Developing Individual, Teams and Organisations

DEVELOPING INDIVIDUALS, TEAMS
AND ORGANISATIONS
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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. Analyze differences between organizational and individual learning; training and
development.................................................................................................................................7
P4. Analyze the need for continuous learning and professional development to drive
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
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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.
Figure 1. Cyclic approachability for developing individuals, teams and organizations
(Source: Unleashing the Potential of Individuals, Teams, and Organizations, 2018)
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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: HR uses their charming personality in ethical mode and implements their
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.
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