Developing Individuals, Teams, and Organizations: A Merit Report

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DEVELOPING INDIVIDUALS, TEAMS AND
ORGANIZATIONS [MERIT]

Table of Contents
LO1 Analysing the knowledge, skill, and behaviors required by HR professionals (D1)....................3
Determining the skills and behaviors required (P1)............................................................................3
Analysing personal skill audit for identification of the skills and developing a personal
development plan (P2).........................................................................................................................4
Demonstration of personal reflection and evaluation (M1).................................................................8
Executive Summary.................................................................................................................................9
LO2 Analysing the factors for implementing development that drives sustainable business
performance.............................................................................................................................................9
Differences between organizational learning, development and training (P3)....................................9
Analyzing the need for continuous learning to drive sustainable business performance (P4)..........11
Describe the learning cycle theories (M2).........................................................................................13
LO3 Application of the ways of high performance working (HPW) contributed towards employee
engagement (D2)....................................................................................................................................15
Demonstrate the understanding of HPW within a specific organizational situation (P5).................15
Discuss the benefits of applying HPW along with justifications (M3).............................................16
LO4 Evaluating the ways in which high-performance culture can be supported by performance
management, effective communication and collaborative working (D2)............................................19
Approaches towards performance management with examples and support towards the high-
performance culture (P6)...................................................................................................................19
Critical evaluation of the different approaches and provide judgments on the effectiveness of the
support (M4)......................................................................................................................................20
References..............................................................................................................................................22
Appendices.............................................................................................................................................24
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LO1 Analysing the knowledge, skill, and behaviors required by HR
professionals (D1)
Determining the skills and behaviors required (P1)
HR professionals need to fulfill many responsibilities within an organisation from human resource
recruitment to management and sharing work responsibilities. In order to pursue career as HR
professional, specific skills and behavioral adjustments are required to maintain high standard of work
and support organisational development. As proposed by Noe et al. (2017:49), employee relation and
performance management are two important skills that HR professionals need to possess to enhance
productivity and profitability. With the aid of skill management technique and organisational skills,
HR persists on developing better performance level. The high rate of talent recruitment has helped in
obtaining customer satisfaction level as high as 90% with the implementation of modern management
system implemented by HR management team (hospitalitynet.org, 2019). Thus, a skilled HR team is
necessary to bring improvement in business performance and development.
Figure 1: Skills required for HR professionals
(Source: rasmussen.edu, 2018)
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SkillsrequiredforHRprofessionalsEmployeerelationsPerformancemanagementHumanResourcesInformationSoftwareTechnologicalaptitudeProjectmanagementTeamworkandcollaboration

The skills of communication and decision-making are essential for HR to manage talent recruitment
and talent retention for organisation’s interest. As described by Marler and Boudreau (2017:21)
company standards and strategic actions for performance management are critical to HR skills and
responsibilities. In addition to this, information technology-mediated HR practices support
enhancement in human capital, benchmarking external influence and maintaining organisational
performance. Data-driven decision-making supports enhancement of performance or organisational
and making a suitable reputation in global business market (Schuler and E. Jackson, 2014:35). The
skills of team collaboration and management of projects through motivational strategies, employee
relations enhancement strategies, and leadership skills are effective in determining the role and
responsibility of HR in an organisation. Therefore, primarily, the HR managers and professionals
need to secure skills on communication, critical thinking for decision-making, talent management and
adaptability to environmental changes. Moreover, knowledge on respective domain and abiding by
national and business policies are critical to this job role.
Analysing personal skill audit for identification of the skills and developing
a personal development plan (P2)
Personal skill analysis supports the identification of skill gap to achieve the desired goal. In order to
achieve the role of HR professional, it is important the skills are analysed and categorised to
comprehend the potential of achieving that career role. Considering personal skills and the
requirement of the organisational for HR professionals can help in strategising for skill development.
SWOT
Strengths
 Experience in bottom-up developmental approach
 Master's degree in Human Resource Management
from the University of Warwick
 Quick to adapt to changes in business
environment
 High skills in motivating team members
Weaknesses
 Poor transdisciplinary team
management skill
 Lacking skill in critical
thinking
Opportunities
 Provide high-performance level
 Can manage projects with easy strategies
 High professional involvement
Threats
 Need for high salary
 Slower reaction to potential
risks
Table 1: SWOT analysis of for HR professional
(Source: Created by author)
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The analysis showed that it is important to count on the strengths and opportunities to reduce
weaknesses and threats. The strengths of adaptability, higher educational qualification, and motivating
skills are effective in fulfilling the responsibility as an HR professional. However, skills such as
critical thinking and team management skills are essential in becoming successful in the HR
profession. Thus, the skills of strengths, such as communication skills and analysing of project and
situation are to be honed for enhancing the opportunities.
On the other hand, opportunities such as higher requirement of such professionals and business
expansion provide the scope to mitigate threats and weaknesses. Project management and performing
with high efficiency can support the successful execution of the responsibilities of HR professionals.
Nevertheless, the opportunity for high professionalism can cause help in employee motivation and
relationship. However, the slower reaction time can cause adverse effects to project management and
talent maintenance. Therefore, the strengths are needed to be enhanced to suppress weaknesses,
whereas, opportunities are to be exploited to reduce the effects of threats.
Considering this SWOT analysis, a personal development plan can be developed to increase the
strengths and develop skills appropriate for HR professional.
PERSONAL DEVELOPMENT PLAN
PERSONAL DEVELOPMENT PLAN
Skills to be
acquired
Activities Challenges Resources Time
require
d
Team
management
skills
 Goal setting
with clear
vision
 Enhancing
skills for
employee
motivation
 Managing great
communication
strategies
 Reducing
politics among
employees
 Increasing
employee
 Reduced team
support due to
the intervention
in team
employee
politics
 Unavailability
of expert
guidance
 Expert HR
professional
 Online
information
4
months
5

relation
 Undertaking
guidance from
superior to gain
practical
experience to
collaborative
team
management
Skill of
critical
thinking
 Incorporating
the learning
cycle to
enhance this
skill
 Using personal
experience to
increase mental
processing
 Reducing naive
relativism y
undertaking
peer discussion
 Skill
development
through
workshops that
focuses on the
following cycle
of
conceptualizing
, analysing,
synthesising
and evaluating
 Reduced time
for reflection
 Expert guidance
is not always
available in
workshops
 Workshops
 Online
articles on
related
subject
6
months
Technologic
al skills
 Undertaking
SQL course to
 Time
management
 SQL course
 Expert
6
months
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enhance
software
knowledge
 Enhancing
knowledge in
cloud
technology
through online
course
 Costing for the
courses
supervision
 Monetary
resources
Table 2: Personal development plan
(Source: Created by author)
The professional development plan is built for 16 months to gain skills required for HR profession
and the skills are essential for enhancing personal development. Further, the planning would act as a
guideline for obtaining professional experience and skill through workshops. Additional qualification
in technological skills would provide facilities in team management and performance enhancement.
However, the challenges are needed to be catered with the strengths and opportunities for the
achievement of the goal.
Demonstration of personal reflection and evaluation (M1)
Analysing the personal skills and identifying the weaknesses has helped in the development of a plan
to support the career in HR professionalism. According to my understanding, the skills of critical
thinking and team management are essential in developing a good team with skills that are required
for successful execution of projects. In addition to this, motivational strategies as a strength can be
implemented to increase employee relation and enhanced performance level. Further, this could
ensure employee management and commitment. On the other hand, critical thinking skills are
required for project management, talent recruitment and benchmarking performance. Therefore, this
skills development is necessary for HR skill development. In the era of modernisation, the skills in
specific technology used by HR professionals are resourceful for becoming a successful HR
professional. Therefore, the courses for technological skill development are significant. However, the
challenges are needed to be overcome through resourcefulness and job training opportunities.
Moreover, the development plan is effective to cater to an instant requirement of skill development
and gain higher professional experience.
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Executive Summary
In this study, a brief analysis regarding the factors that implement on the development that helps in
the sustainability of Hyatt will be discussed. This includes a summary on the differences of the factors
affecting the development. Along with that, this report includes the description of learning theory
cycle with respect to Kolb. Demonstration of human-performance management will be taken into
heed in this report. Nevertheless, the factors affecting the growth and sustainability of the UK based
organization, Hyatt is also been discussed in the following reports. Therefore, this report helps to
know the working structure, pattern and development growth of Hyatt in the UK. Proper figures are
mentioned in order to know the brief better and clear. The studies followed by various authors have
helped in making this report prominent and appropriate. No records have been mentioned, which do
not have relevance to the given topic in the assessment.
LO2 Analysing the factors for implementing development that drives
sustainable business performance
Differences between organizational learning, development and training
(P3)
Training, learning and development work coherently and also has an impact on being together.
Though they are similar in a few ways, they do have a difference between them. These differences
help to know the particularities of each one and help in setting priorities and strategies for the
company, here being Hyatt's human resource department.
The four major differences between training and development are as follows:
Factors Training Development
Term period Training is mainly of short
term.
Development tends to carry
long term.
It can be of one day, one week
or a few months.
It can be expected for taking a
longer period of time like a few
years.
Future determination Focuses on the job position. Focuses on building a
successful professional career.
Objective Specific objectives and is well- Objectives are broader and
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defined cover all types of knowledge
and skills.
Human strength It tends to have focused on a
group of people
It emphasizes on a particular
individual.
Table 3: Differences between training and development
(Source: Bennett et al. 2017)
The above differences between training and development performed by Hyatt show their hospitality
management and skills towards an individual. In this context, learning also holds a descriptive
position to be included. Likewise, learning creates the culture of the work environment in Hyatt. It
helps in exploring the company culture both personally and also through a dynamic perspective. This
enhances the technology support for Hyatt in the UK. The organisation ensures supportive learning in
order to maintain their ethics towards hospitality management. Learning can be determined through
GAP analysis for Hyatt in improving and expanding their hospitality business worldwide (Jones et al.
2019:965).
The GAP analysis is the method by which the performance differences are assessed in terms of the
business information software. This analysis can be divided into four major steps such as current
state, future state, description of the gap and bridging the gap. In reference to Hyatt, a Learning and
Development expert of the company needs to follow the skills performed through gap analysis. This
can be done by following a few steps, which are as follows:
● Step 1: Plan- GAP analysis can be performed in two levels described as individual and a
team. The team leader needs to execute the gap analysis to respond to the training, mentoring
and succession in planning for an individual. The HR consultants respond in hiring,
monitoring initiatives and promoting training programs for the teams. These activities will
help Hyatt in promoting learning and training in a positive aspect.
● Step 2: Identification of the important skills- The skills pursued by the Learning and
Development expert has to be valuable to the company in order to maintain their reputation
and work culture in the UK. Therefore, the skills of that individual need to be processed
thoroughly. In consideration to Hyatt's job description, its business objectives and values, the
skills have to be excellent in leadership, good in SAP knowledge and excellent in taking
initiatives towards higher development. Approaching with new ideas, which are beneficial to
the company will also be appreciated.
● Step 3: Measuring the current skills- This can be done through surveys and assessments in
respect of the company. Skill management software such as TrackStar can be useful in this
prospect and is also less time-consuming (Mackay 2017:145).
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● Step 4: Acting on the data- In this point, Hyatt needs to focus on the training part of the
employees so that they can perform the activities as per requirement. Professional training is
mandatory to avoid negative response from the customers of Hyatt. The learning and
Development expert needs to look after the following criteria in order to produce a positive
report to the Director of Human Resource of Hyatt in UK.
Analyzing the need for continuous learning to drive sustainable business
performance (P4)
A successful company such as Hyatt knows that its greatest assets are its workforce. Therefore, the
working of the employees by getting engaged with learning, development and training satisfies the
human resources of the company. It also has higher contributors for a longer period of time. The four
major needs of continuous learning that can help to drive the sustainable business performance of
Hyatt are as follows:
1. Filling the skill gap more efficiently- Growing companies like Hyatt, need to focus on the
skill gap that occurs during the training and development period. Business expansions require
higher skills management along with growing demand in development in order to maintain
the sustainability of the company's business. Therefore, full-time employees need to be hired
to avoid the gap and allow functioning of the learning culture of Hyatt.
2. Competition- Other than Hyatt, there is many hospitality industries flourishing in the UK.
Hence, Hyatt needs to focus on the competitive market to avoid backslash in business.
3. Work environment- This has an important role to play in sustainable development in business.
Maintenance of an environmental-friendly culture helps to drive sustainability. Human
resource can be nurtured and integrated into the company's skills infrastructure with the
career development being around 30-50% with Hyatt's employment (Naim & Lenkla
2016:146).
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Describe the learning cycle theories (M2)
In this context, the learning cycle approached by Hyatt is Kolb’s learning styles and experiential
learning cycle. Kolb’s learning theory works on two basic levels. It is a cycle, which consists of four
stages of learning and four separate learning styles.
Figure 2: Kolb’s experiential learning cycle
(Source: simplypsychology.org, 2017)
1. Concrete experience- It refers to as having a new experience or performing something new,
which gets encountered by the existing experience.
2. Reflective observation- The reflection showed the importance of understanding and
experience.
3. Abstract conceptualisation- This has a reflection that gives rise to a new idea and the person
gets to learn from the experience. It also helps in modifying the existing abstract concept
regarding the human resource.
4. Active experimentation- Here, the individual is allowed to apply their own idea in order to
let the world see the progress achieved by the company.
According to Kolb, learning is an integrated process, which shows mutual support between each of
the stages. It also allows the company to enter the cycle at any stage and follow it through the logical
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sequence of the cycle. However, effective learning through Kolb's learning theory can help Hyatt
through all the effective ways for progressing in the hospitality management business.
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