Developing Individuals, Teams, and Organisations: Hamleys Report

This report examines the critical skills and behaviors required of an HR manager, emphasizing the importance of knowledge, technical expertise, and interpersonal abilities within the context of Hamleys, a British toy retailer. The report delves into the assessment of these skills through personnel audits, including SWOT analysis and personal development plans. It differentiates between individual and organizational learning, training, and development, highlighting their respective contributions to employee and business performance. The analysis extends to the application of learning cycle theories and the implementation of continuous professional development. Furthermore, the report explores the impact of high-performance work systems (HPWS) on employee engagement and competitive advantage, providing justifications for their implementation within a specific organizational context.

Developing Individuals Teams and Organisations

Table of content
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
P1 Explain proper evaluation of knowledge skill and behaviour necessary or important for HR
manager........................................................................................................................................2
P2 Personnel skill audit in order to assess proper knowledge skill and behaviour for improving
a plan............................................................................................................................................4
M1 Provide a detailed professional skills audit and professional development plan that
demonstrates evidence of personal reflection and evaluation.....................................................5
TASK 2............................................................................................................................................5
P3 Analyse the differences between organisational and individual learning, training and
development.................................................................................................................................5
P4 Explain the requirement of continuous learning as well as professional development to
drive sustainable business performance.......................................................................................7
M2 Apply learning cycle theories to critically analyse the importance of implementing
continuous professional development..........................................................................................8
TASK 3............................................................................................................................................8
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation...............................................8
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation......................................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
1

INTRODUCTION
Development of team as well as individual person is important for improving organisation.
Development is determined is a continuous process of learning by experience, skill and
knowledge. The procedure of improvement of individual member and team increases high level
of performance and productivity during particular phase of time period. This report is depending
upon the company named as Hamleys. It is determined as a British international toy retailing
company which is located in London, UK. This company was founded in the year of 1760 by
William Hamley. In this assignment, there is a discussion regarding knowledge and behaviour of
HR manager. In addition to this, the organisational learning as well as individual learning in
addition with training is discussed in this assignment. At last, theory of learning cycle and
contribution toward higher level of performance is determined in this report (Bai and Ciacci,
2017).
TASK 1
P1 Explain proper evaluation of knowledge skill and behaviour necessary or important for HR
manager.
Knowledge
Knowledge is regarding understanding skill as well as information that come by using
learning as well as experience. The HR professional of Hamleys have necessary knowledge in
order to follow different task in an appropriate manner. There are various skills which are needed
by HR manager which is going to be mentioned below:
HR knowledge the HR professional of Hamleys focuses on increasing their knowledge in
order to being capable to perform work as per need and requirement of organisation.
Recent trend prediction every company needs to update its culture and knowledge of
business organisation according to changing requirement during particular phase of time period..
It is necessary to have necessary knowledge in HR manager in order to implement or execute
new trends in every level of company that help in increasing level of productivity.
Technical knowledge Technology is very important for improvement of company.
Therefore, the Hamleys focuses on using latest technology in every level of company. It helps
organisation in satisfying need of its user and enhance faith between them.
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Change management change is necessary within business organisation as per the need and
requirement of its user. The organisation does not want to change its technology then they will
suffer in current competitive market. The management team of Hamleys focuses on using
advanced or latest technology that helps organisation in enhancing level of productivity.
Required skill
Herein, the HR professional focuses on performing different task in an appropriate manner.
There are various skills needed by HR professionals that are going to be mentioned below:
Research skill is used to change initial requirement of organisation so that management
team should capable to achieve outcome related to research that are important for improvement
of Hamleys. The management team focuses on conducting appropriate research regarding
rivalries to increase understanding regarding strategies (Hawkins, 2017).
Negotiation skills The HR professional focuses on managing different employees during
particular phase of time period. This skill is used in negotiation with subordinate regarding
salary, incentives and many more. It helps company in cutting cost and price of expenditure of
subordinate.
Team management skill it is determined as a basic skill and knowledge of management
team that must be acquired. In this process, the skill and knowledge of manager focuses on
cooperating with team member and individual person so that it help in executing particular task
in an appropriate manner. It will enhance productivity level of company during particular phase
of time period.
Coordination there is a particular task within business organisation which is not performed
by individual person. Hence, it is necessary to have a good relationship between employees in
order to execute different task in an appropriate manner. These kinds of skill as well as
knowledge are important to bring coordination between employees.
Behaviour
It determines ethics as well as a method of treating with other individual person in an
appropriate manner. The behaviour of HR manager shows attitude and behaviour toward
performing work with other subordinate within business organisation. Therefore, the attitude and
behaviour of HR professional needed in an organisation that is going to be below:
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Vision and Mission of company the management team of an organisation focuses on making
appropriate strategy that help in achieving goal as well as objective in timely manner.
Continuous learning and professional development management team focuses on
learning from environment and their past experience. These capabilities help organisation as well
as manager to use latest technology which will increase productivity and efficiency level of
company in future period of time (Hornig, Aust and Güllich, 2016).
There is different skill; behaviour and knowledge with must be obeyed by HR manager
for performing different function in proper manner that is given below:
Knowledge;
Employment and health legislation: It is necessary to follow this legislation for
performing different function in proper way. The organisation provides safety to its employees
for providing positive ambience at marketplace.
Retail knowledge: The HR professional of company must have knowledge related to
retail sector for conducting different task related to marketing in proper way.
Skill:
Communication skill this is determined as a significant skill of HR professional. It helps
them in interacting with employees in an appropriate manner and guides them to perform their
work in a specific way.
Time management skill the HR professional focuses on managing time for performing
different functions and activities in timely manner. It helps in increasing performance level of
subordinates in future period of time.
Behaviour
Collaborative: It is necessary to make coordination with work of member of team which
will be beneficial for organisation in future period of time.
Ethical behaviour: It is necessary to follow ethics within business organisation for
conducting different task in proper way.
4

P2 Personnel skill audit in order to assess proper knowledge skill and behaviour for improving a
plan
It is the procedure of assessing strength as well as weakness of manager. It helps in
assessing capability, skill and efficiency during particular phase of time period. After assessing
this skill and deficiency is identified by manager in order to resolves problem. Therefore, the
personnel audit skill needed by an HR professional which is going to be mentioned below &
Audit on these skills will be done by SWOT analysis which will put emphasis on various
aspects described below:
Strength Weaknesses
 As a HR manager of chosen firm,
strength of organisation is its
employees and it is my responsibility
to perform them well. I create this
ability to understand the circumstances
and put influence on in terms of
employee’s contribution and their
welfare. Also by creating fear-free
environment for better communication,
also with a good training procedure
(Lagrosen, 2019).
 As a HR manager, there are some
flaws in conducting managerial
operations properly as it necessary for
efficient conduct, I have some
difficulty areas in employee
management, in terms of setting group
activities by mutual concern of other
management which causes inter-
personal relation of employee, need to
overcome it by giving the tasks to
qualified staff.
Opportunities Threats
 In order to initiate my job role, my
motivational skills are enough to
encourage employee’s motivation to
take pride in higher activities which
automatically tends to increases in their
benefits and payroll. It also boosts their
morale and satisfies their needs by
providing initial support and
responsibility delegation. This
 In performing managerial activities,
there are some thereat causes pressure
in the organisation function, as an
advisor to Hamley’smanager, I
personally at a stage of non-effective
decision making which causes delay
and less productivity in functioning,
also threats in problem solving criteria
for all the employee at a same time.
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opportunity leads to good consumer
relations and reach to market growth
(Lin and Sanders, 2017).
Personal Development Plan
Development
Objectives
Priorities What activities do
to achieve the
objectives
Support sources
to achieve the
objective
Duration
Improper
management
It is on high
priority of HR
manager to create
good working
environment &
maintain the
relationship
between the
employees.
Participate in all
organisation
activities. Help to
achieve the
organisational
goal.
Help to provide
assistance and
support of all
employee to
achieve the goal
5 month
Employee
Engagement
Engagement of
employee in the
organisation is the
top most priority
of leader to
support active
participation in
the organisation.
To analyse the
different ways
how to engage the
employees in the
organisation is
totally depend
upon the leader
how to analyse
the employee
skills and interest.
By understanding
various strategies
and approaches a
leader can easily
engage the
employee in the
organisation.
4 month
Decision making
skills
It is one of the
most important
Analysing all the
elements and after
I participate in
business activities
2 month
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job to take
decision analyse
the situation
that to take the
decision to study
the current
situation.
that assist me to
take business
activities.
Learning
objective
Current
Proficiency
Target
proficiency
Development
opportunities
Time period
Coordination skill 6 10 Hence, it is
necessary to have
a good
relationship
between
employees in
order to execute
different task in
an appropriate
manner.
60 days
Communication
skill
7 10 It helps them in
interacting with
employees in an
appropriate
manner and
guides them to
perform their
work in a specific
way.
45-60
Conflict
resolution
5 10 It is necessary to
have conflict
resolution skill
50-55
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for positive
ambience at
workplace.
Technological
skill
4 10 The latest
technology is
necessary for
performing work
in better way.
60-75
M1 Provide a detailed professional skills audit and professional development plan that
demonstrates evidence of personal reflection and evaluation
According to above given skill audit, the communication skill of HR manager is very
important for activities and operation of organisation. In addition with, the HR manager focuses
on coordinating with team member for smooth running of company. And, the knowledge of how
to resolve conflict within team member is necessary for bring positive ambience at workplace.
Apart from this, the HR manager must improve technological skill in order to implement
advanced technology within organisation and provide innovative goods to its user for achieving
competitive advantage over rivalries at marketplace.
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development
Individual learning
It signifies the capability of acquiring knowledge by adopting environment as well as
perception of other individual person (Jelphs and Dickinson, 2016). In context of Hamleys, they
focus on acquiring knowledge by adopting culture and atmosphere of organisation that increases
productivity level in future period of time.
Organisation learning
It signifies the capability of subordinate to increase performance as well as productivity
of organisation. It is useful for enhancing level of performance in order to perform work by its
subordinate during particular phase of time period. Organisational learning is defined as process
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in which process of changing enterprise procedures to establish capacity to change & obtain
higher efficiency through improving structure, processes etc.
Difference between individual and organisation behaviour
Individual learning Organisation learning
It signifies the capability of acquiring
knowledge by adopting environment as well as
perception of other individual person
It signifies the capability of subordinate to
increase performance as well as productivity of
organisation.
Training
It signifies offering information to its subordinate for enhancing their knowledge and
competency for increasing level of performance within business organisation. Therefore, the
organisation offers effective training to its subordinate for increasing level of productivity in
future time period. Training refers to process or tool which is used to increase or improve skills
& knowledge of a particular individual.
Development
It is a continuous process through which management team of company will acquire knowledge
from its past experience and take decision. In this process, the employees focuses on using
advanced or latest technology in order to satisfy the needs and wants of its user (Kuntz, Malinen
and Näswall, 2017). Dvelopment is defined a process of achieving growth at continuous level.
Difference between Training and Development
Training Development
It signifies offering information to its
subordinate for enhancing their knowledge and
competency for increasing level of
performance within business organisation.
It is a continuous process through which
management team of company will acquire
knowledge from its past experience and take
decision.
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P4 Explain the requirement of continuous learning as well as professional development to drive
sustainable business performance.
Continuous learning
In this procedure, the management team of Hamleys is capable to increase learning and
adopt changes in regular way. This procedure assists manager in order to adopt latest technology
during particular phase of time period. The primary purpose of manager is to improve practical
commitment, develop attitude and many more. This procedure assists in improving personal as
well as professional aspect of individual person &group. In addition to this, it helps in achieving
vision organisation in future period of time. It increases power of using new thinking through
which the Hamleys capable to introduce innovative technology. Therefore, the organisation
focuses on providing variety of games so that this procedure is significant for organisation. The
organisation needs to learn innovative ideas on regular basis.
Professional development
The improvement of manager is completely based on development of organisation. Herein,
the individual person wants to increase risk in reference of Hamleys. This procedure helps the
management team to make effective collaboration with its followers during particular phase of
time period. Every subordinate of organisation focus is on participation related to development.
It assists management team to use technology, coaching as well as case study. These are those
kind of classes through which the Hamleys increase their interest and make sure that employs
participate in that classes (Lin and Sanders, 2017). There are various requirement of continuous
as well as professional development that is going to be mentioned below:
Improve capabilities as well as intensity: This process is used in continuous learning &
increasing capability of individual person as well as member of team. By using skills related to
audit, the management team is able to understand regarding problem and that assists in
increasing capability. Every subordinate of Hamleys should focuses on participating in this kind
of procedure. This type of process helps the management team in achieving mission as well as
vision of organisation.
Maintenance of standard every subordinate of Hamleys focuses on increasing their
standard of living during particular phase time period. Therefore, for this purpose it is necessary
to develop learning that help in accepting changes which is necessary for growth of company. It
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will assists in enhancing learning power and standard of living is also maintained. The Hamleys
focuses on enhancing knowledge and skill of its subordinate to acquire innovative ideas on
regular basis by adopting market change. The organisation focus is on using recent technology
that assists them in fulfilling or satisfying needs and wants of its user. Therefore, they also need
such kind of changes from subordinate. These changes or alteration are important to use latest
technology and also accept change frequently. Therefore, the organisation should focus on
organising classes for manager as well as employees to use advanced technology (Moxen and
Strachan, 2017).
Enhancing knowledge and confidence knowledge as well as confidence of Management
team can enhance by using continuous professional learning. This procedure is important for
organisations to grow & sustained at market that help in achieving competitive advantage over
rivalries at marketplace. The training program helps in improving capability or ability of
continuous professional improvement that must be arranged by company. It increases
productivity and efficiency level in future period of time.
M2 Apply learning cycle theories to critically analyse the importance of implementing
continuous professional development
By using Kolb learning cycle, there are various benefits of executing continuous
professional development like Higher employee retention the skill as well as capability of
subordinate helps in increasing level of performance and perform different work in an
appropriate manner that help in retaining employees for a longer time period. Response to
technology the innovative technology can be installed easily by understanding need of
employees that help in achieving goal in timely manner.
It comprises of several stages which are discussed below-
 Concrete experience- It is a first stage in which learning is done via feeling to others or
their experiences.
 Reflective observation- It is another aspect of learning cycle in which it focuses on
learning through observing others & scanning environment within different situations.
 Abstract conceptualization- In this, it focuses on learning through generating new ideas
or thinking by properly understanding situations.
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 Abstract experimentation- It is to be considered as last aspect in which it pays attention
on learning actually by doing and carrying out events through actions.
TASK 3
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation
Continuous learning is linked with desire and wants of subordinate in order to boost skills
as well as knowledge that help in growing opportunity in future period of time. This continuous
learning is significant for individual person to improve person as well as professional
development that help in conducting their job in an appropriate manner.
Professional development helps the individual person in increasing professional skill and
competencies by increasing their involvement in respect of training session like off the job
training, on the job training, seminars and many more. It also helps subordinate in career that
help in increasing productivity or efficiency level in future period of time (Niemi and Pekkola,
2017).
In reference of Hamleys, both concepts are significant to provide support to its subordinate
of organisation that helps in achieving success in future period of time.
Importance of professional development and continuous learning
Higher employee retention the skill as well as capability of subordinate helps in
increasing level of performance and perform different work in an appropriate manner that help in
retaining employees for a longer time period.
Response to technology the innovative technology can be installed easily by
understanding need of employees that help in achieving goal in timely manner.
Enhance performance both concepts used in increasing level of performance of
subordinate by increasing their skill.
Kolb’s learning cycle
It is depend upon two dimension related to individual learning. The organisation adopts
this theory that help in increasing performance of subordinate in particular phase of time period.
Diverging the subordinate possess various perspective in order to perform task in an
appropriate manner.
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Assimilating the subordinate need appropriate information and show their interest in the
concept related to training by using seminar.
Converging the subordinate focuses on learning and resolving problems by using
learning as well as technical training.
Accommodating the subordinate thinks practically and faces different challenges during
particular phase of time period.
Contribution of HPW to employee engagement and competitive advantage
High performance working this process helps in analysing productivity of company by
improving various processes in respect of management team of Hamleys related to high
performance of subordinate like increasing involvement of staff, acquiring talent. Therefore, the
individual, team member and company assist in adopting this kind of procedure that is going to
be mentioned below:
Employee engagement the selected organisation focus is on achieving vision in timely
manner. Therefore, the management team emphasizes on increasing involvement of subordinate
that help in increasing productivity level. The engagement of employees is important for
organisation. This is used by subordinate to perform their work in an appropriate manner that
increases efficiency level in future period of time. After completing this level, the subordinate
focuses on increasing its performance level and achieve target in pre-decided period of time
(Rees and French, 2016).
Competitive advantage high level of performance helps subordinate in taking benefits of
within competitive atmosphere. Due to increase in competition level, it is important for
organisation to provide positive ambience to its workers that help in achieving competitive
advantage over rivalries at marketplace. Hence, the employee performs their work with full
contribution that helps in achieving target in timely manner.
The advantage of high-performance working which is going to be mentioned below
Increase in employee attitude the attitude and behaviour of subordinate must be fair
within business organisation. If the subordinate perform their work in an appropriate manner
than it increases efficiency or productivity level in future period of time. Therefore, the
management team of Hamleys emphasize on enhancing attitude of subordinate during particular
phase of time period.
13

Better organisational strategy high level of performance assists in improving strategy
and tactics of company. If target completed due to high level of performance than the strategy
can also be implemented within organisation on regular basis. HPW assists the organisation in
accomplishing its mission during particular phase of time period.
Better financial results HPW Focus is on achieving financial result which will be helpful
in future period of time. The organisation focuses on achieving its objectives that help in
achieving competitive advantage over rivalries at marketplace. It also assists organisation in
achieving better financial results in future period of time.
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation
The advantage of high-performance working which is going to be mentioned below is
Increase in employee attitude the attitude and behaviour of subordinate must be fair within
business organisation. If the subordinate perform their work in an appropriate manner than it
increases efficiency or productivity level in future period of time. HPW Focus is on achieving
financial result which will be helpful in future period of time.
CONCLUSION
On the basis of above mentioned report, it has been analysed that development of team as
well as individual person is important for improving organisation. Development is determined is
a continuous process of learning by experience, skill and knowledge. The procedure of
improvement of individual member and team increases high level of performance and
productivity during particular phase of time period. In this assignment, there is a discussion
regarding knowledge and behaviour of HR manager. In addition to this, the organisational
learning as well as individual learning in addition with training is discussed in this assignment.
At last, theory of learning cycle and contribution toward higher level of performance is
determined in this report.
14

REFERENCES
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Bai, J.C. and Ciacci, C., 2017. World Gastroenterology Organisation global guidelines: celiac
disease February 2017. Journal of clinical gastroenterology, 51(9), pp.755-768.
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leadership. Kogan Page Publishers.
Hornig, M., Aust, F. and Güllich, A., 2016. Practice and play in the development of German top-
level professional football players. European Journal of Sport Science, 16(1), pp.96-105.
Jelphs, K. and Dickinson, H., 2016. Working in teams 2e. Policy Press.
Kuntz, J.R., Malinen, S. and Näswall, K., 2017. Employee resilience: Directions for resilience
development. Consulting Psychology Journal: Practice and Research, 69(3), p.223.
Lin, C.H. and Sanders, K., 2017. HRM and innovation: a multi‐level organisational learning
perspective. Human Resource Management Journal, 27(2), pp.300-317.
Moxen, J. and Strachan, P. eds., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Niemi, E. and Pekkola, S., 2017. Using enterprise architecture artefacts in an
organisation. Enterprise information systems, 11(3), pp.313-338.
Rees, G. and French, R. eds., 2016. Leading, managing and developing people. Kogan Page
Publishers.
Sharma, S. and Sharma, S.K., 2016. Team resilience: scale development and
validation. Vision, 20(1), pp.37-53.
Swanwick, T. and McKimm, J., 2017. ABC of clinical leadership. John Wiley & Sons.
Woodcock, M., 2017. Team development manual. Routledge.
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APPENDIX
According to above given skill audit, the communication skill of HR manager is very
important for activities and operation of organisation. In addition with, the HR manager focuses
on coordinating with team member for smooth running of company. And, the knowledge of how
to resolve conflict within team member is necessary for bring positive ambience at workplace.
Apart from this, the HR manager must improve technological skill in order to implement
advanced technology within organisation and provide innovative goods to its user for achieving
competitive advantage over rivalries at marketplace.
16