance of Individuals in an organisation various
approaches are used which are briefly discusses in the report also. The entire study has
been conducted in reference to New city college which was formed by joint merger of
Tower Hamlets college and Hack Community college in 2016.

MAIN BODY
P1 Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals.
HR Professionals in every organisation performs various functions like Identifying
hiring needs, recruitment, interviewing, on boarding, Training and development and
retention etc. To conduct all such functions it requires proper skills and efficient
knowledge that a human resource professional must posses. Few of them are briefly
mentioned which are as follows -
Knowledge required by HR Professionals :-
 Human Resources and Personnel – This is the first and foremost requirement
of HR professional to inherit Sound knowledge of principles related to functioning
of Human elements in an organisation. Appropriate knowledge of procedure and
principles like recruitment, selection, training and development, labour relation,
wages and compensation is must for every HR Professional.
 Management and Administration – To effectively implement HR principles and
approaches, it is also required for an HR professional enough to be proficient
enough with the knowledge of various management and administrative principles
like resource allocation, production methods, HR Modelling, Coordination of
resources and People etc. (Amarakoon and et.al., 2019).
 Training and Education – An HR individual must be sound enough in creating
employee training and development plans and roadmap to conduct training
sessions for the employees. He/she should posses the knowledge of creating
productive training and development plans that are proven efficient for the
workforce of the organisation.
 Psychology and communication – HR professional should also have
psychological knowledge related to human behaviour at workplace. He/she
should know about individual personality differences, the measures of motivating
employees and how to efficiently treat the negative human behaviour at work.

Skills and behaviour required by HR Professional :-
 Personnel Resources management – The significant responsibilities of HR
individual includes on boarding employee by proper recruitment methods after
that to retain employee is one of the most challenging task for the HR
professional. Human resources individual must be packed with management of
Personnels by developing skills like motivating employees, development of
workforce, fair pay approaches. Etc.
 Active Listening skills- While working in an organisation employee suffers
multiple issues and problems related to both personal and professional life. HR
professional should have to be extremely good in listening to the employees with
utmost concern and provide efficient solution to overcome their issues and
problems.
 Problem solving abilities – Sometimes organisation couldn't able to find the
problems on non achievement of results but most of the time problems lies with
performance of employees. Here, HR professional should have to be highly
skilled to determine the complex issue related to employees performance. To
determine whether productivity of employee is degraded due to personal
problems or issues at work is the foremost duty of an HR Professional.
 Communication skills – To establish coordination between management and
employees HR professional act as a medium to communicate between either
bodies. Human resource professional must posses brilliant communication skills
both verbal and written to easily carry and comprehend information efficiently
within the workplace (Beaumont, 2020).
P2 Analyse a completed personal skills audit to identify appropriate knowledge, skills
and behaviours and develop a professional development plan for a given job role.
To analyse personal skills and knowledge SWOT framework has been taken into
consideration, SWOT is the most widely used to determine the strengths, weaknesses,
opportunities and Threats of an organisation, Team or an individual. As a HR
administrator of New City College, below mentioned is the personal SWOT analysis -

Strengths
 I consider communication skills as
my for most strength. Having good
command over verbal and written
communication skills allows me to
deal with individuals efficiently.
 Leadership skills are what I believe
the part of my strengths. Feeling of
empathy towards other makes me
capable of understanding and
resolving the issues of others
without hassle.
Weaknesses
 There are certain areas like when it
comes to solve complex internal
issues it took lot of efforts and time
still I am unable to resolve in
efficient manner creating hindrance
at workplace sometimes.
 Lack of knowledge working with
advanced technical software at
digital HR portal brings down
productivity as there are high
chances of committing errors while I
work on them.
Opportunities
 Every workplace demands efficient
leader. I believe with proficient
leadership skills, certainly there
would be more options forth in my
career.
 With high confidence and
communication skills I am capable
of address people in more effective
ways, this can create opportunities
in providing training to the
employees eventually making me
expert training and development
personnel in near future.
Threats
 Lack of knowledge and skills in
solving complex issues at
workplace makes me inefficient
which could lend me in loosing my
designation.
 Not acquiring knowledge and skills
to operate digital software could
hinder my growth opportunities at
work making me not worthy of the
respective position. Also, would
create hindrance in getting my
dream job.
Personal Skills Audit – It refers to the evaluation and scaling of skills and
abilities of an individual and measuring them in a respective scale to analyse the

competency level of an individual. Below mentioned is the personal audit of skills as HR
administrator of NCC :-
Skills Excellent Good Average Poor
Personnel
Resources
management
*
Active
Listening skills
*
Problem
solving
abilities
*
Communicatio
n skills
*
Hands on
Technical tools
*
Personal Development Plan – It refers to the set of methods and approaches that
can be used to enhance the skills and abilities an individual lacks in. It can also be
considered as the roadmap an individual follows to enhance his/her capabilities at
workplace (Dixit and Sinha, 2020). As an HR at New city college, further mentioned is
the personal development plan -
Skills Present
Capability
Goal to achieve Methods and
development
process
Time period
considered
Personal
Resource
Management
Currently I
consider myself
above average
in managing
personnels
To develop
skills that makes
me most
efficient HR
personnel and
Virtual courses
for increasing
knowledge and
attending
seminars and
6 Months

efficiently. bringing out the
maximum
productivity form
employees at
work.
session to build
skills.
Problem Solving
Abilities
When it comes
to complex
issues, I would
rate myself
below average
To be capable
of resolving
maximum and
relatively
complex issues
within minimum
timespan.
To analyse and
study the
complex case
studies related
to HR
personnel's
experience
through books
and journals.
8 Months
Communication
Skills
Though I rate
myself excellent
but there is a
need of learn
and grow every
day.
To build and
enhance my
vocabulary and
make
advancement
according to the
need of time.
Reading
business
journals and
books. Listening
audio podcasts.
2 Months
Technical tools
experience
This is where I
need to brush
my skills hard
as I am
currently lacking
in knowledge
and experience
of working with
such tools.
To gain
proficiency in
operating HRIS
software without
committing an
error.
Virtual training
sessions on
multiple HRIS
software would
help me in
gaining hands
on such tools.
2 Months

P3 Analyse the differences between organisational and individual learning, training and
development.
Learning is considered as continuous process that enhance Individual's
capabilities at work or in personal life. Organisation now a days are highly focused in
developing the capabilities of their employees by conducting regular training and
development sessions at workplaces. Learning can be individual learning or
organisational learning (Dixit and Sinha, 2021). The brief distinguish has been
mentioned below to understand it briefly:-
Individual Learning Organisational Learning
Meaning It refers to the process of
acquiring knowledge and
skills by an individual to
enhance his/her capabilities
and skills to grow in
personal and professional
life to keep pace with the
rapid changing world.
It refers to the process of
building skills and
capabilities to bring
efficiency in respective
tasks and operations at
work. Organisational
learning aims at bringing
efficiency in the
performance of an individual
or teams at workplace.
Target Individual learning process
aims at developing and
enhancing skills and
knowledge of an individual
to help in gaining more
productivity at work.
Organisational learning
aims at enhancing
advancing the performance
of an organisation as a
whole.
Significance It plays prominent role in
the development of an
individual along
organisation as both are
Through organisational
learning the productivity at
each department increases
as a result the revenue and

interrelate and efficient
working of employee brings
efficient results for
organisation.
ultimately the profit
generation capacity of
organisation increases.
Difference between Training and Development :-
Training Development
Training is focused on specific goal and is
mostly for short term period.
Development is considered as long term
process and involves long term open ended
goals.
Training is considered as goals or role
specific. It is undertaken for specific role
or task.
Development focuses on enhancing the
overall skills and capabilities, targetting a
person.
It builds and enhances the skills and
knowledge required for particular task or
job role.
It focuses on overall development of an
individual aiding in career progression and
career building.
Training activities and programs are
teams or group focused where multiple
individuals participates in workshops,
seminars etc. to learn and adopt required
skills and Knowledge.
Development activities and process are
more aligned towards personalized
learning. This is considered as self
assessment and self learning process.
Regular training and development of employees helps keeping the workforce
compatible with current challenges and responsibilities prevailing in the market. Also,
enhancing knowledge and skills make workforce more productive and creative bringing
higher efficiency at workplaces of an organisation.

P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance.
Continuous learning can be defined as the process of expanding the knowledge
and skills of an Individual or team in order to enhance capabilities and gaining
competitive advantage at the work place. Continuous learning aids individuals in gaining
productive edge and bringing efficiency in respective tasks and responsibilities assigned
to them at workplaces (Hoque, 2021).
Need for continuous Learning -
 Builds confidence and competency – Continuous acquisition of knowledge
and skills by employees boosts confidence making them capable of handling
challenges at work more proficiently. Also, advance knowledge in relation to their
specific tasks and responsibilities builds confidence ultimately making employees
more competent workforce.
 Boosts Productivity - Employees packed with confidence, knowledge and
sufficient skill sets tends to be more productive at work. They come out with
innovative solutions against problems and issues that rises at workplace or
hinder their work performance. This way, continuous learning boosts productivity
at organisational workplaces.
 Develop Innovative solutions – No doubt with more knowledge comes more
creative thinking ability that eventually leads to creation of more innovative
solutions for the problems prevailing or arising at workplaces. Employees with
continuous learning habits tend to accomplish challenging tasks more profoundly.
Professional Development can be defined as continuous learning of an individual
after entering the workforce in order to gain new skills and knowledge to stay
competent with the current trends and also to advance and succeed in the career
efficiently (Luiselli, 2021).
Need for Professional Development -
 Keeps Knowledge and Skills current – Professional development helps an
individual in acquiring more knowledge related to his job and responsibilities
along with information in general. It boost the capabilities of an individual and
keeps him/her perform his duties as per the current requirements.

 Develops Leadership skills – Acquiring more knowledge and experience as a
result of continuous professional development creates opportunities for
individuals to handle, monitor and lead the teams of their respective
departments. IT provides an opportunity to for an individual to grow as an
efficient leader (Nugroho, 2018).
 Aids in accomplishment of Goals – Continuous learning enhance the skill-set
and knowledge base of a professional human being, more knowledge tends to
bring more growth opportunities that could be beneficial for an individual to
accomplish his/her personal or professional short term as well as long term
goals.
In context to New city college, conducting regular training and development
sessions along with solving productive problem solution assessment makes Lecturers
and other teaching staff more proficient and efficient in their respective departments.
Enabling them sharing productive solutions to students regarding their respective
majors.
P5 Demonstrate understanding of how HPW contributes to employee engagement
and competitive advantage within a specific organisational situation.
High performance working (HPW) is simply defined as the working
environment where employees perform their duties and tasks with full enthusiasm being
highly efficient and productive at workplace. In high performance working environment
culture, organisations have sufficient resource and capital required to perform business
operations efficiently. Along with this, employees get full support and assistance by their
leaders and managers and feels sense of belongingness at workplace (Pylväs, Li. and
Nokelainen, 2022).
Characteristics of HPW -
 Clear and concise goals – In high performance working, individuals, groups and
teams are assigned with clear defined goals and objectives to be achieved.
 Defined roles and responsibilities – Clear and well defined roles and
responsibilities at HPW brings efficiency at work terminating risk of conflicts at
workplace.

 Mutual Trust – Trust is the most prominent characteristics at HPW environment.
Employees share feeling of empathy with each other and a mutual trust prevails
at workplaces.
Contribution of HPW in employee engagement -
In HPW culture in an organisation, management is highly focused in
implementing employee engagement approaches and practices at workplace to make
individual feel comfortable at home. High performance working practices actively
creates participative and contributive environment at workplace, providing employees
sense of belongingness and Harmony at workplaces (Silva and Soares, 2018). As a HR
Administrator of New city college, Creating high performance working environment
creates higher possibilities of employees performing at their best of their abilities. HPW
contributes in creating healthy work culture as professors and lecturers at college
comes up with more productive and innovative solution to teach student in more
proficient manners bringing efficient results for college administration.
Contribution of HPW in attaining competitive advantage -
Organisations with HPW culture tends to perform better and achieve desired
results more profoundly then their competitors. Its quite obvious that HPW Contributes
in gaining competitive advantage in the market. In reference to New City College, high
performance working enables its employees to be more productive and efficient in their
respective work profiles eventually leading in attaining organisational goal of achieving
the target of higher passed out candidate results in a year among other educational
institutions or competitors in the market.
Contribution of HPW in employee engagement and attaining advantage in specific
Situation -
Situation – Conducting National Academic Seminar at NCC – New city
College has to conduct national level academic seminar, for handling the arrangements
and making seminar project a great success. HR administrator has to frame efficient
procedures and activities road map for the employees by assigning duties and
responsibilities according to their capabilities. Also, sharing decision making authority
with employees creates more responsible and accountable workforce during event
work. Along with this, use of advanced digital software and equipments maintains high

paced working of employees bringing efficiency at work. All such factors and strategies
would lead in creating High performance working of employees during seminar
eventually making it a great success for New City College.
P6 Evaluate different approaches to performance management and demonstrate
with specific examples how they can support high performance culture and
commitment
Performance Management can be defined as the framework or set of tools and
approaches used by managers at workplace to monitor and analyse the performance of
employees at workplace. Such approaches are used to remove the room of errors that
could cause inefficiency at workplace. With proper performance management process,
managers are able to reduce inefficiency and bring productivity in achieving individuals
and organisational goals resulting in effective career progress of employees along with
achievement of company's vision (Robbins, 2022). At New city college, proper
performance reports and performance measure memorandums are used as tools of
performance management enabling the administration to monitor and guide the
employees at college to aid them in growth prospects. Such information helps HR
Administrator to implement and conduct feasible training sessions for Employees to
boost their efficiency and productivity at work.
There are certain approaches used in Performance management which are defined as
follows-
 Attribute Approach- Certain parameters are used by management to measure
the work performance of employees at work. Parameters like Team contribution,
decision making contribution, problem solving abilities etc. are considered to
measure employee's contribution.
 Comparative Approach – In comparative approach, managers at work rank
individuals against their work performed in respectively assigned tasks and

responsibilities. Employees are ranked highest to lowest according to their
performance at workplace (Salehipour, 2018).
 Results Approach – Result approach targets the final outcome as a result of
efforts and practices contributed by an individual at workplace. The more
productive and contributive employee is then rewarded by appraisal or incentives
against his/her performance.
 Behavioural Approach – This approach links employees behaviour at work in
respect to organisational goals and individual personal goals. Managers links
employee's performance to his interests, desires , rewards and personal
objectives.
 Quality Approach – This approach emphasises on the efficiency and the quality
of work produced by employees in an organisation. Higher the quality of actions
taken to complete tasks and responsibilities, higher the chances are of appraisals
for employees (Shahriari, and Allameh, 2020).
At New City College, management is highly focused in implementing Result
focus approach of performance management to measure the performance of their
employees i.e. college professors and lecturers along with administration teams of
workplace. NCC management believes in recognizing and appraising their employees
on the basis of final results of their contributions. This aids in motivating and enhancing
the behaviour of employees towards their work so that they can highly contribute at best
of their capabilities.

CONCLUSION
The detailed discussion in above report concludes that in order to bring higher
proficiency at workplace HR should have capabilities and skills as per the fast changing
business requirements. Also certain qualities and behavioural qualities mentioned in the
report represent the need of such qualities to be an efficient Human Resources
personnel at work. Also, in order to grow company should focus on development of
each individual in the organisation by implementing certain measures like continuous
training and development session and other growth strategies should be exhibited at
workplace. Further more, applying high performance working culture enables
organisation to achieve higher productivity and efficiency in attaining organisational
goals along with gaining competitive advantage in the market.

REFERENCES
Books and Journals
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116.
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HRM: Facilitating a Paradigm Shift in Building Human Capital in Global
Organizations. In Contemporary Global Issues in Human Resource
Management. Emerald Publishing Limited.
Dixit, R. and Sinha, V., 2021. Training as a Strategic HRM Tool to Foster Employee
Development in SMEs. In Handbook of Research on Strategies and
Interventions to Mitigate COVID-19 Impact on SMEs (pp. 609-628). IGI Global.
Hoque, Z. ed., 2021. Public Sector Reform and Performance Management in Emerging
Economies: Outcomes-Based Approaches in Practice. Routledge.
Luiselli, J.K., 2021. Performance management interventions. Organizational behavior
management approaches for intellectual and developmental disabilities, pp.100-
123.
Nugroho, M.A., 2018. The effects of collaborative cultures and knowledge sharing on
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Pylväs, L., Li, J. and Nokelainen, P., 2022. Professional growth and workplace learning.
In Research Approaches on Workplace Learning (pp. 137-155). Springer,
Cham.
Robbins, M., 2022. We're All in this Together: Creating a Team Culture of High
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Shahriari, M. and Allameh, S.M., 2020. Organizational culture and organizational
learning: does high performance work systems mediate?. Journal of Workplace
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Silva, A.M.R.A. and Soares, C.A.P., 2018. Competencies and skills of site managers
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