Unit 35: Developing Individuals, Teams, Organisations - HND Business

This report discusses the skills, attributes, and behaviors that HR professionals should possess, using Laynes Espresso as a case study. It covers personal skills audits for identifying knowledge gaps and developing personal development plans (PDPs). The report differentiates between organizational and individual learning, training, and development, emphasizing the importance of continuous learning and professional development for sustainable business performance. It also evaluates how high-performance working contributes to competitive advantage and employee engagement, examining different approaches to performance management and their role in supporting a high-performance culture. Desklib provides a platform to access this and many other solved assignments for students.

Unit 35: Developing
Individuals, Teams,
and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK ..............................................................................................................................................3
P1 Appropriate and professional knowledge, skills and behaviours for HR professionals....3
P2 Personal skills audit for identifying knowledge, skills and behaviours and develop a PDP. 4
P3 Differences between organisational and individual learning, training and development. 7
P4 Continuous learning and professional development to drive sustainable business
performance............................................................................................................................8
P5 How HPW contributes to competitive advantage and employee engagement..................9
P6 Evaluate different approaches to performance management (e.g. collaborative working)
and demonstrate with examples that how it supports high performance culture.................10
CONCLUSION .............................................................................................................................11
REFERENCES:.............................................................................................................................12
Books and Journals:..............................................................................................................12
Online ..................................................................................................................................12

INTRODUCTION
Everyday the competition of organisations is increasing which creates complexities and
difficulties for a company. At that time, it becomes necessary for an organisation that they
should hire those employees who possesses skills and knowledges that increase the productivity
of employees (Widmann and Mulder, 2018). In this context, Laynes Espresso in undertaken
which is the food and beverage company that serves fantastic coffee since 2011. They use the
best coffee in the UK market. This report will be discussing the skills, attributes and
characteristics which should be possess by HR professionals. This report also covered factors
which should be considered in the process of learning development. In addition to this, it also
covered the ways in which high performance working helps in contributing in competitive
advantage and employee engagement.
MAIN BODY
TASK
P1 Appropriate and professional knowledge, skills and behaviours for HR professionals
Laynes Espresso is the SME that run their business in Leeds, West Yorkshire. They are
serving the best coffee to the people of Leeds. In the success and growth of Laynes Espresso, HR
is playing an important role. That's why it is necessary for HR professionals to possess some
important skills, knowledge, attributes and behaviours. Some of them are mentioned below:
Collaborative
Collaboration is the key of success of any organisation, that means Laynes Espresso can
accomplish their goals and objectives. Collaboration is the ability in which a person is able to
work with other people (De Mauro and et.al., 2018). That means it become comfortable to work
in diversity. Everyday diversity increases in organisation and that's why it is compulsory for an
organisation that their HR professionals should posses collaborative skills.
HRM knowledge and expertise
It is necessary for HR professionals that they should develop HRM knowledge and
expertise so that they can use their theoretical knowledge into real world. In simple term, HR
professionals must have all the knowledge of HRM as they have to work in the future in this
field.
Proactivity

The behaviour of HR professionals must be proactive so that they can take steps at right
time. With the help of proactive nature, HR professionals can easily accomplish the goals and
objectives of an organisation.
HRIS knowledge
It is defined as the digital counter part of Human resource management. It is necessary
for HR professorial that they should possess knowledge of HRIS as in every organisation HR use
this system (Mcdonnell and Sikander, 2017). This system records all the information of
employees which is crucial for HR professionals.
Communication skills
Communication skills is very important as it becomes the necessity of HR professionals.
The reason behind this is HR professionals are surrounded by people and that's why they need to
interact with people on a daily basis. At that time, it is necessary for them to poses an effective
communication skills.
With the hep of these skills and behaviour, HR professional is able to give their best in
Laynes Espresso. It is found that company can accomplish their goals and objectives with the
help of HR so their professionals need to be make ensure to develop all these skills, behaviour
and knowledge.
P2 Personal skills audit for identifying knowledge, skills and behaviours and develop a PDP
For the development of skills and knowledge, it is very important for a person that they
should firstly audit their skills and knowledge so that they can make the PDP in order to develop
skills.
Personal Skill
Required Personal Skills Skill Audit
Personal Rating Evidence
Non
e
Basic Goo
d
Compete
nt
Pro
fici
ent
Risk taking ✓ This is necessary for me to take
risk in order to develop different

skills.
Leadership ✓ I found that my leadership is not
so effective as I was not being
engaged in such type of activity.
Team management ✓ This skill is minimal as I took a
leadership role in the activities of
university.
Information technology ✓ I found that this skill is
competent and that's why I tend
to take online course.
The personal audit is very necessary which can be done with the help of SWOT analysis.
SWOT analysis is the tool which is used for the purpose of identifying strengths and weakness
and analysing threats and opportunities from the external environment (GURL, 2017). It is the
best tool for HR professionals of Laynes Espresso in order to analysing their skills and
knowledge. So below is the personal audit mentioned that done on the basis of SWOT analysis:
Strengths Weaknesses
 I identified that I am good at
communication skills which is very
necessary for my career as HR requires
an efficient and effective
communication in order to interact with
people.
 I have a good knowledge of HRIS.
 I am not good in collaborative skills as
generally I am not able to work with
other people. This is not good for HR
professionals as they ned to interact
with people on a daily basis.
Opportunities Threats
 Due to my communication skills and
HRM knowledge. I am able to give best
in Laynes Espresso.
 Day by day the competition is
increasing and it acts like a pressure on
me as I have to work on many skills
which assists me to gain competitive

advantage.
 The workload of HR professionals is
increasing every day and that's why it
becomes necessary for me to develop
knowledge and skills which required by
HR.
With the help of this SWOT analysis, I am able to analyse my own skills and knowledge.
It also assists in finding the areas of improvement which helps in making the personal
development plan in an easy way. There is a personal development plan is mentioned below
which helps me to improve my lacking areas. PDP is very helpful for developing the attributes,
knowledge, and skills in HR professionals (Shaheen and Hameed, 2020).
Skill Importance How to
improve?
Resources Time
Collaborative
skills
It is very
important for an
HR professional
that they should
develop
collaborative
skills as it is
crucial in order to
work with people.
With more and
more engagement
helps to improve
the collaborative
skills.
Social media
presence, human
resource, etc.
6 months
Proactivity Proactivity is the
skill which should
be possess in HR
professionals as it
assist in taking
the right step at
right time. With
By brainstorming,
scheduling, etc.
helps in
developing
proactive nature.
Newspapers and
other articles
reading in order
to increase
knowledge.
8 months

the help of this
skill, an
organisation can
easily overcome
with the
challenges.
Teamwork skills It is very import
for an individual
to develop
teamwork skills
which helps in
able to work in
diverse culture
and easily attain
the goals and
objectives.
This can be
improve by taking
participation in
the group which
assist in working
with people.
Using of projector
to describe the
activities and
goals which
convey the
messages to team
members.
5 months
The above PDP is very helpful for developing necessary skills for HR professionals so
that they can able to achieve their goals and objectives of Laynes Espresso. After making a PDP,
it becomes easy to develop my skills and knowledge as it assists in achievement of target market.
I need to be focus on PDP and should perform my activities accordingly so that I will achieve all
the set objectives.
P3 Differences between organisational and individual learning, training and development
For the success and growth of an individual, it is necessary for them that they should
focus on learning and development so that they will achieve their objectives. Training is the
process from which a person learn skills and knowledge. Development is the result of training
programmes that means it is the end result which we develop from training programs. It is very
important for Laynes Espresso that they should provide individual and organisational learning
and training program. But for that purpose, it is necessary to understand the difference between
organisational and individual learning, training and development. There is the difference
between organisational and individual learning (Shu and Gu, 2018). Individual learning is

concerned with the development and training for a particular individual or group of individuals.
It requires in the company when an organisation need to develop skills and knowledge in an
individual so that they can able to perform best and give their higher productivity. For example,
Laynes Espresso need a professionals who is able to produce more and more coffee in an
updated machine that reduces the waiting time. But for that purpose, an employee should get a
training and learning program which assist them to develop that specific skills and knowledge.
This will helps them to achieve their desired goals.
Whereas in the case of organisational learning and training, Laynes Espresso is targeted
to development of necessary skills and knowledge in all individuals. For example, employees of
Laynes Espresso should have polite nature, best communication skills, and other etiquettes. This
will need an organisational training and learning program that helps all employees in the
company in order to develop these common skills and knowledge. So in this way both are
different from each other. It depends on the organisational situations that what they want from
the employees. That means if they want to develop some specific skills in an individual then
Laynes Espresso need to provide individual training and learning program.
P4 Continuous learning and professional development to drive sustainable business performance
Continuous learning and professional development is very important as it helps in
managing own development which will continue. It is really helpful in recording, reviewing, and
reflecting of learning. In this condition, Kolb's learning cycle should be considered as it helps
them to recognise learning. In addition to this, it is found that there are many barriers which
found in the process of learning such as personal mindsets, lack of purposes, lack of technical
skills, etc. In order to achieve a sustainable performance, it is crucial for Laynes Espresso that
they need to use continuous learning and professional development. With the help of continuous
development program, employees of Laynes Espresso are able to perform in a sustainable
manner. This can be better understand with the help of an example. For example, the cook of
Laynes Espresso is performing a job of making a coffee and other bakery products. In their
practices, they are not using all the resources efficiently that means use resources with full
optimisation that reduces waste. This will leads to cost saving and increase the profit margin. For
enjoying these benefits, it is very important for all employees to get continuous learning and
professional developments which assist them to understand new techniques and ideas for
reducing waste (Qi and Chau, 2018). It is very important for Laynes Espresso that they should

provide continuous training and development programmes which assists every employee to
develop new methods and skills. They are able to provide a sustainable performance in which
they are doing any wastage. Sustainability is the key of success and growth which needs to be
considered in an organisation if they want to grow their business for long term period.
It is also found that with the assistance of continuous learning and professional
development, the employees of Laynes Espresso is able to provide their best and develop some
new skills. This will leads to gain a competitive advantage of organisation in the market as their
employees are providing sustainable performance (Van Dam, 2018). For that purpose, Laynes
Espresso needs to develop a continuous professional development plan that includes the stages.
This plan is helpful in providing a guidance to an individual that how they can develop skills
which makes them a professional.
P5 How HPW contributes to competitive advantage and employee engagement
Organisational performance is mainly depend on the performances of employees and
human resources management practices (Bag and et.al., 2020). This can be done with the help of
HPW system which is ensuring the bundle of HR practices that are designed for the purpose of
promoting employees' motivation, skills, and involvement. With the assistance of HPW, Laynes
Espresso will be gaining competitive advantage. In today's business environment, employee
engagement is becoming a hot topic as every organisation in increasing employee engagement in
order to increase their performances. Companies are identified that employees engagement is
necessary as they believe that an employee should be involve in the company more than a job so
that they can give their best. It is found that Laynes Espresso can gain competitive advantage if
they have a good HPW as it contributes in increasing the motivation of employees. With the
assistance of HPW, employees are influencing by organisational activities and they are attracted
towards their goals and objectives. Employees get motivation that they should involve in the
process of achieving goals and objectives. They main objective of HPW is to manage the
organisation for more employee's commitment and achieving high performances of employees.
HPW has some important characteristics which involve participative leadership, effective
decision making, managing conflicts, open and clear communication, valued diversity, etc.
Participative leadership is very important in the organisation as it helps employees to work at
their high performance. Effective decision making is the important characteristics of HPW as
company needs to make sure that they will take an effective decision which results in

achievement of desired objectives. Managing conflicts is also very important as organisation is
surrounded by people and that's why conflicts are occurred which needs to be manage by
company. Open and clear communication should be present in the organisation so that they can
able to convey the message in an effective way. The last characteristics is valued diversity which
is necessary in order to work with different people. These all characteristics are helpful for
contribution to employee engagement and gaining a competitive advantage (Chaudhry and et.al.,
2017). A main objective and goal of an organisation is to earn profits which can be possible only
when Laynes Espresso is gaining competitive advantage as it helps in attracting customers
towards organisation. So that's why Laynes Espresso need to make an effective system of HPW
which contributes in competitive advantage and employee engagement.
P6 Evaluate different approaches to performance management (e.g. collaborative working) and
demonstrate with examples that how it supports high performance culture
Performance management cycle is the process in which an organisation is focusing on
improvement of performances of the individual so that they are become very competitive and
skilful. It is not the one time process as it continues in the organisation so that they can come
competitive in the market. It should be effective so that company is able to enjoy the benefits of
achievement of desired objectives. Monitoring is very impoartnt ion this process as it helps in
making the process effective.
For the success and growth of Laynes Espresso, it is necessary for them that they should
manage the performances of employees (Osborne, and Hammoud, 2017). For that purpose, there
are some approaches that assists an organisation to manage the performances of employees:
Collaborative working
Collaboration is the key element of success and that's why it plays a significant role in
managing the performances of employees. Collaborative working conditions are influencing on
managing the performances of employees (Anyim, 2020). With the help of collaborative
working, employees are ready to work together and this will influence on their performances.
When people are working together, then they are inspired by other people which helps in
improving their performances.
Better Training
Better training is also very important as it assist in increasing the capabilities and
performances of employees. Training is one of the most important and valuable approach in

order to increase the performances. Culture of an organisation should be learning that means
every employees hound always get ready for learning so that they can improve their
performances and a company can easily manage their performances. Better training programmes
should be effective which assist in achieving the goals and objective of a company.
Feedback
Feedback is an important approach to manage the performance of employees which can
be done on the basis of regularly or annually reviewing (6 Best Practices for Effective
Performance Management, 2017). By taking regular feedback from employees, an organisation
is able to know the performances of employees. This will assists in managing and maintaining
the performances. It is also gives an impact on the culture of organisation. For example, due to
the regular feedback approach, employees are able to know that they should perform
productively as their performances will be check by Laynes Espresso. In that situation, it
automatically influence the culture and every employee are able to work on that culture.
Focus on culture
Culture is very important for an organisation. In order to increase the performances and
maintain the current performance of employees, organisation should focus on culture (Deb,
Vishwas and Saha, 2020). They need to promote a healthy culture in which employees get
motivation towards the achievement of organisational objectives. The reason behind this is
workplace culture is made up of with the organisational members.
CONCLUSION
It can be concluded from the above discussion that it is necessary for a SME that they
should make sure about skills and knowledge in their HR professionals as their success and
growth depends on their knowledge. HR professionals play an important role so company need
to do their SWOT analysis that assists in making a PDP. In addition to this, the report included
difference between individual and organisational learning, training and development. This report
also discussed importance of continuous and professional development for sustainable
performance. This was also included HPW that contributes in taking competitive advantage and
employee engagement.

REFERENCES:
Books and Journals:
Anyim, W.O., 2020. Performance Management Approaches for Effective Service Delivery in
Federal University Libraries in South East, Nigeria. Library Philosophy and Practice (e-
journal), 4169.
Bag, S., and et.al., 2020. Big data analytics as an operational excellence approach to enhance
sustainable supply chain performance. Resources, Conservation and Recycling, 153,
p.104559.
Chaudhry, N.I., and et.al., 2017. Impact of working environment and training & development on
organization performance through mediating role of employee engagement and job
satisfaction. European Journal of Training and Development Studies, 4(2), pp.33-48.
De Mauro, A., and et.al., 2018. Human resources for Big Data professions: A systematic
classification of job roles and required skill sets. Information Processing &
Management, 54(5), pp.807-817.
Deb, T., Vishwas, N. and Saha, A., 2020. A comparative study on different approaches of road
traffic optimization based on big data analytics. In Performance Management of
Integrated Systems and its Applications in Software Engineering (pp. 119-126).
Springer, Singapore.
GURL, E., 2017. SWOT analysis: A theoretical review.
Mcdonnell, L. and Sikander, A., 2017. Skills and competencies for the contemporary human
resource practitioner: a synthesis of the academic, industry and employers'
perspectives. The Journal of Developing Areas, 51(1), pp.83-101.
Osborne, S. and Hammoud, M.S., 2017. Effective employee engagement in the
workplace. International Journal of Applied Management and Technology, 16(1), p.4.
Qi, C. and Chau, P.Y.K., 2018. Will enterprise social networking systems promote knowledge
management and organizational learning? An empirical study. Journal of
Organizational Computing and Electronic Commerce, 28(1), pp.31-57.
Shaheen, S. and Hameed, M., 2020. Personal Development Plan (PDP). World Family Medicine.
Shu, H. and Gu, X., 2018. Determining the differences between online and face-to-face student–
group interactions in a blended learning course. The Internet and Higher Education, 39,
pp.13-21.
Van Dam, N., 2018. Elevating Learning & Development (paperback). Lulu. Com.
Widmann, A. and Mulder, R.H., 2018. Team learning behaviours and innovative work behaviour
in work teams. European Journal of Innovation Management.
Online
6 Best Practices for Effective Performance Management, 2017. [Online] Available through:
<https://lindenbergergroup.com/6-best-practices-effective-performance-management/>