Developing Individuals, Teams & Organisations - UKCBC Assignment

This report discusses the development of individuals and teams within organizations, emphasizing its crucial role in organizational success in competitive markets. It uses the Apple Company as a case study, highlighting the importance of continuous professional development and the role of the HR department. The report outlines the knowledge, skills, and behaviors required of HR professionals, including communication, organizational, decision-making, training, budgeting, and empathetic skills, as well as transparency, purpose orientation, and impartiality. It includes a skills audit for Jane Cambridge, a professional training and development plan, and discusses the differences between organizational and individual learning. The report also addresses high-performance working, its contribution to employee engagement and competitive advantage, and compares various approaches in performance measurement, ultimately concluding that developing individuals and teams is essential for overall organizational development.

DEVELOPING INDIVIDUAL, TEAMS, AND ORGANISATIONS
Name of Student
Code and Course Title
Title of Professor
Name of Institution
City, State
Date and Year

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 2
Table of Contents
Cover page 1
Table of Contents 2
Summary 3
Section 1
Introduction 4
LO1, P1, 1a Knowledge, Skills, and Behaviors Required by HR Professionals 4
Skills Required for Efficient and Effective Delivery in HR 5
P2, Behavior Required for Efficient and Effective Delivery in HR 6
LO2, P2, 1b Jane Cambridge's Skills Audit 8
1c Professional Training and Development Plan8
P3, 1d Differences between Organizational and Individual Learning 9
The difference in Training and Development 10
Overall Progress and Developmental Objectives10
P4, 1e Importance for continuous learning and professional development 11
Section 2,
LO3, P5, 1 High-Performance Working Contribution to Employee Engagement and Competitive
Advantage 13
Outcomes of High-Performance Work System 13
Activities Involved in Performance Management 17
Purpose of Performance Management System 17
P6, 2 Comparative and Behavioral Approaches in Performance Measurement 18
Conclusion 20
References 21

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 3
SUMMARY
The success of organizations in competitive markets highly determines the capability to
continually increase as well as enhance the collective and individual abilities of its
employees. Performance development displays as a resolution to challenges. Performing
organizations frequently develop the skills of their employees by training their employees,
the offering of mentorship programs as well as critical assignments. The case in this
discussion will show how individuals and teams need development in an organization.
Developing individuals and groups will lead to the development of the whole organization.
Thus it is essential for one to understand that the development of individuals and teams
determine an organization's success.

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 4
LO1, P1, 1a
Introduction
The Apple Company deals with the production of electronics and communication
gadgets. They have managed to produce more output dramatically. Apple spreads star
talent across all the functions in the company. The employees at Apple get training on
etiquette which enables them to interact with customers efficiently. There is continuous
professional development in Apple. There is documentation track of employee skills,
understanding as well as experience that they earn in both formal and informal
throughout their working process in the company. HR department at Apple is the reason
behind the company’s growth procedure. HR department in Apple is responsible for
enlisting and selection, inducement compensation, worker development, as well as
employee relationship.
KNOWLEDGE, SKILLS, AND BEHAVIORS REQUIRED BY HR
PROFESSIONALS
Experience: to pursue my career as a Human Resource Officer, I need to have a
reputable Human Resource degree or certificate. I am required to prepare to work with
many and various people in the field. I also need to attend professional learning
institutions to get trained on how best I will deliver my purpose. I should be taught in
leadership and management which is essential to acquire the expertise needed in the
business industry. I ought to keep myself up to date with various adjustments in the HR
field. I am required to select on generalization as well as specialization. I am required to
have an ethical character, integrity as well as loyalty in my responsibility to generate
more opportunities in the corporate world (Katzenbach, and Smith, 2015, p.45).

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 5
SKILLS REQUIRED FOR EFFICIENT AND EFFECTIVE DELIVERY IN HR
Communication skills: I am required to develop communication skills to express
myself reasonably in both spoken as well as written communication. Human Resource
operation needs many conversations as HR is responsible for enlisting new people which
will necessitate me to conduct a sequence of interviews. As a graduate trainee in HR, I
will be required to engage with many individuals on a daily basis who will always expect
that I listen to their problems that may either about the organization or personal
challenges. I believe that through this influence the employees of the APPLE
organization will build trust and confidence in me. I will be expected to regularly devise
as well as process the policy handbook as well as create memos for employees in the
organization which will require that I possess a fluent language and writing skills (Ford,
2014, p.15).
Organizational skills: as a Human Resource Officer I am entitled to various
functions in the organization. I am required to supervise all the related roles and should
have a systematic method of attending to all the involved procedures. I should conduct a
quality worker learning platform for respective functions in the organization. I believe
that keeping these procedures in practice and organizational tasks involved, being orderly
will assist me in increasing my efficiency as an HR Officer, having the ability to manage
numerous charges concurrently (Ford, 2014, p.15).
Decision-making skills: as a Human Resource Officer, I am required to get
involved in most decision-making activities. Identifying skilled talent is a hard thing to
learn in the enlisting process. To recognize a relevant skill I will need to have an

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 6
approach, practical knowledge as well as the ability to understand instinctively, without
the need for conscious reasoning. My role is to pass messages across in a way that
achieves maximum productivity whenever the organization has problems or in the
presence of disasters. I should make decisions to assist the deprecatory organizational
tasks whenever the organization faces an emergency, or there is a need for staff shedding
(Katzenbach, and Smith, 2015, p.23).
Training and developmental skills: I am expected to up-skill and provide the
workers with chances to develop to increase production as well as add value to the
organization. By possessing the training and development skills, this will enable me to
create diverse skills for the workers. Training and development skills will allow workers
to presume extra duties as well as enable growth in their careers (Goetsch and Davis,
2014, p. 22).
Budgeting skills: various functions in the organization require budgeting as well
as systemic planning considering projects in every department as well as their specific
roles. My main character as a Human Resource Officer is to restrict spending and prevent
wasting on inessential functions (Goetsch and Davis, 2014, p. 24).
Empathetic skills: I am required to understand and share the feelings of other
employees in the organization before making any judgment. As an HR officer, I have the
responsibility of listening to workers within the organization and make sure that their
complaints are attended (Sessa and London, 2015, p.56).
P2
BEHAVIOR REQUIRED FOR EFFICIENT AND EFFECTIVE DELIVERY IN HR

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 7
Transparency and trustworthiness: whenever employees find problems in the
organization, they will always seek help from me. I will be required to function as a close
associate anytime the employees have differences in the organization. I expect to face situations
that are highly sensitive. I am compelled to attend to issues with professionalism and equity and
while sticking to the policies of the organization. The workers should find ease when
approaching me and be openness and honesty excluding fright as well as judgment. I need to
manage tension whenever it arises from rivals in the organization. I should familiarize the
workers with the happenings in the organization. The employees should feel secure and
guaranteed that their confidence is never wasted (Day et al. 2014, p.69).
Purpose oriented: I need to gain a total understanding of the meaning of the
organization that I represent. I should work for the use through words as well as actions. I am
required to go over the mission statement and strategy and stimulated by the alliance on a more
individual stage, by a further partnership with the reasons that move the organization. As an HR
Officer, I am expected to motivate important activities and can set affinity the purpose of the
organization with the goal of the general employees to achieve the well being of the workers and
the organization (Day et al., 2014, p.70).
Partiality: I need to advocate for equality as well as diversity about the organizational
culture. I am expected to be fair in my operations and value all employees in the organization
and without favor. Partiality will enable me to retain more workers in the organization as the
employees will earn hope and interest in their functions and they will feel free raising their
concerns to the administration as they are all treated with equal respect (Hawkins, 2017, p. 44).
LO2, P2, 1b

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 8
Jane Cambridge's Skills Audit
Information Technology: Jane Cambridge has an outstanding experience in operating
files in Microsoft Office Word. She has practical skills in performing Excel spreadsheet tasks.
She has little understanding of the use of Database. Jane Cambridge has little experience in the
use of specialist HR software. She is well advanced in the use of internet and email in
performing functions in the organization. She is also knowledgeable in the use of PowerPoint.
Communication Skills: Jane Cambridge has little experience in the drafting of contracts
for employment. She has adequate expertise in note taking during the disciplinary hearing
process. Jane shows exceptional efforts in the production of materials which support
presentations. Jane lacks experience in the training delivery sessions. She has adequate expertise
in the dispute-solving processes. She has sufficient knowledge in conducting interviews and also
has enough skills in the management of HR issues.
Problem Solving Skills: Jane has sufficient expertise in the implementation of verbal
reasoning as well as display the ability to handle complicated data and making critical use of
information. Jane has a quality approach in various solutions when there is a need to solve
problems. She shows adequate skills in listening to views from other people to help find
solutions to a problem.
1c
Professional Training and Development Plan
Does Jane have the ability to her objectives?
Jane Cambridge needs to understand that failure to have a purpose in her profession is
leading to failure. Failing to have her personal goals means that she has nothing to achieve. She
needs to have a target in her role as an HR Officer and work towards making her objectives with

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 9
the vision and mission of the organization in mind. Jane needs to be a role model for other
employees in the organization (Van De Voorde, and Beijer, 2015, p.34).
Does Jane Have The Ability to Judge Her Strengths and Areas of Development?
As an HR Officer, Jane is required to have the capability to judge her strengths and
realize her weaknesses. She needs to develop others in the organization in a professional way.
Jane needs to teach others her knowledge and be ready to learn from others. She needs to
understand her strengths and positively utilize them to perfect in her field of operation. She needs
to be familiar with her abilities and make efforts to bring the best value from them (Zhang, Di
Fan, and Zhu, 2014, p.423).
Does Jane Have the Ability to Speck Opportunities for Learning and Development of Her
Career?
As an ambitious HR Officer, Jane should develop the ability to spot learning
opportunities which can lead to her professional growth. Jane is required to learn and perfect on
Database skills as well as specialize in HR software. She needs to develop the will to grow in her
field, and keen to take advantage of definite ideas throughout her role and with interaction with
others. Jane should be confident in her strengths and weaknesses and value every opportunity
that opens in her line of operation (Zhan et al. 2014, p.425).
P3, 1d
Differences between Organizational and Individual Learning

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 10
Organizational learning takes place when employees realize differences between
anticipations and results and decide to assume responsibility on the part of the organization to
find a solution in the gaps. Individuals in the organization are required to learn from the past
miscalculations, inconsistencies as well as loses prior before the knowledge of the organization.
There is a positive relation in interpersonal learning as well as organizational learning (Day et
al., 2014, p.102).
When employees learn it will be of benefit to the organization as the employees
determine and improve the organization. Organizations can learn by use of their workers.
Employees in the organization play an essential factor in realizing their individual needs by
seeking information and understanding and in turn develop the organization (Day et al., 2014,
p.104).
The difference in Training and Development
Training is a learning process for new workers. The fresh employees learn to understand
the fundamental skills needed in their functions in the organization. Practice is for a limited time
while development is a constant process and it is experienced in an extended term (Hawkins,
2017, p. 44).
Overall Progress and Developmental Objectives
The developmental objectives I have are my ultimate goals which will are long-term
goals and need enduring perseverance. I require lots of efforts and constant supervision. I need to
evaluate my targets and procedures that I set to attain the same each month and assess the scope I
am closer to achieve and realize the necessary systems (Shen, Benson, and Huang, 2014, p.32).

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 11
Providing new employee orientation: I conduct orientation of employees in the
organization. I ensure that workers in the organization acquire tools and ideas they may require
to guarantee success in their operations. I introduce to the employees the organization's history
and the strategic goals of the organization and the policies as well as procedures of the various
departments in the organization. I give directives on how the workers are required to accomplish
tasks which save on time (Shen et al. 2014. p.74).
Assisting workers to develop their professions: I ensure that there are career
development agendas which enable workers to retain in the APPLE organization. The plans save
the organization the costs of enlisting new employees. The program I conduct help in upgrading
the skills and knowledge of the employees. I have familiarized workers on what they are required
to attain promotion in their career. I inspiring workers to set alliance their development goals
with the strategic plans of the APPLE organization, I make sure that all growth is in alignment
with the vision of the APPLE organization (Shen et al. 2014. p.74).
.
Identifying performance gaps: in my HR profession helps to grow the long-term
objectives. I assess the expertise of current employees to enable the establishments of production
gaps and formulate agendas to alleviate problems. I believe in initiating initiatives to guarantee
that workers share their understanding as well as practical knowledge to work in such a manner
as to achieve the desired result as a team. Identifying performance gaps allows workers to attain
strategic objectives of APPLE organization (Shen et al. 2014. p.74).
P4, 1e
Importance for continuous learning and professional development

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS 12
Need for Continuous Learning: consistent knowledge in my field of operation entails
my self- motivation and my ability to persevere in attaining understanding as well as
competencies to advance my set of expertise as well as improve my future chances. Consistent
learning establishes a section of my individual career development and prevents hindrances to
growth (Boer, Berger, Chapman, & Gertsen, 2017, p. 20).
Performance improvement: consistency in learning in the workplace will help me in a
new function for learning as well as advancing in my career. I am required to continually gain
understanding, unique skill set as well as new perspectives (Boer et al. 2017, p.24).
Personal growth: Continuous learning will ensure that I develop as an individual and it
is necessary to grow the attribute of positivity. Growth adaptation will need that I initiate the
character of continuous learning which incorporates the practice of progressive professional as
well as personal growth (Boer et al. 2017, p.30).
Improve performance in current job: I believe that I need to enhance my performance
in the Apple organization. I need to view my previous performance evaluations or ask for ideas
from colleagues who are my role models. I can as well choose to attend a workshop or read
through on how I can improve as an HR Officer (Boer et al. 2017, p.32).
Sustain performance in the current job: I believe that I should strengthen performance
in my role as an HR Officer by adapting to changes that occur in the industry from time to time. I
need to advocate for energy for adjustments as well as establish new captivating procedures. I
need to recognize the problems that hinder the execution of the new technique and develop a
perspective of the manner in which the firm will conduct in the time to come (Boer et al. 2017,
p.32).