Developing Individuals, Teams, and Organisations: An Analytical Report

This report provides an overview of developing individuals, teams, and organizations, emphasizing the knowledge, skills, and behaviors required by HR professionals. It includes a professional development plan for Jane Cambridge, distinguishing between organizational and individual learning, training, and development, and highlighting the need for continuous learning for sustainable business performance. The report also discusses the contribution of high-performance work practices to employee engagement and different approaches to performance management. It further analyses Jane Cambridge's skills audit and suggests areas for development, such as technological and communication skills, essential for her role as an HR professional. The document emphasizes the importance of training, self-learning, and managing various organizational activities for achieving both personal and professional growth. Desklib offers a platform to access similar solved assignments and past papers for students.

Developing Individuals, Teams
and Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
P1 Knowledge, skills and behaviour skills required by HR professionals..................................3
P2. Professional development plan for Jane Cambridge.............................................................5
P3 Distinguish between organisational and individual learning, training and development.......6
P4 Need of continuous learning and professional development for sustainable business
performance.................................................................................................................................8
SECTION 2......................................................................................................................................8
P5 Contribution of HPW to employee engagement.....................................................................8
P6 Different approaches of performance management................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
For growth of an organisation, it is important to first have the development and efficient
management of teams as well as individuals. Without employees, an organisation cannot do
anything as individuals are considered as the important attributes of an organisation (Bolman and
Deal, 2017). Team spirit is equally important as well. An organisation runs on the team spirit of
the individuals and keeping a focus on the achievement of the targets and goals of the company
is important. The report is about the personal as well as professional development of an
organisation which can help them in any future engagements within the organisation and outside
as well. It also includes the contribution in the development of people in achieving a sustainable
growth of the organisation.
P1 Knowledge, skills and behaviour skills required by HR professionals
There are various businesses that makes use of the profession map of CIPD human
resources and it involves all the information about the practices and processes of an HR
professional (Salas, Rosen and DiazGranados, 2010). It acts very important as it sets a kind
of benchmark for the excellence of the HR. There has been a CIPD profession map which
can help in analysing the actual steps that an HR is required to deal with the management
of the employees and the organisation as well. The KSB required by the HR professions
are discussed as under :
Curiosity
The person should be active and aware of the situations going around. It is considered as
very important factor because awareness is must and to be an HR professional, awareness
is must as the person should know what is going on in the company, what the employees
are thinking. It also includes all the gossiping stuff (Warrick, 2011). A questioning attitude
is also an important tool that should be included as well and the person must be keen
enough to learn new things. It is because the profile of HR has various roles as well.
Managing the organisation and keeping an eye on all the activities is the toughest part an
HR should be capable of performing all tasks simultaneously and diligently.
Decisive thinker
A person should be sharp enough so that they can gain things quickly. The job of an HR
is also not easy. There are various roles and responsibilities of an HR. So, for managing
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and controlling all those roles, the person should be sharp enough that they can be able to
grasp things quickly and remember them as well.
Skills
The person must be talented and full of skills as many a times in an organisation, some
complex and complicated situation happens. So, the person should be capable enough of
managing the work along with the complex situations. Many times, workload affects the
status of the company. At that time the employees may also go under pressure which
further causes employee turnover, so the person should be enough talented to use some
skills such as providing some sort of increments and incentives at this time so that it acts as
a sort of motivation and encouragement to them so that they cannot think of leaving the
company. These skills make an HR different from the employees.
Collaborative
The person along with dealing with the employees and processes of the organisation,
should be capable of dealing with the external bodies as well such as the stakeholders,
bank managers for the salary processing, etc. It is important for the person to manage the
internal as well as external processes (Bolman and Deal, 2017).
Challenging
The person may be challenging as well so that they can challenge various competencies
going in the market. It further helps the person to gain more intelligence and ways how to
face the challenges. The person should not fear from challenges. In fact, it should have the
capability to fight with them in a way that it seems easy and simple and it can further help
the organisation in achieving goals and targets at a faster rate (Salas, Rosen and
DiazGranados, 2010). Dealing with challenges in a strong way also increases the
popularity of the organisation in the market place. It helps the organisation in gaining more
number of customers as competing with various challenges helps in developing a sort of
trust factor in people that they can grow and innovate in the specific organisation.
Role model
If the person acts as an HR model, they should lead by an example. The person should be
independent and also ensure that they do not have to make any partiality or some factor in
the organisation because when favouritism is being practised in an organisation with some
employees, it de-motivates them to a huge extent. This de motivation further leads to lack
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of interest in doing any activity and work in the organisation. So, the HR professional
should ensure the fact that all the employees are equal and no sort of discrimination should
be done with any employee of the organisation.
Driven to deliver
The person should be driven to deliver which means that to all the roles and
responsibilities, the person should not resist. They should focus on using the knowledge and
skills they have for dealing with the situations (Herrmann and Herrmann-Nehdi, 2015). The
person should not resist at any situation. Like in case of work load or in any complex and
complicated situation between the employees, the HR professional should know that at that time,
they cannot back out, with the help of their skills, they should deal with all these situations and
give the company their skills and talent so that the company may be able to achieve popularity
along with the success. So, the role of an HR professional should be that to any situation, they
are able to deliver their responsibilities and make a change.
P2. Professional development plan for Jane Cambridge
A professional development plan can help Jane Cambridge in doing the documentation of
the goals and skills that are required for a personal and professional development and for
competing with the competitors and rivals in the market place. A professional development plan
will mainly consist a few components such as exploration, maintenance, establishment and the
dis engagement. There are some basis steps that Jane have to follow. Requesting the self-
assessment from the other co-workers is also essential (Warrick, 2011). An observant behaviour
is also required because Jane can observe the behaviour and activities of the other professions, it
will also help him in gaining an overview of the skills and responsibilities which he can add up
to his own. It will help Jane in getting a proper development both the personal and the
professional side. Jane will be able to deal with people and manage all the activities and
employees in the organisation. A professional plan for Jane that can help her in focusing on his
HR goals and thus, which can also provide him the skills and ways so that he can be able to
manage all the process and employees of an organisation is represented as under:
Exploration Maintenance Establishment Dis engagement
Developmental
skills
The person may
be able to
Holding on for
the
It involves the
advancements in
Jane should also
do his retirement
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investigate more
on information
and it can help
Jane to develop
more skills on a
regular basis.
accomplishments
can help Jane.
Also, keep
updating the skills
and information is
necessary to
maintain as it is
essential to stay
updated (Salas,
Rosen and
DiazGranados,
2010).
talent and skills.
Also, the security
and managing in
a way to develop
a better life style.
planning and
maintaining the
balancing
between work and
non-work
schedule
Activities Learning
helping
Controlling
Managing
Sponsoring
Making policies
Following rules
Manage own
roles and
responsibilities
Contributing to
the company in
various ways
possible so that it
can help in the
achievement of
the targets
(Marquardt and
et.al, 2011).
Phasing out the
activities and
processes out of
the work.
Communication
skills
No experience in
drafting contracts
of employment
Taking superior
guidance
Performance
analysis
A project management plan is a formal, approved document that defines how the project
is executed, monitored, and controlled. It may be a summary or a detailed document and may
include baselines, subsidiary management plans, and other planning documents. From the
personal skills audit of Jane cambridge it was analysed that she does not have experince of data
base management and HR software . Therefore, it is essential for Jane to develop its
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technological skills . Further, it was also identified that Jane does not have experience in drafting
contracts of employment and delivery of training to team members, therefore she needs to
develop communication skills for performing the roles and responsibilities of HR professional in
organisation.
P3 Distinguish between organisational and individual learning, training and development
Like in the case of human resource management, the person is first selected, then
recruited and then being provided proper training and orientation, same in the case of an HR
professional. In the starting, proper training is being provided to the person about the roles and
responsibilities they have to perform in the organisation. They are made aware of their basic
roles and proper orientation is being given to them as well. It helps them in gaining accurate and
proper combination of skills, competencies and knowledge. In their training process, they are
also being trained about the ways to deal with the employees and different situations that may
happen anytime in the company. All the training is being provided to them by the organisation
itself but the development is done by both. After the organisation provides specific training to an
HR professional, and when the person starts their role in the company, their development is also
being done while staying in the organisation as they deal with different situations on a regular
basis which makes them more competent and strong. It also makes them even comfortable in that
role. This is considered as development (Bolman and Deal, 2017). So, after the training is
provided by the organisation, development can be done by the person itself by managing the
daily chores of the work place. The person haves to be self-involved as well for self-
development. Without self-learning, development seems to be more tough and also, the person
also cannot be able to grow in the organisation. So, training and development can be considered
as important aspects for growing and succeeding in an organisation, which helps in managing the
processes of the company well and also, makes their own development for a lifetime learning.
Organisational learning Individual learning
In organisation, the specific training is
achieved by the higher professionals as for
every employee, after entering in the company,
In this, the person is being guided and make
understand that what is the actual role of that
person, that what the person have to do in the
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it is the responsibility of the authorities to
provide specific training and orientation about
the roles and responsibilities of the specific
post. The whole process is structured.
specific company. The person is guided about
all the processes and operations, they have to
do. Then when the person starts working and
following the same steps, automatically after a
few times, they get used to it. In case of self
learning, the person itself needs to work hard
on it. It is the responsibility of the company to
guide them, after it is the responsibility of the
person itself that how good and better they can
get in it.
There is a small difference between the
organisational learning and the self learning.
This can be done if the person keeps practising
it.
This is the difference between self learning and
organisational learning. In organisational
learning, the person is being guided by the
professionals and the person can become
perfect by more practice only but in case of
self learning, it is the person's hard work that
can lead the person to achieve success and
hard work.
It is considered as beneficial for both
organization and employees as it helps in
development of organization productivity in
market or also provide potentials to individuals
to achieve success in his professional life.
Individual learning is only considered as
beneficial for single person to achieve the
personal objectives and helps in development
of potential to work on a key HR position
within organization.
P4 Need of continuous learning and professional development for sustainable business
performance
There is a requirement for the continuous learning and development as it is the main
aspect on which the operations of a company are being done and managed. In aspect with
sustainability performance, it is important because it helps in constant expansion of the skills.
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Continuous learning means the practices about which the persons go on a regular basis to gain
some knowledge in the organisation. It is called continuous learning, in which the people can be
quick to respond of change (Salas, Rosen and DiazGranados, 2010). For continuous learning and
development, the person if not able to do something, they can ask for help from someone. It does
not matter one asks for help from a smaller employee as well. It is helping in gaining knowledge,
so one can ask for help from anyone in the organisation. It helps in gaining knowledge of an
individual. Observing people is also a talent as it helps in gaining an overview of what people are
doing for their activities, what strategies they are using to deal situations etc. So being observant
is also an important tool that should be required by the HR professionals as well. A very
common example here can be taken is of Pepsi and Coca Cola. Both are considered as one of the
leading companies dealing with the beverages. The management plan is structured in a way that
the customers are satisfied to a huge extent. So, the same can be applied for every organisation in
order to achieve a higher rate of popularity as well as productivity.
Along with these factors, continuous learning can also help the organisation in
maximizing the productivity rate of the company because by this way, the employees can also
stay focused towards the work more which can further result in increased productivity. The
company may involve various means of increments as well because of the effective results of the
employees because it helps in keeping all the employees happy. If the employees will be happy,
they will also consider and think about increasing the productivity of the company.
For example: In TESCO, managers organize on the job and off the job training session for
employees to raise their skills, knowledge and abilities continuous. Training is provided to
improve their technological skills to employees so that their work will be accomplished
effectively.
SECTION 2
P5 Contribution of HPW to employee engagement
High Performance working (HPW) is the procedure for making the managers and
employees to work in a way that it can bring high success to the organisation. It is being done by
launching a various number of initiatives that can help the company, also a huge number of
methods and techniques are being guided so that the employees can be able to deal with the
situations. A very common example here is Pepsi. The structure of the Pepsi has been made in a
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way that it has a very positive influence on the performance of the operations and services. So, it
can be considered as an efficient one to promote high performance working. Therefore, the same
way can be applied in the same way by the other organisations as well. As at some time, the
company may have excessive work load when employees prefer to leave the organisation. At this
time, the company requires of its employees and when the organisation goes through a turnover,
it affects the whole position of the company (Salas, Rosen and DiazGranados, 2010). In such
cases HPW helps the managers and HR in developing a motivational strategy in which they can
offer incentives and increments to the employees so that it acts as a means of motivation for
them and they work hard by keeping their focus on the achievement of targets. This can protect
the organisation from employee turnover. High performance working helps in achievement of
such strategies and ways which can help them in coping with different situations.
In an organisation, the employees and managers need to ensure the fact that if the
company is having work load, then they must look for ways by which they can provide
some support to the organisation. To which the company should also consider being
provided them some sort of benefits. It also helps the company in achieving a competitive
advantage that it will be able to compete with all the other organisations in the market
place. All these processes help in making the environment of the office more happier and
healthier. In such an environment, the employees are also able to focus on the work better
which can further be fruitful for the company in achieving targets and goals and that too
at a faster rate. The potential of an employee gets to understand at the time of work load.
It means evaluating that whether the person is resisting or not. Also, if the person is going
under stress and some related factors. At this time, the company also provide
encouragement and motivation to the employees so that they may not feel burdened at
this time and stay fresh to focus on the work so that the company can achieve its targets.
P6 Different approaches of performance management
There are various approaches that can be used to achieve the performance management
and a happier culture of the work place as well. Some of them are discussed as below:
Leadership
 Comparative approach :Leadership acts as a very essential tool as it helps in managing
and controlling all the activities that are going in the company. A good leader knows how
to deal with different situations and employees. A good leader knows how to tackle the
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situations, whether the person be quite strict with the employees or they can use any
strategy which they think can work on the employees (Brown and Harvey, 2011). So, the
leader should be capable enough of handling the situations, whether they are outside the
smooth corner.
 Attribute approach: It is because at many times, the company may have to face some
complicated situations, so the leader should be capable enough of managing himself as
well as the employees. Keeping an eye on all the activities of employees is also important
as it is required to check what activities they are doing, how they are behaving with other
employees etc. Interacting with the other co-workers helps in maintaining the culture of
the work place more happier and healthier.
 Behavioural approach: The leader can manage the management of the processes and
activities and can ensure that all these activities are going in the way that it can bring
success and innovation to the company. A leader knows very well how to deal with the
employees of the organisation. Continuous reporting with them can help the organisation
in getting good results and also in maintaining a happier and healthier environment of the
organisation
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Illustratio
n 1: Approaches to performance management
(Source: Approaches for measuring performance of employees, 2017)
 Result approach: The performance culture of an organisation works on discipline.
Although there must be interaction as well but being in discipline helps in maintaining
the culture. Any mis behaviour or discrimination is also not allowed in any work place
according to the Equality act 2010. It says no discrimination will be supported whether it
is on the basis of colour, race, sex etc., no type of it is supported in the organisation. Each
employee must be treated equally. For those who found guilty in involving in these
activities, those may have to pay a high amount of penalty fess or the person can also be
suspended for a longer term. So, it is better to avoid such activities in a work place and
maintaining the interaction in a way that it helps in making the culture of the organisation
more happier and healthier (Bolman and Deal, 2017).
 Qualitative approach: A happier culture also makes the company able to focus on the
achievement of targets, thus gaining more and more number of satisfied customers as
well. There should be openness and trust as well, so that the employees can be able to
share their ideas as well as issues with the other co-workers. It will help them in resolving
their issues making their bond even stronger. A culture of trust and honesty helps in
minimizing the defensiveness at the time issues and problems are being raised. Individual
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