Unit 35 Developing Individuals, Teams and Organizations
Unit 35 Developing Individuals, Teams and Organizations HND Business
Aim of Unit 35 Developing Individuals, Teams and Organizations
Organisations aim at enhancing their productivity by improving skills and knowledge of individuals and teams. This unit would help the student to acquire knowledge about cross-organisational activity that is developing of skills and knowledge to accomplish high-performance. The students would also acquire knowledge about how improving their performance enhances the overall performance of the team as well as the organisation. This unit would further help the students to understand the importance of professional development to support the development of the organisation in which they work. This would help the students to develop professional learning skills to develop themselves as well as the team to foster sustainable growth of the organisation.
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.
LO1 Analyze employee knowledge, skills and behaviors required by HR professionals
Organisational activities are basically managed by Human Resource Management of the organisation. Thus, the organisation needs to ensure that they hire professional HRs possessing excellent professionalism. However, professional skills could be developed with the help of Continual Professional Development (CPD) procedure. CPD helps the individuals and teams to process and track their skills and knowledge during their working hours. This section would help to identify the reason for organising CPD and how to engage the employees in CPD.
LO2 Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance
There are certain factors that are to be considered for acquiring a sustainable performance within the organisation. This is done by individual learning and supporting organisational learning that helps the individuals and teams to focus on the goals and by analysing the gaps. Learning organisation could also be implemented to promote informal and formal learning in an organisation to develop team and organisational skills. The organisation could also provide developmental training sessions and identify the barriers. This section also discusses about the importance of learning cycle through the theories of Kolb, Mumford and Honey and Lewin.
LO3 Apply knowledge and understanding to the ways in which high- performance working (HPW) contributes to employee engagement and competitive advantage
The concept and approach of High-Performance Working (HPW) could be understood with respect to improving employee relation and competitive advantage for the organisation. This would also help to analyse the benefits of HPW for the employees and employer. This section would help in understanding the improvements in HR practices for implementation of HPW. This also helps in analysing impact of HPW on different stakeholders of the organisation.
LO4 Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment
Collaboration and performance management helps an organisation to achieve its goals within stipulated time-frame. Thus, an organisation is required to manage the performance of its employees. This could be done by providing an effective performance management learning to the employees. They would also be able to differentiate between performance management at different organisations and the factors on which it depends. They would also understand the importance of the development approach for achieving the aims and objectives of an organisation.
Learning outcomes and assessment criteria
|LO1 Analyse employee knowledge, skills and behaviours required by HR professionals|
|P1 Determine appropriate and professional knowledge, skills and behaviours that are required by HR professionals. 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.||M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection and evaluation.||LO1 & 2 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.|
|LO2 Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance|
|P3 Analyse the differences between organisational and individual learning, training and development.||M2 Apply learning cycle theories to analyse the importance of implementing continuous professional development.|
|P4 Analyse the need for continuous learning and professional 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|
|P5 Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within a specific organisational situation.||M3 Analyse the benefits of applying HPW with justifications to a specific organisational situation.||LO3 & 4 D2 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.|
|LO4 Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment|
|P6 Evaluate different approaches to performance management (e.g. collaborative working), and demonstrate with specific examples how they can support high-performance culture and commitment.||M4 Critically evaluate the different approaches and make judgments on how effective they can be to support high-performance culture and commitment.|
This unit links to the following related units:
Unit 17: Understanding and Leading Change
Unit 19: Resource and Talent Planning
Unit 21: Strategic Human Resource Management