Nelson College: Developing Individuals, Teams, Organisations Report

This report examines the development of individuals, teams, and organizations within the context of Next Plc, a UK-based company. It identifies the professional knowledge, skills, and behaviors required by HR professionals and analyzes a personal skills audit to create a tailored development plan. The report differentiates between individual and organizational learning, highlighting the importance of the Kolb learning cycle. Furthermore, it explores the necessity of continuous learning and professional development for sustainability, emphasizing how high-performance working contributes to employee engagement and competitive advantage. Finally, it evaluates various performance management approaches to foster a high-performance culture and employee commitment.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................4
Main Body.......................................................................................................................................4
P1. Determination of appropriate professional knowledge, skills as well as behavior required
by HR professionals....................................................................................................................4
P2. Analysation of completed personal audit to identify appropriate skill, behaviour and
knowledge and forming of personal development plan for a specific job role...........................5
P3. Analysation of difference between organisational as well as individual learning, training
and development ........................................................................................................................7
P4. Analysation of needs of continuous learning as well as professional development which
drive sustainability......................................................................................................................8
P5. Understanding of HPW contributes to engagement of employees and to gain competitive
advantage in specific business situation......................................................................................9
P6. Evaluation of different approaches to performance management and provide different
examples to provide high performance culture as well as commitment ..................................10
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Individual development refers to activities which improve awareness, identity, development of
talent as well as individual, building human capital which enhance quality of life of a person and
also contribution to realisation of aspiration and dreams (Adobor, 2019). This project report
includes study of Next Plc which is UK based organisation providing different types of clothing,
home products. It was established in the year 1864 by Joseph Hepworth. This project report
includes determination of professional knowledge, behaviour as well as skills required by an
individual. It analyse different factors to be consider in learning as well development of business
performance. It apply knowledge as well as understanding of different ways in which high
performance contribute to engagement of employees. Moreover, it evaluate different ways in
which performance management, effective communication as well as collaborative working
provide support to their performance and commitment.
Main Body
P1. Determination of appropriate professional knowledge, skills as well as behavior required by
HR professionals
Human resource management of an organisation play a vital role for completing task in effective
and appropriate way. It is important for HR manager should have effective skills , proper
knowledge and good behaviour towards the organisation for completing tasks and achieving
goals for the company (Arieli, Sagiv and Roccas, 2020). Skills of HR manager help them to
conduct operations and in effective way and also help them to manage employees of the
company. The detailed information about skills, knowledge and behaviour are discussed below:-
Skills-
 Communication skills- It is one of the important and essential skills that required by
an HR of the organisation as it has a direct link between employees with the company.
 Decision making skills- It is most important for Sn HR of an organisation to have
decision making skills as it help them to take proper decision at right time in order to
achieve objectives of the organisation.
 Leadership skills- It is important for HR have strong and effective Leadership skills in
order to guide employees for completing task in order to achieve organisational goal of

the company. And this also help them in solving the problems of each and every section
of the business.
Knowledge
 Personnel and Human resources- It is important for an HR to have knowledge regarding
principles and procedures for recruiting personnel, training process, selection,
compensation and benefits, labour relation and negotiation, and personnel informations.
 Administration- knowledge about Administration help HR to manage all the business
tasks and activities in proper manner in order to achieve objectives for the company
(Becker and Bish, 2017).
 Laws- It is important for HR to know about laws of the country . Law2s of the country
includes rules and regulations that made by governments which includes legal codes,
court procedures, executive orders, agency policies and so on as it gives great impact on
the business.
Behaviours
 Transparency and trustworthiness- The Attitude and behaviour of an HR manger should
be transparent and trustworthiness as it help them to make good relation with other staffs
of the company.
 Technology savvy- this behaviours of HR helps to should develop positive attitude and
behaviour towards the organisational technology and made them technology savvy. This
also help HR for making proper management in creative way (Cavka, Staub-French and
Poirier, 2017).
 Solution oriented- Successful HR manger should have strong and effective solutions
oriented behaviour as it help to take proper and creative solution of all problems of each
and every section of the company.
P2. Analysation of completed personal audit to identify appropriate skill, behaviour and
knowledge and forming of personal development plan for a specific job role
Skills audit refers to systematic assessment of research skills as well as knowledge of student. It
is one of assessment which provide evidence for different competence of a person which can
helps to identify training as well as development needs.
Personal Skill Audit

Knowledge Rating Skills Rating Behaviour Rating
Personnel and
Human resource
4 Communication
Skills
2 Transparency and
trustworthiness
3
Administration 3 Decision Making
Skills
4 Technology Savvy 2
Laws and
regulation
2 Leadership Skills 3 Solution Oriented 4
From above mentioned skills audit, it can be analysed that individual has weakness in some area
which is important for them to develop as it helps them to work more efficiently. In order to
develop these skills, individual needs to prepare personal development (Harris and Mayo, 2018).
Personal development plan refers to a action plan which helps to identify individual goals which
can be achieved by a person. Personal development plan of HR individual is mentioned below:
KSA to
be
Develo
ped
Activities required
for development
Duratio
n
Developing
monitoring
approach
Assessment of
Development
Detailed
Evaluation
Commu
nication
In order to develop
communication
skills, a person needs
to join an institution
of join different
online courses. It is
one of important
skills for HR
individual.
3
Month
In order to monitor
improvement of
communication skills
of employees,
managers of Next Plc
will carefully monitor
their improvement in
order to effectively
develop this skills
(Lagrosen, 2019).
They are monitoring
different ways in
which employees are
In order to
assess this
skills,
managers of
Next Plc is
providing
opportunity to
employees
where they
cans reflect
their skills.
This skill
helps
employees as
it provide
them various
benefit. It
helps them to
avoid
misunderstand
ing and allow
them to
communicate

improving their
communication skills.
effectively.
Technol
ogy
Savvy
In order to become
technology savvy a
person needs to use
different technology
which helps them to
learn these
technology.
5 moths In order to monitor
this, managers are
observing work of
employees (Malik,
Froese and Sharma,
2020). They ensure
employees are using
different technology
present at work place
which make them
more tech savvy.
For
assessment of
this
development,
managers of
Next Plc needs
to provide
opportunity to
employees for
using different
technology.
It is one of
skills which
helps
employees to
be able to use
different types
of technology
and be
technology
friendly.
Laws
and
regulati
on
It is also a important
for an HR individual
to have knowledge
of different laws and
regulation which can
be developed
through studies.
6
Month
In order to improve
this, HR individual
are monitoring their
performance by
reviewing it from
different guide of
laws and regulation
(Lawrence, 2017).
In order to
assess this
skills,
managers
should provide
opportu8nity
to employees
where they
can apply thee
knowledge.
It is one of
skill which
helps HR
individual to
follows all
rules and
regulation
related to
human
resource in
their
organisation.
P3. Analysation of difference between organisational as well as individual learning, training and
development
Difference between individual and organisational learning:

Individual learning: Learning refers to self directed as well as work based process which leads
to increased adaptive capacity. It is interconnected with working as observing different types of
employees at workplace, customers interaction, involvement of different activities, working
under a senior staff are part of learning. It includes different activities as well as interaction of
knowledge and learning generated by employees. Involvement of an employees in an
organisation is a part of organisational learning which contribute in employee motivation as well
as commitment.
Organisational learning: Organisation and individual learning both are important for growth of
organisation (Lin and Sanders, 2017). Learning of an individual create impact on organisation as
both employee and organisation learn and developed. Organisation learn through their employees
who are taking active role in identification of own development needs in which they grab
knowledge as well as information.
Kolb learning cycle:
Kolb Learning cycle is one of model which was introduced by David Kolb in the year 1984. This
model consist different stages in learning cycle including concrete experience, reflective
observation, abstract conceptualisation as well as active experimentation. This model states that
acquisition of concept which can be applied in different applied situation. Different stages of this
model is mentioned below:
Concrete Experience: Kolb learning cycle is one of cycle which starts with concrete experience.
It can be either a completely new experience or a reimagined experience which is already
happened. In this, each learning engage in a task as well as activity.
Reflective observation: Next stage in this model is reflective observation which allow learner to
ask different questions as well as discuss experience of others (Minett-Smith and Davis, 2019). It
is one of model which allow learner to identify different discrepancies and also provide
understanding as well as experience.
Abstract conceptualisation: It is another stage in learning cycle which make sense of evens that
attempt to conclude experience on basis of reflection of prior knowledge as well as use of ideas
In which they are familiar with other peers.
Active experimentation: Active experimentation is another sage in which learner returns to
involvement in a specified task with application of gaols for conclusion of new experience.

P4. Analysation of needs of continuous learning as well as professional development which drive
sustainability
Continuous learning: Continuous learning refers to process of learning different types of new
knowledge as well as skills on base on ongoing process. It can be done in many form which
includes formal courses as well as casual social learning. It is important in life of an individual
for various reason which are as follows:
Remain relevant: It is important for a person to learn continuously which helps them to be up to
date as per trends and allow them to adopt new skills It helps them to function effectively and
allow them to learn new things easily which is essential for them to be relevant and valuable at
all time.
Prepare for unexpected: Continuous learning helps a person to adapt new changes an make
them more flexible (Murphy, 2020). It allow them to develop new skills, knowledge which
provide them comfort zone to a person. It make a person more capable for unexpected changes
which is important for prepare for new challenges.
Spark new ideas: Continuous learning opportunity allow a person to develop new skills which
provide them feelings of accomplishment and boost capability of a person. It make a person
ready for new challenges and helps them to explore new ventures.
Professional development: Professional development refers to tools, resources as well as
training session which helps a instructor for improving their teaching quality as well as
effectiveness. These resources helps individual to improve their knowledge and provide the
opportunity in life. Professional development is important in life of a person for various reason
which are as follows:
Improve confidence as well as credibility: Professional development is important in life of a
person which improve their skills and knowledge (Rezvani, Barrett and Khosravi, 2019). It
provide training and development opportunity to a person which build their confidence and also
improve their credibility to increase new skills.
Improve efficiency: Professional development helps to build new skills in a person and also
provide various opportunity to a person to learn new things. It improve professional experience
of a person and allow them to develop new idea. It also allow them to focus on their work and
also improve their efficiency.

P5. Understanding of HPW contributes to engagement of employees and to gain competitive
advantage in specific business situation
High performance working is one which is focused with building a culture which ensure trust,
open communication as well as transparency. It is concerned with creating convenient
hierarchical structure which contain different business. It is providing different flatter structure in
which employees are satisfied, engaged, motivated for purpose of understanding of values,
behaviour as well as shared purpose of an organisation. It is contributing to improve engagement
of employees in organisation and also providing competitive advantage to business. It is
important to develop high performance working environment which is mentioned below:
Ensuring employee security: Business which engage in down sizing, hiring part time
employees, contract employees are rarely create wealth and improve long term line in an
entrepreneur (Rowe, Karg and Sherry, 2019). High performance working environment helps to
create trust among employees which leads to commitment among employees and success of
organisation
Selective hiring: It is important for managers of Next Plc to hire employees carefully which
helps to identify critical skills as well as attribute among employees. It helps managers to hire
employees which suits to requirement of job. These employees are identified on basis of
different different attributes like character, service orientation as well as respect for other people.
Decentralise decision making: In high performance working environment, people recognise
needs and importance of identification of goals and objectives. In implementation of these goals,
managers of Next Plc needs to take various decision in organisation and also needs to empower
employees for purpose of delivering best services to customers in attain good result for
organisation.
P6. Evaluation of different approaches to performance management and provide different
examples to provide high performance culture as well as commitment
Collaborative working refers to partnership working which cover different ways in which two as
well as more organisation can work in effective manner. It consist different operation which
consist from informational network alliances. It is one of working which can be existed for
specified time and also helps in permanent arrangement (Walker and Lloyd-Walker, 2019). It
provide different options which consist sort of exchange, ultimate benefit as well as mutual
advantage. It provide different opportunity to business ad helps them to promote high

performance and commitment in organisation. It is beneficial for an individual or organisation
due to values reason which are mentioned below:
 It allow business to deliver new, integrate and improved services which is important for
an organisation to ensure long term survival and profit for company. It can be done with
collaborative efforts of team embers and allow them to contribute their performance.
 It also helps business to share knowledge and information among different members of
team which is beneficial for them. It improve knowledge and learning of other members
and allow them to coordinate in effective manner.
 It also improve efficiency of team members as coordinated allow them to work together
which helps to complete work without any confusion. It is important in order to improve
efficiency and allow them to share cost.
In order to develop collaborative working environment, managers of an organisation
needs to adopt various steps as they needs to identify strength of individual in organisation which
helps the to understand strength of individual. It also establish clear expectation as well as goals
for them members. In next step, they needs to use different collaborative tools and also needs to
encourage open mindedness. This open mindedness helps them open to accept change in
organisation and also make them ready for new challenges. It is important for them to adopt
reward innovation in which managers provide rewards to a person who provide innovative ideas
suit to capability of company. If team get success, in this step managers celebrate success with
other team members which improve their motivation. It helps them to provide strong sense of
community and allow them to delegate task in effective manner.
Performance management approaches helps business to in many ways as it provide
support to business to higher performance culture and also improve their commitment.
Performance management helps to provide high performance culture in their organisation. It
improve performance of a managers of Next plc in following manner:
 Implementing effective performance management process: Performance management
process is one of organisation which create impact on growth of companies. It helps
managers of Next Plc to differentiate high performance employees from lower
performance employees. It can be also done with implementing transparent reward
system and also with articulate different share goals and objectives.

 Empowerment and authority: It is important to implement effective performance
management approach in organisation as it helps to provide strength to empowerment as
well as authority in different level of organisation. It can be done by managers of Next
Plc by developing trust as well as accountability in their organisation.
 Improve leadership capability: In order to improve performance of organisation, it is
important for managers of Next plc to increase employee engagement in order to share
common purpose as well as mission.
CONCLUSION
From above mentioned project report it can be concluded that individual development is
important for an organisation as it ultimately contribute in organisational development. There are
different skills, knowledge as well as behaviour of a person which helps them for attainment of
business goals and provide them success. Individual learning as well as organisational earning is
important for a person which helps to improve performance of overall organisation.