Developing Individual, Teams and Organisations: A Report

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Developing Individual, Teams
and Organisations
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Contents
Introduction..................................................................................................................................3
LO 1...............................................................................................................................................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................6
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation.........................................................................................................8
LO 2...............................................................................................................................................9
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
M2 Apply learning cycle theories to analyse the importance of implementing
continuous professional development................................................................................11
D1 Produce a detailed and coherent professional development plan that appropriately
sets out learning goals and training in relation to the learning cycle to achieve
sustainable business performance objectives...................................................................12
LO 3.............................................................................................................................................13
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation....................................13
M3 Analyse the benefit of applying HPW with justification to a specific organizational
situation..................................................................................................................................15
LO4..............................................................................................................................................16
P6 Evaluate different approaches to performance management (e.g. collaborative
working) and demonstrate with specific examples of how they can support high-
performance culture and commitment................................................................................16
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M4 Critically evaluate the different approaches and make judgements on how effective
they can be to support high-performance culture and commitment................................17
D2 Provide a valid synthesis of knowledge and information resulting in inappropriate
judgements on how HPW and mechanisms used to support HPW lead to improved
employee engagement, commitment and competitive advantage....................................18
Conclusion.................................................................................................................................19
References.................................................................................................................................20
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Introduction
Organizations can obtain significant results when all the teams and individuals can give their
contribution in achieving results. The HR department plays an essential role in it and makes
employees engage for the organization. For achieving overall results for employees and firm,
HR department plays an essential role. Thus HR professional should have skills and knowledge
to make operations of department appropriate. Vodafone is selected as an example for better
understanding. Vodafone is a telecommunication organization established in 1982. They
operate in 25 countries on their own and 47 countries in partnership. Recently the company is
ranked 4th in having a maximum number of customers and revenue of the firm is 43.666 Billion.
This report reflects requirement and differences in training and development and use of HPW
functioning for the organization. Performance management and its influence on employees
engagement are also highlighted in this report.
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LO 1
P1 Determine appropriate and professional knowledge, skills
and behaviours that are required by HR professionals
Human resource management is the practise used by various organizations for achieving
various objectives for the company. Nowadays, it has been observed that the role of the HR
department is increasing significantly in organizations due to its positive impacts and influence
on functioning in firms. The thing that has to be kept in mind while getting involved in a job is to
have sufficient knowledge and skills of that job. It increases the efficiency of the employee and
the company.
Vodafone is an organization having several products and services. The business of Vodafone is
very vast and thus efficient HR department is required to manage planning and operations in the
organization. Various factors required for becoming HR professionals in Vodafone are:
Knowledge
Knowledge is one of the essential requirements for the HR professional. One should have
efficient knowledge of the department. Vodafone serves an insignificant number of markets.
Hence it is essential to manage these markets effectively, and it is the responsibility of HR to
manage and plan for these aspects. Thus, HR of the company should have proper knowledge of
managing various situations and strategies for the proper functioning of the organization. In an
organization like Vodafone HR must be aware of the human resource department of Vodafone,
agency rules, products of Vodafone, strategies of marketing, recruitment techniques, training
technique, effective communication etc. (Erez, et al., 2013).
Skills
Skills should be there in HR to make efforts for the HR department and organization. HR should
be aware of the latest modern technology and the use of that technology for the betterment of
the organization. Like technologies used by Vodafone for manufacturing and selling of products,
HR should be aware of these technologies.
Method of organizing
Way of organizing is the uttermost skill required for the HR professional. HR should be able to
organise various strategies and plans for the organization. Vodafone has several departments in
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their organization. HR should have the skill to manage this department effectively (Hoch and
Kozlowski, 2014).
Multi-Tasking
Working and operations of the HR department are not limited to just one department. They have
to manage and focus on all department of other organizations. Hence it becomes essential that
the HR department should be able to perform and manage these various departments. For
achieving this, it becomes essential that the HR department should be able to manage these
various departments effectively; hence, HR should have multitasking skills. HR must have the
ability to perform different tasks.
Communication skills
Communication skills are essential for HR (Jeon, et al., 2015). For recruiting new employees, it
is essential that HR should have communication skills so that better communication between
candidates and HTR should be maintained. Vodafone is a brand that has a strong image in the
brand; thus, its representatives should be effective. HR professionals are the main
representation of the company; hence, they must be capable of representing team efficiently,
and it could be achieved by explaining brand effectively.
Behaviour
Every organization wants disciplined HR professionals for their organization. Discipline is
required for working with efficiency in an organization to perform effectively tasks of a particular
department. Devotion should be there in HR so that they can work with full devotion in the firm
and can perform in various situations and can achieve complex tasks for the firm. HR should be
able to handle internal and external matters so that balance among organization could be
maintained.
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P2 Analyse a completed personal skills audit to identify
appropriate knowledge, skills and behaviours and develop a
professional development plan for a given job.
Analysing own weakness and strength are essential parts for getting a job in particular
department because it helps in determining whether changes required or not and if required
then in which fields changes should be applied for getting improvement. For achieving long
terms results for a firm like Vodafone personal skills and audit plays an essential and vital role.
Training – Training is an uttermost requirement for increasing efficiency of an employee in a
particular department. Training makes the employees learn and analyse their duties and
departments. Training is of a particular time and has to be completed at that time. Training if
performed properly, then it could result in more productive performance of employees and
organization. Vodafone has several operations in their company; hence recruited employees
should have the ability to perform these operations (Pinjani and Palvia, 2013).
Development – For achieving overall results of an organization development of the firm is the
practice that is adopted by most of the organizations. Development effects positive influence on
overall performance and operations positively.
Skills Objective Development Duration (Weeks)
IT IT departments is
that department
which is making
functioning and tasks
performed in an
organization more
specific and
effective. Vodafone
performs several
complex tasks; thus,
HR should know the
IT department to
make functions
performed in
Vodafone more
Knowledge of IT
department requires
regular training of
specific time. Without
training, it is not
possible to gain
knowledge of the IT
sector.
4 Weeks (Min.)
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productive and less
time-consuming.
Communication skill A significant number
of staff members and
employees are
present in Vodafone
that are performing
various tasks in their
department. To
manage all these
tasks and
departments,
efficient
communication
should be there to
manage and handle
situations.
It could be achieved
by online methods or
through
communicating a
maximum number of
people regularly
(Raziq and
Maulabakhsh 2015).
6 Weeks
Recruitment and
selection
HR should be able to
candidates that are
beneficial for the
functions of the
organization. Ability
to recognize
someone is
essential.
Proper knowledge of
the HR department is
required for
achieving this quality.
5 Weeks
Motivational skill HR should make
increase the morale
of employees and
make them
enthusiastic for
organization, and it
could be achieved
when HR have
Researches and
regular researches
help in achieving this
task (Salas, et al.,
2015).
2 Weeks
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motivational skills.
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M1 Provide a detailed professional skills audit that
demonstrates evidence of personal reflection and evaluation.
Time management – It is essential to have proper time management for completing tasks
regularly. There are situations when work burden is excess; in these situations time
management plays an essential role. On a personal note, this is beneficial as time if managed
properly can complete the task on time and employee could have some free time.
Regularity – This trait is essential as regularity leads to long term benefits for the organization.
Vodafone has achieved long term goals due to the regular performance of firm employees.
Personally, regularity is beneficial for employees as long term goals can be achieved and for the
employee, it is beneficial as opportunities for employees are increased in an organization if
regular performance is given (Schaubroeck, et al., 2013).
Communication skills – Communication skills in an employee can create a better mutual
understanding in teams and workplace. It affects tasks positively if communication among
employees is appropriate. For individual employee, better communication leads to
understanding task effectively.
Stress management – Stress management is that quality that makes operations performed
effectively without any stress (Somech and Drach-Zahavy, 2013). Firm and employee are
influenced by this particular trait as it leads to making workplace friendly and for employee
stress management leads to perform task free mind without any burden on the mind.
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LO 2
P3 Analyse the differences between organisational and
individual learning, training and development.
Difference between individual learning and organizational learning
Organizational learning Individual Learning
 Organizational learning is a composite
method as the whole individual is
involved in it. Vodafone is large size
organization. Significant employees
work in it; hence, it is complex to
perform organizational training in such
organizations.
 Individual employees are involved in
it. Thus individual learning is a less
complex method as training of
personnel is performed in it (Tims, et
al., 2013.
 The organization is involved in it.
Thus, investment is necessary in this
case as the whole group is involved in
it.
 This practice is financial or
economically favourable for the
organization as individual training is
involved in it.
 In this practise deep concern on
profits or loss is practised (Stephens,
et al., 2013).
 It is practised to attain the
performance of individual and
company.
 Loops are involved in it like a single
and double loop.
 Classification is not present in this
particular case.
Difference between training and development
Training Development
 Training is less time consuming and
could be completed in a particular
amount of time.
 Development is a long term process,
and it requires significant time for
completing training in an organization.
Generally, it is carried out through the
lifetime of an organization.
 It is job-related practise and is
performed for a specific job only.
 Development is carrier oriented
practise and is done for making carrier
of employee and organization.
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 The only individual is affected by this
practice, and the knowledge and
efficiency of the individual are
increased.
 The whole organization is influenced by
the development programme, and
overall efficiency of the firm is
increased by this practice.
 It is performed so that tasks related to
present time could be achieved.
 Future goals and outputs of
organizations are kept in mind while
keeping these factors.
 Scope of training is very limited and
could not impact the future of an
employee (Yao, et al., 2015).
 Scope, of development programs, are
very high as overall efficiency could be
increased by this practice.
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