TABLE OF CONTENTS INTRODUCTION...........................................................................................................................3 MAIN BODY..................................................................................................................................4 P1. Determine appropriate knowledge, skills and behaviors (KSB) that are required by HR professionals across the department............................................................................................4 P2. Analyze a completed personal skills audit for an employee: Jane to identify training and development needs and also create a professional development plan for her as HR Officer role .....................................................................................................................................................5 P3.Analyzedifferencesbetweenorganizationalandindividuallearning;trainingand development.................................................................................................................................7 P4.Analyzetheneedforcontinuouslearningandprofessionaldevelopmenttodrive sustainable business performance................................................................................................9 P5. Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within a specific organizational situation.............................................11 P6. Evaluate different approaches to performance management and using specific examples showing how they support high performance culture and commitment....................................12 CONCLUSION..............................................................................................................................14 REFERENCES..............................................................................................................................15 2
INTRODUCTION Developing individuals, teams and organizations is central key-point for the development and succession by performing the functions in appropriate manner with the ulterior aim of moving in the forwarding course. It emphasizes on suitable training and development for laying a platform to have positive effects on the business environment in context to both individual and organizational levels. Moreover, the continuous professional development is the tool which enlightens the cyclic learning with respect to the employees’ engagement and gaining insights for sustainable performance management (Van Dooren, Bouckaert and Halligan, 2015). This assignment will focus on understanding the significance of professional skills, knowledge and behavior of HR professionals. It will also describe about high performance working cultures for improving profitability and productivity. Figure1. Cyclic approachability for developing individuals, teams and organizations (Source:Unleashing the Potential of Individuals, Teams, and Organizations, 2018) 1
MAIN BODY P1. Appropriate knowledge, skills and behaviors (KSB) required by HR professionals Professional knowledge Brainstorming with Leadership:This part has an imperative role in doing tasks for company in effective manner by brining innovative and creativity through proper integrated channel of command and authority. It assists in organization’s attainment of objectives and goals by developing the supervision and assessment of the overall business environment for employees’ engagement to improve the communication network with an emphasis on interpersonal skills (Bolden, 2016). Training and Induction Programs:The HR is the backbone of the enterprise by making the policies, rules, appraisal modes and regulations and also support in providing accurate data to the taskforce, shareholders and more. Moreover, they implement the strategic decision making for incentives; compensations etc. and lend a hand to the employees to make them understand the significance of the benefits and other related concepts. Human Resources Information Software:Here, the Human Resources Management adopted a wide array of specific methods, processes, tools, etc. to decrease the workload effectively and support in improved effectiveness (Guest, 2011). Furthermore, it made the operations hassle free and running of such tasks became smooth. Professional skills On boarding:HR hires new people quickly and for the same, they must have a strong background to finish this procedure conveniently. This procedure assists them in choosing the right people at the right time for right profiles. It includes different departments for maintenance of the interconnectivity to achieve the vision, goals and mission. Negotiation:HRusestheircharmingpersonalityinethicalmodeandimplementstheir confidence and communication skills to bridge the gaps between the employers and the taskforce in order to fabricate a rapport with each other for functioning of operations wisely without any issues. They play vital parts in the building of an amiable workplace by managing the risk management in suitable manner. 2
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Teamworkandcollaboration:Theyacceleratethecollaborativeskillsbyfurnishingthe cooperation and team working abilities to carry the tasks and the jobs with proper segregation of work. They focus on expanding the orientations towards working in suitable mode to gain profits with improved productivity and sustainability (Belbin, 2012). Likewise, it helps in analyzing the potential candidates on consistent basis for their future appraisals and rewards system. Professional behaviors Risk taking ability:They should avoid any ill treatment or misbehavior at office and must be confident and empathetic while confronting such crisis with people. They should not show biasness or partiality while taking decisions to combat such restrictions or limited interactions. Goal setting:HR Managers must be committed towards achieving the objectives of business. They should adopt strategies in the most beneficial way to attain earnings by optimizing available resources. Additionally, they must set examples with an emphasis on following values like integrity etc. Decision making:HR Manager takes decisions by understanding the current status of company in the marketplaces that would help in comprehending the suggestions to implement them in structured manner. They should monitor the information for overall progression of work by satisfying the demands and expectations of the employers. P2. Completed personal skills audit for HR Officer role STRENGTHS ď‚·Good communication skills ď‚·Team player with self motivation ď‚·Strong interpersonal skills ď‚·Self-belief WEAKNESSES ď‚·Indecisive ď‚·Judgmental ď‚·Reckless and no control on temper ď‚·Impatient OPPORTUNITIES ď‚·Improvement in the technical skills and knowledge THREATS ď‚·Competition in the marketplaces ď‚·Poor strategic planning 3
ď‚·Following latest updates on technologies and trends ď‚·Attending seminars and conferences ď‚·Participating in activities to improve connectivity and social networking ď‚·Attainment of Deadlines ď‚·Fluctuations at global market Personal development Plan: Sl No.AREAOF DEVELOPMENT DESCRIPTIONRESOURCESTIMESCALE 1Technical skillsIhavegood knowledgeabout my field but with digitalization, therearesomy updatednews whichIlackin keeping a tab on so Imustfocuson this sphere. By following latest news,subscribing orreading journals,books andmagazines regardingthe current technologiesto increase insights Withinsix weeks 2Patience levelI lose calm easily atworkplaceand duringany interactionwith people,Igive quickreactions thataffectthe entire environment and bring hostility. Shouldjoinyoga classesto minimizethe distractionsand helpinmy concentration levels Withinfour- five weeks 3Time managementIcompletemy work just before or ontheparticular Employingto-do- listwhichwill save time. Also, it Withintwo weeks 4
time mentioned by mysuperiors. Thus,Itendto wastetimein doingfrivolous tasks. willhelpin prioritizationof tasks to finish it as perthespecified timeframe P3. Differences between organizational and individual learning; training and development Individual LearningOrganizational Learning It is the enduring procedure of an individual towards achieving personal goals and objectives through directing self-capabilities. It is the methodology for creating and executing knowledgeandskillswithincompany’s perimeters. Everyemployeemustundergotrainingand inductionforself-growthincompletionof allotted tasks. Along with, an individual puts undividedconcentrationonthetaskssingle handedly. In context to the workforce, the set of traits must be utilized in mutual approach to resolve conflictsandissuesinordertoattainthe objectives with time efficiency. Inregardtothis,theimplementationsuch leaning of communication, interpersonal skills withknowledgehastobeusedtofulfill expectations and complete the tasks on schedule (Goetsch and Davis, 2014). Here, Employees have been allotted to finish tasks effectively by understanding the needs and requirements in organizational context. Itishelpfulinlayingademonstrationof competencies,beliefsandvaluesofan employee. Itdevelopsopportunitiesforemployeesto inculcate a sense of responsibility by delivering thebestthroughusingfeedbacksfrom organizing group activities. Itismeantforpersonalsatisfactionto understand the self worth on the whole. Itisrelatedtooverallprogressionof organizationalframeworkforgaining profitability. TrainingDevelopment 5
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It is the prospect to learn new skills with financial back up by enhancing knowledge in doing job. It is the action of learning innovative concepts to do assigned jobs to enhance the profits and revenues. It is a short term practice where the focus is on current positioning with respect to tasks or job. It is a long term technique based on future to manage the career front. Itputsinsightsontheemployees’ improvements in terms of work ethics and performance It gives insights on the complete preparation ofcombatchallengesandissuesofan organization. For the same, the individuals or group of people attend seminars, conferences at regular interval of time For this, it is a self assessment practice in which the person improves learning and skills (DifferencesbetweenTrainingand Management Development,2016). Training has several advantages like skills development, confidence gain with motivation to enhance productivity in positive manner Development involves coaching, mentoring, improving quality of work by balancing the profession and personal life. Figure2. Training and development 6
(Source:Training and Development,2018) Furthermore, the Kolbe’s cyclic learning theory has been considered here to understand this CPD. It is one of the most adopted theories that has emphasized on the utility of this process andhasfourstagesnamelyconcreteexperience,reflectiveobservation,abstract conceptualization and lastly, active experimentation. For the same, the employees encounter a new training or experience by incorporating new approaches and learning latest trends to combat the prevailing inconsistencies (Morgeson, DeRue and Karam, 2010). Along with, there is an imperative part of a reflective viewpoint in modifying opinions, thoughts and perception for better implementation. Lastly, its implementation must be of utmost significance to use their personal experience for brining radical changes to secure the future. Figure3. Stages of Kolbe’Learning Cycle (Source:McLeod, 2017) P4. Continuous learning and professional development to drive sustainable business performance It is defined as the procedure of record keeping with supervision of employees’ skills, knowledge and experience which are gained from both types of outlook such as formally and informally. With this rise of need for continuous learning, there must be understanding the importance of performance metrics for pushing the sustainable aspect in an organization. Also, 7
the benefits of this professional development consist of amplified participation to attain self- efficacy with continual learning in an integrated collaborative approachability amongst the employees. Moreover, it has become an integral part to understand CPD (continuous professional development) that support in the increased productivity and employees’ retention rate. In regard to the same, there are analyses that help in the identification and evaluation of competencies with respect to specialist and generalist roles that must be swapped to expand enhancements in performance management to satisfy the personal growth and overall assessment. Hereafter, one must be understandable that this journey of self growth with focus on improvising the environment at workplace needs proper time with discipline and sense of responsibility. Employees must be realized and treated as assets who in return would give their best efforts in accomplishing the tasks to fetch profits and revenue generation (Stewart, 2014). Moreover, learning at both individual and organizational levels must be promoted to lay the success path to be successful and enthusiastic for completion of tasks properly. However, there is an accessibility of interactive communication channel, which has given a strengthening bending by providing dialogue to know about the effective learning to grow knowledge, skills and technicalities in context to marketplaces. Additionally, this CPD creates a culture of employees’ engagement for sustainability aspects to tap the competitive advantages. It also comprises the current market segregation for workforce in terms of improved performance by empowering them on superior degree (Zhang, Di Fan and Zhu, 2014). In addition to this, it moves towards the new positions and advancements that can be gainedthroughconsistenteffortsofemployees.Furthermore,itprovidesassistancefor motivating and imbibing confidence and safeguarding the entire qualitative workplace cultural value with the help of tools and techniques through workshops, online forums; along with, there is a necessity for checking the altercations regarding the job markets that provide beneficial in adopting the benchmarking. Additionally, it leads to the preparation of functional units by buildinganassessmentofconstantloopcontainingthestagesoftheentirecontinuum professional development. 8
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P5. HPW for employee engagement and competitive advantage Definition of High Performance Work Culture: It is an integrated arrangement that brings a structured inspiration and enthusiastic participation for the entire workforce by determining the performance in the completion of conducting operations effectually. They focus on the training with a plan and budget, evaluating training, employee session, conducting reviews once a year or monthly basis as per the requirements are extremely interrelated with each other. Moreover, HPW has many factors that shed light on the contribution of all the working practices to achieve the objectives and goals for enhanced productivity and profitability (Gittell, Seidner and Wimbush, 2010). This has also led to engagement of workforce and management of competitive advantages in context of organization perspectives. Competitive advantages:It is that concept in which value creation gets the major importance to understand the current positioning of an organization in comparison with their competitors at the global markets. Here, proper designing of strategic planning must be employed in relation to quality incremental, cost leadership, innovation and more. It is an essential component in creating the architectural structure for an enterprise to withstand the competition at local, national and international levels (Decuyper, Dochy and Van den Bossche, 2010). However, due to emergence of technological advancements with onset of open economy, there is a complex expansionthatledtomanydiversifiedandradicalchangesincontexttothebusiness environment. Alongside, the employees also have pivotal contribution to bring socio economic changes at their workplace through maximizing the resources allocation, labor cost that defends their interests and expectations. Employees’ Engagement:It can be defined as the platform in which training; appraisal, job rotation etc. gets involved by accelerating the trust, respect and loyalty through incorporating techniques and tools to improvise the overall company’s performance. In this regard, there are number of strategies such as making communication channels better, following company’s policies and regulations properly, rewarding employees in completion of tasks, giving suitable opportunities for managing the synergetic effect that result in direct working practices. Along with, they must be aware of appraisals’ and reward systems to gain their attention towards gaining maximum outcomes through continuous working practices laid at the enterprises. For this,themanagementmaintainsthehighperformanceworkingsystembyensuringthat 9
employees’ go through several programs for bringing transparency in their code of conduct; along with, it may have to develop effective training programs, recruiting people for specific skills and encouraging organizational learning and teamwork. P6. Approaches to performance management Definition of Performance Management: It is the system of establishment of culture and work ethics by employees’ engagement by measuring it on the parameters like quality, feature or conduct. In regard to the same, there are types of performance management such as comparative, behavioral, attribute, results and quality (Roychoudhuri, 2018). The main advantages includes both extrinsic and intrinsic rewards system, giving-sending feedbacks through proper channel, providing advices to improve job related responsibilities by giving instructions clearly to target the expectations proficiently. Attribute Approach- Itisrelatedtothecharacteristicsofindividuals’fortheoverallorganization’s development. There are two rating scales that are used in this approach as graphic and mixed that has a scale rating of 1 to 5. Here, the company’s taskforce gets evaluated on the basis of low, medium and high levels. This approach is functional in measuring the performance metrics on thebasisofinnovation,cognitiveskills,decisionmakingabilitiesandcommunication. Nonetheless, this mixed scale is advantageous in comprehending an individual’s dimensional professionalism that can be represented with respect to the validation and reliability quotient in terms of good, poor and average (Gruman and Saks, 2011). Along with this, the graphic rating scale is considered as that benchmark to know the discrete continuum scale which reflects on number points for marking the performance through rater. 10
Behavioral Approach- It can be defined on the behavioral components for effectiveness and gaining cultural momentum so that organizations’ success can be exhibited through using dimensions like BARS etc. It is that approach that is used to estimate the overall management of shareholders, distributors with employees and success rate of corporations. In this, the most commonly used scale called as BARS, which stands for behaviorally anchored rating scales to measure the manners and outlook of taskforce and their performance metrics at different levels of performance. It is one of the oldest approaches with incorporation of reliable scale to have a detailed result by complete assessment of all the dimensional workings. Another measurement scale that is used is BOS (Behavioral Observation Scales) to understand the employees’ performance in efficient manner. This tool is more time consuming as compared to BARS but it provides accurate information. Nonetheless, it has become one of the accepted procedures to evaluate the strategies, profiles, jobs in context of the organizational strategic planning to make effective decision making Along with this, it also adds minute dependability with legitimacy by following these measures to maintain the employees’ and their cultural environment in competent way. CONCLUSION It has been summarized that development of individuals at both personal and professional level played important role in the successful progression of the organization. In addition to it, there was an emphasis on improvising the interconnectivity between competencies and activities that has underlined the professionalism. Moreover, effective outcomes have been discussed for improving employees’ relations in terms of competitive advantages and strategic decision making. Lastly, it proposed a foundation for both employers as well as employees to understand the cost effectiveness methodologies with time efficiency for overall sustainable performance management. 11
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Roychoudhuri,U., 2018.Performance Appraisal Methods for Startups & Small Businesses. [Online].Availablethrough:<https://www.sumhr.com/top-performance-appraisal- methods-startups-small-businesses/>. TrainingandDevelopment,2018.[Online].Availablethrough:< https://www.mbaskool.com/business-concepts/human-resources-hr-terms/8685-training- and-development.html. Unleashing the Potential of Individuals, Teams, and Organizations, 2018.[Online]. Available through:<https://www.managementconcepts.com/Training/Our-Philosophy>. 13