Individual Team Development and Performance Management Report

This report provides a comprehensive analysis of individual team development, focusing on the essential skills, knowledge, and behaviors required for effective Human Resource Managers. It includes a personal audit to identify and develop relevant skills, knowledge, and behaviors. The report differentiates between organizational, individual learning, training, and development, emphasizing the need for continuous learning and professional development to enhance business performance. It also examines the elements of High-Performance Work (HPW) and analyzes approaches to performance management. The content covers communication, decision-making, training, and legal knowledge, highlighting transparency and trustworthiness in HR practices. Furthermore, it evaluates the impact of continuous learning and professional development on business performance, creating a better work environment and closing skills gaps. The report also touches on the importance of organizational learning and development plans, and the need for training to improve employee skills and organizational goals.

DEVELOPING
INDIVIDUAL AND
TEAM
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Table of Contents
INTRODUCTION...................................................................................................................................................3
Suitable professional skills ,knowledge and behaviour needed by Human Resource Manager.......................3
2 Personal Audit to identify suitable audit skills, knowledge and behaviours and also develop a professional
development plan................................................................................................................................................4
3. Differences between the organizational, individual learning ,training and development.............................7
4. Evaluate the need for the continuous learning as well as professional development for the performance of
the business.........................................................................................................................................................8
5 Elements of the HPW ..................................................................................................................................10
6. Analysis the approaches to the performance management ........................................................................10
CONCLUSION.....................................................................................................................................................12
CONCLUSION ....................................................................................................................................................13
REFERENCES......................................................................................................................................................14
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INTRODUCTION
It is essential for the success of the organisations and every task that is required to be performed by the
people to be done in well-coordinated manner (Kim, Magnusen and Andrew, 2016). In a team there
should be better coordination that will help in achieving the set targets and goals of the company. For an
effective team every members of the team should understand the roles and responsibilities. They should
provide for the development and training of all the members of the team. Member of the team should discuss
all the jobs that are required to be performed by the members. The team plays an important role in achieving
the aims and objective of the organization.
Suitable professional skills ,knowledge and behaviour needed by Human Resource Manager
Human Resource is considered as the discipline that needed leadership as well as management
training essential to build the skills that are looking behalf of business executives. Human resource
professionals having deeper knowledge of suitable areas as well as more practical skills that creates more
opportunities within the corporate world. Mention below there are skills that every manager should have
(McEwen and Boyd, 2018)..
Communication skills – As an Human Resource manager, a person must be express himself clearly, both in
terms of Oral as well as written communication. This filed requires a lot of things that requires a lot of talking
conversation(Dossick, Osburn and Asl, 2017). Such as they entail an interviews' series. Apart from that
Human resource managers deals various people on a daily basis and also they listen their issues whether it
related to their work or not. Because of these intentions they can easily gain the trust as well as confidence of
the staff members. Therefore, they improve interrelationship within the workplace . The Human resource
manager also produces and designs the policy handbooks as well as release memos regarding benefit for all
the staff members that call for the requirement of good writing skills (Kim, Magnusen and Andrew,
2016).
Decision making skills
There are lots of decision-making in the human resource field. One of the best example is that during the
recruitment and selection process of the candidates, they have to decide whether the applicant is right for nth
job or not. Their main aim is to recognize the good talent ,as it is not easy thing to learn. It needed experience,
strategy as well as institutions. If HR professional do not have better decision making skills than there might
occur chaos in firm, it can stop the growth of firm. They also face another instance when they are facing
dilemma of downsizing. It will be a part of the human resource manager must assist critical organization.
Training and development
The function of the human resource manager is training and development. They are responsible for the
development opportunities to increase the values (Kim, Magnusen and Andrew, 2016). It organizes the
leadership as well as management training such as it gives the diverse skills to the staff members. This enables
to assume the added tasks as well as support the career growth within the same time.
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Human resource Knowledge
Administration and management -They have the knowledge of principle as well as process to give personal
and customer services. This involves consumer’s needs ,standards of the services ,meeting the quality as well
as analysis of the customers' satisfaction. If in any company HR manager is not involved in doing proper
administrative management then efficiency of organization can get reduced. Thus, this must be considered by
HR manager.
Laws and government – Human resource manager have knowledge of laws, court procedures, executive
orders, court procedures, agency rules as well as democratic political process (McEwen and Boyd, 2018).
Transparency and trustworthiness(Dossick, Osburn and Asl, 2017).
HR professionals deals with the very sensitive issues such as pay as well as benefits. They are doing this work
with the professionalism as well as fair attitude(Dossick, Osburn and Asl, 2017). As it is crucial that the staff
members feels that their Human resource professional is someone whom they can speak openly as well as
honestly without the fear regarding judgment (Kim, Magnusen and Andrew, 2016)..
2 Personal Audit to identify suitable audit skills, knowledge and behaviours and also develop a professional
development plan
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Quality of work to improve Not confident 100% 100% confidence
SELF AND TIME MANAGEMENT
I manage to completed my Task before the deadline through organizing my task.
Whenever I'm facing problems within work I am aware of that , where I get help.
When it comes to time management ,I can organize myself , when I have a do a of
pending work.
I Maintained a diary or journal so that I remind myself of lectures, seminars as well as
meeting regarding for this purpose (Kim, Magnusen and Andrew, 2016).
To finish my Existing tasks I have made the targets for the future regarding purposes that
are related to my qualifications as well as education.
PROBLEM SOLVING AND CRITICAL THINKING
I have capacity to work in a team without any disputes facing when any projects is
designated to me
There are various methods and various solutions for every type of problems, I able to
choose the best option from all the other options available (McEwen and Boyd, 2018).
I think of various options as I can solve a problem any type of problem . I can solve
academic problems and non-academic problems that provide from various solutions
regarding an issue.
I able to find out various result regarding any given task.
I am able to break down a problem into simpler form.
Regarding a particular Project , I know what a firm expecting from me
LINGUAL COMMUNICATION
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I am able to listen the opinion of the team as well as people's opinion witin the team and
also provides a positive attitude even if I am not agreed with them (Holmes, 2016).
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I am able to certain that when the group discussions is going on within the office. I will be
coming out with more opinions as well as ideas that will make me the asset of the Firm.
According to my opinion there is an immediate follow up or immediate feedback is needed
by me when the work is completed (Kim, Magnusen and Andrew, 2016).
Giving a presentation is considered as an ability in the confidence seen I in the people.
Through the power of confidence, people are explained new things.
PENNED COMMUNICATION
I am able to make assignments within paragraphs with the help of the sign language so that
I able to communicate to people from my ideas and views.
There is a capacity that I can make points from the meetings as well as presentations
(McEwen and Boyd, 2018).
I hardly make any grammatical, punctuation as well as spelling errors within my written
work.
I make sure , I do not get plagiarism when I am taking the reference to the others
Academic style is my writing skills (Kim, Magnusen and Andrew, 2016)..
My documents as well as letters content will be written within format called the correct
format.
To make my company think that I am aware and informed about the topic, so I present my
arguments with sources which look convincing.
3. Differences between the organizational, individual learning, training and development.
Organizational learning- It is more dynamic and complex process rather than individual learn here the level
of the complexity enhances tremendously as anyone go from a single individual to a large collection of peoples
or individuals. Issues came such as reward and motivation that are considered as the integral part regarding
human learning as it becomes doubly complicated in the High town. Here the meaning regarding the learning
process is same as the individual case but the process of the learning is fundamentally different at the Firm
level (Sabin and Alexandru, 2015).. A model regarding the organizational learning are ready to resolve the
dilemma of conveying intelligence as well as learning abilities to an entity i.e. a non-human entity . It has been
analysed that if learning given by organization is not effective when leaders and managers are not supportive at
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all, so they must make sure that firms learning is efficient so that individual as well as organization goal is
being achieved.
Individual Learning- It is considered as the process of absorbing information as well as retaining it through
the goal of enhancing skills as well as abilities to get the accomplished goals. It is a key component of the
success of the High town Housing to stay relevant there is a surety of building learning experience. They can
acquire the skills by study, or being taught as well as experience. This is considered as the long term as it
mainly focused on the career development, while here the individual is involved within the process.
Training – It is considered as the short term goal, it provides the focused on the development of new skills that
can be used. Training is considered as the process when each and every employee going this process when they
get entry within the firm. It also provides the existing employees of the High town Organization, so that the
employees know their departmental work (Holmes, 2016). .With the procedure of the training they are not
reshaped the behavior of the employees rather than they teach their staff members to learn and adapt that how
things will be done. So that they able to carry out the process on their own. It revolves around the existing need
as well as it enhances the knowledge regarding a particular job. The Programs of the training are more focused
as here more than one individual engaged within the organizing events such as seminars, workshops. The
Organization like the Hightown takes the full responsibility of the training. It has also been analyzed that if
company is not involved in providing training to workers than this can reduce efficiency of employees and it
can also happen that their goals and objectives are not being achieved.
Development – It is considered as the long term goals that has well open ending and well ongoing. The
activities which are concerns with the Futuristic as they highlight on the career progression as well as building
(Kim, Magnusen and Andrew, 2016). It tends to be more personalized experience that is catered that
depends on hr individual's development plan. It is considered as the self-assessment procedure ,where the
person is responsible for the creating as well as owing their development plan as well as activities.
4. Evaluate the need for the continuous learning as well as professional development for the performance of
the business.
Continuous learning and professional development is broadly identified mention below there are benefits of
the continuous development learning culture (McEwen and Boyd, 2018).
Fill the gaps more efficiently- As the firm can grow their business they needed deeper and more diverse skill-
sets to fulfill the demands within the development, marketing sales as well as disciplines of the other
organizational cultures. They can close the gaps with the help of the traditional means such as Hiring the full
times contracts as well as contract basis. So that they nurture a regular learning culture that able to trains the
current employees to meet the skills demands as they rise from any firm (Kim, Magnusen and Andrew,
2016).
Create a better work environment
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In the high town when all the employees follows a continuous learning culture it does not create a productive
employee but also a more innovative and more enjoyable working environment. It shows that employees are
seen as a human resource that needed for the nurture regularly .As it transforms the staff members of the High
town housing from just having into the high career growth opportunity. It gives the Employee's role from a
kind of the freedomness as well as choice of the career choice as well as raise the hiring capital regarding the
future (Sabin and Alexandru, 2015).
Nowadays companies Like Hightown can train their employees rather than hiring the new employees as it is
much costlier. Firm can invest on the existing employees by providing them certain level of training and
development. So they keep their staff members more trained so that they can adapt the changing needs of the
company. Thus it also develops a sense of trust as well as keeps staff members engaged. Also new skills are
constantly added to their arsenal. Continuous development is means regarding a company to focus that its staff
members they are worth investing in (World Health Organization, 2017).
On a personal level continuous learning is considered as the constant expansion of the skills through the
increasing of the knowledge. AS changing of life requires adapt of both personally and professionally is
considered as the real changes themselves.
Continuous learning is all about the expanding of the future skill-sets within response regarding the change
environment as well as new developments. It is very crucial because everyone calls to changes on a regular
basis. Such as the introduction in an organization required a needs for the people to train on the new
computers to finish the tasks more efficiently. Also, on a personal level ,the computer made to rethink that
how to communicate a well as keep in touch with the individual all over the world through a just click of a
button (Holmes, 2016).
5 Elements of the HPW
Providing security to the Employees
Despite having the evidences that the businesses are engaged in hiring part time as well as contract basis.
Employee needs security so the High town Housing organization provides the security to the employees
(Carrer and Crosato, 2019).
The second component is the capacity of the employees to makes the participate of the staff members in the
decisions making process. Such as enables the employees to make the decisions within the immediate effect
of the environment. These considerations are concern of great hiring ,as the have the very strong application
with the firm as well (Sabin and Alexandru, 2015).
The third component is provides them incentives,as without the incentives the staff members will fell less
likely to participate within the HPWS . Performance of the employees must be linked to the results which is
linked to the benefits of the organization as well as themselves only. Thus the small companies provides the
stock options as well as other equity plans as well as profit sharing plans. Large companies provides the pay
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rises, bonuses of the company regarding the meeting performance targets as well as other Monetary
incentives.
Providing the flexible working hours-Employees provides the flexible working options such as they can
provide the employees as per their time of working so that they can easily manage their personal as well as
professional life. This also motivates the employees to remain loyal within the organization ( Sabin and
Alexandru, 2015.).
Training by the commitment – Eventually every HPWS organization provides training to the employees that
they are focused on the control oriented style of management. The employees who are n training know how to
solve the problems ,also take the quality of hired employees. HPWS systems also carefully determine the type
of the training that is most needed to accomplish the goals of the High town housing (Beeman and Dean,
2019).
6. Analysis the approaches to the performance management
Collaborative working- This can be used by High town housing as an approach of Performance management.
In this they can develop team by providing them effective training and learning (Dossick, Osburn and Asl,
2017). The leaders and mangers of company can also engage in effectively communicating with the employees
so that they can increase their efficiency. By this they can also identify the needs and demands of workers
working in the firm. By working together can also increase the productivity aspects of the Hightown Housing.
This can support firm in growing and also achieving their goals and objectives (World Health
Organization, 2017). It can also help High town housing in retaining their employees and crediting the
loyalty of employees. Collaborative approach can be one of the best approach that can be used by the
organization. It can also help leaders and mangers of organization to build a positive relationship with their
employees. This can support firm in growing and achieving their goals and objectives (Dossick, Osburn and
Asl, 2017).
Management by objective- This approach will help Hightown Housing that aims to improve the performance
of an organization by clearly defining objectives that are agreed to by both management and employees.
According to the theory, having a say in goal setting and action plans encourages participation and
commitment among employees, as well as aligning objectives across the organization (Sangster, 2019).
It makes clear in front of the employees the company goals and objectives so that the workers also manage
their work on time. This can also increase the efficiency of workers. It can also make them better. High town
housing can also provide employees with rewards and incentives so that the employees stays motivated and it
can also be easy for them to achieve their objectives. It also increases their skills and efficiency . It also makes
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the team better and efficient. It will also help Hightown housing in growing (Kim, Magnusen and Andrew,
2016).
360 degree feedback
This also a approach of performance management which can be used by High Town housing. In this the
organization is involve in taking feedback from their employees about the training learning which they have
implemented. By taking feedback they analyses what workers want to achieve their goals and objectives. Also
they can take feedback related to training and learning which has been provided to them. This will help High
town housing g in growing and achieving their goals and objectives. It can also make firm better. By taking
feedback it will also help firm in building up the relationship with employees (Carrer and Crosato, 2019).
CONCLUSION
From the above study it has been summarized that the High town housing has been making use of various
elements related to High performance working. Like for example they have been giving flexibility in work to
employees. This has helped and supported employees in growing. This also supported workers in achieving
their goals and objectives which they have set for their career. They have also made use of approaches like
management by objective. In this High town housing has made clear what they want their workers to achieve.
This has made employees better and more efficient.
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REFERENCES
Books and journals
Sangster, M.D.D., 2019. THE SUM OF ITS PARTS: A THREE PART FRAMEWORK FOR
DEVELOPING MODELS OF INDIVIDUAL PERFORMANCE IN THE CONTEXT OF A
TEAM (Doctoral dissertation, Rensselaer Polytechnic Institute).
Dossick, C.S., Osburn, L. and Asl, B.A., 2017. Measuring Shared Understanding: Developing
Research Methods for Empirical Research on Interdisciplinary Engineering Team
Practices.
McEwen, K. and Boyd, C.M., 2018. A measure of team resilience: Developing the resilience at
work team scale. Journal of occupational and environmental medicine. 60(3). pp.258-
272.
Kim, S., Magnusen, M.J. and Andrew, D.P., 2016. Divided we fall: Examining the relationship
between horizontal communication and team commitment via team
cohesion. International Journal of Sports Science & Coaching. 11(5). pp.625-636.
Carrer, F.C.D.A. and Crosato, E.M., 2019. Developing a team to improve oral health:
NATIONAL HEALTH SYSTEM IN ECUADOR.
Coetzee, M., 2018. Developing teams for optimal performance in modern workplaces-Team
leadership, theories, tools and techniques, by Hendrik S. Kriek. SA Journal of Industrial
Psychology. 44(1). pp.1-2.
Ruge, C. and Fagan, J.M., 2015. Developing a Rutgers Community Animal Response Team.
World Health Organization, 2017. Surgical care systems strengthening: developing national
surgical, obstetric and anaesthesia plans.
Beeman, T.E. and Dean, G.M., 2019. Developing Healthcare Leaders for the Future: A Team
Approach. In Preparing Physicians to Lead in the 21st Century (pp. 26-35). IGI Global.
Sabin, S.I. and Alexandru, S.D., 2015. Study regarding the importance of developing group
cohesion in a volleyball team. Procedia-Social and Behavioral Sciences. 180. pp.1343-
1350.
Holmes, M., 2016. Leadership team coaching in practice: developing high-performing teams.
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