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Developing Individuals, Teams and Organisations (Doc)

   

Added on  2020-12-10

16 Pages4181 Words88 Views
DEVELOPING INDIVIDUAL, TEAMS ANDORGANISATIONSCONTENTS

INTRODUCTION.................................................................................................................................1SECTION – 1........................................................................................................................................1P1 identifying suitable knowledge, skills and behaviours (KSB) being needed by HR professionals across the department........................................................................................................................1P2 Evaluation of the Personal skills audit of an employee Jane Cambridge to determine training anddevelopment needs............................................................................................................................2P3 Evaluation of Dissimilarities amid organisational & individual learning, training and development......................................................................................................................................5P4 Continuous learning & professional development for sustainable business performance.............6SECTION – 2 (ESSAY)........................................................................................................................8P5, P6 Effective use of high-performance working (HPW) framework and performance management models to support high-performance culture................................................................8CONCLUSION...................................................................................................................................10REFERENCES....................................................................................................................................11

TABLE OF FIGURES Figure 1: Kolb’s learning theory................................................................................................6

INTRODUCTION The present business environment is very complex and each and every manager of thelarge organization is facing numerous problems in transforming their firm into a highperformance work system which encompasses right combination of people, technology andstructure that makes use of available resources efficiently and avails the opportunities fromthe external environment to attain firm’s objectives. All these elements should match witheach other in order to function as a high performance work system (Mee-Yan and Holbeche,2015). Thus, it is vital that those people who match up with the requirement of the firmshould be located, trained and motivated to enhance the level of productivity andprofitability. Current research report also aims to offer an understanding about howdevelopment of knowledge, skills and behaviour leads to high performance in anorganization. For this purpose, ASDA is being taken as a company. It is the leadingmultinational retailer of UK dealing in food, grocery, clothes and other merchandise (ASDA,n.d). As a graduate training human resource officer in the HR department of ASDAunderstanding of the role HR officer will be developed. Further, personal skills audit will bedone and personal development plan will be prepared. The final part of the writing will throwlight on learning and development within the company for driving sustainable businessperformance. SECTION – 1P1 identifying suitable knowledge, skills and behaviours (KSB) being needed by HRprofessionals across the department Talking in relation with ASDA, it operates as one of the leading food retailers in theUK and is offering wide range of merchandise in various markets. They have around 259stores all across the world which demands large number of human resource to manage theoperations. Since, there is too much competition within this industry, a competitive edge canbe created only through efficient human resource. As a Human Resource Officer of the firmthere is a need to develop, advice as well execute different policies related to the effectiveutilization of the staff in the firm. He is responsible to make sure that there is right balance ofworkforce in relation with skills as well as experience (Friedman, 2012). HR officer is alsorequired to engage in making arrangement for right training and development opportunitiesfor the employees so as to enhance their performance. It is the Human Resource department1

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