Report on Skills, Behaviour and Knowledge Require for HR
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Added on 2020-06-04
Report on Skills, Behaviour and Knowledge Require for HR
Added on 2020-06-04
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Developing Individual, Teamsand Organisation
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1. Knowledge, skills and Behaviour (KSB) required by HR professional...............................1P2. Audit of the personal skills of staff and a PDP.....................................................................2TASK 2............................................................................................................................................4P3. Difference between the organisational and personal learning..............................................4P4 Requirement of continuous learning and professional development.....................................6TASK 3............................................................................................................................................7P5. HPW contribution to employee engagement and competitive advantage............................7TASK 4............................................................................................................................................8P6 Approaches of performance management ............................................................................8CONCLUSION................................................................................................................................9REFERENCES..............................................................................................................................10
INTRODUCTIONThis is fundamental for an organisation to support and encourage their individual andskills for meeting the desired objectives. Success is joint collaboration of worker and employerwhich helps in achieving certain impossible task as well as enhance efficiency of work. Each andevery team in a company includes various different types of people along with certain abilitiesand ideas that has to be improved within time period (Barber, 2012). The Whirlpool corporationis an multinational American manufacturer and home appliances marketer. The organisation hasfaced 'company crisis' in 2011 after which they planned to restructure the company in order tomanage and rearrange success elements. Understanding the need of individual growth, firmconsider this as major element, planned to develop some programs of development. This reportwill discuss about skills, behaviour, and knowledge require for HR to understand the factors thatcan be consider for sustainable performance of business. Also they will analyse Highperformance working, performance management and collaborative working to form effectivecommunication in organisation. TASK 1P1. Knowledge, skills and Behaviour (KSB) required by HR professionalIn any organisation, department of HRM has the major role in the better productivity andperformance of an organisation. These duties or role changes according to employeerecruitments, negotiation of salary and for various causes. An HR have to handle various worklinked with personnel of company which is why they have to attain a certain criteria ofknowledge. Here are mentioned few of those knowledge, skills and behaviour that a humanresource manager should have: Required Knowledge for HRAn HR manage documentation to recruitment and negotiation process for employeemanagement (Darling-Hammond and McLaughlin, 2011). Thus, they require multipleknowledge for proper functioning of personnel. Here are mentioned some knowledge criteria forHR: HR should have idea or some specific criteria of legal knowledge linked withemployment and business organisation as they can implicate this while managingworkplace policies and guidelines. Knowledge related to Excel Sheet and other computer software for managing records andother data such as leave and wage allocation etc. HR BehaviourThe professional of HR should include some specific skills and physiological knowledgethat they can for hiring and selection of new employee in organisation in order to judge them onbasis of their behaviour (Barber, 2012). Manager of Human resources should be communicative,polite and decision-making behaviour for working with employee and managing their workplaceenvironment. HR SkillsHR should have some specific skills for managing work and worker which AREmentioned as below: 1
Communicating: In order to work or perform a task in coordinative and proper way, thisis required to establish a good relation in an organisation. An HR plays a role ofcommunication bridge among worker, organisation and employer conveying the messageof all groups in effective way (DuFour and DuFour,2013). Thus, this is essential for themto improve their interactive skills for managing the issues and problem solving thatemerge among workers. For this, they need to organise proper training and developmentprograms that can help in learning speaking skills and enhance their personality formanaging employee in more significant way. Multitasking: For catering work efficiency and coordination among members of staff, an HRshould be known of various types of knowledge personnel management, administration,technical knowledge etc (Darling-Hammond and McLaughlin, 2011). Thus, they have to bemultitasking skills to mange work at the same time solving issues emerge in various division oforganisation. They should be able to managing performance of worker and organisation to createbetter product and service quality. Negotiation: It is the major and most required skills that is necessary for an HR tomanage professional level of worker and their growth. The experts of human resourcemanagement should understand how to deal with the condition or conflict situation whereboth of groups can have some benefits as well. This process is assisting whiledetermining wage of worker that help in getting promoted so the organisation can availitself with the productive ideas of employee. Through assistance of this type of skills, onecan manage their disputes and issues and satisfy both of groups who is involved in themajor issues, Whirlpool organisation require an HR that can handle the work atworkplace as well as organise some activities for enhancing performance of employee atthe same time. Whirlpool is an organisation that is planning to restructure their programs and internalstructure of enterprise in order to make the workplace more productive and workable. Thecompany have determined to encourage and enlarge the abilities at work through managingtransparent communication, mutual respect and solidarity at work for which the company requirean HR with effective skills. This types of personal with defined skills, knowledge and behaviourscan help organisation in proper execution of plan in effective way. P2. Audit of the personal skills of staff and a PDPTraining and development is require elements that is being organised by a largeorganisation for understanding and managing their worker performance (Esposito, Berlin andLal, 2012). Although Whirlpool might have some good skills, better employee staff andproductive products and skills, a skill audit is required for understanding some need skills andabilities of HR professional of Whirlpool organisation in order to manage the performance andprograms of restructuring the work. Following are the audit of skills for Whirlpool's HR toanalyse need of training and development: First Step: Skills Audit AnalysisSr. No.Skills and CompetenciesSelf-assessedScoreScore from othersVariances1Team Building Ability89-12
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