Developing Individual, Teams and Organisations

SECTION 1

a) Knowledge, skills and behaviour required by HR. professionals in the department

HR. professionals require knowledge of all the laws related to company and employee. It is the duty of department to follow all laws in working premises (Kislov and et.al., 2014). The skills required by these professionals are:

• Activists - Candidate must possess the confidence which utmost requirement in this. People must have the positive attitude which is necessary in doing the work. Good communication skills which are needed for this profession. He must be rigid to his words and help them in taking the toughest decisions.
• Capability - It includes the innovation, focus, efficiency and work ethics which are mostly required by them. Working regularly will raise potential of the organisation. By giving best by employees and motivate them regularly will help them to build more capabilities in the organisation (McAuliffe and et.al., 2017).
• Change - Candidates must adopt changes whenever required. Change will help the employees in doing work in a better way. It helps in moving ahead from the competitors. It makes the work easier. Candidates who want to become the HR. professionals can face many challenges while working. By adopting changes, it will contribute in their path.
• Knowledge of all the laws related to employees as well as company- the candidate must have known the all the laws like employment act, labour laws, regulation made by the government and many more. All this knowledge is will create the value of him only.

Skills  and Knowledge

• Technology - person must know the use of technology. People must possess some knowledge of the computers so that if any work which is related to this then he can perform. Nowadays all work is on the computers if knowledge of computers can make his work easier. It includes use of Microsoft office, Power point, Email, internet and many more. He must be having the knowledge of all the work require in this profession.
• Industry awareness - in this field candidate must know the each every aspect of the change or trend which is prevailing in the industry. Like Employment law changes in that respect candidate must be knowing all the aspect of implementation of changes in the organisation.
• Ethical approach for human resources - In this, person must possess the ethics which are required by the HR. professionals (Joel-Edgar and Gopsill, 2018). In this field requirement of this thing is more. People needs polite human resource manager who can solve all the problems which are faced by them. Ethics includes the culture, protecting employees from the bad behaviour of employer as well as colleagues. These professionals face many issues like not to disclose the information related to employee and this will help them to maintain reputation of entity as well.
• Human resource Organisation skills - In this person must have all the work of organised format. Systematic work is done by them. Person must have all the capabilities which are needed in the organisation skills. In every situation person must know how to save or handle the circumstances prevailing in the organisation.

Behaviour

• Solution driven - he is able to solve all the issues which are faced by employees. In the organisation also he has to give immediate solution to any situation (Stoll and Kool, 2017).
• Courageous - person must be having that much potential to handle the toughest situation. He must be so talented to solve the all the problems face by the employees.

b) Personal skill audit for an employee according to the skills, behaviors and knowledge

One of the employee which is named as John Cambridge whose audit is done by the HR which is based on the skills and knowledge and behaviour.

Strengths: He is possessing the good communication skills.  This is helping him in doing his work. For making more perfect in this he can do the more practice of the speaking English. He can be better in this as well.

Weakness : HR. professional must possess the technical skills but somehow he is lacking behind in this type of the work.  He needs to improve his technical skills. For that he can join the computer classes for certain period.  He can choose the time which is appropriate for him (Liljenberg 2015). Lack of innovation which is required to improve in the John. For this he can do his tasks in different methods.

 Opportunities :He can do same work by applying diverse ideas. This will him in thinking of new ideas. The more innovation thinking is there the more he will progress. New ideas is necessary for making the firm move ahead from the contenders.  Adoption of change is not followed by him.  Change is necessary in organisation as well as employees. Change can help to face many problems. World is changing with the speed and cope that changes must be adopted by the people. For this he can do tasks in the changing environment.  So that he can work in any of the environment. In this he has to face many challenges and after that people will consider John as the versatile employee.  He is having all the skills which requires handling all the situation in better way.  It includes the following managing all the environment where person is working.  

Threats :If any situation came in the middle and have to face it in that case candidate must be ready to solve all these. John is not having this capability. To solve this issue he can do the various work in which he has to sudden work or changes in the decision (McAuliffe and et.al., 2017). By this he can work in the context with the organisation.  His employer can give him tough task and gradually he will become use to it. He will take time in its early days after that he can work very early. Ethical approach must be have by the people so that organisation can run smoothly and no one is able to talk to employee in bad way. He has to work for the people and they are emotionally fool. John is not using this skill in that much proper way. For this he has to become more patient so that all the workers can talk about his problem fearlessly.

c) Making a development plan for the Jane Cambridge

For the development plan Jane Cambridge requiring skills and knowledge. For improving efficiency firm is making the plan to improve all deficiencies and skills which are at better way  can reach to the perfect level. Plan is here:

In the above table it is shown the skills of the Jane Cambridge. He is lacking behind in which of the skills of technical and how much time he needs to learn it. As a professional, he must know the use of the all the use of computer enough which will help him in moving ahead from the others. In this Jane is lacking behind use of the internet facility which is essential in today's world. He knows about the PowerPoint and E mail but know some part of Microsoft office. This will help in office smoothly. It is necessary to know use of it and make our work easy.  

In this Jane Cambridge is the person who is having communication skills but to make it more perfect people will have to improve his skills so that he can work in any environment.

d) Comparison between individual learning and organisational learning in the context of training and development

Organisational learning refers to learning in team. New learning experience from the team is more important. People working under team have less pressure. They learn easily in the teams. Scenario is learning with fun. If one worker is having problem in that case other will help him and teach him how to solve this kind of issue easily (Stewart and et.al., 2015).  All the things are shared in the teams like knowledge, information and many more. This will directly affect the working efficiency of the people. Increase production efficiency of the workers. Work of organisation is increasing but to improve in the quality of it employees are working. People are doing the work with team and giving the information to each other. It reduces the communication gap between the people within the organisation. All the information must be reach to the people. Workers are working in the same entity and they are motivating to each other. This will improve the working with people are help firm to reach its goal.  While working in the company is helping the person to challenge himself to do more work than day before yesterday. It will minimize the turnover of employee because employee are more satisfied by their and willingly want to work in the entity.  This will contribute the worker to adopt change and increase the chances of developing.

Individual learning means learning by own their on. the person more learn through himself more independent he will be.  Person is studying himself about work by himself. It takes lot of time but not gradually he learns by self. It is the learning people is doing with more efforts and hard work. Once he has learnt then it will be more helpful in the building confidence. This encourages the person to take initiate on their own. This will improve the person internally and this will affect in entity performance. This is necessary in the organisation (Mahembe and Engelbrecht, 2014). Person who is learning independently takes time once after that there is success in their path. This will contribute in achieving better heights in organisation.  While training and development process person are observed totally and after that people they are given work accordingly. Self learners are the persons who is doing the work after understanding it they are keep going on path of the success. It is not like that people can be more learn in this type of learning but organisational learning never takes time.  From the training point of view both are best in their use and has its own importance.

e) Need of continuous learning and professional development which is helpful in the sustainable development

Continuous learning is important for all the fields. There are many benefits which are taken from the ongoing learning. Benefits are :

1. Increase productivity of employees- by continuous learning is significant for the employees. Every day they will learn new things which is beneficial for them. People are working with more efforts.  Overall development of workers will be there (Kislov and et.al., 2014). This will satisfy them and make them happier. It will increase retention of employees which is more essential for firm. Loyalty towards the organisation will improve. Boss of entity is taking care of employees. Workers reach more career path. Retaining them is more beneficial for entity and help in earning profits of the company. Fresh talent persons which are differentiated one organisation from other. New employees are the person from different background and talent which are applying the innovative ideas to organisation.

2. Companies concentrate on learning - the more employees will learn, the more organisation will grow. Most of the firms focus on the learning and this will help in making organisation to move on the path of development. Once the workers learn about the working of the company he will do his work faster than before. It will be more efficient in the working of the employees. It will contribute in development of employees.  By conveying information to each other will help the employees to know important things related to company (Joel-Edgar and Gopsill., 2018).  Through these workers are moving ahead from the contenders. Firm can reach on the top position.  Learning is more important because people has to face problems on regular basis and from that people are learning with their experience as well. For this management need to step ahead to teach or provide training to employees and help them to learn many more skills which are requiring for the growth of them.

3. Create team of life long learners- for becoming professional also learning plays very significant role. For making the team of employees who are already encourage for learning. This will help employees and employers and make it more helpful from the point of organisation. By making the team like this will help the entity to achieve their goal.  In order to achieve the goal of the entity will tell team members to help other members so that they can work properly.

Section 2

i) High performance working is helping employee engagement and competitive advantage in the particular organisation situations.

High performance working environment is helpful for employee. It will contribute in the performance of the employee. In the situation of competition employee engagement plays very important role. It is helpful in moving ahead from the competitor. When employee will do more work with passion. It shows the commitment towards the organisation. Satisfaction of employees is more necessary for the company. It is the duty of the entity to fulfil all the requirement of the employee then only they will able to work in the organisation. It will increase the productivity of people. Retention of employees is maximising and it will affect the firm in good way. Through employee engagement customer will satisfy from the services provided by them. Employee is putting the efforts best to satisfy the customers (Gormley and van Nieuwerburgh, 2014). It will be more beneficial for the clients.

This will attract customers by fulfilling the demand of them. Loyalty of the customer will increase.  It will help the organisation to maximising sales due to more attraction of customers towards the organisation. It will be more helpful in covering whole market share. Goodwill of entity will increase. Profitability of the firm also maximise. It will help the entity to make the position of company in the eyes of the world and make perfect position to stay longer in the market. The more profit is earned by the company it will help in distributing to the employees (Fagerholm and et.al., 2015). It is one of the way to move to the path of development which is helping the organisation to reach at that position which is in their vision. To achieve that employees put more hard efforts.

ii) Defining various approaches of performance management by giving examples and supporting the high-performance culture and commitment

There are different approaches of the performance management which help in the measuring the performance of employees. These are :

• Comparative approach - in this approach rank is given to employees on the basis of their performance.  There are various techniques which are used under this : forced distribution technique, paired comparison and graphic rating scale. This helps the employer to know their efficiency and potential which is working in the entity.  The Highest performer is given rewards and lowest will be given chance to improvement in them. For example in the certain firm people are categorised according to employees ranking which is helping the employer to know the best among them. It will be very easy for them to identify the employee who are working there (Duffield and Whitty, 2015).
• Attribute approach - on the basis of diverse parameters workers performance are measured. These are problem solving skills, team work, creativity, innovation and communication. It is one of the easiest method to know about the good or bad performer. For example in the organisation persons are measured on the basis of its characteristics which help them in getting the best out of the worst.
• Behavioural approach- this is one of the traditional method for measuring the performance.  It involves various scales for measurement. It has five to ten scales for this. On the basis of these workers are ranked. This is more helpful in getting more accurate results.
• Result approach- this approach is practically measured the performance of workers. It involves financial, customer, internal and operations and learning growth. It is more focussed in not only on the indicators financially but on every aspect of the performance (Stoll and Kools, 2017).
• Quality approach- in this their motive is to satisfy customer and help them achieve the organisational targets.  This approaches focus on the Kaizen process. The motive of it is to improve regularly on the continuous basis. Benefits of this to solve the problem with the help of team. Engaged of internal and external factors.

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CONCLUSION

From this report, it has been concluded that topics cover under this are diverse approaches performance management which will help in supporting the high performance culture. It has more discussed about the high performance working framework is helping engage of employees in the gaining the competitive advantage. This has studied that need of continuous learning and professional development contribute in the sustainable development. This report has also discussed about the comparison between the individual learning and organisational learning. Making a development plan for the Jane Cambridge.

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REFERENCES

• Duffield, S. and Whitty, S. J., 2015. Developing a systemic lessons learned knowledge model for organisational learning through projects. International journal of project management. 33(2). pp.311-324.
• Fagerholm, F., and et.al., 2015. Performance Alignment Work: How software developers experience the continuous adaptation of team performance in Lean and Agile environments. Information and Software Technology. 64. pp.132-147.
• Gormley, H. and van Nieuwerburgh, C., 2014. Developing coaching cultures: a review of the literature. Coaching: An International Journal of Theory, Research and Practice. 7(2). pp.90-101.
• Joel-Edgar, S. and Gopsill, J., 2018, January. Understanding user requirements in context: A case study of developing a visualisation tool to map skills in an engineering organisation. In Information Management and Processing (ICIMP), 2018 International Conference on (pp. 6-10). IEEE.
• Kislov, R., and et.al. 2014. Rethinking capacity building for knowledge mobilisation: developing multilevel capabilities in healthcare organisations.Implementation Science. 9(1). p.166.
• Liljenberg, M., 2015. Distributing leadership to establish developing and learning school organisations in the Swedish context. Educational Management Administration & Leadership. 43(1).pp.152-170.
• Mahembe, B. and Engelbrecht, A. S., 2014. The relationship between servant leadership, organisational citizenship behaviour and team effectiveness. SA Journal of Industrial Psychology. 40(1). pp.01-10.
• McAuliffe, E., and et.al., 2017. Collective leadership and safety cultures (Co-Lead): protocol for a mixed-methods pilot evaluation of the impact of a co-designed collective leadership intervention on team performance and safety culture in a hospital group in Ireland. BMJ open.7(11). p.e017569.
• Stewart, D., and et.al., 2015. Building hospital pharmacy practice research capacity in Qatar: a cross-sectional survey of hospital pharmacists. International journal of clinical pharmacy. 37(3). pp.511-521.
• Stoll, L. and Kools, M., 2017. The school as a learning organisation: a review revisiting and extending a timely concept. Journal of Professional Capital and Community. 2(1). pp.2-17.

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