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Developing Individual, Teams & Organisations

   

Added on  2020-06-04

19 Pages5937 Words27 Views
Developing Individual,Teams andOrganisations

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1 ...........................................................................................................................................1P1 Professional knowledge, skills and behaviours required by HR professionals.....................1P2) Analysing personal skills audit to identify knowledge, skills and behaviours anddevelopment of a professional development plan.......................................................................3M1 Professional skills audit personal reflection and evaluation................................................7TASK 2............................................................................................................................................9P3 Differences between organisational and individual learning, training and development......9P4) Need of continuous learning and professional development .............................................10M2 Learning cycle theory to analyse the importance of implementing continuous professionaldevelopment..............................................................................................................................11D1) Professional development plans.........................................................................................11TASK 3 .........................................................................................................................................12P5 Contribution of HPW in employee engagement and competitive advantage......................12M 3 Evaluating benefits of applying HPW...............................................................................12P6 Various approaches to performance management system...................................................13M4 Different approaches that support high performance culture at work place.......................13D2 Judgement of High performance framework......................................................................14CONCLUSION .............................................................................................................................14REFERENCES..............................................................................................................................15

INTRODUCTIONIn today's modern scenario the major purpose of each business organisation is to gaininghigh profit and revenue through generating high sales at market place. Human resource can beconsidered as the most essential element which plays most effective role in each businessorganisation. The under mentioned project report is based on Tesco Plc. Which is largestmultinational retail company in United Kingdom (Bolman and Deal, 2017). They company ismainly focused on providing high quality products and services to their potential buyers in orderto satisfying their needs and wants. The cited company is working on development ofindividuals teams at work place, so it is easy for each individual to show their skills and talent atwork place which ensure them about their own development, that helps them to adjustthemselves in cross culture environment. The present report contains the study about analysingskills, knowledge, attitude and ability of each individual who are contributing their best at workplace. Various factors that considered at the time of implementing learning programmes, highperformance can be attained through effective communication and coordination, highprofessional activities will contribute towards employee engagement in respect to gaincompetitive advantage at market place. TASK 1P1 Professional knowledge, skills and behaviours required by HR professionalsIn each business organisation HR, managers plays most effective role in growth anddevelopment of firm. Human resource has some positive as well as negative impact on firmsperformance and its functions. In Tesco Plc. People helps in implementing some policies andpractices of the company, managing workers performance and designing an effectiveorganisational culture, so as to attain desired goals and objectives.Skills of HR manager are described as under:Leadership and management skills:The basic purpose of each business organisation isto appoint a well educated people at work place who is having a significant skill ofleadership (Brown and Harvey, 2011). It is essential for a leader to lead all workingactivities in efficient direction. Further more Tesco Plc has some effective humanresource professionals who are having significant skill to manage performance of all team1

members through providing proper and appropriate direction towards desired goals andobjective. Good communication skills: It is most important quality of HR manager, as it is essentialfor them to communicate with each department of organisation, so that appropriatecoordination can be made. This skill helps them to evaluating the needs, issues and wantsof employees and resolve them in proper manner, so that employees can work in efficientmanner. Decision making skill: It is foremost skill which are needs to carry out by each managerwho are responsible for all activities that are held at work place. It is required for eachmanager to take an effective decision which are beneficial for organisational growth andsuccess. In Tesco Plc effective decision can be made in order to enhancing performanceand working ability of employees. Knowledge of HR managers are describes as under: Knowledge of business: It is necessary for each people who are appoint as a HR managerin an organisation how to run business and its activities in right direction. The managerneeds to have the capability of determining various ideas and thoughts to improve currentmarket position of company. Knowledge of best practices: It is required for a manager to perform various practices atwork place which plays most effective role in developing organisational performancesuch as training and development, performance management, talent management,succession and career planning, labour relations, personal administration, recruitment andselections, HR planning (Burke and Noumair, 2015). Knowledge of labour relation:It is necessary for HR manager to having significantknowledge about labour laws, practices and regulations in order to providing properservices to their employees, so that they needs and wants can be satisfied in efficientdirection. HR manager needs to having the knowledge about managing healthyemployees relationship in respect to gaining high growth and success. Behaviour of HR managers are described as below:Ethical behaviour: The behaviour of HR manager needs to be polite and positive withtheir higher authority of employees. Managers required to be frank with their workers so2

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