Developing Individual, Teams and Organisations - Vodafone
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Added on 2020-10-22
Developing Individual, Teams and Organisations - Vodafone
Added on 2020-10-22
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DevelopingIndividual, Teamsand Organisations
Table of ContentsINTRODUCTION...........................................................................................................................1SECTION 1......................................................................................................................................1P1 ..........................................................................................................................................1(A) Determine appropriate knowledge, skills and behaviour required by HR professionals.1P2 ...........................................................................................................................................2(B) Analysis of personal skills audit for an employee to identify training and developmentneed and create professional development.............................................................................2C) Professional development plan for Jane Cambridge.........................................................5P3 ...........................................................................................................................................7(D) Analyse differences between organizational and individual learning, training anddevelopment...........................................................................................................................7P4 ...........................................................................................................................................8(E) Analyse need for continuous learning and professional development for sustainabledevelopment...........................................................................................................................8SECTION 2....................................................................................................................................10P5 Analysis role of HPW contributes to employee engagement and competitive advantage10P6 Evaluation of different approaches of performance management in high performance.13CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................15
INTRODUCTIONDeveloping individual means to train and create awareness about current working style.This also helps to identify potential skills and competencies within individual and actions aretaken to improve it. Individual's competencies can be developed with the help of training anddevelopment program such as on the job, off the job training (Anagnostopoulos, Byers andShilbury, 2014). This report is based on Vodafone which is telecommunication operator havingheadquartered in London. In this report there is discussion about knowledge, skill and behaviourrequired by HR professionals, factors to be considered for sustainable business performance,contribution of High performance working to employee engagement and competitive advantagewill be discussed. Role of performance management, collaborative working and effectivecommunication for high performance culture and commitment will be studied in this report aswell. SECTION 1 P1 (A) Determine appropriate knowledge, skills and behaviour required by HR professionalsHuman resources professional is the person which deals with workers of organization(Boer and et. al., 2017). They are responsible for making workers comfortable at work place andevaluate their performance as well. Human Resource manager has to deal with differentemployees working in various departments in order to know their perception. The various skills,knowledge and behaviour which are to be possessed by HR managers are mentioned below: Skills to be possessed by HR professionals are as under-Time management- HR manager mus have to review salaries, compensation,remuneration of workers at particular time. They have to prepare and present data of employeeswithin assigned time. So it is essential skill for HR manager to perform task in effective manner.Negotiation skill- HR managers of Vodafone has to deal with variousdepartments suchas sales, marketing, etc. having number of individual. There is difference in mindset ofemployees, in this case manager must possesses negotiation skill to deal with them and resolvethe major issues and challenges encountered.Knowledge to be possessed by HR professionals are as under-Personnel and human resource- Human resource manager must have degree at the ofmaster with stream of HR (Bolden, 2016). When manager have knowledge about HR policies,1
then they can easily frame policies for upliftment, remuneration, promotion of workers. In caseof change in these policies, it must be conveyed to employees by HR manager. HR managersmust be able to prepare data of employees, performance appraisal, promotion, employeeshandbook, etc.Knowledge of legislation- Health related acts, safety and security act, etc. must be knownby HR manager. This helps them to make safe and secure environment which helps to creategood and safe environment. In case of any dispute between organisation and employees in thisHR manager must possession knowledge about legal norms and regulations. Behaviour to be possessed by HR professionals are as under-Transparency- Behaviour of HR manager is important because they deal with differentworkers and solve their grievances. Manager must work with the policy of transparency thishelps to create good relations with workers and they are also aware of plans and policies relatedto personnel. Solution oriented- HR manager is the person who solves problem of workers. As thereare many employees from different background, culture, etc. so this is responsibility of HRmanager to analyse their problem and resolve them (Bourne, 2016). This helps to maintain goodenvironment within organisation. This reduces possibilities of conflict among workers and henceperformance of workers can be improved. P2 (B) Analysis of personal skills audit for an employee to identify training and development needand create professional developmentThere are many skills present in every individual which are to be evaluated regularly fortheir improvement. These skills helps individual to gain good image in organisation and performoperations according to market trends. Skill audit is an tool which helps to know about level oflearning which is effective and significant for growth and development of organisation(Cherubini and Nielsen, 2016). Skill audit is recording and collection of skills of individual andfuture requirement at specific job place. Personal skill audit is because managers can work inorder to reduce gap between current skills and requirement of skills with the help of training anddevelopment. Personal skills audit of Jane Cambridge is described below:SkillVery GoodGoodAdequateLittle or no2
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