Developing Individuals, Teams, and Organizations: A Report

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Developing Individuals, Teams and
Organisations
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Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviors that are required
by HR professionals.....................................................................................................................3
P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills and
behaviors and develop a professional development plan for a given job role.............................4
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation..............................................................................................................6
LO2..................................................................................................................................................7
P3 Analyze the differences between organizational and individual learning, training and
development.................................................................................................................................7
P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance................................................................................................8
M2 Apply learning cycle theories to analyze the importance of implementing continuous
professional development............................................................................................................9
D1 Produce a detailed and coherent professional development plan that appropriately sets out
learning goals and training in relation to the learning cycle to achieve sustainable business
performance objectives..............................................................................................................10
LO3................................................................................................................................................11
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organizational situation.............................................11
M3 Analyze the benefits of applying HPW with justifications to a specific organizational
situation......................................................................................................................................12
D2 Provide valid synthesis of knowledge and information resulting in appropriate judgments
on how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment and competitive advantage...................................................................................12
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LO4................................................................................................................................................13
P6 Evaluate different approaches to performance management (e.g. collaborative working),
and demonstrate with specific examples how they can support high performance culture and
commitment...............................................................................................................................13
M4 Critically evaluate the different approaches and make judgments on how effective they
can be to support high performance culture and commitment..................................................14
CONCLUSION..............................................................................................................................14
References......................................................................................................................................16
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Introduction
Development of team and individual development is an essential part of the organisation. The
development of the team creates an attractive environment by encouraging teamwork,
interdependence and creating trust among team members (Khan, et al. 2017). Development is a
key tool for any organisation. Development is a way of achieving the desired goals and
objectives. This is a fact when employees are using proper use of his ability and skill to meet the
goal its effects the company overall performance. When the employees work effectively as a
team, an organization is likely to perform very well, where the combined effect of the team is
greater than the sum of personal efforts. Together with a team, different approaches, experiences,
and sill can be applied, create new solutions and ideas that can be beyond the scope of one
person. To build strength and to overcome threats, it is important to make and maintain a good
team.
The large sized organisation selected for the current research is Mark and Spencer (M&S) which
a London based multinational retailer company. The selected business enterprise offers products
such as clothing, home products, and luxury food products. Various methods of performance
management have been discussed for the overall development of the organisation.
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LO1
P1 Determine appropriate and professional knowledge, skills and behaviors that are required by
HR professionals.
Human resource professionals of Mark and Spencer need different types of skill and knowledge
to carry out smooth functioning of the operations and activities. HR is a crucial part of any
organization; if they conduct their responsibility sincerely then it leads to business growth. There
are various skills and knowledge required by HR professionals. HR will be curious about what
goes within the organization and creating new ways to make work easy. HR with Marks and
Spencer’s will be constantly looking for ways to improve the skills and knowledge of the
employees so that they can work better (Larsen, 2017). The employees will able to analyze and
understand data and information quickly. The HR manager of M&S must be a skilled influencer,
and capable to influence employees in order to make them more productive for the organization.
According to the needs and demands of the selected company, it has been identified the HR
manager of M&S is required to manage its business activities in the best and every possible
manner. HR has the courage to take challenges and know how to deal with it. The primary
responsibility of HR is communication and if HR knows how to communicate with employees
and employers in both ways clearly written and oral, the objectives can be easily attained. The
nature of HR within M&S track the employee’s skills and knowledge at all level of the
organization and ensure their skills are used in the right manner in the company for the benefit of
the organization. Training and development is also a key responsibility which needs to be
accomplished by the HR manager of the company (Mitchell, et al. 2015). HR needs to determine
the training and development needs of the workers and at the same time, the manager is required
to develop effective strategies and plans to meet those identified needs.
Maintain relationship with employee and organization with clear and appropriate framework. By
ensuring the organization's workforce, culture, values, and environment, it will be able to fulfill
these goals and perform well in the future.HR of the selected organization has the skill to ensure
that employees of all levels of the organization have the necessary skills and knowledge to
contribute to the success of the organization. Other duties of the HR manager include supporting
employees and maintaining a healthy relationship, providing advice on the area of remuneration,
with their work or any kind of issue they are having in the organisation. Providing rewards and
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bonus to the employee according to their work and position in the organisation is also a
responsibility of an HR manager working in M&S.
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P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills, and
behaviors and develop a professional development plan for a given job role.
In M&S personal skills, audit plays a crucial role in terms of identifying the individual skills
along with strengths and weaknesses in order to develop their personal skills in the organization.
Determine the field of knowledge that needs to be developed to work more effectively (Noe, et
al. 2014). Personal audit proved to be very useful for employees to maintain and develop their
skills. Recognizing the area that requires to be developed and this can be done through recording
the response of the employee in the context of rating on a particular skill.
Table1. PERSONAL DEVELOPMENT PLAN PDP
GOALS PURPOSE TIME FRAMES REVIEW DATE
Identify the personal
goal
I believe that the
identification of the
personal goal is very
important for the success
and growth of a person.
My personal goals
include attaining better
employment
opportunities and higher
pay within the company
3 weeks 25th May 2019
Determine strength and
weakness
My development plan
also includes strategy
such as defining my
strengths and
weaknesses so that I can
develop strategies to
overcome my
weaknesses
1 to 2 weeks 20 the May 2019
Spot opportunities and
growth in the career.
I am also required to
spot different types of
opportunities which can
2 weeks 15th May 2019
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assist me in my career
growth and
advancements
Problem handler skill I am also required to
work a lot on developing
my skills and knowledge
linked with problem
handling
4 weeks 5th June 2019
Increase the knowledge
of Microsoft Excel
I need to enhance my
knowledge linked with
the use of Microsoft
Excel
1 to 2 week 18th May 2019
Communications skills I believe that a lot of
improvement is required
in the context of
communication skills
3 to 4 weeks 1 June 2019
From the above PDP, it recognizes that without goal person is a rolling stone, it is very
necessary to determine its goal to get succeed. After identifying the weakness and strength of, it
can be for HR professional help to overcome the weakness and make strength stronger.
Communication is very necessary for all aspects it very useful to enhance the ability of
communication. Problem-solving skill is essential to have in HR professional if their uncertain
problem will arise so they can handle easily. If employees don't know how to spot career
opportunities they will remain in the same stage as before, career growth is very important.
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M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation.
Human resources professionals of the selected company need to do remarkable work to improve
their work efficiency and help to develop appropriate skills and abilities within the workers to
increase the level of productivity in their work (Padachi and Lukea Bhiwajee, 2016). It is
essential to conduct a skill audit. A complete skill audit has been for the roles of HR
professionals working in the selected organization.
Table2. SKILLS AUDIT (HR PROFESSIONAL)
SKILLS AND
KNOWLEDGE
SKILLED MODERATELY
SKILLED
NEEDS TRAINING
Handling challenges yes
Communication skills yes
Management skills yes
Use of professional
software’s
yes
Teamwork yes
According to the above audit of I as a human resource professional of Marks and Spencer’s
needs to evaluate my overall skill set and knowledge base. The first point is considered to learn
is the use of professional software's of HR department without knowing how to access the
software any work cant be done. After this the second primary thing that needs to work on
communication skills, communication skill is very important in HR professionals they need to be
enhanced in both aspects verbal or written. I am required to develop an understanding about the
way in which I can deal with challenges and future uncertainty. The teamwork is not up to the
mark need proper guidance. My management skills are moderate and therefore, I believe that I
need to carry out certain improvements in this area also.
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LO2
P3 Analyze the differences between organizational and individual learning, training and
development.
Knowledge is an important resource created, developed and maintained by people. The selected
organization helps the employees in organizational learning as well as in individual learning.
Learning is important whether it is from an individual or from organizational as learning helps to
grow in career. Talking about individual learning, it is a form of learning in which a person
learns from the situation, from the books, internet, friends, and family, which has no involvement
of the organization. It also considers from the past mistakes which are often termed as
experiences now along with guidance given by seniors and colleagues (Rodriguez and Walters,
2017). Personal learning is a form of learning in which a person or an individual encourages
himself or herself to learn different things and enhance the skills.
Organization learning is that learning which is given by organization such as training, the
guidance of a particular field which need to develop. Training is given to a fresher or even an old
one who needs it. Organizational learning is a teaching based writing specific timetable, which is
the choice of the material and resources given by the senior management. On the other hand,
personal learning have not limited resources. Organizational learning has guidance of senior,
personal learning have no guidance have to learn by them.
Learning help an organization in every manner such as dealing with threats, better performance,
efficient and effective use their skills, growth in career, more confident; create new idea to work
easily with less time (Shekher and Reddy, 2018).
The purpose of both learnings is to develop the efficiency and performance of the staff in the
chosen organization. Guidance is prepared in such a way for improving the skills and
performance in a potential way. Organizational learning and personal learning is interconnected
activities which give an impact on the organizational. If employees learning from itself whether
from the company giving training the main aim of learning is to develop and achieve the goals
and objectives. If staff is achieving their personal goals, then it’s also associated with
organizational goal. Skilled staff is lead to organization grow and make its performance better.
As it is often said employees the main asset of the organization (Sung and Choi, 2014). Both the
learning have their own importance whether its organizational learning or personal learning both
is to enhance the skill, which interconnected with organizational goals and individual goals.
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P4 Analyze the need for continuous learning and professional development to drive sustainable
business performance.
Continuous professional development is only one way to ensure that the individual gets the right
abilities to keep the job and maintain/ enhance the expertise. It does everything to improve job
performance and lifelong employment. It helps those, who will be undertaking National
Vocational Qualifications (NVQ’s) in the UK.
It refers to the activity of tracking the skills, knowledge that you achieve from the organization
as your work. The aim of this function to keep record, review and reflect what you learn. CPD
helps focusing on learning from experience, reflective and review includes both formal and
informal learning.
It's all about proof is expertise asking for proof to maintain and keep a record is beneficial for
further job employment. It helps to overview professional development to date.
It helps to remind the path of professional development from start to end. CPD helps to keep
walk-in progress in the career within M&S.
It's a combination of different methods and methodologies to learning such as training,
workshop, learning programs focused for an individual to improve and have effective
professional development. The selected organization will keep track of their employee's
development from the journey of learning what is come from and now where they stand in
development. It helps the company to determine the ability of the employees what employees are
learned from the organization (Dubey, et al. 2016). It helps in the resume of the employees. In
simple language can say it is a record of overall development of the employees in their career.
Continuous development progress is very essential in every employee of any organization. If
development is stopped everyone will remain on the same stage as before. Continuity is the key
to all function. Continuous development makes an employee more efficient in their work, their
performance will far better from previous. There is no limitation of development or given any
specific time period, development is necessary for every stage of the professional career. If an
employee's skill is enhancing their professional career will develop. Employees will more
confident, make the right decision, spot future threats and opportunities and make those
opportunities favorable for them. Experience makes the man perfect experience only get from the
development. Employees will work on the weakness and develop strength out of the weakness.
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The chosen company will use employees CPD to make future training and developing plans
records in the physical form and portfolio documents.
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