Unit 35 Developing Individuals, Teams and Organizations Assignment Sample

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Introduction of Unit 35 Developing Individuals, Teams and Organizations Assignment 

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“Personal and Professional Development” is the ultimate necessity for any individual who is looking to grow or advance in his/her professional career. PPD can aid different individuals in assessing their skills as well as abilities while also considering aims and objectives in their life and different set goals for realizing their true potential of themselves in the process (Jansen et al., 2021). For example, to become a successful Human Resource professional, there is a strong requirement that he/she must engage in continuous professional development throughout their professional career as well as in life. There is no denying the fact that to become an effective Human Resource professional, the requirement of having a different set of skills is vital.

1.1 Company Introduction

Fontain Motor is a small-scale company that deals in-car services such as Audi servicing, Seat servicing, Skoda Servicing, VW servicing, buying and selling services for Audi Vehicles. Fontain Motors was established in 1990 and it was the “first independent dealer in the United Kingdom that boasts Audi as the specialist brand” (Bloomberg, n.d.).

 Fontain Motors

(Source: Bloomberg, n.d.)

2. Analysis of the employee knowledge, skills and behaviours required by HR professionals

2.1 Determination of appropriate and professional knowledge, skills and behaviours that are required by HR professionals

To be an effective and successful HR professional, there is a list of requirements that is necessary. It can be determined that communication skills are among the most critical skills that assist the career of different professionals. Public speaking is also coming under the effective communication skills in which it is necessary that HR professionals to know how to speak and influence the different individuals around them with confidence (Kotamena et al., 2020). Collaboration is another key ability that is most important because no business organization can succeed in accomplishing its goals, objectives effectively without a collaborative work environment in the workplace.

The knowledge, experience, skills about Human Resource Management are other important components that enable HR professionals to analyse the different work environments better and more impactfully. Recruitment and Selection are the most common and mandatory skills which help individuals or HR professionals to learn about recruitment and selection and ultimately find the right candidate or applicant for the right job (Legler, 2018). It can be observed that one competency of an HR manager is to make sure that the procedure of recruitment and selection is following all the guidelines and identifying the suitable candidate for the job.

2.2 Analysis of a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role

2.3 Provide a detailed professional skills audit and professional development plan that demonstrates evidence of personal reflection and evaluation

A Professional Development Plan refers to a document that involves the different goals, mandatory skills, expertise, and constant development, goals and objectives for constant improvement of oneself which is going to contribute to the development of the career (Rubens et al., 2018).

What to learn

What to do to learn

Support Resources

How to measure success

Target Date to review

Advancing my Technological Skills

Practically implying the new technological skills such as learning to use Human Resource Information System, Talent Acquisition Software etc.

Utilizing different learning materials available on the internet.

By assessing my work performance which will include doing a comparison between my old performance as well as new performance

01 May 2022

Financial Expertise and Skills

Learning, reading and practising financial problems such as depreciation, financial statements, and accounting as a whole

 Using different accountancy books such as Bookkeeping & Accounting, General ledger etc.

Self-assessment regarding solving the different financial problems and the time to solve financial problems is going to be a big factor in deciding the success

01 May 2022

2.4 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

Both SWOT analysis and Personal Development Plan (PDP) plays a critical role in the formation of an effective mindset that is concentrated on setting different goals and objectives to be an effective HR manager (Alneyadi, 2021). Human Resource is very uncertain creativity and one has to be capable enough to survive, grow in that profession. With the technological advancements, the world is actively evolving and individuals have to keep up with the technological advancement to meet the growing needs of the profession of Human Resources, technological skills such as Human Resource Information System, Talent Acquisition Software and many more are required to learn to make the job somewhat easier and simpler. The internet is the ultimate source when it comes to learning and the technological expertise and skills can be a huge help in increasing the capabilities in terms of learning new technological tools.

Furthermore, to make myself immune to the uncertain situation in the professional environment, there is a strong requirement of becoming a multi-dimensional player in the professional field. The financial and mathematical skills can be a huge help in making the Human Resource professional field more effective and it can be learnt by acquiring knowledge from books such as Bookkeeping & Accounting, General ledger etc (Khan, 2021). And Self-assessment is the key to creating different strategies to effectively progress further. The targeted date for my review is 01 May 2022 to analyse the overall performance.

3. Analysis of the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance

3.1 Analysis of the differences between organizational and individual learning, training and development

Learning is something that is continuous and it is a lifelong process that is required to be sustained by each and every individual to constantly grow in the professional career as well as in life itself. A business organization can only grow, expand and survive if the employees working in the company are actively learning and using that learning to contribute to the success of the business organization (Seemann, Stofkova and Binasova, 2019). However, there is a difference between individual learning and organizational learning because organizational learning can be recognised when the different employees working in the business organization are gaining more experience which is a type of learning that can only be acquired by practical experience. Organizational learning mainly put emphasis on connecting the different ideas of the learning curve of the business organizations and the performance is hugely influenced by the employees who are being trained and developed for accomplishing the different goals and objectives of the business organization.

On the other hand, individual learning refers to learning that is not limited to effectively carrying out business operations only. Instead, in individual learning, the different people engage in personal learning that can have no relation to carrying out the business operations. Personal development is the most important core of individual learning (Reid et al., 2021). For some individuals, personal development can be to improve and enhance their communication skills, or for other individuals, it can be to work on their physical fitness or health etc.

3.2 Analysis of the need for continuous learning and professional development to drive sustainable business performance

This is a fact that the individual who has stopped learning is good as dead because learning is one of the foundations for human development. As discussed, many times in the report that no business organization can survive, grow or expand in this competitive business environment without the effective collaboration of the human workforce and their contribution to the business's overall productivity and sustainability. Continuous learning and professional development of any individual aids in actively maintaining and enhancing the knowledge as well as the skills to carry the business operations effectively, and skilfully (HARUNAVAMWE and MNQAYI, 2021). One of the most effective contributions of continuous learning and professional development is that it helps the employees or any individual to constantly update their knowledge and become more aware of the different trends. Without a doubt, continuous learning and professional development help individuals immensely in consistently developing themselves but it also plays a crucial role in influencing the performance of the business organization.

The business organization that appoints these kinds of individuals that are actively engaging in continuous and professional development can help the business organization in the formation of a competitive and quality work environment or culture that can encourage more individuals to engage in Continuous learning and professional development. The employee turnover will remain very lower because the capable individuals are collaboratively working towards achieving the goals and objectives of the business organization (Jehanzeb and Mohanty, 2018). The business organization will get a good return from investment on the employees. The most critical driving force of the individuals who actively learn will be the utilization of up-to-date knowledge, skills to assist the business to reach new heights.

3.3 Application of the learning cycle theories to critically analyse the importance of implementing the continuous professional development

Figure: Kolb’s Experiential Learning Cycle

(Source: Widiastuti and Budiyanto, 2018)

In the year of 1984, David Kolb published this experiential learning cycle and there are 4 learning stages of the cycle in different individual or learners goes through (Widiastuti and Budiyanto, 2018). The followings are the application:

Concrete Experience

This is the first step of the learning cycle that involves learning gets a “concrete experience” which can be a new experience or circumstances which pushes the individuals to engage and participate in learning new things and concepts (Morris, 2020).

Reflective Observation

In this stage, the learner engages in reflection about the new experiences when comparing them with the existing information (Widiastuti and Budiyanto, 2018). In the process, one realises the inconsistencies among different experiences and pieces of knowledge.

Abstract Conceptualization

The third stage is abstract conceptualization in which the learner engages in thinking about new ideas, concepts and even alters the existing idea to make something new out of it (Fromm et al., 2021).

Active Experimentation

Active experimentation is the last stage of Kolb’s Experiential Learning Cycle in which the learner realises that he/she is confident enough to carry further with the ideas and the concepts and in the process, different individuals can apply the new knowledge to the concepts (Chiu, 2019).

These 4 stages of the learning cycle show the importance of Continuous Professional Development. Continuous professional development also engages in actively engaging in a learning experience to constantly improve themselves in the process. Active experimentation of Kolb’s Experiential Learning Cycle illustrates that planning and active experimenting is the ultimate activity that is necessary for consistent learning and development (Chiu, 2019).

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

4.1 Demonstration of the understanding of how HPW contributes to employee engagement and competitive advantage within a specific organizational situation

First of all, High-Performance Working is completely concentrated on constructing a culture in which there is trust, transparency and open communication. It refers to the general approach for managing Fontain Motor that focuses on increasing employee engagement and achieving a high level of organizational performance. High-Performance Working contribute to employee engagement, shaping the different practices of Human Resource, effectively managing the compensation and reward for the human workforce working in Fontain Motors (Nasurdin, Ling and Khan, 2018). High-Performance Working (HPW) is developed and created for improving the productivity and effectiveness of the workforce working in Fontain Motor. For instance; Fontain Motors are specialists in supplying Audi parts and services and the employees engaged in providing services to the customers or clients that are actively coming to have their car serviced. To fulfil this, there is a strong requirement for the employee to be high performing and this can be achieved by the contribution of the organizations’ effort in creating values for the workforce which will reduce the cost of the business organization to a large extent.

High Performance can also provide a competitive advantage as well to Fontain Motors. According to Barney (1991) states that business organizations develop "competitiveness" by effective acquiring talent, developing and nurturing the talent to create value in the form of a skilled and expert human workforce. Furthermore, High-Performance Working has a huge significance in improving the employees’ knowledge, skills and abilities that can empower Fontain Motors to gain a competitive advantage in the competitive business environment (Miao and Cao, 2019). It can be witnessed that Fontain Motors engages and participate in providing extensive training and development to its human workforce, and furthermore, the salary system is completely fair which makes the employee motivated, happy and active at the same time. The High-Performance Working environment cannot be only accomplished by the effort of employees or different individuals only but there is a huge role that Fontain Motors or any business organization has to engage in increasing the employees’ engagement, maximum productivity, increased profitability etc.

4.2 Analysis of the benefits of applying HPW with justifications to a specific organizational situation

High-Performance Working is the ultimate system that can influence the different human resource decisions for managing the human resource or the workforce effectively and efficiently to get the optimum benefit from the utilization of these qualities, active and skilled human workforce (Dastmalchian et al., 2020). This can be applied by understanding the fundamental basics of human resource that can be learnt by different theories such as Maslow’s Hierarchy of needs which explain the need to satisfy the fundamental needs of different individuals (?tefan, Popa and Albu, 2020). High-performance working in the Fontain Motor means satisfying all the fundamental needs and wants of the employees working to experience and attain increased work productivity, maximum profitability and even an effective work environment can be identified when successfully applying the High-Performance Working.

Fontain Motors is one of the small-scale companies that heavily deals in providing services to various cars and a specialist in providing Audi services. It is one of the best car businesses that provide quality services to its customers (Fontain Motors, 2019). There are many employees who are actively providing the business services effectively to the customers and they are being paid well enough furthermore, the employees are motivated and the employee turnover of the company is very low. The business has managed to generate a sale of $2.30 million which shows how profitable the company is especially being a small-scale company (Dun & Bradstreet, Inc, 2021).

Additionally, it can also be recognised that the employees or the workforce are very skilled and expert in terms of automotive knowledge which is another sign of High-Performance Working in Fontain Motors that is improving the work culture in which the healthy competition is pushing employees to work creatively, innovatively and most importantly effective for carrying out the business operations impactfully (Garg, 2019). The different reviews are available in the website of Fontain Motors in which the company is rated 4.9 as per the customer reviews on google (Fontain Motors, n.d.). This shows how the company is able to provide business services such as car service, buying and selling services for Audi cars effectively to the customers.

5. Evaluation of the ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment

5.1 Evaluation of different approaches to performance management, and demonstrate with specific examples how they can support high-performance culture and commitment

Performance Management refers to various corporate management tools that aid the managers in monitoring and evaluating the work of the employees workforce (Grossi et al., 2019). The goal of performance management is to contribute to the creation of an environment in which the employees can able to perform and work best and effectively contribute to the production of high-quality work. There are different approaches to performance management that support the high-performance culture. Followings are:

Balanced Scorecard

The balanced scorecard is one of the approaches for performance management that involves the performance metric used by the business organization to recognize and improve the functions of the business that can be utilized to provide valuable feedback to the business organization (Barbosa, Ayarza and Ferreira, 2020). For example; the Employee balance scorecard encourages the different employees to concentrate on their development if they are lacking in any area such as poor financial knowledge, poor communication skills etc.

HR Review-Driven Systems

Another approach to performance management that can be discussed here is the HR Review-Driven Systems which put a huge emphasis on measuring the performance of different employees from the perspective of Human Resources (ZANNAT, 2021). For example, quarterly or annual performance reviews of the employees by Human Resources can aid the employees to improve and engage in skill development and sharpening.

Collaborative Working

Another approach for effective performance management is collaborative working which is the most important component for any business organization to form a high-performance culture and committee human workforce contributing to accomplishing the different goals and objectives of the business organization (Torfing, 2019). For example: in Fontain Motors, the employees work collaboratively to provide automotive services to the customer or individuals.

5.2 Critical evaluation of the different approaches and making judgements on how effective they can be to support high-performance culture and commitment

As discussed in point 5.2, it can be recognised that there are various approaches to performance management that aid in supporting the high-performance culture and commitment of the overall business organization. Followings are:

Balanced Scorecard

A Balanced Scorecard is a system that assists the business organization to support the formation of high-performance culture in the business organization. It can be assumed as dials and indicators which can be recognized in the cockpit of the aeroplane which shows all the information regarding different components of the flights (Kaplan and Norton, 1992). Just like that, in the case of a business organization, all the required information, details and facts can be used to make the work environment into a high performing environment. A balanced scorecard is necessary and vital for the growth and expansion of the business organization.

HR Review-Driven Systems

Human resource is among the most powerful force that deals with developing, reinforcing and changing the organizational culture. Training and development, workplace policies etc. are carried forward by the department of the human resource. The HR review driven system can assist in recognizing the lacking area of the organization or the different employees who could need improvement and development for accomplishing the goals and objectives of the business organization (De Stefano, Bagdadli and Camuffo, 2018). Therefore, HR-driven Systems can be very useful and effective.

Collaborative Working

Collaborative Working is the most important component for managing the performance of the business organization. Furthermore, collaborative working is vital and essential for achieving a high-performance culture in the business organization (Vom Brocke and Mendling, 2018). Therefore, to have a high-performing work environment, maximum productivity, maximum profitability etc, a collaborative working approach for performance management is essential and crucial.

5.3 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

High-Performance Working contribute to employee engagement, shaping the different practices of Human Resource, effectively managing the compensation and reward for the human workforce working in different business organization. High-performance working provides the ultimate pathway to move forwards and carried the effective progress of the business organization or fontain motors effectively and efficiently. High Performance can also provide a competitive advantage as well to Fontain Motors (Do and Mai, 2020). As discussed, Barney (1991) states that business organizations develop "competitiveness" by effective acquiring talent, developing and nurturing the talent to create value in the form of a skilled and expert human workforce and this can further result in gaining a competitive advantage since it deals in extensive training for the employees or workforce working in the business organization. Therefore, a business organization must put emphasis on HPW because it has a direct connection with employee engagement, commitment and gaining a competitive advantage in this completive business environment.

6. Conclusion

The individual portfolio and the report have come to the conclusion. It has attempted to discuss the importance of personal development that assist in monitoring and making the right decisions to progress in this competitive world. Furthermore, the discussion on inclusive learning and development, High-Performance working is among the critical contributor to the success of the business organization.


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