CMI 307 Developing the Knowledge, Skills and Abilities of Individuals and Teams Assignment Help UK

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Get paid assignment answers for CMI Level 3 Unit 307. Developing the knowledge, skills, and abilities of individuals and teams

Our team of expert writers offers quality assignment help and support to students struggling with their academics. We understand the challenges that students face while completing their assignments and projects. This is why we offer CMI Level 3 Unit 307 Developing the Knowledge, Skills, and Abilities of Individuals and Teams Assignment Answers services to help them get the best grades in their classes.

In this section, we are discussing some assignment briefs. These are:

CMI 307 Learning Outcome 1: Understand why the knowledge, skills, and abilities of individuals and teams need to be developed.

When thinking about employee development in organisations, it is first important to understand the purpose of employee development.

AC 1.1 Explain the aim of developing the knowledge, skills, and abilities of an individual and the team.

Developing individuals and the team in terms of knowledge, skills, and abilities would be for the performance of its tasks by the team efficiently. It is by knowing that each member of the team possesses the necessities in terms of skills and knowledge that the group will be working together more effectively to attain its goals.

The team becomes responsive and able to fulfil changing needs by equipping the team members with new skills and enhancing their familiar ones. Besides, creating pride and ownership in the achievement of the team members is also assisted through developing their knowledge, skills, and abilities.

In the final analysis, this would involve developing the knowledge, skills, and abilities of an individual and the team in order to help them work at their optimum level.

AC 1.2. Discuss the rewards of developing knowledge, skills, and abilities. 

Actually, with employee development, there are numerous benefits to the organisations, which include high productivity, engagement, retention, and satisfaction of employees. Moreover, the quality of products and services improves with the kind of skill that such employees acquire.

Organisations invest in employees’ development for a variety of reasons, but every organisation’s ultimate goal is always performance improvement. Through investing in employee development, an organisation can gain many benefits that contribute to this ultimate goal. Some of the most important benefits of employee development include:

Increased productivity of the employees: It enables the employees to make the best use of their knowledge and skills and therefore perform the work effectively and efficiently, thus contributing to the betterment of the organisation as a whole.

Increased employee engagement: An employee who owns an organisation is likely to be engaged in the work. This, therefore, translates to them being motivated and committed to their jobs, which improves performance.

Improved retention of employees: People who feel that they have an opportunity to develop themselves tend to stay with the organisation for a longer period. This ensures lower turnover costs and less turbulence in the workforce within the organisation.

Improved Employee Satisfaction: Employee development opportunities would increase employee satisfaction with their jobs. Employees who are satisfied with their jobs improve morale and create a positive work environment.

Improved Quality of Products and Services: The better-skilled and knowledgeable employees can give better products and services, thus improving the quality of service to the customers and the competitive advantage of an organisation.

Employee development forms an important part of any organisation, and for many reasons, it is beneficial.

CMI 307 Learning Outcome 2: Know the different types of development opportunities available to support individuals and teams.

Development opportunities are going to tend to determine the support of continuous learning and development for either individuals or teams. There exists a vast array of different types of development opportunities. It is essential to pick the right types to fit the needs of the individuals or teams.

AC 2.1: Summarise development opportunities available for people and teams

Different types of development opportunities are available to individuals as well as teams. Some of the most common ones include: 

Training programs Training programs can be quite useful either in teaching some new skills or even developing better ones, which a person already uses. Among the different forms in which such training might be conducted, there are classroom-based, online, and self-paced. 

Mentorship programmes: They bring an experienced person together with an inexperienced one and offer guidance and support. This can be absolutely valuable if learned to achieve skills gaining some insights in an organisation.

Coaching programmes: Coaching programmes are considered the same as mentorship programmes, except they seem more skill-oriented. A coach can help someone with deficiencies in performance in a specific area.

Workshops and seminars: Workshops and seminars are typically very short activities that are meant to teach the learner new skills or knowledge. Conducted in classrooms or virtual classrooms, the workshops and seminars can be highly interactive activities.

Web-based learning: With the increasing use of computer systems over the past couple of decades, web-based learning has also been a very well-developed mode. Online courses, webinars, and e-learning modules are just a few examples. The availability of so many types of web-based learning can provide various opportunities for an individual to acquire skills or knowledge at his or her convenience.

AC 2.2 Identify and explain the advantages and disadvantages of the identified development opportunities.

Advantages of identified development opportunities:

• Development opportunities help promote overall organisational productivity.
• A person who feels invested in their organisation is more likely to be engaged with his or her work.
• The better skilled and knowledgeable the employee is, the better quality products or services he or she will produce.

Disadvantages of identified development opportunities:

• There are costs to some of the kinds of development opportunities, for example, training programmes or workshops.
• Development opportunities require sometimes time off from work, thus affecting productivity.
• Most employees will not use the development opportunities available.

AC 2.3 Explain how development opportunities may be applied to comply with legal and organisational requirements.

Development opportunities can be used in very many ways to comply with legal and organisational requirements. For example, they can be directed towards:

• Need to provide staffing for the establishment of new policies or procedures.
• Ensure that employees possess the skills and knowledge needed to perform their job responsibilities safely and effectively.
• Train employees so that they are aware of the newly enforced regulations.
• Succession planning in case of key personnel leaving the organisation
• Provide employees with opportunities to improve their skills and knowledge on an ongoing basis.

An organisation can engage in development opportunities to show commitment towards compliance with legal and organisational requirements. It helps the efforts in building trust and confidence within the organisation, avoids any possible penalties or sanctions otherwise applicable in such scenarios, and so on.

AC 2.4 Explain how organisations can support professional and personal development.

Organisations can support professional and personal development in some ways. Some of the most common include:

Providing training and development opportunities: Organisations can provide employees with access to training and development opportunities that will enable them to improve their skills and knowledge.

Encouraging employees in involvement: Encouraging staff to become more involved in professional and personal developmental activities helps create a culture of lifelong learning.

Supporting employee development goals: Supporting employees as they strive to meet professional and personal development objectives helps motivate and encourage them.

Creating a development plan: Creating a development plan for each employee can help to ensure that their individual needs are being met.

Providing feedback: Providing employees with feedback on their progress can help keep them on track and motivated.

More than likely, organisations that promote the development of both professionals and persons are better at keeping the employees compared to driving away their employees as well as attracting the best talents. This can lead to many organisations having more advantages than other organisations, such as improved productivity, quality products and services, and maximum profitability.

CMI 307 Learning Outcome 3: Identify and select opportunities for development for individuals and teams.

Professional development is a wide spectrum of choices. Knowing where to start or even what would best apply to you and your team can sometimes be very hard. However, with just a little bit of research, it is possible to identify and select those that would help one reach his goals.

AC 3.1 Methodology in Determining the Development Needs of People and Teams

Various methodologies can be used to determine the development needs of people and teams. Some of the most commonly used include:

Observation: Observation of employees and the work environment could help identify areas where they may be required to learn more.

Performance appraisals: Performance appraisals serve as a foundation to differentiate between strengths and weaknesses in employees. This allows for the effective tailoring of development plans to meet individual needs.

Questionnaires and surveys: Questionnaires and surveys can be administered to solicit views from employees about what may be needed to develop them.

Focus groups: Focus groups can be used to gather information from a group of employees regarding their needs to develop themselves.

AC 3.2 summarises factors to consider in the selection of individual and group development opportunities.

There are also a few factors to consider when selecting a development opportunity for individuals and teams. These may include the most significant ones enumerated below:

Development need: Start with identifying the specific development need you or your team have. This will narrow down your options and make it easier to identify suitable opportunities.

Learning style: The learning style would also be an important consideration in the selection of development opportunities. For example, one may require more practical instruction, whereas another employee may learn more in theoretical sessions.

Time Commitment: Any development opportunity requires time commitment to be taken into consideration in deciding whether to pursue it. Employees will not be able to devote what time is necessary to the programme to produce results.

Cost: The cost of a development opportunity should also be included in the equation. Development opportunities can range from free online courses to expensive multi-day seminars.

CMI 307 Learning Outcome 4: Track the influence of learning and development activities on individuals and teams.

Learning and development activities influence individuals and teams at a deep level. Properly monitored, they may impact improving job performance, boosting morale, and creating a sense of belonging.  If it is not properly managed, it might be more likely to produce frustration and antagonism.

AC 4.1 Compare modes of monitoring the effects of learning and development activities.

There are different modes by which organisations can monitor the effects of their learning and development activities.

• Pre- and post-tests administered to participants regarding changes in knowledge or skills are one of the commonly used methods.
• Another commonly used method involves a survey of participants before and after a training programme concerning their satisfaction level.
• In addition, various organisations gather employees’ performance data to determine whether there is actual enhancement since a learning and development intervention.
• Lastly, some firms conduct focus groups or hold interviews with employees on their feelings about certain programmes.

Depending on the needs and objectives of the organisation, the best approach to tracking the outcome of learning and development activities differs.

4.2 Explain the benefits of monitoring the impact of learning and development activities.

There are several advantages to monitoring the impact of learning and development activities.

1. Monitoring impact is useful in ensuring that employees are indeed benefiting from programmes in which they are participating.
2. It may also spur the identification of the need for improvement in a given programme.
3. Monitoring may provide useful feedback to programme developers as well as instructors.
4. It will also assist in supporting the costs incurred in the learning and development activities to the top management. It also monitors the impact of the various learning and development activities that will ensure the employees get motivated to join more programmes.

In summary, monitoring the impact of the learning and development activities is very important to ensure that they are effective.