Developing Individuals, Teams & Organizations at Whitbread

Desklib provides past papers and solved assignments for students. This report analyzes HR practices at Whitbread Plc.

DEVELOPING INDIVIDUALS, TEAMS AND
ORGANIZATIONS

TABLE OF CONTENTS
Introduction................................................................................................................................1
LO1............................................................................................................................................2
P1 Determine appropriate knowledge, skills and behaviours (KSB) that are required by HR
professionals across the department.......................................................................................2
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.....................3
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation........................................................................................................7
LO2............................................................................................................................................8
P3 Analyze the differences between organizational and individual learning, training and
development...........................................................................................................................8
P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance........................................................................................10
M2 Apply learning cycle theories to analyze the importance of implementing continuous
professional development.....................................................................................................10
LO3..........................................................................................................................................13
P5 Demonstrate an understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organizational situation........................................13
M3 Analyze the benefits of applying HPW with justifications to a specific organizational
situation................................................................................................................................14
LO4..........................................................................................................................................15
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...................................................................................................................15
M4 critically evaluate the different approaches and make judgments on how effective they
can be to support high-performance culture and commitment.............................................16
Conclusion................................................................................................................................17
References................................................................................................................................18

LIST OF FIGURES
Figure 1: Styles of learning........................................................................................................8
Figure 2: Training and development..........................................................................................9
Figure 3: Kolb's Learning Cycle..............................................................................................11

LIST OF TABLES
Table 1: Personal skill audit.......................................................................................................4
Table 2: professional development plan....................................................................................5

Introduction
Whitbread Plc. is a British multinational hospitality industry that serves with hotels and
coffee shops. It is one of the largest known brands in the UK with 785 hotels and around
72,000 rooms. The skills and abilities of HR professional support in developing an
organization of commitment and teamwork. The current report will focus on determining the
appropriate knowledge, skill, and behaviour that is required by an HR professional at
Whitbread. Further personal skill audit will support in developing a plan. The report will also
focus on analyzing the different types of learning and the need for continuous learning and
professional development to drive sustainable performance. The knowledge and
understanding of High-performance working will be analyzed to increase employee
engagement. Lastly, the terms of collaborative working and effective communication that
support high-performance culture and commitment will be elaborated.
1

LO1
P1 Determine appropriate knowledge, skills and behaviours (KSB) that are required by
HR professionals across the department
HR professional is the backbone of Whitbread Plc. responsible for motivating and leading the
employees so as to handle the contingent situations and attain organizational objectives. They
assist the employees to develop a sense of learning in the organization so as to achieve
business success. HR professionals play an important role in developing suitable employee
relations and working environment. They need to plan effective decision so that the
employees are directed towards the attainment of organizational goals. The various
knowledge, skill and behaviour required by the HR professionals are as under.
Knowledge:
The knowledge of the HR manager must be high so as to support the organizational objective.
The area of knowledge of HR manager supports in adding value to the efficiency of the
employees. The HR manager of Whitbread must have proper knowledge about the existing
labour laws and legislation so that employee recruitment can be enhanced. Business
contingencies affect the decision-making strategies, hence the knowledge about the handling
critical situations must be present in the HR manager. It is the responsibility of the HR
manager to train employees about their job role, hence having knowledge of the same is vital
to train employees (Singh, 2018).
Skills:
The HR manager of Whitbread needs to poses various skills so that a positive environment
can be developed and organizational goal achieved. The various skills of the HR manager
include effective communication, pleasing personality, analytical decision making, and
patience. These attributes of an HR manager support in managing the activities within the
hospitality industry so that customers are satisfied. The skills of the HR manager assist in
developing the coordination of activities and handling employee grievances.
Behaviour:
The behaviour of HR manager at Whitbread must be contingent to align their attitude with
changing the environment. The Manager needs to have positive work behaviour so that
situations of high pressure and difficulty can be handled and managed with effectiveness.
2

During the times of the season, the HR manager at Whitbread needs to adopt policies of
motivation and a pleasant behaviour so that the employees can be retained to improve
performance and motivated to deliver best practices to the customers (Yilmaz, 2016). The
behaviour of manager influences the behaviour of employees thus affecting their
performance.
Figure 1: Requirement for the HR manager
(Source: stephenhaunts.com, 2019)
The knowledge, skill and behaviour of employees assist in improving employee commitment
towards work and inculcating a sense of loyalty so that the organizational goals can be
achieved effectively and efficiently.
3

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
Skill audit is vital tool adapted to analyse, measure and record the skills of the team engaged
in the various departments at Whitbread. The main motive of the HR manager to conduct a
skill audit is to identify the requirement of skills and abilities in organizations. The HR
manager establishes the training needs based on the conducted skilled audit so that the
efficiency can be maximised. The vacant positions in the organization must be filled with
skilled candidates that maximize their efforts towards the assigned job role.
4

Table 1: Personal skill audit
Goals or objectives Resources required Timeframes Evaluation of objectives
Problem-solving Market research and identification of
threats and opportunities with the
strength and weakness will support in
solving issues.
3.5 weeks The HR manager needs to resort to teamwork
and effective communication so that
innovative decision making can be enhanced
during critical situations.
communication The HR manager needs to establish
proper channels of communication
through seminars, presentation, and
group discussions. This will support in
improving social relations.
4 weeks The HR manager needs to adopt proper
methods of collecting feedback from
stakeholders and employees so as to develop
understanding in the areas of problem. This
method supports identifying the need for
further improvement (Goldman et.al, 2015).
Critical thinking The skill of critical thinking can be
enhanced with creativity and
innovation (Hettiarachchi et.al, 2015).
8 weeks The HR manager needs to adopt innovative
methods of thinking and analyzing situations
so that the pattern of decision maiming and
changes can be improved.
Time management The time management strategies
include adopting tools and techniques
of prioritization, the formation of the
2 weeks The multiple activities at Whitbread need to
be well managed and the time lag needs to be
identified so that the demand and supply of
5

Gantt chart, and schedules so that time
management can be achieved.
services can be managed.
Table 2: professional development plan
S/N Skill Area
Identified
Current
Proficiency
Target
Proficiency
Development
Opportunity
Criteria
for
Judging
Success
Timescale Evidence of Performance
1. Critical thinking
A Innovation No Experience V Good Training
Courses
Comp
etent 1 month
Training to enhance
innovation
Skills.
B
Business
environment
knowledge
Adequate Good Training Pass 2 week Conducting a market survey
C
Available
software
knowledge
Less
Experience V Good Training
Comp
etent
2.5
month Getting enrolled in practical
Training classes to gain
knowledge
2. Problem-Solving Skills
A Handling Adequate Good Practical Pass Life Handling critical situations
6

critical
situation learning Long
learning
through planning and
patience.
B Employee
motivation Good Good Practical
learning
Comp
etent
Life Long
learning
Introducing the incentive
system a
and motivation through
feedback collection.
3. Communication Skills
A
Knowledge of
different
language and
culture
Adequate V/Good
Language
learning
courses
Comp
etent 6 months Handling customers of diverse
cultures
B
Training
development
in an effective
manner
Less
Experience Good
Continuo
us
Handling
new
employee
s in a
confident
manner
Comp
etent 1 week
Proper methods of training
to w
Ensure that the employee's
skill and knowledge are
enhanced.
C
Communicati
ng the
problems to
employees
Adequate V Good Team
Coordinating Pass 1 week Informal meetings with
employees to understand their
issues for optimum solutions.
4. Time management
7

A Influencing
nature Adequate V Good Prioritization
of work Pass
Life Long
Learning
Developing work schedules and
prioritisation of activities so that
time management can be
achieved
8