Developing Individuals, Teams and Organizations Assignment sample

Introduction of Unit - A/508/0594 Developing Individuals, Teams and Organisations Assignment

Get free written samples from expert assignment writers and academic writing services in the UK. In the below sample, we have discussed the significance of HR executives in developing appropriate talent in a company and also have carried out a discussion on the impact of high-performance employees and their benefits. Both concepts are distributed in two different parts.

Part 1: Evaluate the significance of HR executives in a company in gaining appropriate talent.

In recent times his work has played a significant role in forming a business and handling the guidelines of that company. Therefore every company must hire skilled experienced creative individuals who are capable of handling the workforce and accomplishing their goals quickly. The HR managers of a company hold a significant role as they have the accountability to enhance productivity within the company. In this module, a UK-based fashion organization Boots has been chosen. In this study “professional skill”, “knowledge” and “behaviour” of HR will be critically analysed (Barsky and Rhoades-Catanach, 2022). In addition to an overall analysis of “personal skill audit” to classify accurate “knowledge and skills” also shown here. Moreover, the diversification of individual and organizational learning will be discussed here. Being an HR of a renowned company it’s important to understand personal strengths and weaknesses regarding the job role to recover them for achieving the goals in minimum time. Additionally, to implement professional development skills efficiently Kolb’s theory is also discussed here.

Define appropriate and professional knowledge, skills and behaviours that are needed by HR professionals.

For the development of an organization and its employees, a company is required to enhance resources like professional “skills”, “knowledge” and “behaviour”. Excellent skills and knowledge aid in achieving organizational objectives in a short period. For handling and stimulating HR in this company “Boots”, expertise holds a key role.HR of the company mainly handles diverse duties such as employment and recruitment, compensation planning, training and tutoring besides undertaking conflicts within Boots Firm. Multitasking, communication, social skills, conflict management, and problem resolving are some skills which will be required to be a professional HR. Active communication and effectual social skills aid HR executives in communicating with the workers regarding the work and motivate them to finish their work on time(Fawehinmi et al.,2020).

Problem-solving and critical thinking are some skills to identify the internal environment like the “strengths” and “weaknesses” of the solutions and tactics to resolve the difficulties which are arising in handling HR at Boots. Supervising and monitoring the activities of the employees aids the managers in identifying the necessity of training for the staff. Moreover by knowledge of the workers and their actions HR expertise is capable of planning striking compensation and profits plans. For handling the activities of the employees HR professionals at Boots should know supervision and administration.

On the other hand knowledge of customer service, communication, psychology of individuals and rules and regulations of administration to build a proficient business. Efficient knowledge of Human Resource management expertise in their own background aids them to handle company resources cautiously and constructively (Stone, Cox and Gavin, 2020). Knowledge in management and controlling contains tactical planning, supply, provision, leadership skills and synchronization of individuals and resources. Knowledge in communication mainly aids the HR professionals to communicate in a better way with the workers and awareness of the psychology of humans aids the experts to inspire the workers.

Attitudes such as headship, motivating beside delegator, verdict making and vigorously judgemental and broad-minded or awareness are the signs of professional behaviour and manner in an “HR” at Boots. It aids the expertise to powerfully handle workers' relations at Boots as well as offering a pleasant office environment to workers. Efficient managers helps in supporting and guiding staffs to do their duties efficiently. It is significant to have right attitude towards the employees as it can help to allocate the duties to the workers. Additionally, a good manner also help to adopt the behaviour of problem-solving in the diverse situation.

 Analysing a “personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role”.

SKILL AUDIT TABLE

Analyse worker behaviour, knowledge and skills needed by HR managers.

After conducting the skill audit I have identified my strengths and weaknesses.

Providing a detailed professional development plan and professional skills audit that explains sources of personal reflection and evaluation.

According to this table of personal audit it can be said that I have good knowledge in communication which will be very beneficial for any kind of job role. Having a good communication skill always helps me to interact with my co-workers and aids to deliver any presentation. I also have the understanding about leadership that helps me to handle activities of the workers and to motivate people regarding their jobs.

Along with this skills I have realised that I have some weaknesses also which is effecting my carries as well. Like making effective decisions is somehow not so easy for me as being a HR manager I have to take some vital decisions for the employee’s or the company. Therefor I should work on that, to improve myself. Moreover I often faced some difficulties to handle workload as management is necessary for any job role I have to improve it.

Professional development plan:

Analysing the factors that should be considered while implementing inclusive learning and development to drive sustainable business performance

Analysing the differences between organisational training and the development of individual learning

The dissimilarities between “individual learning” and “organizational learning” for HR executives of Boots are:

“Diversity” and “inclusion” are significant in an organization in recent day as different kind of individuals from diverse field and cultures offers us the stability of different thoughts and voices that one requires (Grissom, 2018). However, several companies do not consider diverse people and backgrounds in their firms. But this term do have a positive effect on the sustainability of the company’s success. Workers with different backgrounds, talents, and ideas automatically enhance creative and innovative ideas in the workplace. This aids in expanding the business in forthcoming times. Workers will feel contented to share thoughts with their colleagues in different backgrounds. Moreover, this aids to be different from the “one voice” ones. Additionally, this kind of learning offers a wide range of talent (Caldwell, 2022). As this term concludes the diversity of people from different backgrounds benefits the company by generating more ideas and it creates solutions to several problems.

“Diversity” and “inclusion” are essential terms that several candidates look for while searching for a job. When candidates see that their workplace has different people in the different fields they automatically feel more interested in the job. This will make sure the company gains talented people in their hub, which has a great impact on the company’s growth. Eventually working in an environment with different employees from diverse background make the fresher excited and happy about their job, which reflects on their productivity (Kinman, 2021). Teamwork can upsurge efficiency in the industry. However, a different group can offer their variety of skills and let other employees to acquire and do their duties together. Improved output means that thoughts can be swapped, plus the industry can flourish amongst contestants who haven’t adopted this inclusive learning yet (Hendy, 2022). Having a different and inclusive group of people and handling it successfully, eventually will enhance the revenues.

Analysing the need for continuous learning and professional development to drive sustainable business performance

Every successful business is aware of the importance of the workforce in an organization. Still, several companies still cling to outdated methods to keep their workers trained with the appropriate skills to aid in meeting the business aims and other requirements (King, 2019). As one company expands, the term “skills gap” becomes a known word to the company with its worker base. Industry expansion often needs more varied skill sets to fill the developing requirement in growth, promotion, deals, and more organizational restraints. Relatively closing the “skills gap” over customary means, liberal companies shape and foster a constant “learning culture” that frequently prepares current staff to fulfil skills strains as they rise through the business.

Businesses that embrace “learning to empower” distinct to effort more assessment through the association plus set the phase for improved commercial presentation. Continuous training be able to eventually revenue 50% more net trades per worker, an important effect on equally top as well as bottom lines (Guinan, Parise and Langowitz, 2019). Tough “learning cultures” also can do better product marketing and facilities, better worker productivity, and quicker response to the requirements of clients, besides better capability to encounter upcoming needs of the market. “Customary departmental” plus “functional training” can be costly, and in several circumstances, the knowledge falls short of workers' prospects.

Applying learning cycle theories to critically assess the importance of implementing continuous professional development.

There are several learning methods available so as to handle the company’s performance. “Continues learning” and “development program” are also implemented with these methods. In the following assessment, Kolb’s theory will be shown here (Morris, 2020). The theory has four main phases which are important for the development of the company.

• Concrete Experience: In this theory, the knowledge of the people connected to the basic day-to-day actions of the businesses is discussed. These actions are like containing the individual experience, expert experience, or otherwise informative experience (Sia, 2018). Over this, the workers aid in understanding the abilities, and potentials and consequently, they can make decisions if they are on right track or wrong.
• Reflective Observation: In this observation, the worker does scrutiny and tries to acquire a bit from a circumstance or adopt positive features from that situation then it can be called as “reflective observation”( Yu,2018). Reflective observations are needed for some particular situations.
• Abstract Conceptualization: Abstract Conceptualization is defined as a “theoretical approach “that the executives of the companies should emphasise. This theory mainly states that managers should notice the view of individuals who are usually unsociable concerning the company’s accomplishments. This plan is significant for companies.
• Active experimentation: In this term, the aspects from the “reflective observation” steps and the scholarly notion phase are taken (Chidiac, 2018). At this point, the workers truly justify the credentials of the requirement for aiding the expansion of the business in market, therefore the constant proficient growth can be executed after the testing procedure.

Conclusion:

From this assessment, it can be seen that HR executives hold a significant role in a company and they also aid the organization in gaining appropriate talented employees for their firm, as they can be beneficial to the company in achieving goals. They can assist the whole team to enhance productivity and help the whole company to gather skilled team members to work within this study several performances and approaches have been shown. This study has discussed how continuous learning and development are necessary for the development of the company. As a result, it leads to the growth of the business as well as the employees.

Part 2: Discuss different aspects of high-performance working in any workplace

The modern generation is full of competition because of the emergence of new businesses. People of this generation are very fond of a comfortable workplace where they can work at their own pace and also be valued at the same time. The company Boots is very renowned and famous for their best-in-class boots which they have been manufacturing for a very long time. The company was founded in the year 1849 and the headquarters of the company is in Nottingham in the country UK (Boots, 2022). Even though the company is a well-reputed one and very much reliable from the point of view of the customers but still the company has to be able to perform its tasks at a very high performance level which will be beneficial for the organisation in terms of the growth of the company both economically and creating a more valuable brand image of the company. As the line manager in the HR department of Boots, it is very much necessary to understand the structure of the organisation and also the skills of the working professionals in the company. The growth of the company completely depends on the working skills of the professional and it will be discussed in the study how high-performing working can contribute to the growth of the company. In this study, it will also be discussed how collaborative and good communications can help in the growth of the company.

A high-performance working (HPW) contribution to employee engagement and competitive advantage

The company Boots is very reputed and famous. Even though the company has a good position in the market but the company still have to strive hard to maintain its position in the market. To make the company a better and more prestigious one the employees of the company have to work hard so that they can fulfil the demands of the consumers. The line manager of the company has to precisely monitor the working skills of the employees and also try to analyse them so that the efficiency and productivity of the employee increases (Jyoti and Rani, 2019). Also, the manager has to be more focused on making the workplace a high-performance one which will be very much beneficial for the company's growth. This high-performance work will not only allow the company to become a better one but also will help the company to be ahead of its rival brands. 

Contribution of High-performance working in Business Organisation

High-performance working of employees are those who help make the organisation work to its full capacity so that the organisation can hire proper talents who will be effective for the organisation and eventually develop them into skilled professionals and also retain them in the company to get the best skilful professionals for the company. This high-performance working environment can help in the growth of the company in a financial way. When a company grows financially it is ought to make good investments in advertisement and promotion which will rather more influence people to buy products (Rupprecht et al., 2019). It requires a lot of effort to create a working environment which is very performing. As the line manager of the HR department, it is necessary to understand the skills of the newly recruited employees in the company. 

It is mandatory to select candidates who are eligible know how to work and are full of skills should be recruited. When the recruitment is done based on the skills of the candidates then it will help the organisation in becoming a high-performance working organisation. Also, another important point that needs to be taken care of to make the workplace a high-performance one then the organisation should provide security to the employees. Ensuring that the employees would not be losing their jobs even if losses happen in the company. There are many companies which hire employees on a contractual basis in which they are hired for a specific time duration to work within the company and then they are laid off. In this scenario the employees who are being hired for the company on a contractual basis then they will not be that efficient with their work and this will not help in making the company a high-performing one. When the companies can ensure security for the employees of the organisation then they will be much more dedicated to the company and accordingly, they will work to their full potential (Jo et al., 2020). 

It is not only the employees who can contribute to making the organisation a high-performing one, the organisational environment is also something which has a vast contribution to making the organisation a high-performing one. The company should allow the employees to decide on the task they are assigned for. Decentralized decision-making should be allowed for the employees so that they can decide what to do when in any kind of crucial situation.

When the employees are being able to decide on their own without permission from higher authorities then they will more independent and will be more loyal to the company. This decentralized decision-making will make the organisation in becoming high-performing by involving proper engagement of the employees in the organisation. Also, the employees should be given good compensation this will even engage them more to work more efficiently and when they are being paid good compensation then they will show dedication towards the work and will help in making the organisation a high-performing one (Inegbedion et al., 2020).

It is very often evident that sometimes companies hire employees with very low or not up-to-the-mark compensation and most importantly the employees are not satisfied with the compensation they don't want to invest their valuable time and energy for that work and they will work in a less efficient way which can harm the reputation of the company and also lead to the downfall of the company. The company should emphasise more on providing training which is very effective and committed to the work and it will make them more skilful regarding their performing skills (Wijaya and Suasih, 2020). When an employee is given an adequate amount of training then they get better exposure to the work that they are supposed to do in the future for the organisation. Good training for the newly recruited candidates can also contribute to making the organisation a high-performing one and engaging the employees and this will help in a competitive advantage for the company as well. 

Impacts and benefits of High-performance working

When any company is a high-performing organisation then the organisation will have many positive impacts on itself, the organisation benefits in many certain ways. When the employees are given a decentralized working environment then the employees can make decisions based on the situation then they are given more authority and this helps them understand their value for the company Boots (Jyoti and Rani, 2019). This helps the employees in building a better attitude of the employees in the workplace. The employees of the company take full responsibility for improving the products and the services that Boots offers its consumers. The employees themselves take the initiative in making new products and also being innovative in the workplace. The employees of Boots will be more innovative with their work and this will help the company in manufacturing new exclusive products for the brand helping in the growth of Boots. When the organisation has a high-performing working culture then the employees become more cooperative with each other also in the organisation and outside the organisation as well (Udriyah, Tham and Azam, 2019). 

The employees of the company become more cooperative with each other they interact with other employees more and they also communicate more with the suppliers and vendors and this helps in making a good relation with the external members of Boots. This good relationship between the employees with the manager and other suppliers and vendors will lead to more business growth for Boots.

When the employees become more cooperative then they are open to new ideas from different people such as vendors and suppliers and these ideas can help Boots in manufacturing new products which will lead to the growth of the organisation eventually. The company will eventually become a better organisation than its rival competitors in the market, people will prefer Boots over any other company who are selling the same type of product. The company will be able to execute different business strategies more effectively and will be more productive (Lorenzo et al., 2018). 

These few things of the organisation will attract new customers to buy products from Boots, not only this these things about the organisation will help the company to find potential employees who are very much skilled. The company Boots will become a more disciplined one regarding the work and also focused on making new products. When the organisation becomes a better one the employees associated with the company feel very strong corporate and at the same time social responsibilities even outside the company. When a company becomes a high-performing one then the organisation is supposed to get higher financial growth and also an advantage over its competitors (Inegbedion et al., 2020). A company which have a high-performance working culture get a competitive advantage over there competition this is because when any organisation is high performing then they have better financial stability which helps the company be in an advantageous stage over its competition in the market. 

“Contribution of performance management, collaborative working and effective communication helping in building a high-performance culture and commitment”

High-performance culture and commitment are something which make an organisation stand out from all the other companies in the market. Even though attaining high-performance work is feasible but retaining it is very tough which requires managing the performance of the employees, working in a collaborative and communication which will be effective for the organisation can help it retain high-performance work (Camilleri, 2021). 

Several approaches to Collaborative working

Performance management is very much necessary to maintain high-performance working Performance management is a tool which is used by corporate management to monitor and regulate the work of the employees and also help in the evaluation of the employees' work. Collaborative work is something in which business relations are formed by the organisation's committee so that they can maximize their performance jointly, and this will help in the achievement of mutual objectives and creating values for the organisation additionally. Performance management can be done in an organisation like Boots with the help of collaborative working more efficiently. Collaborative working in an organisation can help get work done much faster than expected because more people are working on the same project with good coordination (Crick and Crick, 2020). There are different approaches to attaining collaborative work and there are mainly three different types of approaches and they are the person to person collaboration, context-driven collaboration and process-driven driven. 

Person-to-person collaboration mainly happens between the members of a team who are working for a mutual goal and they share information and knowledge regarding the work helps in building a good bond with the people and will help in faster execution. The second one is contextual collaboration in which a member of the team can share their files digitally with the help of different tools which help in bringing all the data together in a single workplace and then letting all the other team members access the files with the help of digital tools.

 The third type of collaborative working approach is cross-functional collaboration in which various teams different from a single organisation come together for achieving a single goal. When the company wants to solve a problem regarding any financial issue then the company call assigns two different teams from the finance department and the accounts departments to come together and work jointly to achieve that specific goal. Apart from these three, there are more ways in which collaboration in the workplace can be achieved but these three are the main collaborative approach by which a high-performance culture and commitment within the organisation can be retained (Al-Omoush et al., 2020). 

Critically Evaluating Collaborative Working

Collaboration in the workplace is very much necessary because it enhances working efficiency and also helps in the faster execution of tasks. Collaborative working helps in building a better bond of team members with each other also within and outside the workplace as well. Person-to-person collaboration is a very effective way to ensure that collaboration work is being done in the workplace. This type of collaboration helps in sharing information related to work and also share knowledge regarding the work and this helps in a better understanding of the work and when the team can understand the work properly then they can do the work more accurately (González and Delgado, 2021).

Apart from making the work perfect, when team members will work in collaboration that they will be able to complete the work before the deadline which will be beneficial for the entire team and also for the organisation as well. The generation is now completely digitalized and after the pandemic, most of the official work is done online with the use of digital tools. So, this type of collaboration is also very necessary within an organisation and importantly within a team. When the team members are following the contextual collaboration then they will be giving access to all the team members digitally (Lee, 2020). 

These access to any files for all the team members will help every team member at some point of time when they get stuck with their work then they don’t have to ask for help rather they can directly check those files and it will the team members to get the work done faster (Mlecnik et al., 2019). Cross-functional collaboration is very much effective and can help in getting crucial work done when one single team is not able to complete the task. This type of collaboration is required when the company needs help in some serious matter than two teams from different departments can work together to solve the problem. This cross-functional collaboration is very much effective because it helps in the faster execution of even crucial tasks because of the contribution of both teams (Claro and Ramos, 2018). 

Oral Explanation

Conclusion

This study, it has discussed the different aspects of high-performance working in any workplace and also the benefits of high-performance working. Boots is a very renowned and reputed company and have its headquarters in Nottingham, UK and is founded in the year 1849 since then the company has been able to grow in a very steady state and expand itself in the other parts of the globe as well. In this study also the importance of high-performance working and how it can be achieved and retained in the organisation have been explained. Also the contribution of high-performance work in making the change in the culture and commitment of the employees in the workplace. An explanation of different approaches for collaborative working has been discussed and also has been critically evaluated.

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