Nelson College: Developing Individuals, Teams & Organisations Report

This report explores the development of individuals, teams, and organizations within the context of GUARDIAN ROYAL. It contrasts organizational and individual learning, training, and development, and presents a professional development plan based on the Kolb Learning Cycle. The report analyzes the needs for continuous learning and development, identifies the knowledge of high-performance work (HPW), and evaluates different approaches to performance management, including collaborative working, comparative approaches, and behavioral approaches. It highlights the benefits of HPW, such as better employee attitudes, improved organization, competitive advantage, and better risk management. The report concludes by emphasizing the importance of continuous learning and development for sustained business performance.

Developing individuals teams
and organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Presenting the differences between organizational and individual learning, training and
development.................................................................................................................................5
Presenting the professional development plan............................................................................6
Analysing the needs of continuous learning and development...................................................7
Identifying the knowledge of high performance work................................................................8
Evaluating different approaches of performance management...................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Individual teams help to accomplish certain specified tasks of the firm through
overcoming and handling various challenges of the firm. The present report is based on
GUARDIAN ROYAL firm that has introduced various programmes for enhancement of the
personal skills of the employees during certain period. Also, the report will focus on sustainable
business performance through learning cycle theory. Moreover, role of HPW in contributing
employee engagement will be explained through certain benefits in specific organization
situation. Lastly, the study will evaluate different approaches of performance management that
work successfully in high performance culture and business environment.
MAIN BODY.
Appendix 1
 P1
Desired Professional Role (Please provide detailed information): Human resource manager
that will be responsible for recruiting, training, staffing and selecting the desired staff for the
successful operation of the company .
Knowledge Skills Behaviour
Administration and
management
Written communication skills It should have ability to adopt
positive approach and remain
flexible
Customer and personal service Verbal communication skills Polite and soft spoken so that
General Mathematics and
accounting
Reporting skills Commit to decisions and
develop clarity in thoughts.
Current Laws and government
rules and regulations.
Teamwork Demonstrate High
observation power and show
leadership abilities at times
when required.
P2 (A)
Personal Skill Audit (Please provide detailed information): It is detailed information

regarding the current skills that are been possess and determine how advanced these skills are
currently present.
Knowledge Rating Skill Rating Behaviour Rating
Administration
and
management
4 Written
communication
skills
2 Flexible and
positive
approach
5
Customer and
personal
service
4 Verbal
communication
skills
1 Polite and
soft spoken
3
Current Laws 2 Teamwork 4 High
observation
power
5
Professional Development Plan
KSA To Be
Developed
Activities
Required for
Development
Duration Development
Monitoring
Approach
Assessment
of
Development
Detailed
Evaluation
Written skills Practice more
in writing
articles, mails
and
paragraphs
5-6 months Rechecking
with
supervisors,
checking
mistakes
through
online writing
tools and
software’s.
Creating
assignments
that will
evaluate the
others way of
writing.
Participating
in any writing
contests and
blogs so
check how
efficient is
the result.
Verbal
communication
Public
speaking,
attaining
various
7-8 months Making notes
about any
corrections if
required in
Taking
opinions from
other people.
Through
speaking in
any event
along with

lectures by
professionals
etc.,
speaking,
taking active
participation
is speaking on
various
topics.
different
people will
help in
complete
evaluation.
Government
les and laws
Reading
various books
relating to the
HR laws
followed in
the country
1 year Give opinions
regarding
some laws at
the workplace
to check
whether it is
applicable or
not
No conflicts
or negative
arguments are
been imposed
against it.
The laws'
information
can be
collected
form the
supervisors
also so that
better
understanding
could be
gained.
Presenting the differences between organizational and individual learning, training and
development.
Basis Individual
learning
Organizational
learning
Training Development
Learning Here in this
method the
individual is
ready to learn
new things that
are according to
its area of interest
or for future
The management
is responsible for
providing training
so that certain
skills can be
acquired to carry
out any particular
tasks or to
It is mainly done
by the
management
when any new
product line or
any project is
undertaken by the
firm . Also, is
It is career
oriented process.

growth. enhance the
existing skills.
done through
events and
seminars.
Time period It is for specific
time period for a
particular skill set
learning.
It is much
relatively longer
period than the
individual
learning
It for very short
duration decided
by the staff.
It is long term
process.
Meaning It is process that
involves a change
in existing
knowledge and
behaviour of
individual
(Luiters, 2021)
Related to gaining
knowledge
regarding any
particular
function to
quickly adapt to
changing
environment.
These are type of
educational
activities that are
conducted by any
firm so that
through certain
instructions tasks
can be performed
in better ways.
It is process of
growth for any
individual.
Transferable Learning of the
individual could
be transferred
from one person
to another
(Hodge, Donovan
and Slater-
Robins, 2021)
It is non-
transferable as it
based on
particular set of
skills that is
different for
various
organizations.
It is also non-
transferable as
people opinions
and knowledge
changes from
time.
It is meant for
managerial levels
and hence is non-
transferable
Presenting the professional development plan.
Senior HR manager post

Skills Activities Time duration
Technical skills Learning through
various HR course
available online,
modules and observing
the leaders.
1 year
Critical skills Solving complex
activities through case
studies and role-play.
8-9 months
Teamwork skills Participating in more
group activities and
taking group projects.
4-5 months
From the above chart it can be linked to the Kolb Learning Cycle Model that is designed
for the improvement of existing skills within the individual. The skills such as technical skills
will help the individual to have deep knowledge about various topics that are essential for the
future growth and development. Moreover, critical skills would allow solving various complex
HR problems independently without the help of any supervisors. Also, the teamwork skills is
required to carry out the large activities within the firm in the smooth and efficient manner so
that there are no problems in the future operations of the business. Hence, for professionally
growing in the HR department it is essential that the employee is well aware of all the changes
that are happening n the business environment so that accordingly business plans could be
developed and made in the future.
Analysing the needs of continuous learning and development.
Continuous learning is ongoing process that is based on expanding the particular
knowledge and skill set that is helpful in increasing the employee engagement, knowledge
retention and job satisfaction. It is important for the organizations to meet the required needs of
the customers through improving the skill set of employees (Whitley, 2018). Continuous learning

is based on identifying the new perspectives that would enable the business to grow on large
level.
Professional development on the other hand refers to process of identifying various goals
and for that learning new skills so that better success and growth could be achieved in the short
duration of time. For enhancing the effective career development in the future this can be
explained through the Kolb learning cycle theory. According to this model there are four stages
of learning that is concrete experience, reflective observation, abstract conceptualization and
active experimentation (Kolb experimental learning theory and learning styles, 2021)
In first stage of concrete experience it will help to encounter a completely new
experience or any experience that is previously already happened. Further it helps to engage in
particular activity or task. Hence, through active engagement the knowledge would be expanded.
Next in reflective observation allows discussing ideas and opinions with other people so that
better understanding could be developed (Aghina and et.al., 2019) . In case of abstract
conceptualization, the final conclusion of any events are been drawn out. Also, the certain
modification to the conclusions are been made so that information could be analysed in better
manners. Further, in the active experimentation learners predict some things so that task can be
analysed for further acquired knowledge in the future. Thus, through the whole model particular
set of skill can be modified and developed for long period in the individual.
Identifying the knowledge of high performance work.
HPW (High Performance Work) refers to work processes that helps to identify the higher
levels of individual and organizational performance. This technique allows various organizations
to hire, select and retain high performance employees at the workplace. Proper training given
through this allows the employees to understand the wider organization scope.
In context of GUARDIAN ROYAL this technique very well as company introduced
various PDP plans where each employee was asked compulsory enrolled into it so that better
performance and competitive advantage of the company could be achieved in short run.
Moreover, these were organized on the basis of experience, open learning and workshops
according to which the training officer of the quoted firm follow the development plans. Various
appraisal system allowed the individual to identify the personal competencies so that better
improvement can be done in the future (Gärtner , Nohe and Hertel, 2019).

There were certain benefits that were related to the HPW and organizational situation
where revenues are very less due to inefficiencies or improper working of any department than
some of them are briefly described as below:
 Better employee attitude: In the quoted firm it helped in creating better attitudes as
employers were more overwhelmed and more enthusiast in carrying out the tasks. Also,
with the new appraisal system in the firm personal skills of the individuals were
identified that was earlier not possible (Fehr, 2018.)
 Improved organization: The organization adopted more unique strategy so that it can be
set apart from the competitors. This further helps in attracting more individuals to the
organization for better growth opportunities in the future.
 Competitive advantage: Higher level of HPW score means that it has firm has the best
financial performance results than the rest of the rivalries in the market (Margherio and
et.al., 2021). Also, quoted firm has also able to compare the performance of one
organizational unit from the other so that any kind of loopholes could be easily found out.
 Better risk management: The HPW enables the firm to develop deep insights about the
possible risks that are going to be occurred in the future so that the firm would be able to
remain prepared with possible solutions for such type of risk if it happens to be occurred
in the future (Daddey and Watt , 2021). Also, risk could be avoided in better ways as
personal skills of all the employees are already developed in better ways through the
workshops and seminars that will allows them to overcome all types of challenges with
better strategies and solutions.
Evaluating different approaches of performance management.
There are different ways through which the performance could be measured in the company
where performance level is very high and employees have greater level of commitment. Some of
them are briefly discussed as below:
Collaborative working:
Through this the firm is able to identify whether the employees are working individually
or in groups. Moreover, working in teams allow the firm to evaluate the gap between the final
results and desired goals for the company so that weak areas could be identified easily (Ahiaga-
Dagbui , Tokede , Morrison and Chirnside, 2020). However, the team evaluation does not focus

on the personal weakness of individual and thus there are chances that it would remain
unidentified by the supervisors.
Comparative approach:
This is technique is adopted by the firm to rank the employees based on the performance
with the other members working in the group. Individuals are ranked form highest o lowest
based on the output that is delivered. This is good to build up motivation and self-confidence so
that better results can be delivered in the future. However, this might develop the feeling of
inferiority among employees as they might believe that they are less efficient than the others.
Behavioural approach:
This is based on the idea that right performance of employees is based on the desirable
behaviours of the employee while working in any organization. Further, it sets clear guidelines
on what is expected out of them so if any misconduct is there than the firm would be able to
solve in effective way (Salmon and Plant , 2022). On the other hand, this type of approach could
not be useful as evaluation of employees could not be done on regular basis and for one
employee it might be positive while for other it might be negative.
CONCLUSION.
From the above report it can be concluded that organizational, individual learning and
training and development allow the person to enhance the knowledge base to the large level.
Moreover, the report had also given a detailed portfolio evidence for human resource manager
post through identifying various skills and giving ratings. Also, the report has analysed the
importance of continuous learning in enhancing the career through applying Kolb learning cycle
theory. Further, detailed professional development plan for the marketing manager role had also
been presented under this report. Also, deep understanding of the HPW along with certain
benefits to the quoted firm had been discussed. Lastly, the study has analysed various
collaborative working, behavioural approach etc. as part of review of performance management
in the quoted firm.

REFERENCES
Books and journals.
Whitley, T., 2018. The power of language in defining and developing teams. Christian education
journal. 15(1). pp.21-31.
Margherio, C. and et.al., 2021, July. Unified Voice and Group Agency: Developing Teams to
Transform Engineering Education. In 2021 ASEE Virtual Annual Conference Content Access.
Aghina, W. and et.al., 2019. How to select and develop individuals for successful agile teams: A
practical guide. Survey. McKinsey & Company.
Gärtner, L. U., Nohe, C. and Hertel, G., 2019. Lifespan perspectives on individuals’ effort in
work teams. In Work across the lifespan (pp. 437-454). Academic Press.
Daddey, F. and Watt, A., 2021. Working with Individuals and Teams. Project Management.
Ahiaga-Dagbui, D. D., Tokede, O., Morrison, J. and Chirnside, A., 2020. Building high-
performing and integrated project teams. Engineering, Construction and Architectural
Management.
Salmon, P. M. and Plant, K. L., 2022. Distributed situation awareness: From awareness in
individuals and teams to the awareness of technologies, sociotechnical systems, and
societies. Applied Ergonomics. 98. p.103599.
Fehr, L., 2018. Relationships: The key to effective teams. The Journal of Continuing Education
in Nursing. 49(11). pp.498-499.
Hodge, P., Donovan, H. and Slater-Robins, C., 2021. Developing and evaluating a new nursing
student placement in public health teams. Primary Health Care. 31(3).
Luiters, K., 2021. Why investing in high-performing leadership teams adds up. Australasian Law
Management Journal, (Feb 2021). pp.1-3.
Online
Kolb experimental learning theory and learning styles. 2021. [Online]. Available
through :<https://educationaltechnology.net/kolbs-experiential-learning-theory-learning-styles/>.