Developing Individual, Teams and Organisation | Assignment
Added on 2020-11-12
16 Pages5220 Words491 Views
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Developing Individual, Teamsand Organisation
Table of ContentsINTWRODUCTION........................................................................................................................1LO 1.................................................................................................................................................1Determine the appropriate and professional knowledge, skills and behaviours that are requiredby HR professionals in an organisation..................................................................................1Personal skills audit to identify appropriate knowledge, skills and behaviours and develop aprofessional development.......................................................................................................2LO 2.................................................................................................................................................6Overview of organisation.......................................................................................................6Differences between organisational and individual learning, training and development......6Need for continuous learning and professional development to drive sustainable businessperformance............................................................................................................................8Understanding of how HPW contributes to employee engagement and competitive advantage................................................................................................................................................9Different approaches to performance management (e.g. collaborative working)................10CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13
INTWRODUCTIONDevelopment is indispensable in a firm for rapid growth in competitive businessenvironment. Thus, it is necessary maintain continuous development of individual, organisationand working teams in regard of creating efficient outcome out of the operated actions (Belbin,2012). It is requisite for an organisation manager to aid people of company, lead personnel anddirect their operations to achieve their set target and goals. This report is associated withStarbucks which is an international coffee chain and American Coffee company which wasenlisted as one of the largest coffee chain worldwide. The assessment will discuss variousknowledge, skills and behaviour i.e. required for an HR professional. This will also evaluatepersonal skills audit technique, training and development along with individual and organisationlearning for further development of organisation. This will also assess role of high performingworking within a company. Basic concepts of performance management and its variousapproaches will also be elaborated to understand how this help organisation in sustainabledevelopment and better outcome in a company. LO 1Determine the appropriate and professional knowledge, skills and behaviours that are required byHR professionals in an organisationGenerally, human resources refer to the administration of employment legislation inregard of dealing with firing and retirements practices. Therefore, human resource manager hassignificant role in the administration of personnel of workplace. Starbucks is a large companywhich mainly focus on more satisfied workplace in order to provide effective service delivery totheir consumer (West and et. al., 2014). HR of organisation will need some specific skills,knowledge and skills in order to provide improved productivity and a better workplace toStarbucks which is mentioned as below: Skills Required by HR: Communication skills: This is one of mandatory functional skills which should have inHR professional as they are accountable for creating proper communication amongworker and organisation.Human resource manager of Starbucks should be a goodcommunicator to elaborate all policies and information of organisation to personnel,conduct reviews deliver presentation to employee and direct meditation. 1
Decision-making skills: Human resource manager is liable for undertaking essentialdecision of an organisation from resolving disputes among worker to recruiting andtraining them. Therefore, it is fundamental for HR of Starbucks to have good criticalthinking capabilities and decision making skills to manage negative consequences andtake appropriate decision. Behaviour Required by HREthical Behaviour: Starbucks’s HR professional sets the structure of conflict resolutionwhether among organisation or its employee. Hence, they are liable for managingpersonal information and handling sensitive problems of company. Thus, HR managershould have ethical behaviour to corporate with issues so that future conflicts can beavoided before their emergence(Mahembe and Engelbrecht, 2014). Confidentiality: HR manager should be more confidential in behaviour to manage workactivities, policies and worker information within Starbucks only.Knowledge Required by HRContract Law and other legislation: Knowledge of legal codes, contract law courtprocedure, precedents etc. are essential to have within an HR professional of Starbucks inorder to appropriately creating policies, functions workplace and manage the ethicalpractices in more authentic manner (Berry, 2011)Personnel Management: Information of personnel management, workforce planning andresourcing, training and development etc. are significant for HR manager of Starbucks tofocus on collaborative working and effective outcome along with productive workenvironment in company. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop aprofessional development A key information piece that an organisation requires is to consider what knowledge,qualities and skills their personnel have. Thus, skill audit can be defined as the process which canbe opted to set the gap qualification and skills in an organisation (Swanwick and McKimm,2017). As an HR professional of Starbucks, i should continuously conduct proper skill audit tomatch the skills and qualities which is needed in the company within an HR. Here is mentioned askills analysis of my own through using SWOT analysis mentioned as follow: 2
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