HR Development Report: Hilton Hotel Individual and Team Performance

This report provides a comprehensive analysis of HR development, focusing on the development of individuals, teams, and the organization as a whole, using Hilton Hotel as a case study. It explores the KSB approach for HR professionals, analyzes personal skills, and creates a professional development plan. The report also differentiates between organizational and individual learning, examines the role of high-performance working in employee engagement and competitive benefits, and evaluates approaches for managing and enhancing performance. It highlights the importance of continuous learning and professional development for sustainable business performance. The report covers topics such as staff management, policy implementation, equality promotion, and recruitment strategies within the HR department. Additionally, it includes a skills audit and a detailed comparison between organizational and individual learning methodologies, providing a holistic view of HR's impact on business success.

Developing
Individual, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
1.1 Knowledge , skills and behaviour of human resources' department ....................................1
1.2 Analyses the complete personal skills ..................................................................................2
1.3 Crate a professional development plans ...............................................................................4
1.4 Difference between the organisational and individual learning ..........................................5
E) Analysing needs and requirements of continuous learning as well as professional
development for deriving sustainable performance of business.................................................6
SECTION 2......................................................................................................................................7
I) Demonstrating ways through which high performance working (HPW) helps to firm in
employee engagement as well as competitive benefits in particular condition of Hilton Hotel.7
II) Evaluating various approaches for managing and enhancing performance of selected
business organisation..................................................................................................................8
Conclusion .....................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Every business is highly concerned for enhancing its performance in respective industry
and meet desired aims and objectives. For this particular situation, an individual must be highly
skilled, talented and qualified at the workplace. The present report is based on basically three
concepts which are like development of individuals, team as well as whole organisation. In order
to explain these all, base of an entity is taken i.e. Hilton Hotel. The study reflects about KSB
approach (knowledge, skills and behaviours) which must be there in every professional of human
resource department. Apart from this personal skills are audited of an employee of HR function
who is Jane Cambridge. Based on skills audit a professional development plan is to be prepared
for Jane for enhancing his existing skills and qualities. Further, the current assignment shows
difference between training and development as well as organisation and individual learnings. In
addition to this, contribution of HPW (High performance working) in order to engage employees
and achieve objective of competitive benefits is analysed. At the end, approaches through which
performance can be managed are described in the present project.
PART 1
1.1 Knowledge , skills and behaviour of human resources' department
In each and every organisation there will be focus on the human resources' department because
each organisation all the internal work is handle by human resources team. As a human resource
officers so many things can be handle in the organisation. In Jain kbs will focus on the human
resources team. Human resources' department will be use lot many things in the organisation are
as follows :-
 Staff in the organisation :- Human resources' department will be focus on how many staff
members in each department in the organisation and focus on the each team members aim
to do there right work.
 Balance of staff in terms of skills :- In the organisation the human resources' department
will be select staff according to skills and a lot them work to there skills and ability.

 Enhance there performance :- In each and every organisation there will be focus on the
enhance the performance of the employees in the organisation.
 Working closely with various department :- Human resources' department there will be
guide to new employs to work closely with and every department.
 Understand and implement polices and procedures :- In each and every department there
will be focus on all the polices in the organisation and guide new employs in the
organisation.
 Promote equality :- In each and every organisation there human resources' department to
promote equality in the organisation and guide them for new employs in the organisation
about equality.
 Recruiting staff :- In each and every organisation there will be focus on recruiting staff is
work on the recruit new employs in the organisation and give all the details about the
organisation. After the recruitment give all the selected candidate detail study about the
organisation or give final round of the interview. This work is done by human resources'
department.
 Preparing staff hand book :- In each organisation the every employees details in
organisation. In human resources' department there will be per par all candidates hand
book. In this book all the details about the candidates it is very important document in
each organisation.
1.2 Analyses the complete personal skills
Very good Good Adequate Little there is no
experience
Use a complete a
data base

Use excel sheet 
Use hr. software 
Use email as well 
Use the internet 
Use a power point 
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presentation
Use a Microsoft
word in the
organisation

Very good Good Adequate No experience
Communication
skills

Taking note of
hiring

Produces note of
material support
presentation

Writes reports 
Drafting a
contract of
employment

To be deliver a
training sessions

Interviewing 
Advise on hr.
issue

Resolve in the
internal disputes

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Very good Good Adequate No experience
Problem solving
skills in
organisation

Explore more
than one solution
in Oder to solve a
problem

Make good use of
verbal skills

Provide a idea to
solve other
problems

1.3 Crate a professional development plans
In each and every organisation there will be to control the role of all the organization activity is
human resource. To be a successful hr. officer there should be focus on the following steps are as
follows :-
 Request a self assessment form the staff members :- As a staff member first give the
detail about your self in the organisation and other members. In the human resource team
there will be develop skills , technology interest and career opportunity(Bercovitz, J. and
Feldman, M., 2011.). This is one of the best part in the organisation to do well and adopt
every thing in the organisation.
 Develop your skills at individual level :- It is the best part of the organisation there will
be work on their own level and your own job and other factor and at last the analyses our
self in the organisation.
 Assess the department and organisation needs :- In this stage do there work or can handle
the team work ass well in the organisation and complete the task on time or achieve
organisational goal.
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 Explore development opportunities with the staff members :- In this case to go thorough
the professional development of the organisation and can handle new projects and
responsibility in the organisation. As a hr. officer to take new responsibility in the
organization and work with all the team members.
 Record and analyses the staff members process :- This is the most important part in the
organisation is to record each employs work in a day or how to do a work ?. This is the
most important and guide them to according to the work or working nature. It means to
guide new employees in the organisation.
 Observation of enhanced skills :- In each and every organisation there will be focus on
the observation of all the employees in the organisation to get how to do they work ,what
kind of work etc. all the things will be issue in the organisation. Right persons at the right
job it is one of the most important part in the organisation.
This is all about in the organisation of hr. officer plan steps.
1.4 Difference between the organisational and individual learning
In each and every organisation there will be most important I organisational and individual
learning. Organisation learning are as follows : -
 Organisational learning is a team learning. In organisational learning involvement of all
the team members in the organisation to guide the overall team learning for a new topic
in the organisation. In organisational learning is team build or to build a new team in the
organisation so to can solve a new problem in the organisation. In organisational there
will be is a combination in the organisation so can do each and every activity in the
organisation with a team not by a single(Bercovitz, J. and Feldman, M., 2011.).
Organisational learning improves employees strength, evaluate the definition, process of
organisation, explain the barriers, discover the components etc. in organisation learning
is improved overall performance in the organisation. So work can do in a faster mode.
 Individual learning :- In the individual learning there will be focus on the only single
person learning it is part of organisation training and development in the organisation. In
individual learning there will be to built the individual knowledge is most important.
Individual actions are based on certain individual beliefs. This action, in turn, lead to
organisational action, which produces some environmental response. The Cycle is
completed when the environmental response affects individual beliefs. In the field of
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individual learning there will be based on a particular person as well. In individual
learning there will be based on the training part of the organisation. In individual learning
only one person's thinking and strategy work and it is less learning compare to team
learning or organisation learning. Individual learning is the best part to learn by a single
person at the time of the new joining in the organisation. Individual are constantly taking
actions and observing their experience, but not all individual learning has organisational
consequences. A person may go in singing class and learn how to singing but we not
expect that it is relevant to organisational learning. Individual learning is one of the most
important part in the overall organisation so in future the whole organisation is work very
fluent manner.
There is all the organisational learning and individual learning both are very important part in the
organisation to help full at the time of organisational development (Bercovitz, J. and Feldman,
M., 2011.). Learning is the part of training and development in the organisation so work can be
done easily and effectively. Individual learning is also important part for any organisation,
because he/she is self motivated, self learner and carrier oriented people in the industry, So both
learning are important and from both learnings company can grow fast and achieve fast in the
organisation in any field. Both the activity of learning is one of the most important in the
organisation.
E) Analysing needs and requirements of continuous learning as well as professional development
for deriving sustainable performance of business
For each and every organisation of hospitality industry or any other, learning is highly
required because it supports to enhance overall performance of the entity. With the help of huge
learnings, employee will become more capable for delivering better services to the customers.
On the other side, if workforce are not skilled and unable to complete allotted tasks on time then
they will not become capable for providing huge level of services in Hilton Hotel. Using
effective learning programmes at the working place, an individual able to improve several skills
and knowledges(Bercovitz, J. and Feldman, M., 2011.). When communication attributes will
enhance then workers can communicate effectually with the customers and subordinates
(Bercovitz and Feldman, 2011). Due to this, employee relations can be established in proper and
effective direction. Therefore, goals and objectives can be achieved in an appropriate direction.
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Hence, it can be said that continuous learning programmes are required to accomplish the tasks
and meet aims as well as objectives in smooth direction.
Apart from this, through learning their talent and experience will improve where
employees can manage the tasks which are assigned to them. As they will manage the allotted
works then able to meet deadlines. It will improve efficiency as well as productivity of the Hilton
Hotel which is indication of boosting business performance in hospitality industry. When the
employees will get opportunities to learn new concepts and aspects then they will retain in same
firm. The reason is that, higher the opportunities and chances make an employee more efficient
and experienced. Considering to this specific concept when workforce will retain up to the long
period of time then rate of retention will enhance up to the higher level. In between retention rate
and firm's productivity there is inverse relation (Brewster and et.al., 2016). Due to this particular
nature, improved rate of employee retention will enhance Hilton Hotel's productivity.
Henceforth, continuous learning and professional development needs in selected hotel to increase
employee retention and productivity both.
Moreover, when management arranges sessions and programmes of delivering techniques
and strategies to develop professional life of workforce, company will become beneficial. It
helps to make the existing workers highly loyal towards entity and customers both. As loyalty of
organisational people enhance then Hilton Hotel can deliver services properly. Due to this,
satisfaction level of customers will be affected highly in positive direction. Therefore, sale
revenue and income will increase up to the larger extent. When these all the objectives will be
achieved then Hilton Hotel can meet goals of sustainable development (Chaskalson, 2011).
Considering to this, it can be said that consistent use of these both the terms are required to make
employee loyal and enhance satisfaction level of customers.
SECTION 2
I) Demonstrating ways through which high performance working (HPW) helps to firm in
employee engagement as well as competitive benefits in particular condition of Hilton
Hotel
An approach which help to manage the organisation by engaging more employees
towards Hilton Hotel and meet higher performance in the hospitality industry is considered as
HPW. It basically stands for “High Performance Working” and as name directly suggests that it
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is a tool for enhancing performance in the market. In addition to this, using HPW approach
management can improve the discretionary of workforce and due to this they will put more effort
for completing time (What is 'high performance working'?, 2016). Apart from this, HPW is one
kind of method for creating specific culture at the workplace where trust as well as transparency
are available. Further, there is not matter that Hilton Hotel considers and follows which kind of
organisational structure in the working environment. The reason is that, HPW works in every
structure for manage the tasks and improve performance up to the larger extent.
The high performance working framework is essential for Hilton Hotel to for increasing
goodwill and brand image across the world. Activities of HPW consists with generally three
broad aspects which are like employee involvement, HR practices as well as reward and
commitment practices. It has nature of participating huge workers in the business environment
and several decisions will support in employee engagement. When such organisational people
will engage more in various business procedures then Hilton Hotel can take new ideas. At the
working environment if any complex situation incur then through employee engagement
management can get new opinions and list of solutions. Therefore, issues and obstacles can be
resolved appropriately which help to make the business process very smooth.
HPW is helpful for Hilton Hotel in order to follow each evert HR practices along with
required legal laws, acts as well as legislations. On the basis of this, the chosen company can run
or operate its business smoothly and properly in hospitality industry worldwide. When enterprise
follow each and every legislation in legal manner then able to improve its brand image (Riley
and et.al., 2010). It will help to attract more customers and become market leader in the overall
industry of hospitality. Another practice which is majorly considered under HPW is reward and
commitment through which employee become highly motivated. Further, motivation factor helps
to Hilton Hotel for making workers highly efficient. It can be said on the basis of these all that,
HPW is an aspect by which Hilton Hotel can engage more workers towards it and gain
competitive advantages in hospitality sector.
II) Evaluating various approaches for managing and enhancing performance of selected business
organisation
At the time of operating a firm in specific industry, it is necessary to manage and improve
performance in the market. Basic reason behind measuring this aspect is that, it helps to know
that Hilton Hotel has which kind of performance like increasing or decreasing in industry of
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hospitality. On the basis of this, management of selected company makes corrective actions and
apply strategies which help to boost up performance in chosen industry. There are wide range of
approaches and frameworks available through which business analyses performance properly
and takes judgements accordingly. Behavioural approach: This approach is one of the oldest technique of performance
measurement. Behavioural approach is also suitable for readability and accuracy. It is
most important approach in the chosen organisation, because a positive attitude is very
necessary in organisation. If employee of Hilton Hotel have a positive attitude than he
can satisfy the customers. Employee should always carry a good and calm nature (Watt,
2016). Its employee's responsibility to welcome his customer very well, he should
responsible for his or her duty. Employee should try to solve customers problem as soon
as they can, employee should have a good command on his language. Comparative approach: Second approach in which comparison among two or groups is
made and on the basis of this level of performance is to be assessed. Apart from this, past
and present data also can be measured and managed as per the present framework.
Further, sometimes ranks also given to the groups on the basis of highest and lowest
performer. For example: One group provides completes particular task in two days and
another complete the same in three days. Therefore, first group will be considered highly
efficient as compared to second. In this, management of Hilton Hotel will make strategies
to increase efficiency of second group.
 Quality approach: Apart from behavioural and comparative approaches of performance
management, quality approach is also highly effective significant. According to this,
basically satisfaction level of customers are considered on the basis of quality of products
and services offered by Hilton Hotel. As per this, employees or organisational members
take feedback on regular basis by taking base to errors and damages incurred in operation
department (Dey and Giri, 2017). In order to apply this specific approach in the
workplace of Hilton Hotel, Kaizen approach is used. Through this, management able to
improve quality of goods and services on consistent basis.
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Conclusion
As per the above report there will be focus on the total human resources' department because in
each and every organisational level hr. manger will do lot many activities at a time or to control
the internal software in the organisation . In internal in the organisation there will be control each
and every organisation member details to per par hand books to each and every employed so
work can be done easily in the organisation. hr. manger play a very important role in the
organisation and to provide the whole training and development in the organization so new
worker or can say employed do work effectively in future growth in the organisation. Human
resource department will provide the individual learning and development in the organisation. So
in future the whole organisation will be work done in most effectively way. In human resource
department there will be focus on the each and every employees in the organisation and nature
and habit of the organisation so work can be done on time and achieve the growth in the
organisation.
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REFERENCES
Books and Journals
Bercovitz, J. and Feldman, M., 2011. The mechanisms of collaboration in inventive teams:
Composition, social networks, and geography. Research Policy. 40(1). pp.81-93.
Brewster, C. and et.al., 2016. New Challenges for European Resource Management. Springer.
Chaskalson, M., 2011. The mindful workplace: Developing resilient individuals and resonant
organizations with MBSR. John Wiley & Sons.
Riley, W. and et.al., 2010. A model for developing high‐reliability teams. Journal of nursing
management. 18(5). pp.556-563.
Watt, S., 2016. ‘Get with the Programme’: Human Resource Management a Risky Strategy?.
Risks, Identities and the Everyday. 9(5). pp.91-99.
Online
Dey, A. and Giri, I., 2017. Approaches for measuring performance of employees. [Online].
Available through: <https://www.projectguru.in/publications/approaches-measuring-
performance-employees/>.
What is 'high performance working'?. 2016. [Online]. Available through:
<http://www.buzzacott.co.uk/news/what-is-high-performance-working>.
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