HR Report: Skills, Training, and Organizational Development

This report delves into the crucial aspects of developing individuals, teams, and organizations, with a specific focus on the role of human resource management. It begins by outlining the essential knowledge, skills, and behaviors required of an HR manager, emphasizing interpersonal skills, teamwork, and leadership. The report then analyzes a personal skill audit and develops a professional development plan for an HR officer, Jane Cambridge, evaluating her communication, problem-solving, and technological knowledge. Furthermore, it contrasts organizational and individual learning, highlighting the importance of training and development in enhancing employee performance and productivity. The report also examines the need for continuous learning and professional development to drive sustainable business performance, focusing on future employability, team growth, and employee retention. Finally, it explores the role of high-performance working in fostering employee engagement and competitive advantages, along with various approaches to performance management within an organizational context, specifically referencing Sainsbury's as a case study.

DEVELOPING INDIVIDUALS,
TEAM AND ORGANISATIONS

Table of Contents
INTRODUCTION ..........................................................................................................................1
P1 Knowledge skills and behaviour required by Human resource manager..........................1
P2 Analysis of personal skill audit and preparation of professional development plan.........2
P3. Analysing difference between organisational and individual learning; training and
development need...................................................................................................................4
P.4 Analyse the need for continuous learning and professional development to drive
sustainable business
performance...........................................................................................................................5
P5 Role of high performance working in employee engagement and competitive advantages..6
P6 Approaches to performance management.........................................................................7
CONCLUSIONS..............................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Developing Individuals, Team and organisations is the important aspect to bring the
various changes in the skills, knowledge and behaviour of the human resource to implemented
different policy. In the report it will be majorly highlight about the Sainsbury. It is the largest
public organisation of retail industry which have different function in the organisations. As they
had appointed new human resource officer in the organisations which is important to audit of
personal skill of Jane Cambridge will help to identify training and development needs on the
basis of skills and behaviours considerations. The development plan influence on the
performance of the Human officer roe of the individual. The major different between the
individual learning and organisation learning on the basis of training and development process.
The contribution of the HWP on employees engagement and competitive advantages in specific
organisational situations.
P1 Knowledge skills and behaviour required by Human resource manager.
In every organisation human resource mange performed different roles and responsibility
which they require certain knowledge, skill and behaviour to brings the changes in the
organisations. The more the human resource manager will focus on the different changes in the
organisation which will influence on performance of employees and it is easy to achieve the
organisational objectives. Human resource manager have the roles in organisation such as labour
laws. Recruitment and selection, training and development.
Different skills of human resource such as follows:
Interpersonal skills: These are the most important skills in the human resource manger that is
interpersonal skill to regular communicate with employees will help to boost the performance.
The more they communicate to employees it will build the relationship with employees. As the
human resource manger have to fulfil different needs of employees (Serrat, 2017). it is difficult
for the human resource officer to play the roles without the interpersonal skill in the
organisations.
Team work: Human resource have to focus on the team to boost performance and to achieve the
organisational objectives. Team work will be depends on the human resource manger treat to the
different membered in team as they have their personal and professional needs. It is the human
resource manager responsibility to motivate the team members.

Behaviour of the human resource manger:
Manage performance in proper manner: In every organisation the human resource have the
different behaviour and attitude towards the organisational operations. It is the human resource
manager who will monitored employees performance as well the organisational which is
important to achieve the mission and visions of sainsbury.
Work with co-operation: If the organisation team is not working efficiently towards the
different roes and responsibility. At these situation human resource behaviour will play major
roles to cooperatively work with others.
Leadership: As the organisation have the different leaders which can be humans resource to act
as leadership roles to boost the organisation performance. Leadership is not only to lead the team
but the style of the leadership have the major impact on the organisation performance.
Accountability: As the human resource have different roles and responsibility to mange the
employees and organisational performance. It is important for the human resource to
accountability of employees.
Knowledge of human resource
Administration Management: Every Human resource manager have the specific knowledge of
Administration management to mange the each and every thing about the employees data
maintenance and proper policy. Human resource will focus on the employees benefited as well
safety of the organisation with proper knowledge of Administration management
Human resource and personnel Knowledge: For the organisation performance it is important
for the human resource manger must have the knowledge of different concept and theories
knowledge to deal with the different situation in the organisations.
P2 Analysis of personal skill audit and preparation of professional development plan.
As the personal skill in the human resource have to audit non the basis of their
organisation performance. It is for the development and growth of the employees with the
effective human resound analysis the audit of personal skill. These because to bring the various
development plan to achieve the organisational objectives. For such instance it is important to
audit the personal skill and preparation of professional development plan of Jane Cambridge as
follows:

Analysis of Communication skills: the most important aspect is the communication skill have to
analyses of the Jane Cambridge which is depends on the employees feedback and situation
which she had try to deal with employees to solve the problems with effective communication.
But she negotiated in a efficiently manner with communication skills. But need some
improvement.
Analysis of problem solving skills: if the communication skill of the Jane Cambridge is will
have the important to analysis. The another skill is problems solving in which she has been
dealing with so many problem in sainsbury but the solution is not able to get the better
outcomes. As in the situation it is important for them to solve the problem in a innovative
manners.
Analysis of Information and Technology knowledge: As the largest organisation their operation
work will be depends on the technology. For these she needs more advance technology
knowledge in which she can focus on the effective operation of the organisations. These
knowledge need to share the information by using technology.
On the basis of the different skill and knowledge it is important for the Jane Cambridge to
develop the professional plans to improvement in different areas
Professional Development Plan of Jane Cambridge:
Areas of
improvement
Growth Opportunities Criteria for judging
skill development
Time
Required
Evidence
Communication
skills:
It is important for her to
improve the verbal
communication skills
for that she can interact
in effective way.
On the basis of
presentation and
speeches Jane
Cambridge will judge
their skill for the
development.
2 months
employees and
top management
Problem solving
skills:
It is important to
improve these skill to
Oral and practical
basis.
5 months Top level
management.

solve the different
situation arise in the
organisation.
Information
and Technology
knowledge:
It ism important to
improve the the different
software knowledge such
as Microsoft office.
It is judge on the basis
of the outcomes that
will comes by the use
of software when she
needs in different
operations.
10
months Human resource
management
P3. Analysing difference between organisational and individual learning; training and
development need.
In the every organisation it is important aspect that each and every individual have the
needs the learning for the better performance. As there is difference between the organisational
learning and individual learning as well the training and development will help to enhance the
organisational and employees performance.
Organisational Learning: these the learning get when their need of the organisation in different
situation to boost the performance of organisation with the employees coordination to achieve
the objectives (Goodwin and Wodchis 2014.). As the human resource management help to
venture to learn out the different source of knowledge about the organisation mission and
visions. As the learning is the important aspect in organisational aspect to fulfil the needs of
employees as well to achieve the organisational objectives. The more the human resource will
help to stable the goodwill of the organisation through different learning approaches. All the new
employees in the organisation have the different learning that will help to implement the
operational task in a effective and efficiently.
Organisation training: as the main motive of the training is to improve the employee
performance and help to boost enhance the productivity. If these will increase the employees
performance to get the effective outcomes in the organisation. The more the human resource will
focus on the employees training it will improve their skill behaviour and attitude to performance
the different roles and responsibility in the organisations. If the employee get the different roles

and responsibility they need certain skill and knowledge to execute the different task. As the
sainsbury is the largest retail chain organisation in which the employees need the training for the
different roles and responsibilities. As the old employees need more training as the updating of
technology in organisation took place for the better operation. It is better for the organisation to
conduct the training regularly to improve the employees skill and judge the ability to perform the
different task.
Organisational development:
if the training will be conduct than the development will happen in the organisation as the
outcomes will be achieve with better development process for the employees need some other
basic development. The main things is the only employee development but also to achieve the
organisation objectives with these process (Rock, 2014). It is important to fulfil the mission and
vision of the organisations. More the training will be conducted better to understand the needs of
organisation with help employees. so it is important for organisational top have the overall
development to build the strong brands. As the sainsbury always try to solve the problems in
their level to develop the employees attitude and behaviour.
P.4 Analyse the need for continuous learning and professional development to drive sustainable
business
performance.
In the organisation each and every individual have different potential and skill to to
perform the roles and responsibility. The need of the continues learning and professional
development to drive sustainable business performance. The flowing things are important for the
continues learning such as:
Future employability: if the continues learning and professional development will be in
consistency it will help in future jobs. The more the learning for the professional development it
bring various skills and knowledge to help perform the different roles and responsibility. The
more the organisation will ficus on the technology and other function it is is important the
employee to learn the better software to manage the operational work (Woodcock, 2017). The
way they need the basic learning it will help to organisation to meet their objective and for the
employees personnel goals can be achieve easily. It is Important for the individual to mange

their life and try to learn as more things as they can. It is the high time for the individual to give
time in to improve the certain skills and development.
The growth of team: The needs of the continues learning for the better growth of the individual
as well in the team. If the team has been working for a long time in the organisations. As team
have to coordinate with other members to accomplish the task with innovative idea and other
knowledge will help the organisation to easy way of doing the task as more outcomes will be
positive if the team growth can be happen with the continues learning. More the growth in the
team it will directly contribution for the team performance (Pinjani and Palvia 2013). It is
important for the organisation to focus on the training and development so that is will help to
continues learning and professional learning to bring the growth of the team.
Retention: as the employees are not motivating the team due to such things more the employees.
as the employee has top be retain by the human resource in the organisation to save the goodwill.
If the retention will be depends on the human resource it will give the continues learning and
help to bring the better retentions. As the employees need the continues learning in the
organisations. They might be possible to bring the basic understanding of the organisation and
help to retain the employees. it is important for the organisation to conduct the training and
development. If the employees feel the better in the training in organisation they will focus on
the development.
P5 Role of high performance working in employee engagement and competitive advantages.
High performance working refer to the process in which the employees will be
work more effective and efficiently so that better outcomes can be achieve and it will bring the
strong brands of the organisations.
The most important aspect in the organisation is the high performance working will be
help to employees engagement and competitive advantages. As the role of the organisation will
depends on the high performance working. Employees engagement is the process in which the
employee will be changes their dislike in the organisational and try to engage in the work so that
employees productivity and boost the performance (Bolman and Deal 2017). As the employee
engagement well be depends on the human resource practices which will brig the basic
knowledge of the other employees. The more the organisation will focus on the high
performance working in the organisation it will give the better outcomes to achieve the
organisational objectives with consideration of employees performance and contribution of their

skills and knowledge in the organisation. As the sainsbury have the different practice of the
employee engagement with the help of high performance in the organisation.
As the competitive advantages which means to know each and everything about the competitor
with the help of basic understanding of their internal and external factors. It is important for
them to know with the help of high performance working. With these the researcher will be
conducted on the more volume of sales on the competitor as well the manpower working in
which area so that their target have been achieve easily. For the high performance working will
help to analyse the situation of the competitor in the organisation which will help to boos the
organisational performance. The way the better the organisational will perform it will brings the
quality work. The mission and vision of the organisations is the basic understanding in the
organisation. It is the responsibility of the human resource mange to conduct the better training
and development session for the organisation. The high performance working will help to the
organisation as well the employees. If the employee will be more engagement to build strong
relationship and the better message can be given to the other employees. as the rewards and
recognition is given on the basis of these high performance measurement. It Is important for the
organisation to take the competitor advantages to with the high performance working in the
organisation. The better the research about the others performance in the marketing will help to
set the organisation goals on the basis of the employees performance due to the high
performance working.
P6 Approaches to performance management.
For every organisation it is important to boost the employees performance with different
approaches. As it will help to the organisation build the relationship with employees and achieve
the objectives according to the mission and visions. The following approaches will help to
performance
Collaborative approach: As the organisation will have the different goals and objectives which
is important to achieve in any manner, these collaborative approaches will help to achieve the
organisational goals in which the employees will work together and coordinated better in the
organisations. The more the employees will work together in the organisation the performance
of the organisations as well the employees will be improve. Collaborative approaches will focus
on the employees relationship to boost the team performance. The way the team will be achieve

in the organisational objectives. It will be easy for the employees for the basic understanding of
the organisational mission and visions.
Comparative approach: These the most important approce to compère the organisation as well
the individual performance to comparer with other factors. The more the organisation will focus
on these approaches. As in these approaches the different presentation of the organisation will be
depends on the most effective manner. Also the proper charts and graphs will help to the
compare the employees performance. As the organisation needs the basic condition of the use
the comparative approach for the performance measurement.
Behavioural approach: the most the organisation will be focus on the behaviourist of the
employees to measure the performance As these approaches will help to analyse the employees
attitude and behaviour in such way to manage the employees performance. The basic
understanding of the employees can be measure in the organisation. It is important for the
human resource to help the basic treatment to the employees with the help of behavioural
approaches. As the sainsbury used these approaches few years ago but they are not able to bring
their employee performance in the context of the behavioural is able to judge the employees
performance. As these the traditional approach that will not help the organisational objective. So
it will not work according to the organisational mission and visions.
Result approach: These the most important approaches in the organisation to bring the effective
results in sainsbury. The way they had deal with employees to measure the performance with
these approaches to help the organisations (Amabile, 2012.). Result approach focus on the
employees performance in with end result in between it will be just carry on other task of the
organisations. The way they deal with employees it will easy to achieve the organisational
objective with the result approach to measure the employees performance.
Quality approaches: These quality approach will help to measure the only the work which have
the better quality work for the organisation. It is the employees responsibility to give quality
performance in the organisation to achieve the organisational objective. As result these approach
have the problem to measure each and every employees quality.
CONCLUSIONS
By this report it has been concluded that management at all level and employees should
contribute evenly in the advancement and development of system and that of employee. The
study also reason that Jane Cambridge being a new HR need to create some more acquisition and

cognition to add in institution's growth and performance. There are some parts of attribute where
she is complete for the establishment piece in some parts there is a need of activity and
improvement. There are various cognition, power and behaviour of the HR individual which
they necessity to have and will bestow to the improvement of arrangement as a whole. There is
no leading fluctuation between organisations acquisition and in idiosyncratic learning as they
some add in achieving structure goal. Continuous learning and professional development in
numerous ways assist to cause the sustainable business performance.

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