Developing Individual, Teams and Organisations

SECTION 1

a) Knowledge, Skills, and Behavior Required by HR. Professionals in the Department

HR professionals require knowledge of all the laws related to companies and employees. The department must follow all laws on working premises (Kislov et al., 2014). The skills required by these professionals are:

• Activists: The candidate must possess the confidence that is the ultimate requirement in this. People must have a positive attitude, which is necessary in doing the work. Good communication skills are needed for this profession. He must be rigid to his words and help them in making the toughest decisions.
• Capability: It includes innovation, focus, efficiency, and work ethics, which are mostly required by them. Working regularly will raise the potential of the organization. Giving the best to employees and motivating them regularly will help them to build more capabilities in the organization (McAuliffe et al., 2017).
• Change: Candidates must adopt changes whenever required. The change will help the employees do work in a better way. It helps in moving ahead of the competitors. It makes the work easier. Candidates who want to become HR. Professionals can face many challenges while working. By adopting changes, it will contribute to their path.
• Knowledge of all the laws related to employees as well as the company—the candidate must have known all the laws like the Employment Act, labor laws, regulations made by the government, and many more. All this knowledge will create his value only.

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Skills  and Knowledge

• Technology: A person must know the use of technology. People must possess some knowledge of computers so that if any work is related to this, they can perform it. Nowadays, all work is done on computers, if knowledge of computers can make his work easier. It includes the use of Microsoft Office, PowerPoint, email, the Internet, and many more. He must know all the work required in this profession.
• Industry awareness: in this field, candidates must know every aspect of the change or trend that is prevailing in the industry. Like employment law changes, in that respect, the candidate must know all the aspects of the implementation of changes in the organization.
• Ethical approach for human resources: In this, a person must possess the ethics that are required by HR professionals (Joel-Edgar and Gopsill, 2018). In this field, the requirement of this thing is more. People need polite human resource managers who can solve all the problems they are facing. Ethics includes the culture, protecting employees from the bad behavior of employers as well as colleagues. These professionals face many issues, like not disclosing information related to employees, and this will help them to maintain the reputation of the entity as well.
• Human resource organization skills: this person must have all the work in an organized format. Systematic work is done by them. A person must have all the capabilities that are needed in the organization skills. In every situation, a person must know how to save or handle the circumstances prevailing in the organization.

Behavior

• Solution-driven: he can solve all the issues that are faced by employees. In the organization also, he has to give immediate solutions to any situation (Stoll and Kool, 2017).
• Courageous—a person must have that much potential to handle the toughest situation. He must be so talented to solve all the problems faced by the employees.

b) Personal Skill Audit for an Employee According to the Skills, Behaviors, and Knowledge

One of the employees is named John Cambridge, whose audit is done by HR, which is based on the skills, knowledge, and behavior.

Strengths: He possesses good communication skills.  This is helping him in doing his work. To perfect this, he can practice speaking English. He can be better at this as well.

Weakness: The HR . professional must possess technical skills, but somehow he is lagging in this type of work.  He needs to improve his technical skills. For that, he can join the computer classes for a certain period.  He can choose the time that is appropriate for him (Liljenberg 2015). A lack of innovation is required to improve John. For this, he can do his tasks in different ways.

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

Threats: If any situation comes in the middle and you have to face it, in that case, the 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 do sudden work or changes in the decision (McAuliffe et al., 2017). By this, he can work in the context of the organization.  His employer can give him tough tasks, and gradually he will become used to them. He will take time in its early days; after that, he can work very early. An ethical approach must be had by the people so that the organization can run smoothly and no one can talk to employees in a bad way. He has to work for the people, and they are emotional fools. 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 requires skills and knowledge. To improve efficiency, the firm is making a plan to improve all deficiencies and skills that, in a better way, can reach the perfect level. The plan is here:

In the above table, it is shown the skills of 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 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 PowerPoint and email but knows some parts of Microsoft Office. This will help the office run smoothly. It is necessary to make use of it and make our work easy. 

In this, Jane Cambridge is the person who has 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

Organizational 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 problems, in that case other will help him and teach him how to solve this kind of issue easily (Stewart 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 the organization 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 and help firm 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 jobs and willingly want to work in the entity.  This will encourage the worker to adopt change and increase the chances of developing.

Individual learning means learning on their own. 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 gradually he learns by himself. It is the learning people is doing with more efforts and hard work. Once he has learned, then it will be more helpful in building confidence. This encourages the person to take initiative 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). A 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.  During the training and development process, people are observed totally and after that, people are given work accordingly. Self-learners are the persons who is doing the work after understanding it; they are keep going on path of success. It is not like that people can learn more in this type of learning but organisational learning never takes time.  From the training point of view, both are best in their use and have its own importance.

e) Need of Continuous Learning and Professional Development, Which Is Helpful in Sustainable Development

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

1. Increase productivity of employees—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 et al., 2014). This will satisfy them and make them happier. It will increase retention of employees, which is more essential for the firm. Loyalty towards the organisation will improve. The boss of the entity is taking care of employees. Workers reach more career paths. Retaining them is more beneficial for the entity and helps in earning profits for the company. Fresh talent persons who differentiate one organisation from another. New employees are the people from different backgrounds and talents who are applying innovative ideas to organizations.

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

3. Create a team of lifelong learners—for becoming professionals, also learning plays a very significant role. For making the team of employees who are already encouraged for learning. This will help employees and employers and make it more helpful from the point of organisation. Making the team like this will help the entity achieve their goal.  In order to achieve the goal, 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 Organizational Situations.

A high-performance working environment is helpful for employees. It will contribute in the performance of the employee. In the situation of competition, employee engagement plays a 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 requirements of the employee; then only they will be able to work in the organisation. It will increase the productivity of people. Retention of employees is maximizing, and it will affect the firm in a good way. Through employee engagement, customers will be satisfied with the services provided by them. employee is putting in the best effort to satisfy the customers (Gormley and van Nieuwerburgh, 2014). It will be more beneficial for the clients.

This will attract customers by fulfilling their demand. Loyalty of the customer will increase.  It will help the organisation to maximize 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 et al., 2015). It is one of the way to move to the path of development, which is helping the organization reach at that position which is in their vision. To achieve that, employees put more hard efforts.

ii) Defining Various Approaches to Performance Management by Giving Examples and Supporting the High-Performance Culture and Commitment

There are different approaches to performance management which help in 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 improve in them. For example, in a certain firm, people are categorised according to employees ranking, which helps 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 is 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 organization, persons are measured on the basis of its characteristics, which help them get the best out of the worst.
• Behavioural approach: this is one of the traditional method for measuring 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 practically measures the performance of workers. It involves financial, customer, internal, operations and learning growth. It is more focused 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 focuses on the Kaizen process. The motive of it is to improve regularly on a 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 covered under this are diverse approaches to performance management, which will help in supporting the high performance culture. It has been more discussed that the high-performance working framework is helping engage employees in gaining the competitive advantage. This has studied that the need for continuous learning and professional development contributes to sustainable development. This report has also discussed the comparison between individual learning and organisational learning. Making a development plan for 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 behavior, 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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