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Developing Individuals, Teams And Organisations

Introduction - Developing Individuals, Teams And Organisations

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The success of a company’s operations is directly tied to the productivity of its personnel. Individuals, teams, and organisations work together to achieve the business objective, which is based on the norms and regulations of the company. Workforce development is a primary focus of HR specialists (Ozkan-Ozen and Kazancoglu, 2021). In order to create an effective team, it is necessary to bring together people with different skill sets to complete a task. In that paper, which advised recognising employee talents, individuals, teams, and organisation development procedures are reviewed. Employee involvement and competitive advantage are both addressed in the conversation. There is no firm without a procedure for recruiting new employees. Individual and team performance is boosted by the ability to communicate effectively in the workplace, thanks to these fundamental abilities. SAMSUNG is presented as a model of an MNC firm that focuses on growing individuals, teams, and organisations.

Part 1

An analysis of skills and attributes required by HR professionals, based on a range of different roles within an organisation

Managing the company’s workforce is one way I may contribute to the empowerment of innovative initiatives for addressing business difficulties. There are a number of HR specialties, and I am capable of handling all six core responsibilities: leadership capacity, remuneration and benefits, planning and advancement, consistency, and workplace security. The HR division is made up of a number of subspecialties. In order to assist the company, accomplish its goals, my key tasks are to manage and encourage its staff. If I am to supervise and empower SAMSUNG employees, I must have access to the relevant data, talents, and qualities.

Knowledge required:

There should be some information for SAMSUNG’s HR professionals in order to interact with the HR, inspire them and take care of the disagreements.

  • Human Resource Information System (HRIS):

This is a list of all of the company’s employees’ personal information. I need to preserve the HRIS to record a particular group of agents. The alliance’s specialists’ presentations are reviewed by the HRIS, which aids the connection (Buzkan, 2016). In order to protect the information of experts, I must have IT knowledge.

  • Rules and regulations:

There are a number of factors that must be taken into consideration while working with employees. These rules help to maintain a healthy working relationship by encouraging delegations to treat workers with respect (O’riordan, 2022). As a human resources professional, I need to be aware of the rules and regulations governing company and other industries.

  • Motivational methods and approaches:

Human resources professionals play a key role in motivating the company’s workforce. A range of motivating techniques and strategies would be most effective in helping me boost morale amongst my employees (Shamim et al., 2016). This means that I should be conversant with many methods of inspiring others to action.

  • Leadership styles:

A variety of leadership styles are necessary in my work as an HR professional since I deal with a wide range of people and situations. SAMSUNG’s HR staff should be knowledgeable about a variety of methods (Froese, Sekiguchi and Maharjan, 2018).

Skills required:

By “Skills,” we indicate the unique capacities to carry out certain tasks. I should have the ability to perform a variety of tasks and responsibilities.

  • Communication:

I have to give in order to make due, control, direct, and follow up with SAMSUNG’s experts at all times. Furthermore, I need to obtain information from the relationship’s governing body, whose ability to communicate is of the utmost importance to HR professionals (Hecklau et al., 2016).

  • Delegating:

Organisations suffer diverse battles among the officials at various stages inside the organisation. Struggle develops because of diverse insights and to set forth the unique discernment on an issue (Froese, Sekiguchi and Maharjan, 2018). I’m in charge of keeping an eye on and calming down the tensions within SAMSUNG.

  • Coordinating:

When things don’t go according to plan, employees don’t accomplish their jobs as expected. SAMSUNG’s HR specialist should have some organising and initiative skills (Shamim et al., 2016) so that I can properly guide the representative.

  • Direction:

With SAMSUNG’s Human Resources department, I have to deal with a variety of situations when it comes to working with employees.

Characteristics required:

A person’s characteristics are what make them uniquely qualified to do a certain position inside a company. As a result, the following characteristics are appropriate for me:

  • Equilibrium:

When it comes to treating my co-workers, I cannot be biased. Paying employees properly and promoting them based on performance should be the norm (Lee and Ahn, 2020).

  • Conclusive reasoning:

In order to deal with various unanticipated conditions, I must make a terrific decision to make the relationship beneficial and competent. Consequently, I should be categorical academics.

  • Cooperation:

I should cooperate with my co-workers to improve the image of the group and the organisation. Representatives are encouraged to work more successfully when their efforts are coordinated (Froese, Sekiguchi and Maharjan, 2018). As a result, I should collaborate with various SAMSUNG’s personnel in this manner.

A personal SWOT analysis of your professional skills and attributes

Based on the aforementioned skills audit, I conducted this SWOT analysis on myself to determine my own strengths, weaknesses, opportunities, and potential dangers. The following is an example of my own SWOT analysis:


I am able to interact well with both senior and junior staff members. Aside from that, I am an exceptional communicator. When it comes to vital judgments, I am a great decision-maker who is able to act quickly. Again, I am a strong leader who is capable of guiding my team to success. Employees can be persuaded or motivated to perform a task with my help. It is also possible that I may help them reach their goals by motivating them to work harder. Finally, I have the capacity to organise a variety of responsibilities and assignments for different departments and people.


Team conflict and public speaking are two areas in which I have difficulty.


My prospects include learning how to communicate effectively with people. Both my supervisors and subordinates benefit from my ability to communicate more effectively. In addition, it’s important to learn how to communicate effectively with people. Attending numerous critical thinking seminars and conferences provides me with more opportunity to hone my abilities in dispute resolution.


New HR managers who are more experienced and talented than I am, as well as my own lack of computer literacy, are all potential threats. This might lead to my firing if the company insists on hiring HR people who are computer competent.

According to a SWOT analysis, I will need to enhance certain talents in order to perform the tasks of an assistant HR manager. I need to learn how to be an inspiration, demonstrate my knowledge of computers, IT abilities, and conflict management in order to perform the work tasks.

Develop a comprehensive strategy for professional growth based on the SWOT analysis of a specific work function, including measurable learning objectives and the training necessary to meet those objectives:


Professional skills

Current Level


Target Proficiency

Learning objective and goals

Development Opportunities

Criteria for Judging success



Motivation skills


Efficacy of employee motivation

Encouragement of the organization’s aims and objectives through energising its personnel

Attend training sessions on employee motivation on a regular basis so that you may become familiar with a variety of methods.

To bridge the gap between the emotions and actions of employees

3 months


Skills in Presentation


Accomplished at presenting the results of numerous actions to the partner.

To effectively convey the project and the outcome of the assignment to the association’s partners.

Training and workshops can be enrolled in

Meeting with firm management and presenting the program’s findings

4 months


Computer Skills


An introduction to MS Office, as well as more advanced features

To compile a variety of reports and maintain track of personnel information.

To sign up for Microsoft Office training.

Producing a variety of reports on the productivity of the company’s workforce.

6 months


IT Skills


Streamlining the process of maintaining data integrity through automation.

To increase the efficiency of mechanisation

I’ve been given the opportunity to participate in an IT-based training programme.

Controlling, as well as operating automated processes.

9 months

An analysis of continuing professional development (CPD) and the requirements for individual and organizational learning, training and professional development

Continuous professional development (CPD) is the process of monitoring staff members’ abilities, competences, and knowledge, all of which can be achieved in either formal or informal settings (Wallace and May, 2016). CPD is also an abbreviation for continuing professional education. Employees are made more capable of future growth through a continual process. Since there are so many factors that affect employee performance, CPD is vital. Employees in a number of occupations are expected to demonstrate some level of proficiency in their work (Berndt et al., 2017). As a result of CPD, the company’s employees are able to acquire and retain a wide variety of skills that are essential for success. The following are a few benefits of continuous professional development:

  • Defining and bridging the disparity between individual characteristics:

CPD helps workers of the organisation to correct the essential skills as well as to cross the border between the abilities required in their whole career. CPD helps employees of the organisation (Wheeler and Chisholm-Burns, 2018).

  • Up-to-date knowledge of qualifications

In today’s fast-paced world, old skills and expertise are being replaced by new ones. Individuals can enhance their abilities via CPD by being exposed to new ideas and experiences (Mlambo, Silén and McGrath, 2021).

  • The way to a more successful career:

It allows employees to gain new skills that help them maintain their employment and earn more money in the future, serving as a springboard for their career.

  • Tirelessness:

With the support of continuing professional development (CPD), representatives of the association may be empowered and help achieve their goals (Wheeler and Chisholm-Burns, 2018).

  • Adaptable to change:

As a consequence of advancement, the representatives are dismissed, which is sad for the organisation. While the association’s employees are informed about the change, CPD allows them to cope with it more efficiently and calmly.

  • Self-inspiration:

Self-inspiration is an essential part of achieving success in the call. CPD helps an individual retain all of the skills and knowledge that are essential throughout their career. Because of this, CPD plays an enormous role in empowering workers with self-confidence (Mlambo, Silén and McGrath, 2021).

  • Continuous growth:

Allowing workers to learn and implement rapidly also aids in their advancement in the workplace.

Importance of the CPD for the requirements organisational development

CPD also plays an important role in the development of employees and the overall image of the organisation. It gives the organisation the ability to deal with any event or change in the atmosphere inside or remotely (Wallace and May, 2016). The advantages of CPD for the organisation are outlined in the following paragraphs:

  • Achieves Consistency with Other Industry Standards:

There are a multitude of ways to boost one’s professional development, but not every career will benefit in the same way. Professionals may keep up with their peers in their field by investing in CPD.

  • Maintaining and enhancing one’s knowledge and abilities:

To offer high-quality, competent services. Investing in continuing professional development (CPD) allows the company to guarantee that its personnel have the skills and information necessary to offer high-quality services to customers (Wabule, 2016). As a result of this, customers, customers, and other communities will benefit.

  • Adapting to evolving fashions:

CPD keeps you abreast of the most recent developments in your field. If a corporation is unable to keep up with the rate of change, their employees’ present knowledge and abilities will become obsolete. This is a serious problem.

  • Creating a Positive Image and Fostering a Sense of Community:

Companies may boost their image and brand awareness by offering staff with CPD (Berndt et al., 2017). This encourages a healthy learning culture in the workplace, leading to a happier and more productive workforce as well as the retention of important workers.

  • Spend less time and energy:

An external training provider might be used by the parent company if the person in charge of training is reliant on a specialist organisation or internal resources are restricted (Wabule, 2016).

Gibbs’ Reflective Cycle

The Gibbs reflecting cycle was conceived and developed by Graham Gibbs in 1988. Learning is the primary goal of the concept, which focuses on providing students with a framework. In the model, it doesn’t matter if a newbie does well or poorly since he or she may learn from the mistakes of the past and make better plans going forward (Adeani, Febriani and Syafryadin, 2020). To help you make better decisions in the future, it includes six steps of evaluation and assessment. It’s possible for me to use the model to evaluate my own experiences and then make the necessary recommendations to secure my future in a similar career path.

  • Description:

I’m strong at encouraging and motivating my colleagues to do their best work. Again, I excel at resolving disputes and creating a positive work atmosphere. According to the abilities assessment, SWOT analysis, and PPD strategy, I possess strong communication, authority, and dynamic talents. Furthermore, I am motivated to do my duties to the best of my ability and urge my subordinates to do the same in order to achieve the organization’s goals and objectives. I’ve made a pact with myself to attend employee motivational training sessions on a regular basis and to broaden my perspective. In addition, I intend to take part in a variety of workshops in order to improve my abilities as a human resources manager.

  • Feelings:

Having no idea how much I would be graded on my abilities and performance made me feel nervous before the evaluation. After the exam, I was glad to know which areas I excelled in and which ones I needed to work on.

  • Evaluation:

When I was working as a human resources manager, I had the opportunity to encourage a wide range of individuals to achieve better achievements. Again, I have been in the forefront of resolving any group problems that may arise. Though my technological prowess and ability to present in front of a large crowd have lagged, I am making progress.

  • Conclusion:

As a result of the assessment, I learned that employee evaluation is a crucial part of the evaluation process. I’ve learned the majority of my talents in the business from engaging with a variety of people. I need to work on my public speaking and computer abilities if I’m going to be successful in front of a large audience.

Part 2


Korean multinational manufacturing corporation SAMSUNG (commonly known as SAMSUNG) is based in Seoul, South Korea. The largest South Korean chaebol, it consists of a huge number of related enterprises, most of which are under the umbrella of the Samsung brand (business conglomerate). Samsung will be the eighth most valuable brand in the world by 2020 (Haizar et al., 2020). Lee Byung-chul launched Samsung as a commercial firm in 1938. From food processing and textiles to insurance and financial services, the company expanded its business over the next three decades. Later, Samsung expanded its business into electronics and shipbuilding; these industries would play a significant role in its growth. In 1987, following the death of Lee, Samsung was divided into five corporate groups: Samsung Group, Shinsegae Group, CJ Group and Hansol Group, and Joongang Group (Zhou, 2020).

An evaluation of what HPW is and how HPW contributes to employee engagement and motivation, providing specific examples as evidence

When an organization’s most productive employees are in charge of HPW (High Performance Working), they may better engage their co-workers at work while also strengthening their sense of loyalty to the company (Pongpearchan, 2016). It helps break down all obstacles to better performance inside the organisation and ensures that the organization’s personnel are producing effectively.

Samsung’s representatives are more likely to connect with the organization’s goals and objectives if the association’s execution is superior. HPW aids in a number of ways the representational commitment (Kirchmer, 2017). The following are only a few examples:

  • A learning environment is created:

As a result, it creates an environment in which SAMSUNG workers and representatives may gain various skills and knowledge that will help them grow as representatives and eventually lure them into SAMSUNG (Jeong and Shin, 2019).

  • Strategy implementation:

It gives the company the ability to deploy a variety of retention methods that urge employees to be more productive and to join the SAMSUNG family.

  • The development of a collaborative work environment:

It fosters a culture of collaboration among SAMSUNG employees and encourages both semi-skilled and unskilled workers to learn new skills, both of which increase production and motivate employees to stay with the company (Pongpearchan, 2016).

The Influence of HPW on Employee Engagement

HPW has a number of benefits for employee engagement, including the following:

  • Satisfaction with the Workplace:

The HPW meets the fundamental needs and desires of employees, therefore motivating and satisfying them (Kirchmer, 2017), and assisting SAMSUNG’s performance management process in the process.

  • Devotion to the company’s goals:

With the help of HPW, the SAMSUNG organization’s personnel may be guided and led toward achieving the company’s goals. As a result of this commitment, workers are more engaged in their work, which benefits the entire organisation (Akhtar et al., 2016).

  • Conciliable atmosphere:

There is a strong sense of camaraderie among HPW representatives, and those who are more skilled aid others who are less talented (Huang, Ma and Meng, 2018). SAMSUNG employees and the association are linked through this involvement.

  • Roles and responsibilities that are more fulfilling:

These employees are obligated to do their duties inside the organisation as a result of the higher presentation working’s allocation of tasks and duties (Akhtar et al., 2016). Because of this, SAMSUNG Representatives become more invested in their work.

The commitment of HPW to motivation

One of the most important factors in achieving the goals of an organisation is the motivation of its employees. HPW’s motivational commitment is:

  • Uncertainty can be handled better:

The HPW encourages a worker-friendly workplace where employees may work on their own and carry out their creative ideas, which makes SAMSUNG a worker-driven company. As a result, employees who are enthusiastic and confident in their work are more likely to be motivated (Dorta-Afonso et al., 2021). In turn, they have learned how to deal with challenging situations.

  • Improved Problem-Solving Capabilities:

HPW helps employees improve their ability to solve problems, which is a talent that nearly all businesses look for in new hires. Employees that are energised by their job put in long hours to find solutions. Employees that are driven by a sense of purpose are constantly on the lookout for fresh approaches to old problems (Pongpearchan, 2016). Instead of waiting for a response, they frequently grade their own work.

  • Boosted Production:

HPW ensures that the association’s representatives are rewarded for their hard work, which in turn encourages them to work even more (Dorta-Afonso et al., 2021). Productivity frequently rises when people feel more inspired and committed to their work.

The following are some of HPW’s motivational perks:

When a company’s employees are inspired to do their best job, it is easier for the company to meet its production goals and accelerate HPW. Representative execution is a key factor in SAMSUNG’s success and HPW. Motivating staff is one way the organisation and HPW can both enhance their overall performance (Huang et al., 2016).

Critically evaluate the different approaches to HPW and their effectiveness for supporting high-performance culture and commitment

Performance management refers to the control of job performance up to the point when it touches the success of the organisation (Elorza et al., 2016). Performance evaluation can be done in a variety of ways:

The Ranking Method:

From the greatest to the smallest level, SAMSUNG employment is organised in this way. As a result, the efficacy of each level of work assignments is evaluated in this part by comparing it with a standard performance. When occupations of diverse levels are organised such that all employees may learn from the results and the repercussions of each job, it helps the HPW to work harder (Akib et al., 2020). Each Samsung employee should be assigned a specific HPW role based on their job duties and responsibilities.

360-degree Feedback:

If you want to gather feedback from your supervisors, colleagues, personnel, and so on, then 360-degree criticism is the best way to do it. Workers’ talents and behaviour are the focus of this information. This data is presented with the goal of helping the representative see their strengths and weaknesses, as well as how they may improve. The HPW benefits from this strategy since it helps the workers improve their skills and capabilities (Kanaslan and Iyem, 2016). A representative’s talents and capacities should be recognised in order to aid the worker in learning about the strengths and weaknesses of the HPW at SAMSUNG.

Forced Distribution:

Workers are judged against each other rather than a predetermined benchmark in this manner. Employees are given one of three ratings: bad, decent, or exceptional. Using HPW at SAMSUNG, employees may learn about their overall performance as well as strive to improve it (Moon, Scullen and Latham, 2016). Every SAMSUNG employee’s performance should be rated as either excellent, good, or bad in order to improve HPW.

Capability Based Framework:

Using this process, we may think about how to improve our performance in both our current roles and those we hold in the future. An improved hierarchical execution may be achieved as a result of this method to distinguishing presentation requirements from those of the employees (Zhang et al., 2016). Those who want to work on Samsung’s HPW must have the skills and behaviour that are required for both current and future positions.


The effectiveness of an organization’s operations has long been regarded as the most critical component. It is thus necessary to foresee a better level of performance as a means of driving the operational process. When this occurs, HR has the biggest responsibility since they are the ones who can bring together the many viewpoints of the various employees to create a cohesive path to a desired destination. It has been explained in detail in this study how to be a successful HR manager. An HR specialist is clearly visible on the SAMSUNG management team. The strengths and shortcomings of new developing HR have been analysed utilising a variety of analytical methodologies. This study also discussed the need of CPD evaluation in light of Kolb’s Learning Theory. That’s not the point of this study, which focuses on the peculiarities of HPW and its advantages in the SAMSUNG context.


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