35 Developing Individuals, Teams and Organisations

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Determination of appropriate professional knowledge, skills and behaviours that are
required by HR professionals......................................................................................................1
P2 Analysis of complete personal skills audit to identify appropriate knowledge, skills and
behaviours and developing a professional development plan for a given job role.....................2
M1 Detailed explanation of professional skills audit and professional development plan which
demonstrates evidence of personal reflection and evaluation.....................................................5
TASK 2............................................................................................................................................5
P3 Analysis of difference between organisational and individuals learning, training and
development................................................................................................................................5
P4 Analysis of need for continuous learning and professional development to drive
sustainable business performance...............................................................................................7
M2 Application of learning cycle theories to critically analyse importance of implementing
continuous professional development.........................................................................................8
D1 A detailed and coherent professional development plan that appropriately sets out learning
goals and training in relation to learning cycle for achieving sustainable business performance
objectives.....................................................................................................................................8
TASK 3............................................................................................................................................8
P5 Demonstration of understanding of contribution of HPW for employee engagement and
competitive advantage within organisation.................................................................................8
M3 Analysis of benefits of applying HPW with justifications to specific organisational
situation.......................................................................................................................................9
TASK 4..........................................................................................................................................10
D2 The valid synthesis of knowledge and information resulting in appropriate judgements on
HPW and mechanisms used to support HPW...........................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Developing individuals and teams in particular organisation is responsibility of human
resource managers of an enterprise. A human resources manager performs some roles and
functions to identity requirements of teams and its members so that accurate sources can help in
improving knowledge and skills. For this project report, Hemlays is selected as company of the
assessments of this report (Fillery‐Travis and Lane, 2020). Its is one of biggest and oldest
multinational toy retailers all over the globe. The company has expanded its business on global
scale tell this time and its ownership has changed many hands during this period. The report
focuses on analysis of employee knowledge, skills and behaviours which are required by HR
professionals, the factors which are considered for implementing and evaluating inclusive
learning and development for sustainable business performance. In addition to this,
understanding of ways of contribution of high performance working for contribution of
employee engagement and competitive advantage are also focused in this report.
TASK 1
P1 Determination of appropriate professional knowledge, skills and behaviours that are required
by HR professionals.
Human resource professionals are the specialists who are responsible for recruiting,
screening, interviewing and placing workers of company at right place and time. Such
professionals do handle employee relations, payroll, benefits and trainings of employees
according to requirements of activities of enterprise. For such activities HR managers plan, direct
and coordinate with administrative function of company. Such professionals oversee their duties,
consult with executives for strategic planning and linking goals of company with the staff
members (Niemi and Pekkola, 2017). The following are some professional knowledge, skills and
behaviours which are necessary to have for every HR manager:
Professional knowledge- This can be defined as the structure of lessons which meet
physical, social and intellectual development and characteristics of professionals. The following
are some knowledges which helps HR professional to carry on there perform in company: Commercial sense- This means manger of human resource would have knowledge which
can be based on conclusions which are reasonable for business person which would draw
and can be applied at the time of uncertainties. In Hemlays, the HR managers must
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ensure that they have this skill which will be greatly helpful for them to ensure that they
can attain the various goals and objectives of the company without problems and issues.
 Industry awareness- It is necessary that human resource manager of company is awarded
about the industry in which company is operating, in addition to this it is important that
some additional information which can be some who related with working would be plus
point for company (Zhang, Pawar and Bhardwaj, 2017). In the context of Hemlays, it is
thus crucial that this skill is displayed which will be very helpful for ensuring that the
goals and objectives are achieved.
Skills- Professional skills are career competencies which are often not acquired or taught
as apart of coursework which is required to earn the rewards and position in company. The
following are skills which are required for HR professionals: Budgeting skills- It is necessary that manager of human resource department has the
abilities of diversifying the budget of company for effective activities which are related to
recruiting process within company. For the HR managers of Hemlays it is required so
that a good budget can be prepared which covers the different types of receipts as well as
expenses in an effective manner.
 Decision making skills- This skill defines that HR professional is liable for making
judgement over the selection of people who would work in company and keeping the
check over the number of employees in company. The HR managers of Hemlays has to
ensure that the use of these skills is made so that the different types of decisions can be
taken in the right manner.
Behaviours- It is form of attitude of a person in working environment which is linked for
respecting and courteous conduct. Such behaviours can be beneficial for long term goals in
career and improved the chance of future success in company. The following are some
behaviours which HR professional should have: Transparency and trustworthiness- The behaviour of HR manager reflects the the
culture and working environment with company, as the people interact with them first
and accordingly apply for jobs. This is why it is important that HR maintains
transparency and trustworthiness with the people. This is required for the HR managers
of Hemlays so that they are able to achieve the desired goals and objectives.
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