Developing Individuals, Teams and Organizations Assignment Sample

Introduction Of Developing Individuals, Teams and Organizations

High-performance working (HPW) and culture play a big part in today's fast-paced corporate environment in enabling sustainable business performance (Rehman et al., 2022). To achieve HPW, human resources must be used in a way that meets the strategic and operational needs of the organisation. This results in the development of a high-performance culture that encourages employee engagement and dedication. As a consequence, the organisation experiences an improvement in production, efficiency, and competitive advantage (Alnamrouti, Rjoub and Ozgit, 2022). Similarly to this, engaging in training and development activities is crucial for keeping a competitive edge and raising staff productivity (Jaipong, Nyen Vui and Siripipatthanakul, 2022). The UK-based enterprise Josita Farm cultivates and delivers fresh food items directly to clients using an online ordering system. The Covid epidemic caused the firm to develop quickly, which necessitated the hiring of more workers to handle the surge in demand. However, soon after hiring, the business ran into several problems, including a decline in production, late or faulty orders, and client complaints. Many workers wanted to quit the firm once they found alternative employment because they were overworked.

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These issues highlight the shortcomings of Josita Farm's HPW practices, culture, and training and development initiatives. If the company hopes to keep workers, boost productivity, and maintain its competitive advantage, it must address these issues. Therefore, the goal of this essay is to investigate how HPW may assist Josita Farm in achieving long-term business performance and employee engagement. Based on reflection and assessment, a personal and professional growth plan will be developed for a specific work function (COTTRELL, 2015). Additionally, the paper will assess different performance management strategies, go through considerations to make when putting training and development plans into action, and examine the advantages of utilising HPW to promote effective, long-term corporate performance.

Review How HPW Contributes to Employee Engagement and Improved Sustainable Business Performance for a specific organisation

Definition and Explanation of High-Performance Working (HPW)

A combination of practices, strategies, and policies referred to as high-performance working (HPW) is intended to maximise an organisation's human capital to achieve long-term business performance (Anwar and Abdullah, 2021). HPW places a strong emphasis on how well employees' talents, knowledge, and skills match up with an organisation's strategic goals and objectives. Creating a supportive and enjoyable workplace, giving employees the tools and assistance they need to flourish in their professions, and offering chances for professional development are all common components of HPW practices. The overarching objective of HPW is to foster an atmosphere of high performance and dedication among staff members, which will boost output, effectiveness, and competitiveness.

Explanation of how HPW can Contribute to Employee Engagement and Sustainable Business Performance for Josita Farm

Implementing HPW practises effectively can help Josita Farm boost employee engagement and achieve long-term commercial success. Matching human resources to the organisation's strategic and operational needs helps guarantee that people are deployed efficiently and effectively, leading to increased productivity and customer satisfaction (Moustaghfir, El Fatihi and Benouarrek, 2020). Employees at Josita Farm can be taught new skills and talents, allowing them to meet the changing demands of their jobs and enhancing job satisfaction. According to Tannoury (2022), creating a high-performance culture that promotes cooperation, collaboration, and creativity may increase employee motivation and commitment to the company's vision and goals. This can result in increased job satisfaction, reduced absenteeism, and lower worker turnover.

Josita Farm can also monitor and assess employee performance against the company's objectives by developing effective performance management tools and giving feedback and assistance as needed. This can assist employees in better understanding their responsibilities, setting goals, and identifying chances for personal and professional improvement (Purcell, Gwyther and Rice, 2019). Continuous development options, such as coaching, mentoring, and training programmes, may assist employees in developing their knowledge, skills, and competencies, leading to increased job satisfaction and engagement.

Analysis of the Benefits of Applying HPW for Josita Farm with Justifications

Using HPW at Josita Farm may result in several advantages, including increased staff engagement, dedication, productivity, and long-term company performance. HPW can enable maximum utilisation of personnel talents and competencies by aligning human resources with organisational strategy and operational objectives, resulting in increased productivity and efficiency (Abdeldayem and Aldulaimi, 2020). Furthermore, by fostering employee engagement and commitment via a high-performance culture, employees are more likely to stay with the organisation, lowering turnover costs and preserving institutional knowledge (Isimoya, Bakare and Olaniyan, 2020). These elements can result in long-term company performance, such as increased financial performance, customer happiness, and reputation. Furthermore, by investing in employee training and development, employees may improve their skills and knowledge, leading to higher job satisfaction and prospects for advancement (Saban et al., 2020).

Assessing the Possible Disadvantages and Constraints of High-Performance Working (HPW) is Necessary for Josita Farm

While HPW can provide numerous benefits to Josita Farm, it is important to consider the potential drawbacks and limitations that may come with it. An example of a potential disadvantage is that the implementation of HPW practices may incur significant expenses and require a substantial amount of time. Allocating resources for training, technology, and infrastructure may be necessary for Josita Farm to implement the new working methods(Abulibdeh, 2020). Furthermore, employees may want additional assistance and resources to adjust to the changes, which can drive up costs even higher. According to Miko?ajczyk (2022), employee fatigue and stress are other possible constraint. Employees may feel pressured to work longer hours and compromise work-life balance if HPW practises are not handled successfully, resulting in worse morale, motivation, and productivity (Adnan Bataineh, 2019). Furthermore, if performance standards are overly stringent or unreasonable, employees may become discouraged or overwhelmed, resulting in higher turnover rates. Additionally, before making any adjustments, Josita Farm needs to carefully consider the potential downsides and limits of HPW. The organisation must guarantee that the advantages of HPW outweigh the costs and dangers and that a plan is in place to deal with any negative outcomes (Bandari, 2022). As a result, Josita Farm will be able to successfully harness HPW practices to boost staff engagement and long-term company performance.

Evaluate the Ways in which Performance Management can Support High-performance Culture and Commitment

Definition and Explanation of Performance Management

The process of identifying, assessing, and developing employee performance to achieve an organisation's objectives is referred to as performance management. Setting objectives and expectations, evaluating progress, providing feedback, and providing support and growth opportunities are all part of it. Performance management seeks to enhance individual and organisational performance, boost productivity, and matching employee goals with those of the organisation (Al-Baidhani and Alsaqqaf, 2022). Furthermore, performance management may help to foster a culture of continuous improvement by encouraging people to seek feedback and learn from their experiences, resulting in continued growth and development (Ghani et al., 2022). Overall, performance management is an important tool for fostering a high-performance culture and dedication, as well as ensuring that people are encouraged, motivated, and aligned with organisational goals (Helaly and El-Sayed, 2022).

Evaluation of Different Approaches to Performance Management and How They Support High-Performance Culture and Commitment with Specific Examples

Different techniques for performance management can promote a high-performance culture and dedication, and the efficacy of each strategy is dependent on the goals, culture, and resources of the organisation.

• Traditional Performance Approach: Traditional performance assessment is one way, which involves creating goals and objectives for employees and evaluating their performance against those goals (Yu et al., 2023). This method can assist to discover areas for growth and fostering responsibility, but it can also demotivate staff if the emphasis is solely on faults rather than positives.
• 360-degree Feedback Method: The 360-degree feedback strategy, entails receiving input from a variety of sources, including bosses, coworkers, subordinates, and even consumers (Fleenor, Taylor and Chappelow, 2020). This method can give a more thorough picture of an employee's performance and capabilities, allowing for more nuanced performance management. This strategy, however, can be time-consuming and resource-intensive.
• Continuous Performance Management Approach: The approach to continuous performance management, entails regular check-ins between managers and employees to review progress, offer feedback, and alter goals as required (Atiku, 2022). This strategy encourages continuous communication and cooperation, as well as an emphasis on growth and development, resulting in a more engaged and dedicated team (Azizi et al., 2021). However, to be effective, this strategy necessitates a large investment of time and money.

Critical Evaluation of the Effectiveness of Different Approaches to Performance Management for Josita Farm

Josita Farm might explore employing a variety of performance management measures. The efficacy of any technique, however, will be determined by the company's goals, culture, and overall strategy (Krizanova et al., 2019). A critical examination of several approaches to performance management can assist Josita Farm in determining the most effective strategy for achieving a high-performance culture and commitment.

• Continuous Feedback and Coaching: Continuous feedback and coaching are a more current approach to performance management (Aguinis, 2019). Throughout the year, this strategy entails offering regular feedback and coaching to staff. It enables managers to handle performance concerns in real-time and provides for more regular contact between managers and employees (Aguinis and Burgi-Tian, 2021). This method has the potential to increase employee engagement and commitment.
• Traditional Annual Performance Review: The typical yearly performance review is one way to perform performance management (Urtel, 2020). Setting objectives, offering feedback, and reviewing employee performance every year are all part of this method (Azizi et al., 2021). While this strategy allows for discussion of performance and identification of areas for improvement, it is time-consuming and may not fully reflect an employee's overall performance.

Recommendations for the Most Effective Approach to Performance Management for Josita Farm

Based on the study of several performance management techniques, as suggested by Taouab and Issor (2019), Josita Farm can use a continuous performance management strategy. This method emphasises providing regular feedback, coaching, and growth opportunities to employees to assist them in consistently improving their performance. This can boost staff engagement, productivity, and dedication, resulting in long-term corporate performance (Zhang, Wu and Zhang, 2022.). Because of the company's continuously changing and dynamic business environment, this strategy also corresponds with the requirement for regular and continuing contact with employees.

Review the Factors to be Considered when Planning Training and Development Activities in an Organisation

Explanation of the Importance of Training and Development for Maintaining a Competitive Advantage

In today's fast-paced corporate climate, training and development activities are critical for preserving a competitive advantage. They assist employees in gaining new information, skills, and talents that are necessary for doing their tasks successfully and efficiently (Tanjung, 2020). Furthermore, they boost employee morale, motivation, and work satisfaction, leading to better job performance and lower staff turnover (Ohunakin et al., 2019). When designing training and development activities, various variables must be considered, including the organisation's strategic objectives, workers' present skill levels, and an evaluation of training and development requirements (Arslan et al., 2022). Other considerations include the availability of resources such as time, money, and staff, the training methods and techniques to be employed, and the efficacy of the training programme. Furthermore, it is critical to consider the employees' learning styles, interests, and preferences while designing training and development programmes. Training and development efforts should also be compatible with the broader company plan and linked with the organisation's culture and values.

Evaluation of the Factors to be Considered when Implementing Training and Development for Josita Farm to Maintain a Competitive Advantage

To retain a competitive edge, Josita Farm should consider the following elements while performing training and development initiatives.

• Need Assessment: Before defining training requirements, it is critical to do a complete assessment of employee abilities, knowledge, and performance (Elisa, Nabella and Sari, 2022). This technique will aid in identifying areas where training may increase staff performance and the overall productivity of the organisation.
• Training Content: Training content should be designed to match the unique demands of the organisation and be relevant to the employee's job position (Aljohani et al., 2022). Employees should be able to readily use what they have learned in their work duties if the training is interesting, interactive, and practical.
• Trainer Expertise: The competence and experience of the trainer have a big impact on the training's quality (Abdullah et al., 2022). It is critical to verify that the trainer is informed about the topic area and has experience teaching adult learners as this can help Josita Farm to maintain its competitive advantages.
• Training Delivery Method: Choosing the best training delivery technique is critical to ensuring that staff learn properly (Alshboul et al., 2022). Online training, for example, may be appropriate for distant employees, whilst in-person training may be preferable for hands-on learning.
• Training Evaluation: It is critical to assess the success of the training to ensure that it achieves its goals (Sultonmurodovna, 2022). This may be accomplished by pre- and post-training tests, participant feedback, and measuring performance changes after the training.
• Training Budget: Sufficient funding should be set out for training and development initiatives. According to Elsafty and Oraby (2022), investing in training and development may result in a considerable return on investment through increased productivity and personnel retention.

Recommendations for Improving the Training and Development Activities at Josita Farm

Various recommendations may be made to improve the present training and development activities at Josita Farm based on the evaluation of these activities.

To begin, as suggested by Bin Othayman et al. (2022), a complete training requirements analysis should be performed to identify the precise areas where training might increase employee performance and overall organisational productivity. This analysis should be performed regularly to ensure that training and development efforts are following the organisation's current demands. Second, as suggested by Gajek et al. (2022), a comprehensive training and development plan should be prepared based on the findings of the requirements analysis. This plan should detail the precise training requirements, objectives, delivery methods, and timetables. It will aid in the development of structured, goal-oriented, and meaningful training activities.

Third, as recommended by Suryawanshi et al. (2023), to guarantee that employees can learn successfully, a range of training delivery techniques should be used. Online training, in-person training, on-the-job training, and coaching are examples of these. The mode of delivery chosen should be in line with the specific training requirement and should be based on the most effective technique to convey knowledge to employees.

Fourth, as suggested by Mohammadi, Mohibbi and Hedayati (2021), the trainers should be knowledgeable about the subject and have prior experience offering training to adult learners. They should also have strong communication and facilitation abilities to guarantee that the training is given properly. Fifth, a mechanism for assessing the efficacy of the instruction should be devised. This might include pre- and post-training tests, participant comments, and tracking performance changes after the training. This assessment will assist in determining whether the training is accomplishing its objectives and whether any changes are required. Sixth, a sufficient budget should be set out for training and development initiatives. Investing in training and development may result in a considerable return on investment through increased productivity and personnel retention (Arias, Evans, and Santos, 2019). Finally, in addition to as suggested by Elfert (2019), formal training, personnel should be given chances for continual learning and growth. Access to online learning tools, coaching, and work rotation are all examples of this. It will assist to guarantee that personnel are always updating their abilities and staying current with industry trends and practices.

Design a Personal and Professional Development Career Plan

Self-Reflection

Self-reflection is a necessary stage in developing a personal and professional growth plan for Josita Farm's HR function. Conducting a personal skills audit to discover individual strengths and areas for growth is required (Crane et al., 2019). This self-evaluation will assist in identifying areas where extra training or experience may be required to succeed in the position (Parisod et al., 2022). First, I will determine the knowledge, abilities, and behaviours necessary for the HR position at Josita Farm. This will entail reviewing the company's HR rules and procedures, and job descriptions, and interviewing current HR professionals to acquire an understanding of the role's daily duties. I aim to obtain a better grasp of my strengths and opportunities for improvement as a result of this approach. I feel that by creating a clear image of the knowledge, abilities, and behaviours necessary for the HR job at Josita Farm, I will be able to construct a complete strategy that will help me reach my personal and professional objectives while effectively carrying out my obligations as an HR professional.

Setting SMART Objective for Personal and Professional Development

Development Activities to Achieve Goals and Improve Knowledge

Several development initiatives have been identified to increase my knowledge, abilities, and attitudes necessary for the HR function at Josita Farm. These activities will assist me in meeting my objectives and ensuring my ongoing growth. Attending HR-related training courses, seminars, and workshops, seeking mentoring and coaching from HR experts, and reading industry magazines to remain up to speed on HR trends and best practices are some of the development activities I've noticed (Morethe, Swarts and Schultz, 2020). Training classes will give me a systematic and all-encompassing learning experience. Seminars will provide opportunities for HR professionals to network and learn about new HR themes. Seeking mentoring from HR experts would allow me to learn from seasoned professionals while also receiving personalised feedback on my progress (David-West and Nmecha, 2019). Reading industry publications such as HR periodicals and newsletters will keep me up to date on the most recent HR trends and best practices.

Implementation of Development Plan

Following the identification of the necessary development activities, the following stage is to take action to put the development plan into action. As an HR specialist at Josita Farm, I will attend appropriate training courses, workshops, and seminars. This will assist me in gaining information and skills necessary for optimal performance. To benefit from their experiences, I will also seek mentoring and coaching from seasoned HR experts in the field. In addition, I will study industry magazines to stay current on the newest HR trends, best practices, and regulations. By continuously updating my knowledge and skills through professional development activities, I will remain up-to-date with the latest and most effective approaches in my field, enabling me to stay ahead of the competition. Consequently, I will apply my enhanced knowledge and abilities in my HR role at Josita Farm to ensure that I provide exceptional service to the organisation and further improve my skills.

Evaluation and Reflection

To create a comprehensive personal and professional development plan, it is important to critically evaluate the results of my skills audit. This involves analyzing feedback from colleagues, assessing my own performance, and identifying areas that require improvement (Chien et al., 2020). My development plan should include specific and measurable goals, relevant development activities, timelines, and performance indicators based on my evaluation. To ensure its effectiveness, it is crucial to review and update the plan regularly. A well-designed development plan can help me identify growth opportunities and enhance job performance and satisfaction (Huang, 2019). By constantly reviewing and refining my plan, I can utilize it as a tool to achieve my long-term career objectives and monitor my professional advancement.

Conclusion and Recommendations

In summary, the study conducted on Josita Farm highlighted its commendable operational efficiency and productivity. However, certain aspects, such as culture, training and development, and high-performance working, require attention. As per TAYLOR and WOODHAM (2016), recommend that the organisation implements a high-performance working approach that involves empowering employees, promoting teamwork and partnerships, and providing opportunities for professional growth to maintain competitiveness. In addition, the organisation should foster a healthy organisational culture by encouraging open communication, employee involvement, and work-life balance.

Training and development are critical for sustaining a competitive edge, and a thorough strategy to identify employee training requirements, develop training programmes, and utilise a range of training delivery techniques should be followed. Furthermore, as suggested by TAYLOR, S. and WOODHAM, C. (2016), the trainers should be assured, and a mechanism for evaluating training efficacy should be devised. The significance of high-performance working environments, cultures, and training and development for long-term corporate performance cannot be emphasised (TROUGHT, 2017). These variables can contribute to higher levels of staff engagement, productivity, and retention, as well as higher levels of customer happiness and profitability (MEE-YAN, C-J. and HOLBECHE, 2015). Josita Farm may achieve sustained company success and retain a competitive advantage in the market by applying the advised measures.

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