Developing Individual, Teams and organisations

This document discusses the appropriate knowledge, skills, and behavior required by HR professionals. It also explores the key elements of a high-performance working system and the benefits of applying it. Additionally, it discusses different approaches to performance management.

Developing Individual, Teams and organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Determine the appropriate and professional knowledge, skills and behaviour that are required
by HR professionals.....................................................................................................................1
SECTION-2.....................................................................................................................................4
A) Key elements that make up high performance working system:............................................4
B)Benefits of applying HPW system:..........................................................................................5
C)Approaches to performance management:...............................................................................7
REFERENCS...................................................................................................................................9

INTRODUCTION
Individuals can be developed by organization by giving them proper training and
providing them with effective learning. This can be done by company by making sure that the
employees really do understand their role. Present report will lay emphasis on High Town
housing. Report lays focus on the appropriate and professional knowledge, skills and behaviour
that are required by HR professionals. Report will also present the personal and professional
development plan. It will also lay emphasis on key elements of High performance work practice.
Present report will also lay focus on elements of High performance work practice.
MAIN BODY
Determine the appropriate and professional knowledge, skills and behaviour that are required by
HR professionals.
There are various skills knowledge and behaviour which is required by HR professional. Various
different kind of skills can be needed by HR so that they can enhance their efficiency. These
skills can include the following:
Skills required by HR- HR professional need some skills to done their work well. There is
analysis of some skills which are important for human resource skills.
Communication skills- It is one of the most important skill in HR job. It is essential in human
resource management, as the HR professional is the connection between the business and the
employee. Communication skill will help HR professional to improve their relationship with
other employees. This can support them in building employee loyalty. (Moxen, and Strachan,
2017)
Recruitment and selection- Another often mentioned HR skill involves recruitment and selection.
Finding qualified candidates, selecting the best, and exploring if there’s a match between the
candidate, the company and the manager is one of the most important HR tasks.
Teamwork- Teamwork is one of those HR skills that is impossible to avoid. As an HR
professional, they’re expected to work together with your colleagues in HR and with managers in
the organization. Working in team also helps organization in increasing the productivity and
efficiency of organization. It also makes the relationship of employers and employees better
(Liljenberg, 2015).
HR Knowledge-
1

Hr professional needs to have knowledge related to organizations so that they can work
better. The knowledge will help them to complete many other skills and competencies. It helps
in understanding the recruitment, selection, data reporting, and other personnel process. In order
to increase the knowledge of HR professionals effective training and learning can be provided to
them by organizations. HR professionals must have knowledge related to all the departments so
that this can help firm in growing. The basic knowledge that every HR have are that the knows
the principal and process for providing personal services to customer. They need to have
technical knowledge. Also Hr professional must have knowledge related to how to manage
people. (Stompff, Smulders and Henze, 2016).
HR Behaviour-
There are some guidelines that how HR will behave towards their organisation and employees.
These as are-
Customer focus- As a HR I need to understand the wants and needs of customers to provide and
accurate, complete and service on time (Moxen, and Strachan, 2017).
Teamwork- HR should have to work cooperatively with everyone to achieve company and team
goals.
Create problem solving- As a HR I have to bring new valuable ideas and use these ideas to
solve problems and develop improved processes and methods.
Continuous learning – I will Show a commitment to continuous learning and improvement of
self, others, and Duke practices.
Detailed personal skills audit
Professional
skill
1 2 3 4 5
Communicatio
n
1
Honesty 1
flexibility 1
Teamwork 1
Decision
making
1
2

According to me when I communicate with employees I felt that employees do hesitate to share
and communicate with me their needs, problems and demands. I need to improve my this skill so
that I can achieve my team objectives and goals. So that employees can handle work very easily
without taking any stress. Completing work with flexibility is the good factor in them.
Teamwork is impressive because when they want to achieve any task they will work together
and give their best performance together to earn the goals. According to me somewhere in
decision making employees are average they get confused in taking any decision and this will
taking long time do complete their work(Stanton and et.al ., 201).
Professional development plan-
S.R. Learning
objective
Target
proficiency
1-5
Opportunity
for
development
Success
criteria
Time span
Communicatio
n skills
As I know
myself I am
not good at
communicatio
n and at the
time of hiring
someone I feel
that I am
lacking
somewhere so
I rate myself 3
out of 5.
As I want to
improve I will
use this
process on
regular basis
which
improves my
skills I will
watch videos
and interact
with more
peoples.
In future my
communicatio
n skills will be
better I will
take decision
as my own and
complete my
objectives in
effective
manner.
2 weeks
Time
management
I am not good
at handling
work load and
this is
disturbing
whole and
because of this
I cant manage
my work so I
rate myself 2
in this.
By spending
more time on
work I will get
the mistakes
that where I
am lacking so
next time I
will perform
my work
before time
without any
problems.
Through this I
will be
punctual and
focused for
any specific
work that I
have to
complete this
work before
time.
3 weeks
Leadership I know I am
good at
leading and I
know how the
work will be
As I know I
am having
good qualities
of leader so I
will handle a
By handling
huge team I
get a
experience
that how to
5 weeks
3

done and I
know how to
lead the team
so I rate
myself 4 in
leadership.
big team under
me
manage
peoples.
SECTION-2
A) Key elements that make up high performance working system:
High performance working system are the practices which are done in order to motivate
the working conditions of the workers which boosts up the knowledge and working capability of
the workers within organization*(Gillard and et.al., 2017). Elements that make high performance
working system are:
 Motivation
 Incentives
 Rewards
 Face to face interview
Motivation- Motivation is the key which boosts up the performance of the workers which are
working under the organization. A good leader always motivates and supports its workers which
are working under them. Motivation boosts up the workers and helps them to do better and
increases the ability to achieve their goals and objectives. An organization can engage in
motivating employees by providing them with rewards and incentives. Motivation can be in the
form of training and workshops which are conducted to work for betterment of the firm. A leader
always motivates which attains the interest of the workers which help in achieving the tasks and
objectives. A proper guidance can help in the motivation of the employees(Hawkins, 2017).
Incentives- Incentives can be an extra bonus which a company provides for the outstanding tasks
which are achieved by the workers. Incentives can be the praise of work for the outstanding
achievement of the workers which keeps them motivated and boosts up the performance of the
workers. Incentives can be extra bonus like additional salary or compensatory leaves which
keeps the workers motivated and boosts up the working enthusiasm of the workers. Incentives
helps in keeping the workers motivated and to support the working structure of the firm.
Incentives help in keeping the workers intact in the organization which helps in the development
of the firm and the workers. Incentives boosts up the performance of workers.
4

Reward- Reward can be the bonus which are provided to keep the workers intact in the
organization which can be done to keep the workers motivated and help in the development of
the workers which can be provided them with rewards, reward management can be done to
motivate the workers rewards boosts up the working capability of the workers which can be
beneficial to the firm. HR department of the firm must keep the strategies which can motivate the
workers. Rewards can be facilitation of performer of the month or week, which helps other to be
motivated and work enthusiastically. If the performance is not linked to outcomes it will lead to
less enthusiasm in the workers.
Face to face interviews: It is carried out to motivate the workers which can be done by solving
their queries regarding the work which can be done interaction with the workers. This can be the
feedback to the workers which can help in the growth of the workers which can help in the
generation of profit to the firm (Hawkins, 2017). Face to face interviews are the direct approach
to the seniors which can help in any query in the organization. Which can boosts up the
knowledge and skills of the workers. A direct involvement with workers motivates workers ad
ensures its sustainability.
B)Benefits of applying HPW system:
HRD within any organisation are highly critical for any organization. It aims for providing
support and function of the organization from providing the talented skilled labours to
management and development of the workers. As workers are the assets to the firm and are of
great importance to the firm.
Benefits of HPW are:
 expedition of recurring tasks through automation.
 Improve ability to reach large candidates.
 Ability to apply higher standards candidates.
 Potential for greater employee engagement.
 Decrease the uses of paper material and saves the cost of the company
 training capability should be improved by the LMS and features should be developed
 in the payroll it will help to decrease the errors and the risk
 the collaboration of the company should be improved
 ability of time and attendance should improved and accurate
5

 with the use of the analytical and integration data of the company it helps to improve the
decision making of the high town housing.
Improvement in the productivity of the HR:
there are lots of advantages of the human resource information systems and helps to
improve the productivity of the employees of human resource. These system helps to improve
the management of the finance by the task of payroll processi8ng in the high town housing. In
the high town housing most of the task takes lots of time but with the help of the HRIS it reduces
the time efficiency of the company. This system will give the fast and easy way to complete the
task or even automatically possible under this system(Liljenberg, 2015).
Analysis of performing:
Performance can be measured by the organization by making use of tools like KPI and
benchmarking. The employees of the high town housing collect all the information in the short
time and measure all the information and the data in the appropriate manner. After the
implementation of this HRIS system it will gives lots of advantages in different types tom the
high town housing.
Reduction in the errors:
High performance work practice also helps in reducing the errors. By making less errors
firms productivity will be increased. This system helps to improve the reputation and image of
their company. HRIS make sure that the high town housing makes the rules and regulations easy
and decrease the penalties on the business.
C)Approaches to performance management:
An effective performance management can be done in order to provide a strategic goals and
objectives which needs to be achieved creating a sustainable environment to the workers. This
includes:
 High town Housing can help individual’s contribution to the task defined which can help
in the growth and development of the firm (Gillard and et.al., 2017).
 High town Housing must align individual goals with key business objectives.
 High town Housing provides a system to track the work of the workers.
 High town Housing must provide disciplinary measures for tracking progress against
goals and taking actions in cases where needed.
6

To achieve the tasks by High town Housing, they must keep the performance management active
and tracking the record so as to create a high performance work system at High town Housing.
This features ensures the generation of high performance working of the firm(Payne and Calton,
2017).
Management by objective:
The process of setting objectives in the organization to give a sense of direction to the employees
is called as Management by Objectives.
It refers to the process of setting goals for the employees so that they know what they are
supposed to do at the workplace. this approach helps in improving the working conditions for the
firm as well as for the workers. Steps used to carry out the management by objectives are:
 Determine the objectives of high town housing society.
 Translate the objectives to workers in the form of task they need to carry out at High
town Housing Society(Mosadeghrad, 2015).
 Analysing the participation of employees by setting individual objectives which helps
in high performance working system at High town housing society.
 Monitoring the progress of employees of the firm which facilitates high performance.
 The final evaluation of performance and rewarding the workers.
This is carried out to evaluate the key objectives by the high performance operation at High town
Housing society. Which can help in the evaluation of the key objective and trace the performance
of the workers, which helps in the growth and development of the firm.
360° feedbacks:
This is one of the most important approach of performance management. In this
organization is being engaged in taking feedback from employees so that they can improve their
performance. High town housing society aims to keep the firm intact this review process helps
the High town housing society in keeping the record of the workers. It is a system or process in
which employees receive confidential, anonymous feedback from the people who work around
them. It aims to develop a strategy and provide a strategic balance to work for the betterment of
high town housing society. Which helps in improvement of the firm this gives us the feedback of
all the work done and helps in the management of the rewards and incentives which can help in
the working strategy of the workers of High town housing society(Moxen and Strachan, 2017).
7

8

REFERENCS
books and Journals
Gillard, S and et.al., 2017. Describing a principles-based approach to developing and evaluating
peer worker roles as peer support moves into mainstream mental health services. Mental
Health and Social Inclusion, 21(3), pp.133-143.
Hawkins, P., 2017. Leadership team coaching: Developing collective transformational
leadership. Kogan Page Publishers.
Liljenberg, M., 2015. Distributing leadership to establish developing and learning school
organisations in the Swedish context. Educational Management Administration &
Leadership, 43(1), pp.152-170.
Mosadeghrad, A.M., 2015. Developing and validating a total quality management model for
healthcare organisations. The TQM Journal, 27(5), pp.544-564.
Moxen, J. and Strachan, P., 2017. Managing green teams: environmental change in
organisations and networks. Routledge.
Payne, S.L. and Calton, J.M., 2017. Towards a managerial practice of stakeholder engagement:
Developing multi-stakeholder learning dialogues. In Unfolding stakeholder thinking (pp.
121-135). Routledge.
Stanton, N.A and et.al ., 2017. State-of-science: situation awareness in individuals, teams and
systems. Ergonomics, 60(4), pp.449-466.
Stompff, G., Smulders, F. and Henze, L., 2016. Surprises are the benefits: reframing in
multidisciplinary design teams. Design Studies, 47, pp.187-214.
9