Individual, Team, and Organisation Development: HR Perspective

This report delves into the crucial role of HR professionals in fostering the development of individuals, teams, and organisations, using Costa Coffee as a case study. It highlights the essential skills, knowledge, and behaviours required of HR experts, including staff management, administration, time management, communication, transparency, and technological proficiency. A personal SWOT analysis is conducted to identify strengths, weaknesses, opportunities, and threats, followed by a personal audit and development plan focusing on enhancing IT and administration skills. The report distinguishes between individual and organisational learning, training, and development, emphasizing the value of continuous professional growth and the impact of high-performance work systems on employee engagement and performance management. It concludes by discussing various approaches to performance management, aiming to improve overall organisational effectiveness.

Developing individuals,
teams and
organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
P1. Professional skills, knowledge and experience necessitate by HR experts......................3
Personal SWOT analysis:.......................................................................................................4
P2. Personal audit and personal development plan................................................................6
P3. Distinguish between individual and organisational learning, training and development.8
P4. Value of continuous learning and professional growth....................................................9
P5. HPW helps in engaging people and deliver various competitive benefits.....................10
P6. Approaches to performance management......................................................................10
CONCLUSION .............................................................................................................................11
REFERNCES:................................................................................................................................13
Books and Journals:..............................................................................................................13

INTRODUCTION
Individual, team, and organisational development are all closely tied to one another. The
individuals who are involved in the completion of the goals have a direct impact on the
success and growth of the company organisation. Knowing the key areas where individuals
need to develop and improve is crucial since it has an impact on the overall productivity and
performance of a company unit (Wark, and et.al., 2022). It is possible to think of individual
development as a process for improving the capacities and competencies of those who work
in the corporate world. The growth of each individual, each team, and the broader company
organisation all depend on one another in order to boost their respective efficiencies. The
company which is chosen to make this report is Costa Coffee. It is London based coffee
house centre with headquarters in Dunstable, UK. It is launched in 1971 by two brothers
Bruno and Sergio. The current report is based on the discussion on various skills, behaviours
and knowledge which are essential by the HR professionals. The personal audit and
individual development plan is a part of this report. It is also outlining the value of
continuous professional growth. At the end, it showcases how high performance supports in
the staff engagement and performance management.
TASK
P1. Professional skills, knowledge and experience necessitate by HR experts.
In order to achieve the predetermined outcomes and goals, HR professionals and specialists
of any business entity concentrate on the major element that operates throughout the entire
organisation (Wade, Meath, and Griffiths, 2022). In addition to Costa Coffee, it becomes
crucial for the HR professionals to possess the appropriate level of professional abilities,
know how, and behaviours in order to be able to work with employees while keeping them
in the company. The following is a description of the knowledge, behaviours, and skills
required of HR executives:
Knowledge:
 Staff and HR: This is regarded as competence and understanding of choosing and hiring
a qualified person for the business who can provide the maximum commitment and
efforts in order to achieve corporate goals. For employees to stay with the firm longer,
HR professionals should be able to facilitate the proper training and development tools

and equipment while regularly monitoring employee performance (Torres-Ronda, and
et.al., 2022).
 Administration management: It demonstrates that HR professionals should be
knowledgeable about the value of management in the context of creating an impressive
plan. In order to achieve company goals and provide successful results, it includes a
variety of approaches and tactics for organising the workforce.
Skills:
 Time-management skills: To get the best and most favourable results, HR professionals
and experts should possess the appropriate time management abilities, as doing so will
present several prospects for advancement. HR executives of Costa Coffee should be able
to acknowledge the prior and urgent work so that it can be completed on time and meet
deadlines as well. This can help in attaining the goals without any delay.
 Communication skills: For HR professionals to effectively communicate with their
employees about strategic planning and regulations, communication skills are crucial.
The Human resource representative's connections with members of staff may suffer if
they lack these skills. Therefore, HR executives at Costa Coffee should possess this
capability in order to recognize employees worries and challenges that have an impact on
their productivity at work (Tange, 2022).
Behaviours:
 Transparency and trustworthiness: For HR professionals to effectively communicate
with their employees about corporate strategies and regulations, communication skills are
crucial. The HR representative's interactions with staff members may suffer if they lack
these skills.. Hence, the way HR executives manages such issues delivers an impact on
the employees and it also creates a trust among them.
 Technology Savvy: HR workers should always be familiar with using splitting tools and
technologies. It promotes efficient operation and will assist with timely and successful
task completion. It immediately affects the overall functioning of the firm.
Personal SWOT analysis:
The HR executives and specialists must acquire the relevant abilities, information, and
attitudes before the timeframes specified in order to carry out their specific tasks and duties
effectively (Taajamaa, and et.al., 2022). Due to their influence on long-term performance

and their possibilities for professional development, these aspects and components are
crucial for both individual and professional growth The following is mentioned in the
context of Costa Coffee with a personal SWOT analysis that aids HR executives in
understanding their strengths, weaknesses, threats, and opportunities in order to optimize
strengths and opportunities while limiting and addressing threats and weaknesses. Below is a
discussion of the company and its context:
Strengths Weaknesses Opportunities Threats
 Using a
personal
SWOT
analysis, I
discovered that
being able to
organize my
schedule and
work well is
one of my key
strengths. I am
able to
complete my
task on time to
meet deadlines
and urgencies
since I have
good time
management
abilities. It
supports my
goal-setting
and time
 Administrative
expertise I
discovered that
I am
ineffective at
storing data
and
information
about my
coworkers and
other members
of staff. I
therefore need
to use some
creativity as I
am not very
good at this
ability.
 I need to stay
informed on
new tools and
technology that
assist in the
efficient
 I've discovered
that I have
some listening
skills that may
use some
improvement.
By taking the
chance to
develop this
talent, I will
feel more
confident in
my ability to
recognise
employee
problems and
concerns, and I
may be able to
provide better
solutions in
certain
circumstances.
 As an HR
professional, I
 Since the
market is
founded on
fluctuations
and patterns in
such
environments
might alter
over time,
change is one
of my biggest
risks. Better
trend research
will help
counteract this
menace.
 One of my
concerns is
competition
because there
are a lot of
individuals
who are
competent,

management.
 As I get to
know people
and engage in
more
interactions
with them, they
open up to me
about their
concerns and
difficulties at
work, which
has helped me
develop my
conflict
resolution
abilities. I
can better
make an effort
to address
issues using
my knowledge
and provide
appropriate
solutions..
running of
company
activities in
order to be an
effective HR
specialist. But
as it has many
innovative
features and
complexity that
make it
difficult to
understand,
I've come to
the realisation
that my IT
skills are
somewhat
lacking.
continuously
attempt to learn
more regarding
the Human
resources
management
( hrm and
individuals
who enable me
to complete my
task more
effectively.
skilled, and
have learned a
lot who might
easily replace
me in my
company. It's
critical for me
to continue
learning and
advancing my
career.
P2. Personal audit and personal development plan.
The term personal skill audit refers to a technique used to evaluate a people's main abilities,
traits, and knowledge to determine where they specialize and where they need improvement
(O'Flaherty, Baxter, and Campbell, 2022). Along with Costa Coffee Company, Human
resource professionals should evaluate their core competencies and expertise with the use of

a personal skill audit in order to identify and enhance the necessary abilities. The next
section discusses the personal skill audit.:
Skills/
knowledge/
behaviour
Poor Average Good Excellent
Conflict
resolution skills
*
Listening skills *
Time-
management
skills
*
IT skills *
Administration
skills
*
Personal Development Plan:
An individual's or professional development plan is a strategy used to acquire and strengthen
the information, abilities, and behaviours that are either lacking in or inadequate in the
people. One of the most effective tools for encouraging people to commit to a customised
development approach that enables them to achieve their goals is a personal development
plan (PDP). It may involve furthering personal goals that help advance a person's profession
or overall quality of life, such as skill development. This tool aids individuals in considering
their development goals and, more significantly, practical strategies that will maximise their
strengths and strengthen their deficiencies (Nijs, and et.al., 2022). Many companies are
implementing personal development plans. These are created either during or shortly after a
performance evaluation and outline the individual's personalized learning plan in relation to
the findings of their performance evaluation. The Human resource professionals at Costa
Coffee should have their own personal development plan to enhance the necessary
components. Below is a mention of the PDP.

Skills Existing
capabilities
Target Development Judgement
criteria
Time frame
IT skills Due to the
complexities
exist in the
latest
technologies
and tools, I am
not capable
enough to use
such things.
I desire to
develop this
skill within me
as I want to
grow in using
advanced
technologies
that helps me
to do my task
with
effectiveness
and also help
me to improve
my
performance .
Through
diploma
courses and
expert
trainings, I
will be able to
improve my
such skills.
The result of
my diploma
courses and
the feedback
of trainers
who will give
training and
learning
sessions will
be the judging
criteria to
evaluate my
success.
12 months
Administratio
n skills
I found that I
am little poor
perform at
storing and
managing
information of
employees and
their
performances.
It is essential
for me to work
on this area as
it will assist
me to improve
in my job role
as HR
professionals.
Also, it will
support me to
resolve many
issues in
recording and
Reading
articles and
journals will
help me to
grow in
administration
skills. I will be
able to
implement
things in the
right place at
right time.
My peers,
seniors and
subordinates
will be the
judging
criteria for
measuring the
progress.
8-10 months

maintaining
information.
P3. Distinguish between individual and organisational learning, training and development.
A person's professional and personal development depends greatly on their learning style.
Additionally, learning is crucial for organisations since it increases task efficacy (Malik, and
et.al., 2022). The knowledge gained have a positive impact on the organisation and the
people in the setting of Costa Coffee. The efficiency and efficacy with which personnel
carry out their tasks has an impact on the business's overall productivity and outcomes. The
concept of self-improvement and progress is frequently used while discussing personal and
professional development. The best way to improve yourself, grow stronger, and gain more
power is to use both. To enhance both your professional development and your personal
growth, they must cooperate. must actively seek out opportunities to improve abilities and
mental toughness and take action in order to develop these two parts of life. The actions do
to develop our skills, become more self-aware, and improve the overall quality of our lives
are referred to as personal development. In other terms, it refers to the actions take that
advance our personal development (Loignon, and et.al., 2022). The goal of professional
development, on the other hand, is to acquire new abilities that are relevant to field of work
or position. The next paragraphs discuss the differences between organisational
effectiveness, improvement, and training and individual learning.:
Individual and organisational learning:
 Organizational learning refers to a tool that begins when employees express the
motivation and favorable vibes in sensing the beneficial shift, whereas individual learning
refers to a framework that focuses on growing and maintaining the recognition and
productivity of the organisation. so that it can effectively aid in measuring and observing
the employees.
 Individual learning tries to enhance a particular person's knowledge, abilities, and
behaviours so they can complete their work quickly and efficiently. On the other hand,
organisational learning attempts to solve business problems and difficulties while
boosting performance of the organization..

 While organisational learning typically analyses the learning techniques to motivate and
inspire workers, individual learning can help a person increase efficiency and
performance levels (Kortsch, Bashenkhaeva, and Kauffeld, 2022).
Training and development:
 While training can be seen of as a tool to build and improve present abilities in order to
do a specific task, it is also a technique of entire growth for a person or a busines.
 Development makes ensuring that people and organisations are fully prepared for any
challenges or problems that may arise. On the other hand, training strives to develop and
expand present knowledge and skills that raise organisation productivity.
 While training is a job-oriented activity that tries to increase employees' skills for a
specific task, growth aims to reach future objectives.
P4. Value of continuous learning and professional growth.
Continuous learning can be defined as the process of continuously picking up new
knowledge, skills, and talents. It discusses initiative while tackling problems. The process of
constantly picking up new information and abilities is known as continuous learning. This
can take many different forms, from formal academic study to informal social learning. It
entails taking initiative and accepting challenges. As with lifelong learning, continuous
learning can take place on a personal level as well as within an organisation. Formal
learning refers to the processes by which a learner might acquire new information and
abilities through learning initiatives that have previously been pre-planned, coordinated, and
put into action with a defined learning objective in mind. Learning a new skill or expanding
your knowledge and comprehension of something does not necessarily require formal
instruction or group collaboration (Kaya, and Benevento, 2022). All interactions,
discussions, collaborations, and learning from others that take place during social learning
are included. Continuous learning at Costa Coffee has advantages for both people and the
company, which are mentioned below:
Benefits for the company:
 Demonstrates that employees are valued: Employees can understand the organization's
commitment to their advancement and genuine concern for them through continuous
training and development.

 More cost effective It is advantageous since rehiring and retraining new applicants is
more expensive and ineffective than investing in the growth of existing staff.
Benefits for the employees:
 Career Development: A professional path or the desire to shift into a new job position
can both benefit from more education, training, and skill development..
 Promotions or incentives: Spending time and money on developing new abilities or
learning new information might lead to future promotions, improve work output, or earn
a variety of financial rewards.
P5. HPW helps in engaging people and deliver various competitive benefits.
The term "HPW" stands for high performance working. This is employed as a technique that
primarily achieves goals through employee involvement (Islam, 2022). By communicating
shared goals, demonstrating leadership, and communicating with one another, the staff could
assist one another. It is clear that HPW plays a crucial part in the process of staff
engagement while providing the company with competitive advantages. By involving them
in the process of working toward achieving general goals and objectives, it helps to increase
commitment of employees. There is a belief at HPW that employees are the key resource for
obtaining benefits that are challenging to duplicate or imitate. If employees are motivated
and promoted for their efforts, they are more likely to make continuous improvements in the
workplace and achieve higher levels of growth. A further way to see HPW's effects is to
evaluate how successfully employees do their jobs and meet their objectives. Companies
like Costa Coffee are high-performing corporate entities that do not follow outdated working
practises since they focus more on technological improvements and encourage employees to
put in extra effort on their own choices (Fang, Nguyen, and Armstrong, 2022). The goal of
high performance working (HPW) is to create a culture that values openness, honesty, and
communication. It involves eliminating the traditional hierarchical structure that many
businesses still employ. Instead, it entails creating a flatter organisational structure where
staff members share and comprehend the organization's values, behaviours, and common
purpose while also being engaged, satisfied, and driven. According to additional research,
the adoption of high performance working practises in a company is positively correlated
with the pace of organisational growth, greater levels of innovation and creativity, higher
levels of employee satisfaction, lower rates of employee turnover, and higher levels of

profitability. For instance, Costa Coffee, a high-performing company, possesses the qualities
listed below, including values toward its customers, quick service, a great capacity for
change, and a good standard of living for their employees. Because of this, HR executives
make sure that their resources are fully utilised and used profitably. The HPWS is made up
of numerous interconnected sub-systems that work in concert to achieve the objectives of
any size company. Even though it could be challenging to list the "best practises" in HPWS,
there are a few key elements. They are information technology, leadership positions, HR
procedures, and work design. Each of HPWS's features has value on its own. But for a
system to work well, all of these elements must be combined (Buckingham, and et.al.,
2022). To make sure that all the elements are integrated and connected to the organization's
broader strategic goals, meticulous planning is important. Links both inside and outside
HPWS should work together.
P6. Approaches to performance management.
Performance management can be viewed as a method or mechanism used by employees and
employers to regularly monitor the productivity of their staff. It differs from the previous
method, in which a staff member was evaluated annually or at the end of a period.
Performance management is a systematic method for developing and maintaining better
employee performance, which boosts businesses' effectiveness. Managers may build a
workplace where both people and businesses can prosper by putting an emphasis on
employee development and balancing organisational goals with team and personal
objectives. An organisation develops a method to evaluate and enhance the performance of
its personnel based on the concept of performance management. Performance management
in practise refers to management's ongoing efforts to help staff members grow, set precise
objectives, and provide regular feedback throughout the year(Bernatović, Slavec Gomezel,
and Černe, 2022. The HR executives of Costa Coffee apply some of the following strategies
to manage employees' performance.:
 Shared Goals: n order to achieve the goals successfully and efficiently, the management
and employees are typically informed about the company's aims. It promotes staff morale
and fosters a sense of trust among colleagues.
 Collaborative working: It represents operating in a partnership when two or more
organisations voluntarily agree to support one another in achieving goals. Costa Coffee