HND Business Module: Developing Individuals, Teams, and Organizations

This report delves into the multifaceted aspects of developing individuals, teams, and organizations within a business context. It begins by outlining the essential knowledge, skills, and behaviors required by HR professionals, followed by an analysis of a personal skills audit and the creation of a professional development plan. The report then examines the distinctions between organizational and individual learning, training, and development, emphasizing the significance of continuous learning for sustainable business performance. Furthermore, it explores the role of High-Performance Working (HPW) in fostering employee engagement and competitive advantage, and evaluates various approaches to performance management, illustrating their impact on fostering a high-performance culture. The report concludes with a discussion on how these elements contribute to overall organizational success.

Developing
Individuals, Team and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Determine appropriate and professional knowledge, skills and behaviours required by HR
professionals...........................................................................................................................1
P2: Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours, and develop a professional development plan for a given job role.....................2
TASK 2............................................................................................................................................5
P3: Analyse the differences between organisational and individual learning, training and
development...........................................................................................................................5
P4: Analyse the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................6
TASK 3............................................................................................................................................8
P5: Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..........................................8
TASK 4............................................................................................................................................9
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............................................................................................................................9
CONCLUSION................................................................................................................................9
References:.......................................................................................................................................9

INTRODUCTION
Learning and development is a process which is undertaken to magnify the skills,
knowledge and ability of employees which result in better work performance. For completing the
tasks in efficient and effective way, team building is important in an organisation. Forming,
brainstorming, sharing vision,performing and adjourning are the five stages of team
development. It improve communication in organisation along with in the increase in trust and
productivity. And development of organisation is a group of activities which are undertaken for
adopting changes. This report include about the professional knowledge, skills and behaviour of
HR professionals. Some concepts or differences between organisational and individual learning,
training and development. It also state the various approaches to performance management and
why business organisations need continuous learning and professional development for
performing the business activity.
TASK 1
P1: Determine appropriate and professional knowledge, skills and behaviours required by HR
professionals.
It is well known that HR manager works as mediator between management and
employees of an organisation also HR is the representative of any firm. So the HR should have
proper skills and knowledge so that they can manage whole organisation in effective and
efficient way (Sim 2019). Following are the professional knowledge, skills and behaviours
required by HR professional:
Knowledge Skills Behaviours
Administration and
Management-It is necessary to
have complete knowledge of
administration and
management as HR have to
concentrate on all documents,
policies, information and
knowledge and to make them
Communication- HR have to
do work as a message
conveyor. It is the
responsibility of HR to
communicate all the important
messages and policies to the
employees of organisation. It
states that proper
Solution Oriented- A HR
should adopt solution focused
approach so that they can
manage problems. HR
managers always focus
towards finding the solution of
various problems or issues of
employees. It is necessary to
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understandable so that anyone
can understand them easily. A
HR have to perform induction,
training and development
program, if they have lack of
knowledge about the
organisation, it will became a
problem of all employees.
communication skills are
important for professional HR
for conveying the message in
an effective way so that
employees can easily
understand the message and
follow the same.
develop their mindset towards
finding solutions and do some
actions to solve the problems.
Economic and Accounting- It
means that the HR should have
the knowledge of all economic
and accounting principles,
financial market etc. because
calculating wages and salaries,
preparing budgets,
performance measurement,
calculating return on
investment are some roles and
responsibilities of a
professional HR.
Coordination- HR works as a
coordinator between
employees and management. It
is the responsibility of HR do
to recruitment, maintain
records of employees, assist
with payroll processing and
providing administrative
support to all the employees of
an organisation. Listing the
problems of employees and do
discussion with management,
changing in policies are some
activities done by HR by doing
coordination(Pan and et. al.,
2017).
Adopting Changes- In today's
world, changes are
unavoidable and changes are
of various types i.e. it can be
economical, technological,
geographical, procedural etc.
While adopting any changes,
Management and HR face
various problems, it is a
difficult task to adopt changes.
It is the responsibility of HR to
properly communicate about
the change, need of change
and how to adopt that change
to the employees.
P2: Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours, and develop a professional development plan for a given job role
Table which is showing rating to the knowledge, skills and behavioural skills of a HR
manager is given below:
Knowledge Rating Skills Rating Behaviour Rating
2

Administratio
n and
Management
2 Communicatio
n
5 Solution
Oriented
2
Economic and
Accounting
4 Coordination 1 Adopting
Changes
4
Below mentioned table is showing a complete analyse of personal skill audit:
KSA To Be
Developed
Activities
Required for
Development
Duration Development
Monitoring
Approach
Assessment of
Development
Detailed
Evaluation
Administratio
n and
Management
By reading
administrative
books of good
and reputed
authors and by
understanding
the various
management
theories, by
doing various
diplomas of
management
and studies
can help in the
development
of
administration
and
management
knowledge for
6 months The
improvement
or
development
of knowledge
of
administration
and
management
can be monitor
only after
taking tests &
exams and
analysing the
result of
diploma or
tests or exams
(Mehta 2019).
Good
knowledge of
administration
and
management
help the HR
manager to do
focus on
documentation
of employees,
attendance
management
and various
useful policies
formation.
HR manager
can develop
the
administration
and
management
knowledge
skills by doing
any
management
diploma which
will take
almost 6
months of
time period
and with the
help of the
result of
diploma,
performance
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a HR manager. of HR can be
monitored.
Coordination Providing
training and
development
to the HR
manager will
help them to
develop the
skill of
Coordination,
as it is very
important for
HR to
coordinate
with all
employees and
management
as well.
3 months Coordination
skill of HR
manager can
only be
monitor by the
results of the
training
session, which
were
conducted by
the senior
mangers to
train the
HR(Thornton
2019).
Providing
trainings to the
HR manager
will help them
to improve the
skill of
coordination.
It means they
will become
more
coordinator
and will work
as mediator
between
employees and
management(
Kraus and et.
al. 2019).
For improving
the skill of HR
manager the
management
will provide
various
training by
arranging
some sessions.
It will take
almost 3
months to
work on the
coordination
skill of HR.
Solution
Oriented
HR manager
can improve
their skill of
solution
oriented by
handling
various critical
situations of
an
organisation
3 months It can be
monitored by
getting proper
feedback from
seniors
whether the
manager is
able to solve
the situations
or not.
Solving
various critical
problems will
makes the HR
manager more
solution
oriented and
can easily
handle all the
situations.
Solution
Oriented is an
important skill
of HR
manager as it
implies good
or bad impact
on employees.
For improving
this skill, they
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under the
supervision of
their seniors
managers.
have to handle
various
situations
under the
supervision of
seniors.
TASK 2
P3: Analyse the differences between organisational and individual learning, training and
development
Difference between Organisational and Individual learning
Basis Organisational learning Individual learning
Meaning It is a process or group of
activities which are undertaken
with the purpose of the
development of organisation.
It is a process or collection of
acts which are to be performed
with the purpose of personal
growth and development of
skills of individual person.
Focus It's main focus is on the
development of complete
organisation.
Individual development is the
main focus point of individual
learning.
Need Organisational learning is
necessary to do if the
organisation wants to do
something innovative or
adopting some new
technology(Iredale 2018).
Individual learning is required
to develop the skills of an
individual person when there
is any change in the working
environment or change in
technique of doing work.
Mindset It require Lifelong Learning
Mindset.
It require Forward thinking
mindset.
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Difference between training and development
Basis Training Development
Definition or meaning It is a process of instructing
employees for the
development of their skills so
that they can work effectively
and efficiently.
It refers to the process of
educating managers and
professionals to increase their
skills and knowledge which
will help in the development of
organisation in near future.
Contributor These programs are organized
for the development of
employees.
Development programs are
exhibit for managerial level
employees.
Aim It's aim is to make employees
capable for doing a specific
job profile.
It's aim is to develop the
personal efficiency of
managers.
Time Period Trainings are plan for short
term period.
Development are plan for long
term period.
Present or future oriented It is a present oriented activity. It is a future oriented activity.
Changes Training result in the change
of level of skills of employees
(Garavan and et. al., 2020).
Development result in the
change in the level of
behaviour of managers.
Objective It's main objective is to
improve the work performance
of employee.
It's main objective is to prepare
the managers or higher
employees for future
challenges.
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P4: Analyse the need for continuous learning and professional development to drive sustainable
business performance.
Perpetual development of skills or sets of skills by learning and expanding or improving
knowledge is known as continuous knowledge. It works as an opportunity for employees to learn
something new along with their job. It is possible only when the employees of an organisation
are interested in learning and growing their skills at the level of individual. Be open with growth,
setting learning goals, open book clubs, arranging tips are some key points to create a culture of
continuous learning. Formal learning, social learning,self directed learning are some examples of
continuous learning. It is also important for business organisations as it facilitates adaption,
avoids short sightedness,enable skills sharing etc. Following are the points which shows the need
for continuous learning and professional development to drive sustainable business performance: Helps Focus on Goals- Continuous learning help the organisation to monitor all the
developmental changes either it can be minor or major. It will result in maintain the
continue sight on the the goals and objectives of the organisation. Retaining of employees- If an organisation work on the continuous development of skills
of their employees, it will bring the loyalty feeling in employees towards the organisation
which increase the chances of retaining. Skills improvement for employees- Task of continuous learning is to provide continuous
training to employees for developing their skills on individual level. It gives the chance to
organisation to adopt new and advance techniques for performing day to day business
activities. As skills of employees are already updated by continuous learning, it will work
as positive attitude while adopting new techniques. Increase in engagement- Continuous learning also result in the engagement and
productivity of employees. It focus on constructing strengths of employees as well as in
collecting or obtaining knowledge of this changing world. Easy adoption of new technology- Technical changes in the world are coming day by
day and it is becoming necessary to adopt these technologies for the survival of an
organisation (Evans 2020). If employees of organisation are skilled and they are
developing their skills continuously, it will become easy to adopt new technology for the
organisation.
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 Innovative Ideas- Advance thinking and skills of employees of an organisation will also
lead in the coming of new ideas which result in the growth of organisation by new ideas.
 Motivate Employees- If any organisation provide continuous training to employees for
improving their skills at individual level, it will create internal motivational thoughts
which will result in the effective performance and a good attitude of employees towards
the organisation.
TASK 3
P5: Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
HPW stands for High Performance Working, which can be defined as a general approach
for managing organisation and which aims to restore involvement of employees in a
effective way and commitment to achieve high levels of performance(Zgodavova and et. al.,
2017).. It’s main focus is on the employees that they should take participation in the
decisions which implies a good effect on their jobs and helps in the broadening of
organisation. It helps in enhancing employees skills, knowledge, commitment, involvement
and adaptability. Mainly HPW plays an important role in those organisations which wants to
improve their work performance. Following are the important factors of High Performance
Working:
 Shared Commitment to the Vision and Extraordinary goals- HPW team share
commitment to their visions (i.e. team members or other management staff) and
make some extra ordinary goals to achieve as it’s main objective is to achieve high
level of performance or goals.
 Shared accountability for results- Under High Performance Working practices, it is
necessary for organisation to disclose accounts with the employees for getting better
result (Bartram and et. al., 2021). It may have some disadvantages but it is an
important factor or element of HPW.
 Transparent Communication- It is necessary for all managers to share all the
information with the employees, so that they know everything about the situation and
they can make decisions according to them. It can be said that the communication
between them should be transparent.
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 Constructive Conflict- It holds differing ideas, so that company can move towards
the goals and missions. It help in increase in the productivity. At this level, all
participants can take participate in discussion and present their ideas openly.
 Mutual Respect and Camaraderie- It plays an important role in the spiriting teams
and increasing productivity. It means to work together without any disputes at
workplace.
Along with above mentioned factors, there are various benefits of HPW as well, which are given
below:
 Ensuring Employee Security- HPW involves the employees in decision making as well,
this will result in the motivation of employees and they will highly secure their position
in the organisation.
 Training by Commitment- It is well known that HPW works on commitment, which
plays an important role in providing training to the employees(Algahtani and et. al.,
2019). They got motivate when the organisation make commitment or decision according
to their point of view.
 Sharing Key Information- HPW make sharing of all information of organisation with
their employees. There is a clear transparency between management and employees.
 Decentralized Decision Making- Because of high involvement of employees in High
Performance Working, organisation have to divide power of taking decisions among
various employees which is known as decentralisation of decision making.
TASK 4
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.
Below mentioned are the various approaches to performance management:
 Comparative Performance Management This approach involve the process of giving
ranking to the performance of employees, these ranks are in the serious of highest to
lowest. A chart of comparison of performance of employees is prepared and then it is
decided that the HPW will work or not. For Instance A team of 10 employees in an
organisation involve 5 employees are top performers, 3 are average and 2 are lower
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performers. This Comparative Performance Management will compare the performance
of employees and it will decide the rewards for top performers, so that they can promote
to managerial level, High Performance Work practices decision for average performers
and training and development programs decisions for lower performing employees.
Collaborative learning Approach It means the process under which learning and doing work
goes together. In simple words, it is the process of providing training to the employees
while doing work. It engages employees to process and synthesize information and
concepts(Al-Ghamdi and et. al., 2020). Example On Job Training in any organisation is
the best example of Collaborative approach because On Job Training involve leaning as
well as performing tasks.
 Employee Performance Appraisal In simple words, it can be said as appraisal methods.
After analysing the work performance of employees, it is necessary to promote those
employees who are working well and providing training and development to those who
are not good performers. And HPW will help the organisation in motivating to the
average performing employees. Management by objectives, 360 degree feedback,
assessment centre Method, Behaviorally Anchored Rating scales, Psychological
Appraisals, Human resource accounting method are some methods of employee
performance appraisal.
CONCLUSION
From the above report, it is concluded that the development of individual or employees and
teams plays an important role in the development of organisation. Also it is necessary to
have good knowledge, skills band behaviour of HR is needed for proper work done and
achieving organisational goals and target. Furthermore, it is analysed that High Performance
Work practices are undertaken by various organisations to motivate their employees by
decentralisation of decision making power, involving them in various discussions etc.
Organisations following HPW culture have clear management, collaboration, financial
efficiency which help in the high influence to the employees and development of leaders,
individuals in an organisation which is indirectly related to the development of complete
organiosation.
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References:
Books and Journals
Al-Ghamdi and et. al., 2020. Barriers to change implementation process by public and private
organisations in Saudi Arabia. Journal for Global Business Advancement, 13(1), pp.88-
107.
Algahtani and et. al., 2019, September. The key Challenges for Managing Knowledge in the
Kingdom of Saudi Arabia's Public Sector Organisations. In ECKM 2019 20th European
Conference on Knowledge Management 2 VOLS (p. 18). Academic Conferences and
publishing limited.
Bartram and et. al., 2021. Re‐calibrating HRM to improve the work experiences for workers with
intellectual disability. Asia Pacific Journal of Human Resources, 59(1), pp.63-83.
Evans, J., 2020. Careers in Faith-based Organisations. Lulu Press, Inc.
Garavan and et. al., 2020. Theoretical Perspectives and Context of Learning and Development
Effectiveness in Organisations. In Learning and Development Effectiveness in
Organisations (pp. 23-48). Palgrave Macmillan, Cham.
Iredale, A., 2018. Teacher Education in lifelong learning: developing professionalism as a
democratic endeavour. Springer.
Kraus and et. al. 2019. Blockchains, smart contracts, decentralised autonomous organisations
and the law. Edward Elgar Publishing.
Mehta, A., 2019. Turn your company into a learning organisation: learning organisations-
international. HR Future, 2019(Mar 2019), pp.18-21.
Pan and et. al., 2017. Exploiting linked data and knowledge graphs in large organisations (p.
281). Heidelberg, Germany:: Springer.
Sim, N., 2019. Introduction: The Problem of Partnerships Between Galleries and Youth
Organisations. In Youth Work, Galleries and the Politics of Partnership (pp. 1-17).
Palgrave Macmillan, Cham.
Thornton, C. ed., 2019. The art and science of working together: practising group analysis in
teams and organisations. Routledge.
Zgodavova and et. al., 2017. Culture of quality: insight into foreign organisations in
Slovakia. Total Quality Management & Business Excellence, 28(9-10), pp.1054-1075.
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