Learning Styles and Performance Evaluation
Added on 2020-06-04
18 Pages5697 Words31 Views
|
|
|
Developing Individual, Teams and Organisations
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Analysis of the professional, knowledge, skill and behaviours required by HRprofessionals...........................................................................................................................1P2 Analysis of the complete personal skill audit and identify appropriate knowledge, skill andbehaviour to develop professional development plan............................................................3M1 Personal reflection..........................................................................................................5TASK 2............................................................................................................................................6P3 Comparison between organisational and individual learning, training and development6P4 Analysis of the needs for continuous learning and professional development to drivesustainable business performance...........................................................................................7M2 Learning cycle Theory.....................................................................................................8P 5 Analyse that how HPW contributes to employee engagement and competitive advantagewithin a specific organisational situation...............................................................................9P6 Evaluation of various approach to performance management and demonstrate with specificexample.................................................................................................................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................14
INTRODUCTIONIn an organisation, employees play a very crucial role by which company can attain ittargets within reasonable time period. Human resources can largely help the organisation indeveloping business in more excellent manner. Organisational development is that practicesunder which overall improvement occurs either it is related to training of employees, redesigningpolicies and practices, technological implementation etc. However, actual development of anyorganisation is largely related to the enhancing individual skills and ability. The success andgrowth of the organisation largely depends upon the skill, ability and capability of theemployees. In this assignment, case has given on the Jane Cambridge who is HR officer in theMarks and Spencer company. Jane is required to improve his skill and ability in some area suchas information technology skill, communication skill, problem solving skill etc. The majorobjective of this report is to understand the ways through which organisation can develop theskill and ability of individual (Budhwar and Debrah, 2013) Difference between theorganisational and individual learning, training and development has been also included in thisreport. Furthermore, requirement for the continuous learning and professional development todrive sustainable business performance has been also discussed in this report.P1 Analysis of the professional, knowledge, skill and behaviours required by HR professionalsOrganisational development largely depends upon the skill and talented workforcebecause in the absence of human resource no organisation can attain its determined target. Inevery functional department of the organisation like human resource, operation, production,marketing, finance etc requires highly skilled workforce because in every business activity inevery sector presence of talented staff is vital. Thus, if company is going to develop and growthen it is very important to develop and improve overall workforce skill, ability and knowledge.As per the case scenario, Jane Cambridge is the human resource officer in the Marks andSpencer company which is world leading popular retail business enterprise in the UK. It dealswith consumer goods, services and accessories (Cummings and Worley, 2014). JamesCambridge requires improvement in his skills, abilities and talent in various areas such asinformation technology, communication, resolving complaints skill etc. In the HR department,HR manager plays a very crucial role who have various kinds of responsibility and role tomanage the employees so as they can effectively carry out their working in an organisation. It isvery important for HR manager to develop their skill, ability and talent in such manner so as1
they can effectively accomplish all task and responsibilities in human resource department. Janerequired various skill for his personal and professional development. The major role of HRmanager is to manage entire human resource and their working within the organisation. Inaddition to this, it is great responsibility of manager is to motivate, recruit, encourage employeesso as determined objective can attain at the right time. Furthermore, HR manager have to designsuch effective HR practices, policies and strategies through which employees can effectivelycarry out their working within the company in an effective and efficient manner. In the Marksand Spencer company, HR manager is required to have professional skill, knowledge andbehaviours which assist them in attaining the human resource need and manage them inexcellent manner. -Relationship building skill- This is one of the most important skill and competencieswhich required in the Jane as human resource manager in the Marks and Spencer. It isgreat responsibility of human resource manager to maintain healthy relationship withemployees so as they can motivate and encourage in producing high quality work Erezand et.al., 2013). With help of healthy relationship, HR manager can influence employeesfor attaining objective for company. In addition to this, HR manager have greatresponsibility to analyse the issue and conflicts among employees and find out bestsolution. Thus, for addressing these practices, they have to maintain good relationshipwith workforce.Communication- This is another best skill and competency which is required in thehuman resource manager in the Marks and Spencer. This skill helps manager indiscussing the several problems and issues among the workforce and find out the bestsolution for them. HR manager must possess good communication skill in order tointeract with outsourcing providers, union leader, public official and employees withinthe organisation. In addition to this, in order to announcing policies practices and otherinformation in various department, communication skill requires in HR manager.Technical skill- This is another skill and competency which required in the Jane as ahuman resource manager in Marks and Spencer. With assistance of this skill and ability,HR manager can easily operate computer, and other technical equipment in the companyfor operate business activities and function (Gardner, Gino and Staats, 2012.2
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents