Unit 35: Developing Individuals, Teams, Organisations - HR Report

This report, focusing on Unit 35: Developing Individuals, Teams, and Organizations, delves into crucial aspects of Human Resources Management. It begins by identifying essential skills, knowledge, and behaviors for HR professionals, including communication, interpersonal, and adaptability skills, followed by a personal skill audit using SWOT analysis and a professional development plan. The report then differentiates between organizational and individual learning, training, and development, emphasizing the need for continuous learning and professional development within an organization. It further examines the contributions and benefits of high-performance working (HPW) on employee engagement and competitive advantage. Finally, the report evaluates different approaches to performance management, assessing their support for a high-performance culture and commitment within the organization, and concludes by summarizing the key findings and implications for effective HR practices.

Unit 35: Developing
Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Activity 1.........................................................................................................................................3
Determining appropriate and professional knowledge, skills and behaviours that HR
professionals require....................................................................................................................3
Personal Skill Audit.....................................................................................................................4
Professional Development Plan...................................................................................................5
Activity 2.........................................................................................................................................7
Differentiation between organizational and individual learning, training & development.........7
Need for continuous learning and professional development......................................................9
Applying learning cycle theories for analysing the importance of continuous professional
development implementation.......................................................................................................9
Activity 3.......................................................................................................................................10
Ways in which High – Performance Working contributes to employee engagement and
competitive advantage...............................................................................................................10
Benefits of high performance working......................................................................................11
Activity 4.......................................................................................................................................12
Different approaches to performance management...................................................................12
Evaluating different approaches in supporting high- performance culture and commitment...12
CONCLUSION..............................................................................................................................13
REFERENCES................................................................................................................................1

INTRODUCTION
Students get assistance in their respective learning processes through studying and
completing the assignments relating to development of individuals, teams and organizations. it
helps them is learning the way or process by which team working progresses. In the current era
the activity of continual development of working in teams is very significant. It is crucial as the
overall growth and productivity of each organization depends on it. In the current report the
activity 1 will prepare a briefing note for demonstrating employee knowledge, behaviours and
skills. There are certain set of skills, knowledge and behaviour that are appropriate to be
possessed by an HR professional, the report will be analysing these. On the basis of the
analyzation and personal skill audit, a skill development plan will be formulated for the job role
of HR professional.
The activity 2 of the report will be including a table of differences between organizational
learning, individual learning and training and development. Analysis of need to professional
development will be done. Further in activity 3 demonstration of HPW contribution will be
discussed along with its benefits. Lastly the activity 4 will cover an evaluation of performance
management approaches and the support it provides to organization.
MAIN BODY
Activity 1
Determining appropriate and professional knowledge, skills and behaviours that HR
professionals require
The first skill that is most desirable and important to be possessed by the individuals in
the profession of HR is speaking skills. The effective speaking skill abilities means that the
individual is able to speak and deliver the views among the large number of audience without
any hesitation and in effective & persuading manner (Ibay and Pa-alisbo, 2020). There should be
omission of any kind of repetitive words, incorrect pronunciation, and using of “aa”, “ers”, and
other similar words. The next skill which is must for an individual in the field of HR is the ability
to read people. This skill helps HR in identifying is some is hiding the real facts and trying to
manipulate such professional. The reading people skill is inclusive of observing people and
understanding their body gestures, expressions on the face and language of their body.
Another such desirable skill is the skill of being the backbone. The backbone skill is one
of the most crucial skill for the professionals working in the field of human resource. The

professional with efficacy in his knowledge and ability to remain firm over the words said by
such individual is the exact meaning of being a backbone inside an organization. Continuing the
determination of the appropriate skills for a HR professional is the skill of listening others. This
skill means that the individual has that kind of nature which allows the other working for the
professional being comfortable in presenting and sharing their thoughts without thinking about
being judged, and criticized by the biasness, and hidden agenda of such professional. To
understand and listen the thoughts of some individual pure focus is required to given by the HR.
Furthermore, the another such skill that is desirable to be present in a good HR
professional is the skill to build relationship with others. The two skills that are mentioned
previously that is the skill of listening and speaking it linked with the skill of building good
relationship with others. The job role of an HR professional is inclusive of meeting a wide range
of people with whom they have to collaborate and work with synchronising. Having a good
speaking and listening skills helps an HR professional to build good relations with the people
they encounter, this helps in building of good market standing of any company (Zakirova and
et.al., 2019). Having good relations with the HR professional is linked with employees’
satisfaction and higher performance. Hence this skill is determined as an appropriate skill for a
HR professional.
Lastly, adaptability skills are also important to be possessed by a HR professional. This is
skill is necessary with respect to the changing business environment. The current era’s business
environment is highly dynamic, which implies that the business environment can even change
even after the other day. This dynamic environment creates the need that the existing policies of
the business enterprise changes in accordance to the changes in the environment to withstand
such changes and ensure that the organization survives the competition facing into the industry.
Personal Skill Audit
For the purpose of doing personal skill audit of the skills that are possessed by me with
respect to HR professional, the Swot analysis model is applied below.
Strengths
The skills over which I have command and can be beneficial in strengthening my career
as a professional in HR are considered as by strengths. From the skills that are mentioned above
under the appropriate skill determination there are certain skills that are my strengths. One such
skill is that I have that confidence and ability that is required to present my thoughts and views in

front of large number of people. Also I consider myself as a social bird who mixes up with other
very easily. This trait of mine helps me to develop bonds with the persons I talk with very
swiftly.
Weaknesses
The skills that are determined important and appropriate for a HR professional but are not
present in me or I am not that good at those skills are classified under the skills that are my
weaknesses. My current knowledge in the field of HR is more theoretical and conceptual this is
one of the weakness that I have (Ko and Lu, 2021). I lack at having the real life knowledge of
how the concepts of human resource management are actually applied in the real life. This means
that the mentioned skills of being the backbone of organization for a HR professional is not
possessed by me.
Opportunities
The importance of Human Resource Department in organization is enhancing widely in
the current business environment’s increasing dynamicity in the nature. This opens up a world of
high opportunities for me with respect to me pursuing my career in this field. There are various
career opportunities available to those in the field of human resource.
Threats
It is already mentioned that the HR field is highly progressing with offering student’s
greater carer prospects. This results in wide number of students opting for studying in this
particular field, making greater levels of competition for them. So the threat in the field is related
to the increasing competition to be faced.
Professional Development Plan
In this section a personal professional development plan will be prepared for improving
the lacking skills and also to make the most use of the opportunities and reduction of threats.
Skills to be
developed
Appropriate
actions that will
be taken in
response
Resources
Required
Success Criteria Time Required
Reading People Taking
initiatives to
interact with
Books
Online tutorials
Time
The success of
learning this
skills can be
6 Months

high number of
people to
understand and
get opportunity
to study the
body gestures,
language, etc.
Studying books
that are written
on related topics
such as human
minds & body
gestures.
Interaction with
people
measured in the
form of ability to
understand
people well
Backbone Researching of
the content
related to the
course.
Development of
curiosity to
analyse the use
of concepts in
the real world.
Interaction with
people
possessing
greater
experience in the
field (Rasyid,
2020).
Writing of the
summary of each
Video Tutorials,
Books,
Research works
Understanding
of real life
applicability of
theoretical
knowledge and
conceptual
knowledge.
4 – 5 Months.

day’s learning.
Adaptability
Skills
Observing
deeply the
surroundings
and thinking of
the reasons for
why the changes
occur for
understanding
the importance
of change.
Greater
emphasis on
acceptance to
change and
figuring out of
solutions to
solve them
Real world
experiences
Ability to work
according to the
changes.
3 months.
Activity 2
Differentiation between organizational and individual learning, training & development
Basis for
Differentiation
Organizational
Learning
Individual Learning Training &
Development
Point of Origin The organizational
learning begins with
the hiring of an
individual into the
organization and such
individuals
experiences.
Individual learning
starts when an
individual encounter
with some new event
or maybe something
new existing event.
Continual practicing
of things experience
Training &
Development begins
whenever there is a
need in the
organization develop
certain skills in the
employees while
aiming at higher

or taught to gives rise
to individual
learning.
profits and greater
success.
Meaning It is that process by
which the employees
of an organization
takes actions based
on the knowledge &
experience that they
have because of the
reason of being a part
of such organization
over years and
becomes capable to
handle range of
activities in the
business (Sousa and
Rocha, 2019).
It is a form of
teaching in which the
topics, content,
learning pace, etc.
other depends on the
abilities & interest of
the individual who is
the self - learner.
These are the
activities that leads to
learning and
educating of
employees inside an
organization.
Scope The scope of this
learning is up to what
an employee can
learn while working
in organization.
The scope is
expanded to the
interest of the
individual.
Training &
Development have
the scope that
matches the
organizational goals
and objectives.
Importance It is important to stay
and progress in an
organization for a
long period of time.
And also to go to a
better company.
It is important to
maintain the accurate
level of competency
to have strong roots
in the organization.
It is highly important
for growth, success
and competitive stand
of a company
(Farrell, 2020).

Need for continuous learning and professional development
The process that leads to expansion of knowledge and skills is known as continuous
learning. Further the process resulting into identification of new skills and learning them for
growing and achieving success professionally is known as professional development. The
meaning of continues learning with respect to professional development is referred to learning
and development of all those skills that are new to the area of HR (Rashidov and Rasulov, 2020).
the process of learning continually and constantly gives rise to professionals into an organization.
Routine habits and practicing are the leading point of continuous learning. With the continuous
development the rising levels of employees’ engagement, knowledge retaining and satisfaction is
secured by an organization. Hence it becomes crucial for an organization that its employees
follow such learning process and develops themselves as it is linked with the higher employee
performance. Continuous learning’s scope in an organization is making sure that the employees
retain the existing knowledge and learning new things over a long time. This is considered
advantageous over the traditional learning because of the reason that in traditional learning the
employees reach at the peak of knowledge just after the training session and gradually forget it
over time.
This type of learning is more required to be applied in an organization for the purpose of
increasing the confidence among the employees working within it. The confidence of employees
working in organization enhances with enhancement in their knowledge, also the developmental
opportunities are provided to them. The potential to get better employment in future and also the
competency level increases for an employee who learns continuously. Further productivity of
employee increasing, helps in generating increasing level of organizational profits.
Applying learning cycle theories for analysing the importance of continuous professional
development implementation
The Kolb’s Learning Cycle Model was given by David Kolb; this model is also popular
by its other name that is Experiential Learning Cycle. This particular model is consisting of four
stages that namely are Concrete Experience, Reflective Observation, Abstract Conceptualization
and Active Experimentation. Continuous professional development can be done within the
organization with the application of this model. The process of its implication will be described
in this section in order of the stages of the learning cycle model. To begin with the step of
concrete experience the experience will be the feelings of an employee regarding any change or

policy implied by the company (Bates and Morgan, 2018). Such change will be in relation to the
development of company and ensuring its competitive edge. For instance, the action of employee
can be fearful feeling regarding the act of organization to train its workforce. On the basis this
feeling it is obvious that the employees will resist any such change. Further in reflective
observation stage the organization will explain its employees by such learning is needed to be
implement and what are the advantages associated with the continuous learning and developing
professionally in their career advancement. The employees will agree with the change and
support the organization in its implementation (Alshahrani, 2020). The next stage of abstract
conceptualisation will be present in the way employees evaluating the reasons of their fear and
the benefits as described by the organization. After which the employees will see that the
benefits are overweighing the reason for their fear. The actual implementation of implementation
of the training for continuous development will take place at this stage only. It can be with the
various training and development initiatives taken by the organization. Active experimentation is
the last stage which will give organization to evaluate the results of the programmes of training
in the performance of organization overall and also opportunity to employees to self – evaluate
their progress. This will lead to highlight the lacking areas on which actions plans can be
prepared for implementation for the continuous development. The learning cycle have the feature
of not ending so its repeats itself from stage one after the completion of last stage.
Activity 3
Ways in which High – Performance Working contributes to employee engagement and
competitive advantage
The employee engagement enhances with the high – performance working of the
organization along with its competitive edge. The current trend that is prevailing in the
organization is that the contracts of employment are downsized and organization increasingly
prefer keeping people on part- time basis alternate to the employees with high performance
working get the security with respect to their job roles. The employees having the knowledge of
all the latest and current skills of the job they are working for, reduces the chances for their job
role getting obsolete to least and thus the job security is achieved (Hamadamin and Atan, 2019).
Further when the employees do not have any doubt regarding their job security their level of
engagement into the organizational affairs enhances to a great extent. The selective hiring
approach is adopted by the organizations who’s in use systems are HPW. It means that the

scanning of employee applications is very selective to select the exact match for the job that is to
be filled. So the engagement levels of such an individual are high as their skills are perfect match
to perform the work that is desired by the organization. The decentralization is the approach that
the organization follows for making decisions. An engagement of employees in the decision
making process is seen in such organizations. the inclusion of employees in such processes make
them more related to the set objectives and goals of the organization. This connection level of
employees with the organizational objectives is seen in the way they demonstrate their efforts
towards ensuring competitive edge of the business (Cooke and et.al., 2019). The compensation
received by employees from the firm increases as the firm also receive higher amounts from its
customers for offering professional level of output. Achieving of gaols by the company means its
higher revenue generation, when the revenues of the organization are high then the appraisals to
employees are also good. The goals of the company are similar or aligned with that of the
employees. Hence the clarity of goals is high among employees making them to work with better
efficacy.
Benefits of high performance working
The high performance working gives multiple benefits to the management of
organization its employees and its customers. Starting with the benefits to employees, when the
employees are teamed into high performance working teams with other workers they get ease in
sharing their duties. The projects of the organization have multiple responsibilities to be taken by
individuals, HPW teams divides this burden of responsibilities and hence there is no one person
to have has to manage the work single handed. Further it gives opportunity to employees to make
relations with others increasing their prospects to utilize their full potentials. Next comes benefits
of high working to the customers (Pham, Tučková and Jabbour, 2019). The first is that they
receive their products more quickly. The members of high – performance working teams are the
individuals working as segments of a same whole so the customers get ease in communicating
with them. Lastly the benefits of management are that less time and efforts are needed to be
given by the managers for governing the team. The decisions can be taken by such employees on
their own without interfering the manager. Hence manager benefits from devoting his time over
the more important aspects of the organization.

Activity 4
Different approaches to performance management
There are various approaches to performance management namely behavioural,
collaborative and result approach. Focus is laid over the behaviours of employees in the
behavioural approach to make modifications into their motivation and social connection levels.
The another name that is given to this theory is neo-classical theory of management. There are
further two bifurcates to this namely the Behavioural Science Theory and the Human Relation
Theory (Pulakos, Mueller-Hanson and Arad, 2019). The process by which working environment
is created consistently enabling people in working by showing utmost use of their capabilities is
known as performance management. The collaborative approach to performance management
involves the employees working in groups with aim to accomplish the common goals. The last
approach that is the result approach is emphasis is laid completely over the end goal that is to be
achieved, making it a more object oriented approach.
Evaluating different approaches in supporting high- performance culture and commitment
Out of all the three approaches to high –performance working that are covered in the
previous section the most used and acceptable approach is the collaborative working. This
reasons behind this will be described through its evaluation. There are various plus points as well
as negative points related to the approach. To begin with the problem solving aspect of
collaborative working is beneficial as it helps employees in solving the problems they face
efficiently and effectively with team working. There may be creation of conflicts sometime
between the members working in the same team. The next point is of education such a culture of
collaborative working provides employees with ample amount of opportunities to learn from the
other members in the group. The next benefit that this type of approach gives is the increasing
level of employee productivity (Strouhal and et.al., 2018). The working in collaboration creates
bonds of an employee with another employee hence their absenteeism reduces which is linked to
their increasing productivity. Next is the potential to change, the potentiality of an employee to
adapt to change increases when the performance management approach followed is the
collaborative one. The motivation of such employees is higher than the others hence the
collaborative working is linked with the acceptance to change (Karniavoura and Magoutis,
2019). Furthermore, working collectively into teams engages employees more with the greater
goals of organization. The satisfaction level of employees is more while working in teams rather

than in the situation of working independently. Having a team who collaborates and work along
side by side creates a positive atmosphere for working. Team work is the best way to achieve
difficult and complicated tasks as the minds and efforts of different people are used collectively.
The competition among the employees becomes a positive competition and collaboration avoids
letting others down for personal benefits (Herrera, Cosenz and Dyner, 2020). These all reasons
create the working environment a positive one. Lastly the meetings of organization become more
efficient with the collaborative approach more minds come together and the issue of meeting is
seen from various perspectives that increases the potential of getting a more concrete solution.
CONCLUSION
Based on this report the concept of developing of teams, individuals and organization has
been understood. A professional development plan has been prepared in this report to develop
the skills that are determined to be appropriate for a HR professional and lacking in me. The
differentiation between organization and individual learning and training & development has
been done in the report. Further in this report the importance of continuous professional
development has been outlined. The Kolb’s learning cycle theory has been analysed in the report.
Contribution of HPW in employee engagement and competitive advantage has been discussed in
this report along with the benefits of HPW to customers, organization and employees. Lastly
approaches to performance management have been covered in the report with the evaluation of
the recommended approach.

REFERENCES
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