Developing Individuals, Teams, and Organizations: A Detailed Report

This report delves into the critical aspects of developing individuals, teams, and organizations, with a specific focus on the role of HR management. It begins by outlining the essential knowledge, skills, and behaviors required of HR professionals, using Vodafone as a case study to illustrate practical applications. The report includes a personal skills audit and a professional development plan for an HR manager role. It then analyzes the distinctions between organizational and individual learning, training, and development, emphasizing the need for continuous learning to drive sustainable business performance. Furthermore, the report examines how high-performance working contributes to employee engagement and competitive advantage, and it evaluates different approaches to performance management, including collaborative working and effective communication, to support a high-performance culture and commitment. The report concludes by summarizing key findings and recommendations for effective HR practices.

Developing individuals,
teams and
organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1..................................................................................................................................................3
P1 Determination of appropriate and professional knowledge, skill and behaviours............3
P2 Complete personal skills audit to identify appropriate knowledge, skills and behaviours
and professional development plan for a job role.................................................................5
LO2..................................................................................................................................................9
P3 Analyse the differences between organisational and individual learning, training and
development...........................................................................................................................9
P4 Analysis of the need for continuous learning and professional development to drive
sustainable business performance.........................................................................................12
Benefits of high performance work in specific organisational situation..............................14
LO3................................................................................................................................................14
P5 Demonstrate understanding of how High-performance working(HPW) contributes to
employee engagement and competitive advantage..............................................................14
LO4................................................................................................................................................17
P6 Evaluate different approaches to performance management and demonstrate with specific
examples, how they can support high performance culture and commitment.....................17
Ways in which performance management, collaborative working and effective
communication can support high-performance culture and commitment............................19
CONCLUSION..............................................................................................................................20
REFRENCES.................................................................................................................................21

INTRODUCTION
Development of a team is an essential duty of human resource management in an
organisation. In an organisation the development of an individual is also essential, it increases
efficiency and effectiveness of an organisation. Team and individual development also
contributes to overall development of the organisation. It is the responsibility of human resource
management in an organisation to effectively manage teams and individuals by using proper
tools and techniques of management. In this report analysis of HR professionals is covered along
with a detailed analysis of factors to be considered when implementing and evaluating inclusive
learning and development (Al Hachem, 2019). This report also covers application of knowledge
and understanding High performance working contributes to employee engagement and
competitive advantage along with different ways in performance management, collaborative
working and effective communication can support high-performance culture and commitment.
For better understanding of HR professionals role in this report, example of Vodafone is taken
into consideration. Vodafone is a multinational telecommunications company which was
established in 1991, the headquarters of Vodafone are at Berkshire, United Kingdom.
MAIN BODY
LO1
P1 Determination of appropriate and professional knowledge, skill and behaviours
HR professionals requires in depth knowledge of management to maintain efficiency in
an organisation. Role of HR is impeccable in a business, HR professionals perform many
different duties at Vodafone to handle global telecommunications operations (Human resource
management at Vodafone,2021). HR professionals carry different skills, behaviours and
knowledge which helps them in implementation of various activities and orders at Vodafone.
Professional knowledge, skills and behaviours of HR professional management are mentioned
below:
HR professional skills:
 Speaking ability- Way of giving speech matters most for the human resource
management, it defines the way in which human resource managers deliver necessary
instructions to the employees. Speaking ability also determines the capacity of a HR
professional to speak in front of a crowd. HR professionals at Vodafone are trained in a

professional manner to deliver perfect speech in front of the employees. HR professionals
at Vodafone are soft speaking and handle maximum number of employees at a single
point of time.
 Reading people- HR professionals should have ability to read mind of a person, this
facilitates communication in a precise manner between HR professional and the
respective employee present at the workplace. HR professionals at Vodafone are
psychologically capable of reading people's mind in order to bring out identification of
the tasks that has to be performed by the employees. This capability also helps HR
professionals to provide better training to the current and new employees.
 Empathy- It is the necessary skill of a HR professional that helps in understanding the
situation of an employee. HR professionals at Vodafone are capable enough that they
provide essential empathy to the employees (Arumugam, 2017). The empathy provided
by HR professionals also leads to maximise the output of an employee as well as brings
emotional intelligence in the mind of employees.
 Listening- Effective listening play a crucial role in defining the functioning of HR
professionals. Good listening always leads to good speaking, it also helps a HR
professional to deeply understand situation of the employees. Vodafone hires HR
professionals who have good listening skills in order to facilitate communication at the
workplace.
Professional behaviours and knowledge of HR professionals:
 Transparency and trustworthiness- Transparency and trustworthiness should be
present in HR professionals as it brings honesty and ethical values in the
functioning of a business. HR professionals at Vodafone are transparent in their
functioning which makes them more responsible and accountable to the company.
The company conducts large operations at the market place, so it requires honesty
in its functioning. Human resource management at Vodafone provides effective
and intelligent solutions to the problems in a transparent manner.
 Purpose oriented- HR professionals should be purpose oriented, it means they
should always have an eye on the goal. It is essential for the human resource
management to complete short term and long term goals. HR professionals at

Vodafone are basically goal oriented and perform their duties on the basis of
goals that are set by the company.
 Technology savvy- In this modern world Information and Technology play a
crucial role in a business. The HR professionals in famous organisations use
professional computer systems and software in their activities to gain advantage
over competitors. HR professionals at Vodafone are technology savvy and
performs most of the tasks related its activities through machines in order to save
time and maintain efficiency.
 Solutions oriented- HR professionals should seek optimum solution from every
problem in order to gain a effective strategy related to its operations (Austen,
2018). At Vodafone the HR professionals are trained enough to tackle various
business functions and find effective solutions to the problems that arise in their
day to day functioning. The HR professionals at the company also has capability
tto handle various tasks which are of heavy load but their efficiency to handle the
tasks matters the most for the company.
P2 Complete personal skills audit to identify appropriate knowledge, skills and behaviours and
professional development plan for a job role
For conducting personal skills audit I have taken profession of HR manager for
Vodafone. I have a keen interest in HR activities as since my childhood I have been fascinated
by the way human resource management manages such a large workforce in an organisation. I
am having good communication skills which are beneficial in exchange of information at the
workplace. I am also good in motivating people and I personally give suggestions to most of the
people regarding their current situations. I am good in management subjects and I like to study
different management subjects in my spare time. I also study different management cases of
famous companies in order to gain practical knowledge of the current business environment. In a
business I focus on all major activities which are performed by human resource management and
develop a comprehensive approach for the same. I solve on my own various conflicts which
arises in the organisations by doing an effective case study. I generally focus on performance
management, through which an organisation can enhance its growth and capacity. I have also
studied about performance appraisal in depth as well as various models to develop a good
performance appraisal system in an organisation. I understand the job role and responsibilities of

a HR manager are very high and require huge efforts in order to maintain major HR operations. I
am having a key interest in professionalism in HR profession and I also understand the
importance of HR profession in a business. I am currently analysing various companies that are
conducting operations in UK to understand the importance of human resource management. At
Vodafone personal skill audit also play a crucial role by developing critical evaluation of
employees.
Figure 1 Personal audit skills form

Personal skills audit at Vodafone-
Vodafone performs personal skills audit in a precise manner in order to calculate the
performance of the employees. At Vodafone, a personal document is prepared of every employee
which includes necessary information on all the necessary elements which are required to
perform personal skills audit. At Vodafone there is a personal dedicated management for
personal skills audit that helps in effective assessment of the employees. In order to develop a
critical approach at the marketplace company performs personal skills audit annually. The
company also performs effective performance management on the basis of personal skills audit
in order to develop working ability of its staff.
Personal skill audit play a critical role in measuring all the necessary qualities and traits in a
person. Since past few years, Vodafone is effectively indulged in performing personal skills
audit in order to achieve maximum productivity in its operations. In order to judge the employees
on several bases it is essential to perform personal skills audit.
Professional development plan:
A professional development plan is a statement prepared by a candidate which is a
roadmap for desired future skills, strategy and education (Catto, 2017). Professional development
plan requires full fledge details of various activities which decides the future of a candidate. It
covers all the major aspects in which a candidate keeps an interest. In this report professional
development plan for the post of Human resource manager is prepared with explanation of
necessary factors. Professional development plan for the post of Human resource manager is
given below:
Specified goals Self analysis Measures for
improvement
Attainment Tenure
To achieve
learning skills
When I was
pursing my higher
school learning I
tried to grab
necessary
I am focusing on
reading various
articles related to
human resource
activities to
I personally
interact with my
senior in the
institute to
develop learning
In order to
develop all the
necessary
learning skills. I
require a time

learning skills. I
did a self analysis
and I found that
there are still
chances of
improvement.
improve my
learning skills. I
am also watching
various videos on
internet which
improves learning
skills of a
candidate in order
to prepare myself
for this job.
skills and I also
prefer to contact
my colleagues to
develop learning
skills in me. I also
take guidance of
management
professors to
learn necessary
learning skills.
period of 4 to 5
months. In this
time period I will
work very hard to
develop my
learning skills.
To handle
grievances
effectively.
I realize that
grievance
handling is the
major function of
HR manager, so I
want to learn how
to handle
grievances in a
precise manner.
I will improve
myself in
grievance
handling by doing
a systematic case
study of various
famous
organisations in
order to improve
grievance
handling.
I will learn the
essential tactics
and tools used by
professional
managers in
famous
organisations to
handle
grievances. I will
also involve with
various HR
professional to
understand the
way of handling
grievance in an
organisation.
It will take around
3 to 4 months in
learning
grievance
handling.
Analysis of table- From the above table it can be concluded that various qualities are required in
a person to effectively handles roles and responsibilities related to HR manager job. It is essential
for me to learn and gain more knowledge in the field of human resources in order to manage
large number of workforce. It is also essential for me to improve my communication skills in

order to effectively communicate with different employees at the workplace. Developing
professionalism in my academic life is one of my major objectives which will make me
competent in the business functioning environment. Improving thinking ability is also one of my
major objective in order to effectively deal with various situation which arise during my career.
LO2
P3 Analyse the differences between organisational and individual learning, training and
development
Both organisational and individual learning, training and development play a crucial role
in the development of a person (Coetzee, 2019). The main motive behind this activity is nurture
the talent of a person and to bring effective skills in a person. The differences between
organisational and individual learning, training and development is wide in sense which are
explained below:
Organisational learning and individual learning:
Organisational learning Individual learning
Organisational learning is the outcome
received by a person, when a person works
with a business which is performing its
operations in the market.
Individual learning is received by a person
after getting involvement in day to day
activities.
It facilitates a person's capability to work in the
working environment of a company as well as
develops working experience in a person.
It does not facilitates the capability of a person
to work in the working environment of a
company.
It enhances working capacity of a person in a
business (Piip, 2019).
Individual learning does not facilitates working
capacity of a person in an organisation.
It brings professionalism in a person to work in
the business environment.
Individual learning however does not brings
any kind of professionalism in an individual.
Analysis- Organisational learning is generally an effective way of learning which
majorly contributes to success of the organisation. It generally leads to facilitate an individual for
effective working in the internal environment of the organisation. In the operations which are

related to development of individual which are performed by human resource management of the
company there are various aspects of organisational learning. Organisational learning mainly is
related to the development of critical aspects which are essential in the performance of
employees in the organisation.
Organisational training and individual training:
Organisational training Individual training
Organisational training is provided to
employees by employees in order to increase
their efficiency.
Individual training is a self developed way of
practising for a work.
Organisational training involves a trainer who
trains the employees.
In Individual training there is no involvement
of trainer, the individual learns the necessary
things without the involvement of a trainer.
In organisational training is carried out in a
professional manner.
It is of a moderate level and does not require
any professionalism (Tsui, and et. al., 2017).
Organisational training desires for supervision
and proper attention.
Individual training does not require any
supervision, the trainee lacks in supervision of
an authority.
Organisational training is for a specific time
period and involves a person fully in the
training (Na-nan, 2019).
Individual training does not include any kind
of time barriers.
Analysis- In the organisational training there is a requirement of professional experts in
order to train an individual for effective performance. At the Vodafone, organisational training
plays a crucial role by developing a feeling of harmony and encouragement. Individual training
also matters the most for the organisation as development of individual is also essential for the
company. In the organisational activities and functions, organisational training plays a crucial
role by enhancement of the individual.
Organisational development and individual development:
Organisational development Individual development

Organisational development is the
enhancement of performance, which is
developed after working in an organisation.
Individual development occurs in a person
after the involvement in daily working
activities.
In Organisational development, there is a
precise achievement of individual goals
The chances of achievement of personal goals
in individual development are very less
In organisational development, there is well
defined code of conduct.
Individual development lacks in defining
proper code of conduct.
In organisational development an individual
receives efficiency in working.
In individual development the chances of
achieving efficiency in working are minimum.
Analysis- The differences between organisational and individual development states
various consequences faced by a person after working in different environment. At Vodafone,
organisational development, learning and training plays a crucial role and facilitates the
employees to work effectively in the company with full enthusiasm. At Vodafone the HR
professionals keep in mind various aspects which are essential in nurturing the talent of the
employees and provide them essential training for various operations.
P4 Analysis of the need for continuous learning and professional development to drive
sustainable business performance
Continuous learning and professional development is most essential part in any
organisation. This will leads towards in the progress of c. Continuous learning of workforce such
as human resource, employee and management aids in improving total productivity of workforce
and management. Professional development and continuous learning is the mechanism by which
one can learn new skills. Through effective on going learning company can up-grade the
knowledge of their workforce (Davidson, 2017). This will motivates employee for taking self
initiative and produce productive solutions of business problems. This will automatically
enhance overall performance of company. Continuous learning is beneficial for both employee
and company. This will upgrade not only professional life but also personal life of the
workforce. For sustainable business company must ensure the development of its employee,
human resource and management. Because ultimately they will operate all the functions and
operations of business, So it is important at Vodafone company to upgrade the skills and