Andreea Georgina IC DITO (M improved) | 2022 |

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Unit – 35 Developing Individuals, Teams and Organisations 1 Table of Contents Introduction.......................................................................................................... .........................3 LO1 Analyse employee knowledge, skills and behaviours required by HR professionals........4 P1 Determining the Appropriate and Professional Knowledge, Skills and Behaviours that are required by HR Professionals...........................................................................................4 P2 Analysing a complete Personal skills audit to identify appropriate knowledge, skills and Behaviours and developing a professionals Development plan for a given Job Role...........8 M1 Providing a professional skills audit that demonstrates evidence of personal reflection and evaluation:.....................................................................................................................11 LO2 Analyse the factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance....................................13 P3 Analysing the Differences between Organisational and Individual Learning, Training and Development.................................................................................................................13 P4 Analysing the Need for Continuous Learning and professionals Development to drive Sustainable Business Performance.......................................................................................15 M2 Analysing learning cycle theories:.................................................................................17 LO3 Apply knowledge and understanding of the ways in which high performance working (HPW) contributes to employee engagement and competitive advantage...............................18 P5 Demonstrating an Understanding of How HPW contributes to employee Engagement and Competitive advantage within a specific organisational situation................................18 M3 Analysing the benefits of applying HPW:.....................................................................19 LO4 Evaluate ways in which performance management, collaborative working and effective communication can support high-performance culture and commitment................................20 P6 Evaluating Different approaches to performance Management and demonstrating with specific examples of how they can support high-performance culture and Commitment...20 M4 Evaluating different approaches of performance management and making judgements on how effective they can be to support high performance culture and commitment:........22 Conclusion................................................................................................................................23 References................................................................................................................................24 2 Introduction Training, learning and developing are three words involve with the human things because in an organisation functions are performed by human being and human are also give direction, commands to technological materials(Snyder, 2015) so Training means the organized activity that is accomplished to give internal new recruited employee the learning how to do their assign job perfectly and also arrange the process where employee can engage themselves in continuous learning to ensure high-quality performance with self-assessment learning by development(Kakabadse, Bank and Vinnicombe, 2014). For accomplishing this task I have chosen Stemcor as the largest organisation operating business multinational so had to deal with numerous employee-related problem and also reach the desired target. Stemcor which is a commodity-based British private steel trading Company which has total sales 6,254 million pounds as per 2019 and also have 1860 number of employees with this organisation and its main shareholder who is considered as its owner is the Ralph Oppenheimer which is holding 71% share. Stemcor was founded by continuo, Caro and Co. at 1951 in London but now today it has been serving more than 45 countries by placing 145 locations business and running successfully with revenue growth of 5.09% every year (Stemcor.com. 2019). So this study will help to know about developing and training and another related mechanism in an organisation for attaining the sustainable advantages. [Show More]

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