unit 35 developing individuals teams and organisations assignment

Unit 35: Developing Individuals, Teams and Organisations

Introduction.

The aim of this unit is to provide students with the opportunity to appreciate that developing knowledge and skills to achieve high performance is a crossorganisation activity. Students will recognise that their own professional development is just one route to improving the performance of those teams and organisations in which they work. They will also gain an awareness of the context in which learning takes place and how development needs are linked to learning interventions aimed at supporting an organisation’s strategy.

On successful completion of this unit, students will have laid the foundations for their own continuing professional development which will support their future engagement in lifelong learning. They will also be able to contribute to the development of others and make a positive contribution to the sustainable growth of an organisation.

Learning Outcomes

By the end of this unit a student will be able to: 1 Analyse employee knowledge, skills and behaviours required by HR professionals. 2  Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance. 3  Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage. 4  Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.

Essential Content

What does this mean?

How do we engage in CPD?

How and why should CPD be recorded and evaluated?

As a means to structure CPD activities and to provide opportunities for reflection and evaluation.

Consider this as a philosophy and a concept. Using reflective learning to gain a deeper and objective insight into levels of performance in comparison to levels of expectation.

Using feedback as part of the learning cycle where feedback informs reflection which in turn informs action.

Learning should be focused on strategic and tactical goals and informed by, for example, GAP analysis or a skills evaluation.

Consider how learning is determined and implemented.

The use of formal and informal learning across an organisation to develop individual, team and organisational skill sets.

Training as a one-off event or series of activities is different to development which has a more protracted timescale and builds on the skills and knowledge gained during training. Should organisations focus on training, development or both

Recognising that learning is continuous through the use of learning cycle theories developed by Kolb, Honey and Mumford and Lewin.

Recognising the various environmental, physical, psychological and cognitive barriers and how to overcome them.

As a concept, philosophy and approach to developing and supporting strategy development, competitive advantage and improving employee relations.

What characterises a HPW organisation (HPWO)?

How is this beneficial to employees and the employer?

What barriers may exist to HPW?

How are the two related?

Which informs which?

What impact does the desire to achieve HPW impact of HR practices?

How will HPW be perceived and viewed by internal and external stakeholders?

Consider who will be able to support HPW in an organisation?

The use of HPW champions to act as catalysts.

How do you sell the concept of HPW to those who will be facilitating this?

As a concept and a process.

What constitutes effective PM?

How does effective PM inform learning and development at the organisational, team and individual level?

Differences in PM systems.

How this can be both a facilitator or barrier to effective PM.

The use of internal collaboration to deliver effective PM.

Use PM to transform organisations. How this is achieved would depend on factors such as scale and size of the organisation, its geographic dispersal and competing challenges. The latter could be the requirement to remain strong in the market, to make a profit or to meet customer expectations during a period of transformation.

Separating development from evaluation where the developmental approach considers stages in development and how these are achieved through the setting of criteria, the imposition of systems and an incremental approach to achieving developmental aims.

Learning Outcomes and Assessment Criteria

Recommended resources.

FRIEDMAN, A. L. (2012) Continuing Professional Development: Lifelong Learning of Millions. London: Routledge.

MEE-YAN, C-J. and HOLBECHE, L. (2015) Organizational Development: A Practitioner's Guide for OD and HR. London: Kogan Page.

STEWART, J. and ROGERS, P. (2012) Developing People and Organisations. London: CIPD.

European Journal of Training and Development

International Journal of Training and Development

Organisation Development Journal

This unit links to the following related units:

Unit 6: Managing a Successful Business Project

Unit 12: Organisational Behaviour

Unit 17: Understanding and Leading Change

Unit 19: Resource and Talent Planning

Unit 21: Strategic Human Resource Management

• International Marketing Assignment
• Managing a Successful Business Project
• Unit 7 Business Law Assignment
• Innovation and Commercialisation Assignment
• Operations and Project Management Assignment
• Unit 6 Managing a Successful Business Project
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Unit 35 Developing Individuals, Teams And Organisation

Introduction

LO1 Analyse employee knowledge, skills, and behaviours required by HR professionals

Lo2 analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance, lo3). apply knowledge and understanding to the ways in which high-performance working (hpw) contributes to employee engagement and competitive advantage., lo4). evaluate ways in which performance management, collaborative working, and effective communication can support high-performance culture and commitment.

Developing the team members is one of the vital jobs of managers whether they are new and experienced. This is necessary because the managers are responsible for carrying out the organizational task in order to achieve organisational goals. In this report, a brief discussion on the how an HR manager can hone the skills of employees and carry out a well-structured assessment of performance. There are two sections of this report. Talking about the first part, it covers totally different aspect and the later covers the ways to improve the performance of employee along with the role of HR in making it possible. In the next section, a discussion on high-performing team culture and how to develop it will be done. The overall aim is to improve the performance of employees along with an effective developed communication.

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P1- determine appropriate knowledge, skills, and behaviours (ksb) that are required by hr professionals across the department..

It is well-known that in this ever-changing world the role of the HR has become very dynamic. The major duties HR include hiring, directing, controlling, and retaining. In addition, HR is responsible to maintain the healthy working conditions for each and every employee of the organisation (Phoosawad, et.al, 2014). Moreover, the sustainable growth of the company is their primary concern. Other primary functions of the HR managers include establishing the communication channel between management and the employees. The KSB of an HR is reflected in fig. 1

• The Human Resource manager should have certain skills, especially the technical skills in order to manage the technical glitches that may arise while carrying out day-to-day operations. This can be done by deploying certain software or applications for performance management and analysis or for resource planning.
• In addition to this, HR should have the necessary skills to promote and established healthy employee-employer relations, promote a sense of equality among employees.
• HR is responsible to hire potential employees, manage and direct them. In addition to this, he/she should be responsible to take measures to reduce the employee turnover rate.

HR’s main function is to keep the employees motivated for a longer duration. They should be identifying the elements that are causing the distraction and demotivating the employees.

• The behaviour of HR should be open that employees can share their problems directly without hesitating. However, they should not be too flexible that employees start taking them for granted.

P2- Analyse a completed personal skills audit to identify appropriate knowledge, skills, and behaviours and develop a professional development plan for a given job role.

Skills and attributes analysis required by HR professionals, based on a range of different roles within an organisation.

The following skills should be there in an HR manager in order to carry out the tasks that are quintessential for the healthy functioning of the organisation:-

Leadership Skills: It is vital and most sought-after skills for every manager as they are responsible to manage, direct, operate, and control tasks. In addition to this, they are required to facilitate organisational tasks by using their wisdom and experience.

Communication Skills: HR manager has to deal with people from different background and ethnicity.In addition to this, they are the link between top management and the employees. Moreover, they are required to explain the basic functioning of the organisation at the time of employee induction. This requires top-notch communication skills.

Technical Skills: These skills are related to the knowledge about software and how to employ them when any planning related or resource allocation problem arises. Basic software knowledge, for instance, MS Excel, MS Project.

Problem-solving Skills: These skills are required in order to deal with the tasks that are complex and that are beyond the control of the normal employee or team leaders. This may be related to resource allocation. Good problem-solving skills are very useful for them.

Management Skills: HR managers are required to supervise and manage the tasks by providing directions to their subordinate. This can only be possible if they have top-quality management Assignment skills (McDermott, 2014).

Personal SWOT analysis.

It is very important that an HR aspirant carries out his/her SWOT analysis. This would help in determining personal weaknesses and strengths. In addition to this, it will be very useful in determining the potential for growth and personal development along with the factors that are hindering personal growth. Here, a SWOT analysis has been provided of an HR manager in order to analyse the areas of strengths and improvements (Jurevicius, 2018).

The above SWOT analysis is very crucial for me to handle my career as an HR manager. In fact, my career depends on a number of factors that were highlighted in the SWOT. Based on this, it is helpful for me to prepare the personal development plan as per my weaknesses in order to improve them at the earliest and in a well-structured manner. One thing to note here is that there are some skills that are developed with time when someone become experienced. All that is required in here is that I should focus on my personal development plan to turn my weaknesses into strengths.

Create a professional development plan for HR Manager R ole.

Reflective statement.

M1- Provide a detailed professional skills audit that demonstrates evidence of personal reflection and evaluation

As an HR manager, it is my duty to take care of the task and operations. Even though I am not the best one but I take care of my subordinates and my duties very carefully. As the SWOT analysis says that I am good at many things and weak at some things. My leadership skills are very strongand this helps me in directing, controlling, and managing employees and organisational task. In addition to this, my communication skills are top-quality. This helps me in managing people from different background. I serve as a medium to take the problems of employees to the top level management and another way around. In addition to this, I explain the basic functioning of the organisation at the time of employee induction. Talking about my supervisory skills, management can take feedback from employees about the effectiveness of my supervision. They learn a lot of things from me and carry out the task. However, as I said that I am not perfect as I have some weaknesses too. My IT skills, my problem-solving skills and lack of patience are some of my downsides. I realise that I should work on them. All that is required in here is that I should focus on my personal development plan to turn my weaknesses into strengths.

D1- Produce a detailed and coherent professional development plan that appropriately sets out learning goals and training in relation to the learning cycle to achieve sustainable business performance objectives

This report will talk about the basic difference between organisational learning and individual learning along with a discussion on training and development in the context of a global company “Amazon.” In addition to this, it will also highlight the desire for inclusive training and development practices.

Overview of the Organisation

Amazon.com, Inc., is the world's biggest online retailing business and is commonly known as ‘Amazon'. The organisation deals in almost everything, such as electronics, machines, software, clothing, books, etc. The overall revenue of the company is US$ 177.866 billion in 2017. It employs over 100,000 employees worldwide.

P3- Analyse differences between organisational and individual learning; training and development

In order to understand the difference between, it is important to understand the concept of inclusive training and what its perks are. Since Amazon has people from varying background, ethnicity, and skill level, it is required by the top manager to consider them while formulating organisational strategies (Qi and Tian, 2012). This is useful for them in many conditions and managing them in a proper way. Inclusive training is all about promoting an environment where workers can have equal opportunities, respect, equity, growth, and positive influence on customers. Such an environment is very useful for them, especially when they want to hone their skill set (Vesso& Ruth, 2014).

Individual Learning vs. Organisational Learning

In the context of Amazon , organisational learning is characterised as developing and learning while working for a firm. It has been seen that majority of firms as giant as Amazon have a well-defined culture and developing environment where they can innovate and willingly learn. On the other hand, the process of individual learning is all about intentionally grabbing things and fulfilling personal development needs. Individuals' abilities are the major factor in this type of learning process (Real, et.al, 2014).

The major points that differentiate the two processes are:-

• Individual learning is related to the worker's self-improvement, while organisational learning is more centred on overall requirements for organisational change. The last term is about the improvement of the entire group alongside the individual development.
• The basic similarity between the two types of learning is that both are components of a never-ending cycle. Individual learning will affect the firm. For instance, with the learning of a worker, a firm additionally develop and learn and the other way around.
• Individual learning will help in the advancement of an individual only, while the organisational learning takes the entire group learns and develops.
• The individual learning will be a burden to the pocket of an employee and it would be time-consuming and requires much more resources.

Training vs. Development

Since Amazon has to deal in a large number of nations worldwide, it has to hire people having no experience to those who are expert. Employee development and training is the backbone of HRM. Even though they are spelled together, their meanings are different. Talking about the process of training, it is one of the main learning activities that an organisation provides to its new employees who are inexperienced. This is crucial because the new joinersdo not have the required skill. Amazon, being the top e-retailing company, provide each and every employee the basic computing knowledge. This would help them to understand the technical aspect. The next is the development which is usually a type of self-assessment and is required in order to grow further in the career. The major difference between the two is :

Training: The training is often associated with new joiners and the inexperienced people. The main aim is to make them learn vital skills that are necessary to carry out the day-to-day task in Amazon.  

Development: This is usually associated with the top-level managers and is very well-structured in order to improve the skills sets of manager that will help them in growing in their career.

The key differences between training and development are given below:-

• Training usually completes in 1 to 6 months, whereas the development process is a long duration course and may take years.
• The training is provided for a purpose that employees' skill will improve and get aligned with the needs of the firm. On the other hand, development is all about gaining insight into the organisational tasks and gathering knowledge.
• Training takes place under some supervisors who instruct and direct employees. Development is a self-learning process. There is neither any instructor nor any trainer who will provide the necessary guidance to the manager or executives.
• The point to note here is that if there is any individual learning process undergoing in Amazon (which rarely happens), then the person is going through both development and training altogether.

P4- Analyse the need for continuous learning and professional development to drive sustainable business performance.

Amazon has a global presence and it is growing day by day despite having local and international competition. In order to sustain its position in the global market, it is investing in skill and knowledge development of its employees. This would help them in managing various challenges. The world and technology are ever-changing that keep hindering the organisational growth. This is important for the sustainability of the organisation that its employees gain and develop professional skills. Amazon is providing various training opportunities and thousands of internship to college students in order to make them learn and grow in a corporate environment and develop themselves accordingly (Hayes, 2018).

Many research works have proved that continuous learning is the key to success in the organisation. Amazon is putting millions of dollar in some schemes and training programmes. It is about improving the skills and knowledge of employees. On a personal level, the employee can benefit from these initiatives in many ways. These would make them learn new skills that will help them in growing in the career ladder. In addition to this, they would become the most sought-after candidate for the organisation who want to hire people to fulfil their customer needs. In addition to this, it is crucial for employees to remain motivated for a longer duration and remain valued for the company.

There are numerous perks for the continuous learning process (Kearney, 2018.):-

• It enhances the productivity and level of satisfaction among the employee that reduces the turnover rate.
• It is said that organisation who are putting more focused on learning are always profitable.
• It helps in fighting and eradicating the business uncertainties and market issues that may hinder the growth of Amazon.

M2- Apply to learn cycle theories to analyse the importance of implementing continuous professional development

As per the views of Kolb, a person develops knowledge by gaining experience. Based on this thought, he proposed his famous theory which is generally called Kolb’s Theory. It focuses on internal cognitive abilities of a person. It comprises four stages that are cyclically linked and all of them are important for the development of an individual. The four stages as defined by Kolb are “ concrete experiences, reflective observation, abstract conceptualization, active experimentation.” The importance of this theory in the context of the regular development of an individual is that it facilitates sound decision-making in Amazon. This would have many benefits, such as improved productivity, enhanced results, and improvise the performance. This will have dual-benefits as both individual and organisational would be benefitted from it (Rabl, et.al, 2017).

This report elaborated the basic difference between organisational learning and individual learning along with a discussion on training and development in the context of a global company “Amazon.”

P5). Demonstrate an understanding of how HPW contributes to employee engagement and competitive advantage within a specific organizational situation.

High-Performance Working and its significance

This concept holds a vital place in the growth and development of the skills and performances of the employees of the organisation. It is a concept which focuses on the formulation of such practice by which performance and the productivity of the employees can be enhanced. There are various methods by which the performance of the employees is enhanced such as by inspiring them to perform well by providing rewards or recognition or by conducting a training session in order to provide the employees learning of new skills and knowledge which will be for them and for the performance of their work as well. With the assistance of such performance, the organisation will be able to accomplish its goals objectives and have a competitive advantage in the market. High-performance working also makes a contribution to the following:

Engagement of the employees

The workforce is the most significant resource of the company as without the workforce, there will be no performance of the organisational operations. Employee Engagement is a necessary process in which the workforce of the organisation is included in making important decisions and in the operations of the organisation (Mone and London, 2018). The development of relationships between the managerial personnel and the workforce also helps in employees engagement. It also has been identified that the rewards and the recognition also provide aid in the engagement of the employees as their job satisfaction level is increased.

Competitive Advantage

The theory of High-Performance Working is all about the development of the skills, knowledge, experiences, and capabilities of the employees and the ultimate result of which employees becoming competitive and is able to compete with the other employees of the organisation (Shields, et. al., 2015). Provision of the training also helps in the development and growth of the employees and making them competitive. With the development of healthy competition within the working environment within the organisation, high performances and productivity are ensured.

Similarly, the management of the Amazon makes sure that proper training is provided to the workforce of the organisation in order make them familiar with the operations and the functions of the organisation and also enhance their skills and performances. For making sure about the High-performance work, the efforts of the employees are recognised and rewarded as well.

M3). Analyze the benefits of applying HPW with the justifications to a specific organizational situation.

It has been analysed that with the adoption of the high-performance working theory, the performance, skills, experiences, and efficiency of the workforce of the organisation is improved. It is well established that the adoption of such a theory has a number of benefits which are as follows:

• Such adoption results in enhancement of the capabilities, productivity,and learning of the employees which are beneficial for their growth and development (Mone and London, 2018).
• Due to enhancement, the organisation is able to achieve its goals or objectives.
• It provides assistance in the development of the competitive environment amongst the employees and within the organisation by which the organisation will be able to compete in the market.

P6). Evaluate different approaches to performance management and using specific examples showing how they support high-performance culture and commitment.

Performance Management

It is essential that the performance of the employees or the workforce of the organisation is managed and regulated by the managerial personnel of the organisation. It is stated in this concept that the performance of the workforce must be monitored, reviewed and recorded so that it can be ensured that whether the performance of the workforce is consistent with the set standard of performance within the organisation (Kearney, 2018). It is also stated that performance management also provides assistance in the development of the strategies or plans and in the implementation of such plans or strategies.

Approaches for Performance Management

Result Approach

As per this approach, the results of the performance of the employees are monitored and analysed. Application of this approach helps in making sure that whether or not the employees are efficient or productive and their performance is consistent with the set standard of the organisation. This approach helps in developing the skills and provides learning to the employees.

Comparative Approach

As this approach, performances of all the employees are compared amongst each other so that setback in the performance of the employees can be identified (Hayes, 2018). Under this, approach training is provided to the employees of the organisation so that they can perform well and be more productive.

Collaborative Approach

As per this approach, the works or tasks are performed with the help of getting into collaborative arrangements. It can be the collaboration of the employees amongst one another or collaboration of the organisation with other organisations in order to make sure that effective performance of the tasks is done. This also helps in reduction in work burden of an employee and distributes the same amongst other employees.

M4). Critically evaluates the different approaches and makes judgments on how effective they can be to support high-performance culture and commitment.

As mentioned above, there are various approaches which can be adopted by the managerial personnel and ensure the management of the performance within the working environment. The approaches discussed above are the result and comparative approach, the effectiveness of which is as follows:

The focus of this approach is on the result or outcomes of the performance done by the employees. This saves time and costing of the organisation as their performances are measured on the basis of its outcomes. Mostly, the sales department makes the adoption of such an approach.

It is considered to be an extensive evaluation of the employee’s performances by making a comparison amongst the performance of all the employees. Adoption of this approach requires incurring certain expenses and time.

This approach reduces the burden of one employee by distributing the huge work or task in smaller ones and allocating it to other employees (Van Dooren, et. al., 2015).

D2). Provide a valid synthesis of knowledge and information resulting in appropriate judgments on how HPW and mechanisms used to support HPW lead to improved employee engagement, commitment, and competitive advantage.

With the application of the High-Performance Working, the effectiveness of the practices being exercised by the management of the organisation is analysed. High-performance working is influenced by the rewards, recognition, training, promotion and so on. It is well established that the efficiency and effectiveness of employees are improved by which the accomplishment of the goals and objectives of the organisation is also ensured (Malier, 2018). Furthermore, this leads to the growth and development of the individual by which such an individual is able to handle more responsibilities and perform more duties.

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In this report, a brief discussion on the how an HR manager can hone the skills of employees and carry out a well-structured assessment of performance was done. The report was divided into two sections. Talking about the first part, it covered totally different aspect and the latter covered the ways to improve the performance of employee along with the role of HR in making it possible. In the next section, a discussion on high-performing team culture and how to develop it was done. The overall aim was to improve the performance of employees along with an effective developed communication.

• Hayes, J., 2018.   The theory and practice of change management .
• Jurevicius, O. 2018.   The Structure of a Good SWOT - How to do it Right . [online] Strategic Management Insight. Available at:https://www.strategicmanagementinsight.com/tools/swot-analysis-how-to-do-it.html [Accessed 16 Nov. 2018].
• Kearney, R., 2018.   Public sector performance: management, motivation, and measurement . Routledge.
• Leithwood, K. 2018. Characteristics of effective leadership networks: a replication and extension.   School Leadership & Management , pp.1-23.
• Malier, Y. ed., 2018.   High performance concrete: from material to structure . CRC Press.
• McDermott, L. 2014.   Developing high-performance leadership teams (Td at work : tips, tools & intelligence for developing talent). Alexandria, Virginia: ASTD Press. (2014). Retrieved October 28, 2018, from Insert-Missing-Database-Name.
• McLeod, S., 2017. Kolb-Learning Styles. [Online].Simply Psychology. Available at: https://www.simplypsychology.org/learning-kolb.html. [Accessed On 16 Nov 2018]
• Moga, B. 2017. High Performing Teams: What Are They and How Do I Build One? ActiveCollab Blog. Retrieved from https://activecollab.com/blog/collaboration/high-performing-teams
• Mone, E.M. and London, M., 2018.   Employee engagement through effective performance management: A practical guide for managers . Routledge.
• Phoosawad, S., Fongsuwan, W. and Trimetsoon, J. (2014). Leadership, Management Skill and Organization Innovation Affecting Auto Parts Organization Performance.   Research Journal of Business Management , vol. 8, pp.70-88
• Qi, B. and Tian, G., 2012. The impact of Audit Committees' personal characteristics on earnings management: Evidence from China. Journal of Applied Business Research , 28 (6), p.1331.
• Rabl, T., Gómez-Villamor, S., Sadoghi, M., Muntés-Mulero, V., Jacobsen, H.A. and Mankovskii, S., (2012). Solving big data challenges for enterprise application performance management. Proceedings of the VLDB Endowment , 5 (12), pp.1724-1735.
• Real, J.C., Roldán, J.L. and Leal, A., 2014. From entrepreneurial orientation and learning orientation to business performance: analysing the mediating role of organizational learning and the moderating effects of organizational size. British Journal of Management , 25 (2), pp.186-208.
• Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.   Managing employee performance & reward: Concepts, practices, strategies . Cambridge University Press.
• Van Dooren, W., Bouckaert, G. and Halligan, J., 2015.   Performance management in the public sector . Routledge.
• Vesso, S., & Ruth, A. 2014. The main coaching areas for Estonian leaders for managing organisational change.   OrganizacjaiKierowanie , (1B), 82-94.
• Yang, P., Ding, Y., Lin, Z., Chen, Z., Li, Y., Qiang, P., Ebrahimi, M., Mai, W., Wong, C.P. and Wang, Z.L., 2014. Low-cost high-performance solid-state asymmetric supercapacitors based on MnO2 nanowires and Fe2O3 nanotubes. Nano letters , 14 (2), pp.731-736.

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Unit 35: Developing Individuals, Teams, and Organisations assignment sample-BTEC-HND-Level 4 & 5

Course: Pearson BTEC Levels 4 and 5 Higher Nationals in Business

The aim of this unit is to provide students with the opportunity for self- reflection, where they will recognize their own professional development as just one route in improving performance. They’ll also gain awareness about context and how learning needs are linked back into interventions that support an organizations’ strategy – all while completing coursework based on what interests them most. Successful completion leads not only towards greater knowledge but also helps equip Campusizar’s future leaders so we can make a difference right here at home and abroad.

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Assignment Solution on Developing Individuals, Teams, and Organisations in the UK

The development of an individual’s, team’s, or organization’s skillsets is a long process that requires dedication and focus. It also relies on the right tools for the job to be successful. This article will explore how we can develop individuals, teams, and organizations in order to reach their goals and make them more productive.

Learning Outcomes

By the end of this unit a student will be able to:

Analyze employee knowledge, skills, and behaviors required by HR professionals

The first step in an analysis of appropriate knowledge, skill, and behavior is recognizing what the company requires for success. A job description not only serves as a communication tool between employer and employee but also highlights expectations from personnel. It can also serve to clarify the skills required to perform effectively in a certain position within the organization or business. Careful analysis of this document should yield clarity on knowledge, skill level, personal attributes, and behavioral traits that are requisite for successful performance at all levels of employment both during and after recruitment.

Segmented career paths exist that may determine how people progress through regular succession planning processes which emphasize compatibility with senior managers’ own range of skills (so there will be more employees who share them) than among lower-down levels of management. To be successful in the hiring process, job applicants must possess certain skills and abilities listed by the employer in an advertisement or a job description. It is similar to other marketing tasks such as feature and benefits advertising.

Analyze the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance

Inclusive workplaces are not just about creating diversity and inclusion, but also about building an environment where all employees feel they belong.

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The benefits of inclusive work environments can be seen in the increase in productivity, improved team cohesion, and better employee engagement. However, it is important to note that organizations need to assess what is driving their need for inclusion and take a holistic approach when implementing effective strategies that will ultimately lead to sustainable business performance.

Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage

High performer management or HPM is a people-centered approach that focuses on three key areas of employee engagement, productivity, and retention.

Paying attention to not only the quantitative but also the qualitative aspects of benchmarks which, when properly used contribute to a high-performance organization. The philosophy is based on building performance capability through HR programs that motivate employees, build skills and equip them with analytical tools needed for strategic decision-making. It is an extension of the Leadership Development or LD process and covers in its scope areas beyond leadership roles such as Human Resource Management, Organizational Performance/Evaluation, Objectives Setting Systems for self-direction at work so that individuals become accountable for their actions.

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Evaluate ways in which performance management, collaborative working, and effective communication can support high-performance culture and commitment

Performance management, collaborative working, and effecting change are three things that will help you create a high-performance culture in your organization. The way we communicate with one another can have an influence on the level of performance within our team and how committed employees feel to their company’s goals. If there is a disconnect between what people need from their manager or supervisor, then it may be difficult for them to stay motivated or perform at their best levels.  Communication skills are key when trying to build a strong relationship with your team members so they know that they are valued not only as individuals but also as part of the whole. When this happens, everyone wins!

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• Unit 49-LO2 Assess the importance of meetings and resolutions incorporate management-BTEC-HND-Level 4 & 5
• Unit 49-LO3 Analyse the process of raising and maintaining capital for a company-BTEC-HND-Level 4 & 5
• Unit 49-LO4 Evaluate the role and impact of corporate governance in the management of companies-BTEC-HND-Level 4 & 5
• Unit 49-LO1 Evaluate the nature and legal status of companies-BTEC-HND-Level 4 & 5
• Unit 48: Law of Contract and Tort Assignment Sample-BTEC-HND-Level 4 & 5
• Unit 48-LO2 Discuss how the contents and the terms of the contract are established-BTEC-HND-Level 4 & 5
• Unit 48-LO3 Illustrate the impact of contractual breakdown and suggest remedies available for breach-BTEC-HND-Level 4 & 5
• Unit 48-LO4 Evaluate the elements of the tort of negligence and remedies available-BTEC-HND-Level 4 & 5
• Unit 48-LO1 Examine the essential elements of a valid contract-BTEC-HND-Level 4 & 5
• Unit 47: Business Intelligence Assignment Sample-BTEC-HND-Level 4 & 5

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UNIT 35 Developing Individuals, Teams and Organisations

Introduction.

Development means growth and success in business and life. Everyone needs to developed themselves in various thing in the world. It is the process of growth in knowledge such as career development, business development, land development etc. individual and team developing is very important for the success of business (Smith, and Katzenbach, 2014). It helps people to grab the best opportunities in business world and developed implementation growth. In this project developing individual, team and organisation impact on business and high-performance activities of company. Thus, present study identifies employee skills, knowledge and behaviours for HR professional and also analyse the factors of implementation and evaluating inclusive learning or developing business performance. This project defines HR knowledge and understanding ways for high performance working in Whirlpool.

P1. Examine knowledge, behaviour and skills required by Human resource professional in Whirlpool

Human resource professional played an important role in organisation. The work of HR is to understand employees’ issues and resolve it as soon as possible. They make strategies to face competitors work performance and there planning in marketplace. Professional knowledge: knowledge is the base of achieving success. In Whirlpool HR have great knowledge for all the work of organisation (Ashton, and Sung, 2016). The role of HR in goals. They had the knowledge of internal and external factors affect the company growth. In this profession they also know how to motivate employees in positive way for increasing productivity. Company is to manage the work of their employees and motivate them for work hard to achieve There high knowledge attract client in making new project with different plans. They understand the policies of company and follow them according to the rules. Their knowledge skills must be very sharp in every work field. Knowledge of developing employee through training is role of human resource professional. For example, HR of Whirlpool have knowledge of complex problem solving.

Skills: In Whirlpool company HR skills impact upon the employee’s growth of development. Most important skill of this profession is to make strong relationship between employees because it effects the organisation growth. They can perform in team and make collaborate with the other members in their staff (Giles and Belt, 2014). They need to develop their skills more than the other HR of company to increase the employee capability of work. Through using motivational technique, they can motivate workers to work hard in achieve their business goals. In Whirlpool company they face crisis in their business, Human resource professional help them to overcome by make good communication with their employees in workplace. They also had a skill to understand customer needs and give them best services through their product or resolving there issues. Managing performance of all over the organisation and make new strategy is one of there skills and knowledge. For example, HR has skills of making healthy communication to their employees at workplace that effect company growth. Communication skills is require by HR professionals which make them able to communicate with their team members and workers effectively and enhance ability to solve issue at workplace.

Behaviour: In Whirlpool HR good behaviour helps to interact with other staff members in work area. Motivation behaviour of human resource department encourage employees to be developed in Job and in company (Appelbaum, and et.al., 2016). There knowledge, behaviour and skills impact on the growth of business and productivity. Through good behaviour they can gain worker trust and build strong understand between both of them, it effects there work performance. Also, increase efficiency of hard work. For example, Whirlpool HR has the behaviour of oriented solution in company. They must work or perform in context of employee relation, with the help of communicating and problem solving behaviour they can be able to build trust which is required by Human resource professionals.

Knowledge: Human resource manager within Whirlpool’s company must have knowledge about training and employee management which is beneficial for overall business growth and success in marketplace.

All these process helps to develop individual, team and organisational knowledge on the bases of their communicative skills and behaviour. Role of Human resource profession is that they focused on achieving business goal, make new planning better than their competitors (Sukowski, and Eppler, 2013). They need to collaborative with other workers in staff within proper way. They also need to support and encourage employee in their project work. They must be innovative in their job professional. All the process helps in making Whirlpool better than other and increase their business growth. They also had a strong vision of achieving goals of company.

P2. Analyse personal skills audit of HR and make professional development plan

To achieve success in Whirlpool business human resource professional must include personal skill audit and make development plan to overcome within the recent crisis of company. This audit helps them to know their strength, weaknesses, opportunities and threats.

Professional development plan: purpose of making development plan is to improve skills, knowledge, behaviour and objectives of achieving goals in business (Cacioppe, 2015). They made this plan by themselves to identify needed skills which helps to support staff members and increase their productivity or growth of organisation.

For all skills to be achieved on deadline and in proper manner is very much important or essential so that HR could be easily attempting to clear all their skills. Learning or improving all skills beyond deadlines will be creating issue and problem for them as they could not be able to gain the particular skill on time.

P3. Difference between organisational and individual learning, training and development

Organisational and individual learning: organisational learning and individual learning both are very important for company growth and success. In this process higher authority provide their staff members facilities of learning new things by training sessions.

Training and development: both works to raise business productivity and growth. Training help employee in their work and performance. It is given by manager and leader of firm. It helps people to understand about their task and process of completing it.

Trait theory of learning:

This theory developed personal skills or personality of person through learning. It is an individual developing theory, it has three stages in its process:

• Cardinal traits: this the first stage of this theory, it explains the traits of a person who deal in whole life. It was quite different and rare type of traits, example: greed, kindness etc.
• Central traits: central traits define the major distinctive of person. Shy person faced a lot of issues in its life they can not collaborate with other people's easily. Example of central traits are: anxious, dishonest etc.
• Secondary traits: some people get affair at the time of speaking in front of many people's. It was its behaviour that stop them in developing in personal or professional life.

Cognitive constructivism

The work is based 2 major parts like that of age and stages of component which predict hwat they are thinking and will not be able to predict at different ages.

On the other side development is the process of increasing in performance of work at workplace. After training employee get ready to face any difficulty in work and also have all the knowledge of project.

P4. Need for continuous learning and professional development to drive sustainable business performance

Professional development and continuous learning is the most important for individuals and team works in Whirlpool. Daily team meeting and decision about the projects is important for organisation to make strong relationship and also for solving issues or problem faced by workers. Learning cycle theory is the best way to explain professional development importance.

Kolb experiential learning cycle: Concrete experience, active experimentation, reflective observation and abstract conceptualisation are the four elements of this theory. Learning something new is easy when person have an experience of work.

1. Concrete experience: this theory defines that Whirlpool need success in business and implement the new changes and method match them by learning from the experience of others. Human resource professionals, individual and team is able to modify by this theory with different percept. They solve problems of crisis by identifying the issues and get all the information about it is the role of Human resource professionals (Rodger, and Michan, 2014). Direction and support of HR make team performance better in any change of environment, there innovative ideas help in growth of business.

2. Reflective observation: in the time of Whirlpool crisis this style applies new concept and ideas that is very essential for overcome with issues. Assimilating define the new ideas through watching and thinking better than practical activities. It increases the efficiency of employees which make them easier to adjust in changing environment of company. By monitoring and observation learning help in getting the knowledge of employee needs, requirement and demands at workplace.

3. Abstract conceptualisation : this style is important for learning, effectiveness careers and information. It gets focused on individual and team issues and resolve them through individual learning. It is very advantageous at the time of Whirlpool environment changes. It also helps company in saving a good amount of money and minimise cost. Changes in techniques and technology increase the abilities of employees and efficiency of their work performance.

4. Active experimentation: i n this style the individual and team both are depended upon experiment more than philosophy. To get overcome within the organisation crisis human-resource professional used this process to attract new ideas and challenges in Whirlpool. All this theory effects the growth of organisation and business and help it to achieve these objectives.

Multiple intelligence theory: It defines the process of every team and individual intelligence which make them different and unique from the others at their workplace. HR professional can implemented by this theory while learning individual and team about something new. Thus, it helps organisation in raising advantage of competitive and also make success in achieving their objectives goals of business.

Honey and Mumford theory : this is used to developed learning styles in different form. It helps people to learn something different in their profession. Activists, pragmatists, reflectors are the types of learning style. This theory motivate employees for raising their performance in completing their tasks through learning at every stage of work.

Honey and Mumford learning theory has four stages:

• Activist style: this learning process divide its straight in through learning new experience in personal or professional stages.
• Reflectors: it defines that a person does not come in front of the hole process it get collect all the information before included in the end of learning-styles.
• Theorists: it gets deep understand about the hole process of developing and learning. At the time when they can not feel comfortable in the place.
• Pragmatists: it means a practical process way of learnedness what is the benefits of this stage, and what is the techniques they have in it.

P5. Demonstrate High performance work practices in gaining competitive advantage Within Whirlpool

High performance work impact on work of workers in company and make them more effective in increasing the productivity and growth of company. In gaining competitive point the organisation has change many such things, thus this process can help improve the company progressive process effectively and also increase performance of team which helps to make profit of business.

• They make weekly meeting for solving the issues of employees and motivate them to give their high performance in raising growth of organisation. Work commitment of the company is very important part of business. For improving team and individual work they give commitment of proper and systematically high performance with the same goal or strategies at the time of crisis. Human-resource professional give training and development session to their workers to encourage them and give all the information about their work through this process.
• It effects employees for increasing their high performance work to achieve organisation goals and also their productivity. This process help Whirlpool in assisting them and improve the skills and knowledge of workers.
• Management performance is the important element of high performance work. In Whirlpool company they need to manage the work of overall staff members through making management plans. HPW help team and individual in communicating about goals of organisation and their vision. Thus, this system will help in getting improve communication between the other staff members. High performance working will helps Whirlpool in achieving their advantage of competitive by growing in their skills and knowledge. It also helps in communicate with other departments of company. Through this process organisation increase their performance level in business.
• High performance work increase the capability of communication in team members toward achieving goals of company. This system make communication transparent, which means to discussed all the problems at the time of crisis of Whirlpool. It effects growth of organisation and business.
• Through using this system in firm employee discussed about the issues and problems of company and resolve it with support of their team members. High performance working increase mutual respect in organisation. All these process help to improve firm performance, ability of strong team which give there result as excepted by their leaders and high authority of industry.
• Mutual respect between workers is the impact of high performance working in company. This system helps in removing barrier of communication between staff members and other people of company. It gives impact on the company working environment. The whole process increase organisation market share.

High Performance Work

Employee engagement: employee need to take part in Whirlpool function of work performance. It is very important for company. This process helps in making better productivity and growth of business. Through this it can raise high performance work.

Porter's generic competitive strategic theory:

• Organisation followed this theory to take competitive advantageous in making profitability in its business. Lower cost gain the profit against competitors inn marketplace. It has two stages differentiation and cost focus.
• Lower cost , first is cost leadership according top this level company set product prices lower to take advantages. They get focused on cost of production in firm.
• Differentiation: in this strategy industry it make various dimensions that has been valued by customers. It get in one or more types in firm.

Competitive advantage: At the time of whirlpool crisis employee work together at same place in their task. It improved their performance better than now, through this process they can face any situation in marketplace against their competitors.

P6. Different approaches to performance management

Management is responsible for measuring performance of its valuable employees. This supports the firm in identifying strength and weakens of workers and giving them rewards accordingly. There are various factors that influence overall performance of individual to great extent. These are such as work profile, job satisfaction, culture, salaries etc. It is responsibilities of higher authorities that to measure performance and give them appraisal according. This motivates them and raises their commitment towards the brand (Mester, and et.al., 2018). Approaches of measuring performance in Whirlpool are explained as below:

Comparative approach

It is most effective model in which HR manager of Whirlpool can compare the performance of candidate with other employees. Each performer has given rank by applying graphic rating system. This assists them in finding out the actual best performer and weaker performer as well. Entity gives rewards, promotions, salary appraisal to workers accordingly. This is the best way to motivate people. The main objective of Whirlpool is to retain its talented staff in business for longer duration. If firm gives appraisal to good performer. This practice raises work base commitment of its employees and other also put their hard efforts in order to get more promotional opportunities. This supports Whirlpool in increasing its revenues and gaining competitive advantage as well.

Attribute approach

This is another kind of performance management system, each person has unique skills and entities treats people accordingly. Whirlpool implements mixed rating scale method for measuring performance of its employees. All the candidates are given rank on the bases of their skills. This is beneficial for organisation in motivating employees and raising their commitment towards the brand. All the person pays more attention towards their job and raise their working efficiency in order to get highlight or recognition in business unit.

Behaviour approach

This is another kind of performance management approach. Whirlpool can take support of BARS (Behaviourally anchored rating scale) method. Each worker has given different rank on each anchors, this ranking is highly depends upon the performance of individual. BOS (Behavioural observation scale) is another kind of approach in which HR manager of Whirlpool can measure performance of employees by looking at their behaviour. This is beneficial in order to find out the deserving candidates and entity gives them promotions accordingly. It is best method to encourage the best performer and motivating others to put their hard efforts in order to get more development opportunities in business unit.

This performance management approaches help the Whirlpool in evaluating overall working efficiency of individual and giving them promotions accordingly. This raises commitment of individual and they become loyal towards brand. By this way they make hard efforts in order to meet with organisational goal.

Performance management: this process helps Whirlpool in their difficult time. It will set the environment of work between people or other members of company. This management is work around plan, act, review and monitor by managers.

Effective communication: effective communication is very important for employees and organisation. It helps in motivating workers at workplace. This process is related to all the members of firm in every department. Whirlpool’s need to have this activity in their work area. It builds strong relationship based on trust and understanding.

Collaborative working: it is the best way to motivate employees at workplace. This process run between two or more peoples in organisation. Example: HR manger need to make collaboration among its workers to make an effective team. It activity work to achieve business objective and goals.

From above study it has been concluded that development of team, individual and organisation impact on growth of business. In company the knowledge, skills and behaviour of human resource professional played important role for increasing productivity and profit of company. Knowledge of HR professional help in achieving business objectives. In this project they also discussed about the HR professional development plan which helps in setting goals of company and also make some new strategies and planning to overcome within business crisis. Above the further study it also mentions the types of learning cycle which impact the business growth and their high performance work. Organisational and Individual training effect the productivity and profitability of firm. High performance work also impact in gaining competitive advantages of company. At in the last it has concluded that performance management approach the organisation work.

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Unit 35 Developing Individuals, Teams and Organisations

University:

• Level: Diploma
• Pages: 17 / Words 4250
• Paper Type: Assignment
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• Downloads: 25234

INTRODUCTION

Developing an individual or team is the responsibility of a human resource manager within an organisation. HR manager is accountable to perform various functions for determining the requirement of their team members and provide required training as well as sources to improve their performance. This report is based on Whirlpool's case study which is an American multinational organisation founded in year 1911. It manufacture and sell the home appliances through out the world (Agarwal and Brem, 2015). This project elaborates various skills, knowledge and behaviour that a HR manager must have for achieving higher success. It also contain analysis of personal skill audit along with difference between organisational and individual learning. Further, it also explain about importance of continuous learning and contribution of HPW toward employment engagement as well as approaches to improve performance.

P1 Knowledge, skills and behaviours required by HR Professionals

An HR manager has to carry out various operation for managing its workforce. For performing these operations, an human resources manager of Whirlpool is required to have an array of skills and knowledges in order to deal with variety of situations ( Skills All HR Managers Must Have,  2018). This also help in resolving issues and conflicts which are faced by employees at the time of their production process. It further help in identifying various factors that may affect the performance of employees and in formulating strategies to eliminate them. Following are the skills, knowledge and behaviour that are required by HR manager of Whirlpool :-

• Communication:- It refers to the way of conveying message or information from one person to another through mutual understanding. Communication is consider as an most essential skill of HR of Whirlpool which assist them in managing their operation and employees effectively. HR Professional have to communicate with higher management, over to managers and their current employees in written, oral etc.
• Conflict management:- HR professional must have skill to resolves conflicts and disputes that may arises at work place. Human resource officer of Whirlpool have to solve variety of work conflicts in order to maintain the quality and efficiency at working environment. So that each task can be performed effectively and on timely manner.
• Personnel management:- One of the major function of a HR manager is to manage the human resources of a company. So, it is very essential for a HR officer of Whirlpool that they must have skills and ability of managing their employees (Arbon, 2014). This will help company in retaining their skilled employees by making them satisfied about their job by developing a healthy and positive environment.  
• Media and technologies:- HR manager must have a knowledge regarding the use of various technologies and software that can be used to improve the performance and simplify the operations of company. This help in managing the data and information regarding the employees as well as trends prevailing in market. HR officer of Whirlpool is required to have a deep knowledge about various sources of media which they can use to interact with their target audience.
• Laws and regulations:- It is very essential for an HR Officer of Whirlpool to have a knowledge about the various laws and regulation for operating business legally. They must ensure that whether company is following all laws and regulations which are required to be compel for avoiding any legal compliances.
• Decisive thinker:- HR professional always faces a situation where they have to weigh out the information and take a decision. So being decisive thinker help an HR officer of Whirlpool in performing their operations effectively and much more quickly.  The ability to evaluate tangible and intangible data converting it into useful information and act decisively is a very essential behaviour which contribute toward greater success.
• Collaborative:- It refers to a behaviour through which a HR manager can work effectively with a number of people both inside and outside the organisation (Bolden and et al., 2015). This help Human resource officer of Whirlpool in developing a coordination among employees which further assists in increasing effectiveness and productivity of company.

P2. Analyse personal skill audit

Skill audit refers to the process of determining the skills and ability that an individual or group have as well as skills that they require for improving their efficiency. Personal skill audit refers to the evaluation of a person's strength and weaknesses for determining their skills and ability as well as various measures to improve their performance. There are some qualities that are required in a HR officer of Whirlpool such as decision making power, communication skill, time management and many more (Bridges and Fuller, 2015). As per the required skill, I have created a personal audit plan for determining my strength and weaknesses which are essential for HR position:

Above given table shows my personal audit in which describes about various skills and competencies that are scored by me and other staff member. In this table positive variance  shows my weak point and negative variances depict my strength.

Following are the strength and weakness as per my personal audit :

Personal development plan:   It refers to the process of formulating an action plan on the bases of reflection, goal setting and values for personal development either for career or self-improvement (Chang, Hung and Hsieh, 2014).

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Developing Individuals, Teams and Organisations

Credit value: 15 credits.

The aim of this unit is to provide students with the opportunity to appreciate that developing knowledge and skills to achieve high performance is a cross- organisation activity. Students will recognise that their own professional development is just one route to improving the performance of those teams and organisations in which they work. They will also gain an awareness of the context in which learning takes place and how development needs are linked to learning interventions aimed at supporting an organisation’s strategy.

1. Analyse employee knowledge, skills and behaviours required by HR professionals 2. Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance 3. Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage 4. Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.    

• Produce a detailed and coherent professional development plan that appropriately sets out learning goals and training in relation to the learning cycle to achieve sustainable business performance objectives.    
• Provide valid synthesis of knowledge and information resulting in appropriate judgements on how HPW and mechanisms used to support HPW lead to improved employee engagement, commitment and competitive advantage.     
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