HR Development Report: Vodafone's Individual and Team Growth

This report focuses on the development of individuals, teams, and organizations within Vodafone. It begins by identifying the essential professional skills, behaviors, and knowledge required for HR professionals, specifically for an HR Executive role, including motivational, leadership, and organizational planning skills. It then presents a personal skills audit using a SWOT analysis to evaluate strengths, weaknesses, opportunities, and threats, followed by a detailed professional development plan. The report further examines organizational and individual learning, employee training, and development, emphasizing the need for continuous learning to drive sustainable business performance. It explores the contributions of High-Performance Work (HPW) systems to employee engagement and competitive advantage. Finally, it evaluates different approaches to performance management within Vodafone, concluding with a critical evaluation and a valid synthesis of the findings.

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................1
LO1..................................................................................................................................................1
P1. Determination of professional skills, behaviours and knowledge needed by HR
Professionals...............................................................................................................................1
P2. Analysation of audit of completed personal skills ...............................................................2
M1. Reflection and Evaluation ..................................................................................................5
LO2..................................................................................................................................................7
P3. Evaluation of Organisational and individual learning, employee training and development
.....................................................................................................................................................7
P4. Requirement for continuous development and learning.......................................................9
M2. Learning Cycle Theories...................................................................................................10
D1. Coherent and detailed professional development plan.......................................................10
LO3................................................................................................................................................11
P5. HPW and its contribution towards employee engagement.................................................11
M3. Benefits of application of HPW.........................................................................................11
LO4................................................................................................................................................12
P6. Different approaches towards performance management ..................................................12
M4. Critical Evaluation ............................................................................................................13
D2. Valid Synthases .................................................................................................................13
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Development of individuals, organisations and its team members is essential for the
overall growth of a business enterprise as it helps in enhancing overall skills of workers and its
team members. The interconnections between effectiveness of team, organisations and
individuals warrant enterprises to consider that people development is an essential part for the
overall growth of a business (The Role of Individual Development in Team and Organisational
Success, 2019). This report is based upon Vodafone, that deals with IT services and
telecommunication services in around 150 countries. This report covers determination of
professional and appropriate skills, and behaviours which must be there in HR professionals of
this organisation.
Further, it includes audit of personal skills with the help of personal SWOT analysation
for identifying certain behaviours, skills and knowledge for professional development for a
particular job role. It also includes differentiation between training, learning and development of
individuals and organisation as a whole. It also covers analysation of requirement for continuous
development and learning for driving sustainable business performance. It also covers
demonstration of HPW contribution towards competitive advantage and employee engagement.
At the end, various approaches are evaluated for performance management in Vodafone.
LO1
P1. Determination of professional skills, behaviours and knowledge needed by HR Professionals
Skills, knowledge and appropriate behaviour is very important for an HR Professional for
the purpose of improving overall performance of an enterprise and to make sure that business is
able to achieve its overall objectives. For the job role of HR Executive, there are different skills,
knowledge and behaviours which must be there and these are elaborated as follows-
Skills Required
Motivational and Team development skills- In order to become an effective HR
executive, the basic skill requirement is the ability to motivate and develop the team as a whole
towards achieving overall objectives of an enterprise (Amabile, 2012). When workers are
motivated to achieve good results than it will help in improving their overall performance.
Moreover, HR executives who are good team builder will be able to help groups within an
organisation to work together properly and to meet their objectives.
1

Leadership Skills- Leaders lead by examples, so , it is important for HR executive to
have leadership skills so that they can supervise and guide workers working in a business entity.
These skills includes ability to influence others and has the capability to take important
decisions. For guiding people in an effective manner, this skill must be possessed by HR
executive of Vodafone (Bolman and Deal, 2017).
Behaviours Required
Proactive and Attentive- HR executive of Vodafone must be attentive and proactive
towards each and every business activity taking place within its business enterprise. HR
executive must have the capability to control a particular situation taking place in an organisation
and always pays attention to all the small details within the workforce. HR executive of
Vodafone must have the ability to control the performance of employees and monitor it on
regular basis.
Inspiring Team- Another desired behaviour in HR executive can be seen in their
capability to inspire their team members. For this purpose, Vodafone HR executive must make
workers aware about their goals and objectives so that they will work in an effective manner.
This will help in encouraging them to improve their performance and achieve business goals.
Knowledge Required
Organisational Planning- The basic knowledge which is required by HR executive of
Vodafone is to have knowledge about organisational planning and to have the understanding
about the future knowledge, method to organise business activities which are required to carry
out plans and to monitor the results.
Employee Development- Another knowledge which must be possessed by Vodafone's
HR executive is to know the ways by which employees of an organisation can develop and grow
their overall skills (Hartnell, Ou, and Kinicki, 2011). It must be known by HR executive to know
what kind of training and development can be provided to them so that they perform in an
appropriate manner.
P2. Analysation of audit of completed personal skills
In order to identify appropriate behaviours, knowledge and skills of HR executive, an
analysation is done on completed personal skills audit. It is done for identifying the strengths,
weaknesses, opportunities and threats of an individual regarding various skills, behaviours and
2

knowledge of HR executive. This is done in the context of SWOT analysis development as
follows-
Strengths Weakness
As an HR executive, my strengths can be seen
in appropriately planning all the activities of
an organisation and having the knowledge of
various practices of HRM. Another strength of
mine is to have an understanding about the
employee development and to know what kind
of training and development programmes can
be conducted in order develop certain skills of
workers of Vodafone (Hislop, 2013).
My basic weakness is that I am not able to
motivate my employees due to which their
performance is weak which is negatively
affecting overall business productivity. I also
lack in team development and leadership skills
due to which I am not able to influence my
subordinates. Due to hectic schedule, it is
becoming difficult for me be attentive and
proactive and have an eye upon each and every
activity of a business.
Opportunities Threats
I can convert my weakness into opportunities
for the organisation. As the technology is
increasing, I have the opportunity to develop
certain technical skills of my team members
which will help me to develop an effective
team. I can use transformational leadership
approach to guide my workforce for
developing innovative ideas to achieve
business objectives. I can also conduct
employee engagement activities to engage my
workers within an enterprise. I can motivate
them by offering certain perks and incentives. I
can appoint some trainees under me who will
work for me and help me in reducing my
burden. In this way, I can pay more attention
to my subordinates and guide them effectively.
Due to my lack of motivational and leadership
skills, my employees can become dissatisfied.
This will result in high staff turnover which
will have negative impact upon the
organisation. Being not able to pay attention to
activities of employees can reduce their
performance which will reduce the overall
productivity of an organisation (Landy and
Conte, 2016).
3

Professional development plan- This development plan is determined as a roadmap that
contains certain strategies, education and skills that an individual requires to grow in career for
achieving professional objectives and goals (Levi, 2015). For the job role of HR Executive of
Vodafone, a professional development plan is developed on the basis of personal SWOT analysis
of person. It is determined and elaborated as follows-
Area for
Development
Date I will
have this
Completed
by:
I will
Achieve this
by:
What is
happening
now?
How will I
know I’ve
been
successful?
Progress
Motivating
and
Developing
Team
I will have
this
completed
by 9th of
December,
2019.
I will
achieve this
objective by
9th January,
2020.
I am not able
to motivate
my
subordinates
due to which
their
performance
is reduced. I
am also
lacking in
building an
effective
team.
When I will
see
improvement
in the
performance
of
workforce.
I am
conducting
various team
building
activities and
employee
engagement
programmes.
Proactive and
attentive
I will have
this
completed
by 1st of
January,
2020.
I will
achieve this
objective by
1st February,
2020.
Because of
my hectic
schedule, I
am not able
to be
proactive
and attentive
When I will
see that I am
on daily
basis
interacting
with my
team
I have hired
many
trainees
under me
which will
help me
reducing my
4

towards my
workforce
due to which
their
productivity
is declined.
members and
they are
building trust
upon me.
burden.
Leading by
example
I will have
this
completed
by 5th
February,
2020
I will
achieve this
objective by
5th of March,
2020.
I am lacking
my
leadership
skills and
because of
this
subordinates
are not
provided
proper
guidance and
supervision.
When I will
see that
people are
actually
listening to
me and are
becoming
comfortable
with me in
sharing their
opinions and
views.
I am using
transformatio
nal
leadership
skill to lead
my workers.
Inspiring
team
I will have
this
completed
by 25th
December,
2019.
I will
achieve this
objective by
25th of
January,
2020.
I am not able
to inspire my
team
members.
When I will
see that my
employees
are happy
while
working and
their
performance
has been
increased.
I am
inspiring my
employees
by
conducting
various
seminars and
offering
them
incentives.
5

M1. Reflection and Evaluation
Being an HR Executive, there are various specific skills, behaviours and knowledge that
are required to be possessed by me (O'leary, Mortensen and Woolley, 2011). From my point of
view, I have the knowledge of human resource planning and my concept regarding employee
development is clear. But I lack in certain skills such as leadership skills, proactive and attentive
behaviour, motivational and team development skills and also I am not able to inspire my team
members. But I can improve my weaknesses and can convert them into opportunities such as I
can conduct various team building activities and employee engagement programmes to motivate
and lead my workforce in an effective manner otherwise Vodafone will face threats like low
productivity and low innovative measures.
Reflective Statement
Name
Reflect on why you selected that particular
job role
I have selected the job role of HR Executive
as this is the significant job role of an
organisation and under it various HR
managers works.
Reflect on what is the most challenging
part of job role
The most challenging part of the job role is
to be proactive and attentive towards the
activities of workforce of Vodafone (Penuel
and et. al. 2011).
Reflect on what you have found to be
challenging to achieve based on your
Personal Skills Audit
The most challenging skill which I had
found difficult to attain is to motivate
workforce towards achieving overall
objectives of Vodafone.
6

Reflect on your journey you undertook to
address your developmental needs and
how you resolved them
I have faced certain challenges such as I was
motivating my employees by offering them
incentives based on their performance. I
had observed that those workers who had
not provided incentives are feeling
demotivated towards achieving business
goals. I had resolved it by providing training
to inefficient workforce to develop their
skills (Seibert, Wang and Courtright, 2011).
Reflect on your communication with your
mentor and the challenges you faced in the
process
I had communicated with my mentor and as
he is very polite person, he understood my
problems and issues which I was facing.
The challenge faced here is that when I
email my mentor, there was some
miscommunication which was resolved
soon when I met him face to face.
Reflect on the value you have gained from
the beginning of the Semester
I have developed my leadership and
communication skills which helped me to
communicate in an effective manner.
Reflect on the actions you would take
differently in order to overcome challenges
you faced so far
I will adopt transformational leadership
style to supervise and guide my workforce.
In order to motivate my workers, I will
provide them flexible working hours which
will increase their job satisfaction.
7

LO2
P3. Evaluation of Organisational and individual learning, employee training and development
Organisational learning is a term used to describe the methods and ways of transferring
and knowledge and skills within organisation. Also, company is always developing, improving
and learning new things, therefore its a process of creating, retaining and transporting those skills
in various levels of organisational structure (Amabile, 2012).
Individual learning is a process by which persons develop new skills and increase their
knowledge on personal level. Individuals learns new things or ways of working for personal
improvement or betterment.
Basis Organisational learning Individual learning
Impact When some new development takes
place in an organisation its impacts
can be seen on different levels of
company and on every department.
These impacts are mostly beneficial,
therefore whole organisation and its
personnel get the benefit of new
learnings.
On the other hand, if individuals
are learning and developing new
skills, impact of those can only be
seen on their performance and on
their activities. Benefits are only
attached with the individuals not to
the company (Shin and et. al.
2012).
Objective One objective which is clearly
visible is that the company, its
members and staff all gets to learn
new things by which Vodafone can
attain competitive advantage over
other.
Objectives of individual to learn or
develop better talent is for their
personal development, growth and
expansion of their knowledge.
Employee training is a program or a method of increasing skills, knowledge and
efficiency of personnels of company who are working in organisation or going to work in near
future. These programs are designed for employees to know and understand the requirements of
company with them and accordingly develop new skills for better performance (Wates, 2014).
8

Employee development is a process where personnel of an organisation go through
several training sessions or programs with support of their employers for enhancing and
improving their skills and talents. These programs are beneficial for not just the company but for
the staff too and have its impacts visible in company's environment for longer period.
Basis Employee training Employee development
Time span Training programs are shorter period
focuses on present benefits attached
with the skill development of
employees and according to the job
requirement.
Development of personnel is a
long term process and it takes
more time. Also it concentrate on
future, its benefits and impacts
are seen in longer term. Then
these developed talents will stay
with individuals and company for
longer duration.
Objectives Very obvious and important goal of
conducting training programs is
increasing staff knowledge and
improving their skills through that for
facing current changes.
On the contrary, objective of
development programs is for long
term and are created by keeping
in mind the future challenges
company and employees going to
face.
All these term are different from each other holding different qualities, features and objectives
but its essentials for developing consultant of Vodafone to know and have enough knowledge
about them. As these terms are different, implementations requirements, techniques and tools
also vary and its job of consultant to chose the best process for operations of Vodafone (Bolman
and Deal, 2017).
P4. Requirement for continuous development and learning
Continuous professional development is an ongoing procedure to develop, maintain and
documentation of professional skills and knowledge of an individual. Learning and developing
has a wide scope and there is no stoppage to learn new things and develop new skills. HR
9

Executive of Vodafone must indulge in continuously developing their learning. The need for
continuous professional development and learning are determined as follows-
Maintain and enhance skills and knowledge- Continuous professional development
and learning will help HR manager in maintaining certain knowledge and skills such as
leadership, communication and team development skills (Importance of Continuous Professional
Development, 2019). It will also help in identifying the current requirement of workers working
in Vodafone.
Meaningful contribution towards team- When HR executive is indulge in continuously
developing and learning new skills, than it will help in becoming an important component of a
team. Moreover, it will also help in becoming more efficient and effective in working
environment and helps in assisting HR executive to advance the career.
Increase the confidence- Continuous development of skills and knowledge will help in
increasing the confidence of HR Executive as his knowledge and skills will be up to date which
can be used for development of skills and knowledge of workers working in an organisation.
When HR executive will be up to date about latest innovative policies that can be used in an
organisation to improve the performance of workers than the overall productivity can be
improved (Hartnell, Ou and Kinicki, 2011).
Team development- The team of an organisation is under the control of an HR executive
who controls and monitor all the activities of people working in an organisation. When he is
aware about the latest measures to train and develop certain skills of workers than it will help in
developing an effective workforce who will help in achieving overall business goals and
objectives.
M2. Learning Cycle Theories
It is important for an HR executive to indulge in continuous learning and development for
the purpose of mainlining and enhancing skills, building an effective team, increase the
confidence and provide significant contribution towards team members. It can be explained by
Kolb's learning theory which is concerned with internal cognitive procedures of learner. As per
this theory, learning involves acquisition of abstracts concepts which can be flexibly applied in
various situations. In this theory, for learning development, the impetus of new concepts is
provided by latest experiences.
10

D1. Coherent and detailed professional development plan
In order to improve the skills, behaviour and knowledge of HR Executive, it is important
to develop an effective professional development plan so that the skills and knowledge which are
required can be improved by using various measures. Here the learning and training gaols are to
work upon leadership and team development skills (Hislop, 2013). For this purpose, team
building activities can be conducted in order to develop a coordinated and effective team.
Moreover, for effective leadership, transformational leadership theory can be used to guide and
supervise workers to develop innovative solutions within an organisation. Employees
engagement programmes can also be conducted to inspire workers to work together towards
achievement of business goals and objectives.
LO3
P5. HPW and its contribution towards employee engagement
High performance working (HPW) helps in developing certain positive attitudes and
beliefs which are linked with employee engagement as these practices serves to develop
discretionary behaviours kinds which lead to increased performance.
Organisational situation- Here the situation which is taken into consideration is conflicts
between two workers working in an organisation. In this, it will be determined how high
performance working and employee engagement can contribute to resolve this issue (Landy and
Conte, 2016).
Contribution towards Employee engagement- When conflicts between two workers
will arise in an organisation, it can be resolved by effective performance of HR Executive or
managers. It is the responsibility of HR manager to use their leadership and communication
skills to resolve this issue. Moreover, by engaging employees within an working environment
will help them to understand each other opinions and views which will help in resolving
conflicts. This way, workers will be able to arrive at a common decision.
Competitive advantage- When the performance of employees is appropriate and
effective in an organisation, than it will help in helping the enterprise to attain competitive
advantage. When workers work in an organisation with their appropriate performance that it will
help them to overcome from the conflict issue faced by them. This will help them in facing the
11

competition prevailing outside the organisation by which they can be motivated towards
achieving overall objectives of an organisation.
M3. Benefits of application of HPW
High performance working within an organisation helps in improving and enhancing the
overall performance of an organisation. It will help in increasing the competitive advantage and
helps the organisation to achieve overall goals of a business. Moreover, by high performance, the
HR Executive can use effective communication and leadership skills to resolve the conflicts
among workforce (Levi, 2015). For this purpose, various things can be done such as conducting
team building and team development skills which will help in building up the team and reduction
in conflicts. Second is Employee engagement programmes which will help in engaging the
workforce within an enterprise. This will help in reduction in conflicts as workers can exchange
their opinions and views with each other which will help them to develop a sense of
understanding and in arriving at a common decision.
LO4
P6. Different approaches towards performance management
Effective performance management is more than creating an working environment which
works (O'leary, Mortensen and Woolley, 2011). Effective performance management is
determined as an interpersonal relationship, leadership, teamwork and constructive feedback.
There are various approaches towards performance management in Vodafone which are
elaborated as follows-
Collaborative Working- An environment which is collaborative helps in supporting
people like e-professionals and other individuals. When people work in collaborative manner
than it is a symbol of effective and efficient team as it helps in conducting effective team which
works to achieve a common goal and objective. Collaboration at workplace helps in keeping
each individual safe from over burden of work as the tasks and activities are distributed evenly.
When workers work in a team towards a common goal, than it will help them in improving their
overall performance. When a range of skills and knowledge are pooled together, than it helps in
creating a pool of talent which is competent and vast.
Employees Engagement- Another important approach of performance management is
conducting employee engagement programmes to engage workers in various activities of an
12

organisation. It will help in improving the overall employees performance as it will give them a
platform to exchange their opinions and views with each other to ensure effective performance.
Not only this, it will also help in reducing the staff turnover, improve efficiency and productivity,
retaining customers at higher rate and generate more profits (Penuel and et. al. 2011). Most vital,
the employees which are engaged are more happier both in work and personal life and happy
workers perform better.
Training and Development- This is considered as the main approach to bring
improvement in performance of workers working in an organisation. An organisation can
conduct various training and development programmes to make sure that employee's certain
skills can be developed and enhanced. Trained employees are the key assets for Vodafone which
will help in improving the overall performance of this enterprise.
Ranking- This is considered as a simplest and oldest method for performance appraisal
under which an worker is compared with others to place worth order. In this method, workers are
ranked from highest to lowest form or from best to worst form. This helps the organisation in
identifying the top level performers and it also helps in allowing managers to focus upon their
potential employees who are the key assets of the company. Moreover, this will also help to
motivate employees to enhance their performance in the race to be number one in ranking for
self recognition perspective.
Forced Distribution- This is the method which is used to measure the overall
performance of workers and evaluate their performance. In this approach, managers evaluate the
performance of each worker, under the categories of excellent, good or poor. For achieving self
recognition in an organisation, employees works hard to achieve organisational goals. Thus, this
method helps the workers to achieve business goals by improving their performance.
360 degree feedback- This approach of performance appraisal is determined as a
procedure in which workers receives anonymous or confidential feedback from those people who
work around them. This includes peers, direct reports or managers of an organisation. In the fear
to receive negative feedback, workers will perform appropriately. This will also create positive
motivation among employees as they will receive positive feedback if they perform in an
appropriate manner which will help in enhancing their overall performance.
Competency-based- In this approach of performance management, an working
environment has been established in which certain relationships, responsibilities and roles of
13

both employees and managers are clearly stated and well defined. This will help in improving the
overall performance of workers which will result in achievement of business goals and
objectives.
M4. Critical Evaluation
In an organisation, performance of workers working in it is very important for achieving
effective and appropriate results. High performance will help in achieving overall goals of a
business and results in enhanced productivity and productivity. There are various approaches of
performance management which Vodafone can use to make sure that the performance of workers
is effective. For instance, training and development programmes will help in enhancing certain
skills and knowledge of workers so that they can work in an effective manner. Skilled workforce
perform better than unskilled workforce so when appropriate training is provided than workers
will improve their performance (Seibert, Wang and Courtright, 2011). Moreover, collaborative
working and employee engagement will help the workers in working as a team towards
achieving business goals, which will help them in improving their performance.
D2. Valid Synthases
High performance working helps an organisation to achieve appropriate results which
will help them to achieve overall objectives of a business. In an organisation when HR executive
has effective skills than he will be able to motivate workforce towards achieving business goals
and objectives (Shin and et. al. 2012). By conducting training and development programmes and
employee engagement programmes, the overall performance of workers and organisation will be
improved which will have positive impact upon achieving overall objectives and goals of a
business enterprise.
CONCLUSION
From the above report, it has been concluded that in order to achieve overall business
goals, it is very important for an enterprise to develop its individuals, team members and
organisation as a whole. For this purpose, it is vital part of human resource management to
improve certain skills, knowledge and behaviour of HR Executive and manager so that they can
perform in an effective manner. These skills includes leadership, communication skills and the
way an individual inspire others. For this purpose, a professional development plan is developed
to identify where an individual is lacking and where it is performing effectively. Further,
14

differentiation between organisational learning and individual learning is done. It also concludes
the requirement of continuous development of an individual as it helps in maintaining the skills
and knowledge of an individual in an effective manner. Moreover, it also examines the way in
which high performance helps in increasing productivity and profitability.
15

REFERENCES
Books and Journals
Amabile, T., 2012. Componential theory of creativity (pp. 3-4). Boston, MA: Harvard Business
School.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Hartnell, C. A., Ou, A. Y. and Kinicki, A., 2011. Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's theoretical
suppositions.
Hislop, D., 2013. Knowledge management in organizations: A critical introduction. Oxford
University Press.
Landy, F. J. and Conte, J. M., 2016. Work in the 21st Century, Binder Ready Version: An
Introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Levi, D., 2015. Group dynamics for teams. Sage Publications.
O'leary, M. B., Mortensen, M. and Woolley, A. W., 2011. Multiple team membership: A
theoretical model of its effects on productivity and learning for individuals and teams.
Academy of Management Review. 36(3). pp.461-478.
Penuel, W. R., and et. al. 2011. Organizing research and development at the intersection of
learning, implementation, and design. Educational researcher. 40(7). pp.331-337.
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review. Journal of
Applied Psychology. 96(5). p.981.
Shin, S. J. and et. al. 2012. Cognitive team diversity and individual team member creativity: A
cross-level interaction. Academy of Management Journal. 55(1). pp.197-212.
Wates, N., 2014. The Community Planning Handbook: How people can shape their cities, towns
& villages in any part of the world. Routledge.
Online :
The Role of Individual Development in Team and Organisational Success. 2019. [Online].
Available Through: <https://trainingindustry.com/articles/strategy-alignment-and-
planning/the-role-of-individual-development-in-team-and-organizational-success/>
Importance of Continuous Professional Development. 2019. [Online]. Available Through:
<https://businessingmag.com/7976/strategy/importance-of-continuous-professional-
development/>
16