Aim of Unit 35 Developing Individuals, Teams and Organisations
Unit 35 Developing Individuals, Teams and Organisations aims to provide students with the opportunity for appreciating the development of knowledge and skills that would help them to attain high performance within a cross-organisational activity. Students would be able to understand their professional develop is only one route for the improvement of performance within the teams and organisations that they work in. A better understanding of the context associated with learning facilitates and the manner in which development needs are linked with learning interventions that are aimed towards providing support to an organisation’s strategy.
After the completion of this unit, students would develop the skills and knowledge that would support their professional development. It would also help them to contribute towards sustainable growth of a company.
By the end of this unit a student will be able to:
- Analyse employee knowledge, skills and behaviours required by HR professionals.
- Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance.
- Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage.
- Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment.
LO1 Analyse employee knowledge, skills and behaviours required by HR professionals
This section focuses on gaining an understanding of continuing professional development (CPD) and the process and importance of using the same for recording and evaluating. The frameworks of CPD, the actives and opportunities for reflection and evaluation would be discussed. Reflective learning would explore the philosophy and concept of CPD. this learning would help in gaining a deeper and objective perspective of the performance levels and management of expectation levels. Feedback would be used as a part of the learning cycle to would help in informing actions.
LO2 Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance
This would support the learning tools within an organisation including skills evaluation and GAP analysis. The focus would be on using formal and informal methods of learning across an organisation for the development of an individual, organisational along with team skills.
The learning cycle would be explained which would help in recognising that learning is a continuous process through theories developed by Honey and Mumford, Kolb and Lewin.
Barriers that are faced while facilitating organisational learning would further be discussed here.
LO3 Apply knowledge and understanding to the ways in which high-performance working (HPW) contributes to employee engagement and competitive advantage
The concept of High performance working (HPW) and its associated aspects would be discussed. Focus would be provided in the characteristics of HPW, its benefits for employees and barriers would be explained. The impact and relevance of HPW in HRM would be discussed here. Perception of external stakeholders on HPW would be explored. The development of partnerships with HPWO and the manner in which the concept of HPW can be sold to organisations that would be facilitating the same would be further explored in this section.
LO4 Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment
The approaches of performance management, and effectiveness would be understood from this section. Differences in the PM systems, organisational culture and its impact on learning and development would be discussed. The importance, drawbacks and use of PM for improving the performance of employees would be ascertained here. A deeper understanding of the transformational process along with the developmental approach taken for PM would be further gained.
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 and professional development plan that demonstrates evidence of personal reflection and evaluation.||LO1 and LO2 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 critically 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 and LO4 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 judgements on how effective they can be to support high- performance culture and commitment.|
This unit links to the following related units:
Unit 6: Managing a Successful Business Project
Unit 12: Organisational Behaviour
Unit 17: Understanding and Leading Change
Unit 19: Resource and Talent Planning
Unit 21: Strategic Human Resource Management