Developing Individual, Team and Organisations - Doc
Added on 2020-09-17
21 Pages5381 Words69 Views
DEVELOPING INDIVIDUAL, TEAMAND ORGANISATIONS
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1SECTION 1......................................................................................................................................1LO 1.................................................................................................................................................1P1) (a) Professional knowledge, skills and behaviour required by HR professionals (AppendixA).................................................................................................................................................1P2) (b) Personal skills audit........................................................................................................2P2) (c) Professional development plan.......................................................................................3M1) Professional skills audit to demonstrate personal reflection...............................................8LO 2.................................................................................................................................................8P3) Comparison of organisational and individual learning.........................................................8P4) Need for continuous learning and professional development..............................................9'M2) Learning cycle theories to analyse importance of implementing professionaldevelopment..............................................................................................................................10D1) Professional development plan in relation to achieve sustainable business performanceobjectives...................................................................................................................................11SECTION 2....................................................................................................................................11LO 3...............................................................................................................................................11P5) (d) Contribution of HPW in employee engagement and competitive advantages............11M3) Benefits of HPW ..............................................................................................................12LO 4...............................................................................................................................................12P6) (e) Different approaches of performance management and their importance to achievehigh-performance culture..........................................................................................................12M4) Critical evaluation on different performance management approaches............................13D2) HPW and its mechanism to improve employees' performance.........................................13CONCLUSION..............................................................................................................................13REFERENCE.................................................................................................................................14
INDEX OF TABLESTable 1: Development plan for organisation...................................................................................4Table 2: Development plan for individual learning.........................................................................6
ILLUSTRATION INDEXIllustration 1: Individual and organisational learning......................................................................9
INTRODUCTIONIt is essential for a company to work for developing its workers' abilities and skills toachieve their effective contribution in meeting goals. Professional development programs areorganised for increasing their performance and encouraging them for team building. The presentreport is based on understanding importance of implementing professional development plan foremployees of Marks and Spencer. In this regard, skills audit as of Jane Cambridge-company'semployee's abilities are to be identified. Moreover, differences between organisational andindividual learning will be given in this assignment. Further, different approaches forperformance management within M&S are provided to improve workers' performance and forachieving entity's goals.SECTION 1LO 1P1) (a) Professional knowledge, skills and behaviour required by HR professionals (Appendix A)Being the HR officer of Marks and Spencer, it is required for me to have knowledge andskills of my designation. For example: managing staff performance, conducting recruitment andselection process as well as development programs (Li and et.al., 2013). However, it is the keyrole to create positive and peaceful environment of entity. In accordance with this, role of HRprofessionals for maintaining performance of employees and organisation can be understood as: Performance management:HR officer is responsible for analysing employees' behaviour and their contribution inteam building to meet objectives of M&S. In addition to this, in occurrence of conflicts amongworkers, he/she consults with them and clears out the matter. It impacts on positive environmentof the entity as well as effective coordination among workers (Vanhala and Ritala, 2016).Moreover, performance management of workers is beneficial for emerging interest towards teambuilding and improving their working styles. Recruitment and selection process:For increasing number of workers within organisation, HR professionals work foradvertising job opportunities and coordinating with other managers to select the best candidate.In accordance with this, he/she contacts with college students, campus plan to encourage1
students for grabbing job opportunities. Therefore, for recruitment and selection process, HRofficer plays crucial rin improving business performance of M&S.Conducting training and development programs:It is also an effective function of HR officer to increase the working efficiency of staffthrough organising training and development programs (Cardona and et.al., 2013). However,their working and learning styles of workers get improved influences professionalism. In thisway, HR professionals analyse employees' performance and behaviour as per which training anddevelopment sessions are conducted.Maintain and record employees' details:It is the responsibility of HR to maintain records of employees including name, address,contacts, performance and achievements. Including this, he/she also works for providing themproper safety and security during job (Wright, Guest and Paauwe, 2015). Moreover, HR officerremains accountable for considering the legislations amended in Employment Act of UK interms of staff members' working hours, weakly off and so on. Thus, HR department's officerworks for managing records of workers as well taking care of their security towardsperformance.Creating positive and peaceful environment of M&S:HR professionals are accountable for creating positive and effective environment ofM&S in which he/she analyses staff's behaviour. In case of occurrence of any issue within team,officer consults with staff members regarding conflict (Richardson and Kelliher, 2015). Further,he/she prepares strategy to reduce the issue and emerges feeling among them towards workingtogether to meet its goals. Therefore, HR professionals work for making a peaceful atmosphereof the entity.Including this, it is needed for HR professional to have some specific skills forperforming work. For example; communication, problem solving, supervisory management skillsand so on. However, Jane must have quality of discussing ideas and strategies with employeesalso for emerging their interest for contribution in team work. Including this, he should beresponsible for reducing conflicts occurred among employees. It impacts on environment of theorganisation as well creating bond among employees to work together and increasing workingefficiencies. 2
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
Report on Concepts for Individual, team and development of Iceland Foods Ltdlg...
|19
|4627
|48
Developing Individuals, Teams and Organisations Reportlg...
|14
|3967
|57
Developing Individuals, Teams and Organisations Assignmentlg...
|16
|4308
|41
(Doc) Developing Individuals, Teams and Organisations Assignmentlg...
|17
|4347
|181
Unit 35 - Developing Individuals, Teams and Organisationslg...
|18
|5246
|93
Skills, Knowledge, and Behaviour for HR Professionals in Mark and Spencerlg...
|15
|4154
|72