Developing Individuals, Teams and Organisations

DEVELOPING
INDIVIDUALS,
TEAMS AND
ORGANISATIONS

TABLE OF CONTENT
INTRODUCTION......................................................................................................................3
TASK 1......................................................................................................................................3
P1 Knowledge, Skills and behaviour of human resources.................................................................3
P2 Develop a personal skill audit.......................................................................................................5
P3 Differentiate between organisational and individual learning.......................................................7
P4 Need of continuous learning and professional development.........................................................8
TASK 2....................................................................................................................................10
P5 Importance of HPW....................................................................................................................10
P6 Approaches of performance management...................................................................................11
CONCLUSION........................................................................................................................12
REFERENCES.........................................................................................................................13

INTRODUCTION
It in this modern era, business entities are focused upon managing its workforce and
teams in order to gain higher productivity and efficiency. It also helps in accomplishing
competitive advantages in a certain time period. The human resource manager of the firm is
liable to provide training and development assistance to employees in order to improve their
skills and knowledge. Beside this, they also focus on improving performance of employees in
order meet market trends and customers’ needs (Bolman and Deal, 2017). WALMART is the
chosen organisation in this present assignment; it is one of the largest retailer supermarket
chain over the world. Apart from this, the report will be defined skills and knowledge of
human resource manager. Significance of organisational and individual will be also described
in this assignment. Readers will also come to know the role of HPW in employee
engagement. Furthermore, different approaches will be also explained later.
TASK 1
P1 Knowledge, Skills and behaviour of human resources
In order to manage and organise workforce in an effective manner, various business
entities are hired HR personnel. He or she is the person who carrying out working activities
into right direction which are liable to achieve goals and objectives of the firm. In
WALMART, human resource managers are able to identify employees needs and wants and
trying to fulfil them in the best possible. It helps in enlightening perform level of people at
workplace (Salas and et. al., 2012). The main objective of HR is to get optimum utilisation
of human resources in efficient way. Such persons find out the requirement of workforce in
overall organisation and then make recruitment plan accordingly.
Skills of Human resource managers
 Organiser – The foremost skill of HR manager as he or she is able to organise all
activities and tasks. HRM is an orderly approach it includes managing files, short time
management skills, personal efficiency etc. Therefore, a well organised project is able
to achieve high market growth and success.
 Multitasking – Another skill of HR managers is- they are able to deal with various
situations in singe time. This ability differentiates people from others and provides
them great opportunities in future. In addition, he should be able to adapt changes and
move fast accordingly.

 Active communication – Strong communication skills of HR professionals helps them
to interact in an effective manner. They have good communication with higher
authorities as well as employees. It would be assistive in sharing ideas and making
effective decisions at workplace.
 Problem solver – HR personal are able to identify various problems and find out
appropriate solution for the same. In a multinational business organisation, i.e.
WALMART there are several number of people are working. All of them have certain
issues and conflicts which needs be reduced.
 Dual focus – Staff members expected that their managers are concerned towards their
issues and problems (Leonard, 2011). In this perspective, HR professionals have to
pull off this delicate balancing act in order to win trusts of all employees.
 Judgemental – One of the important skill of HR manager is to put right people at right
place which aids a business to diversify and grow. The person has to be judgemental
while delegation of authorities between and implementing policies within companies.
 Working together – The person is able to work together with all departments. It gives
strength business activities and operations and makes them more effective.
 Team building skills – At last, HR managers have to be a good team builder. Team
building skills help people to gain better outcomes from available resources in a
pervasive way.
Knowledge of Human resource
 Effective knowledge of strategic planning – HR manager of WALMART should have
excellent knowledge of developing business strategies and policies. It involves
implementation of certain activities which are able to meet vision and mission of the
firm.
 Training and development – The person also have knowledge, i.e. how to organise
training and development sessions for employees by determining training needs in
particular areas. It aids in improving skills or competencies of employees.
 Recruitment and selection – HR managers should be aware about recruitment and
selection process. In this context, a balancing set of decision making as well as
impressive interpersonal skills are required while hiring people for workplace
(Seibert, S. E., Wang, G. and Courtright, 2011).