Developing Individual, Teams and organisations - Assignment

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
The aim of this unit is to provide opportunity for students to appreciate that developing
skills and knowledge to achieve high performance. Students will find out their own professional
development is a single way to improve performance of teams and organizations in which they
are working. They will also attain the awareness of the circumstances in which learning takes
place and how development needs are connected to learning interference aimed at supporting the
strategy of the organisation. On successful completion of this brief, students will put the
foundations for their own to continue their professional development which will help them in
future to engage in lifelong learning. According to this project there is a discussion of
requirement by HR which are skills, behavior and knowledge and with all of them how they use
them to develop a professional plan. Their is a importance of individual learning, training and
development and through different approaches how it is supporting high performance culture and
commitment.
MAIN BODY
Determine the appropriate and professional knowledge, skills and behaviour that are required by
HR professionals.
The quality outcomes comes only when quality people management exist and HR has a
important role to give shape to the HR. The problems faced by line managers and leadership and
they are the vital players and in front of the challenges in people management, and it influence
micro factors to shape people. The HR professional only look for good heads after protect the
essential including common sense.
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- According to me communication skill is important skill in HR job
openings. It is essential in human resource management, as the HR professional is the connection
between the business and the employee. On one hand, I am activist for employees and on other
hand, I represent the employer. Handling their questions efficiently and complaints is the key to
generalist roles.
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
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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, you’re expected to work together with your colleagues in HR and with managers in
the organization. Working together internally by actively aligning HR activities benefits both the
organization and HR.
HR Knowledge-
It is an important skill for HR. past work experience, or educational background in HRM
or industrial psychology are very helpful. HRM knowledge helps to complete many other skills
and competencies. It helps in understanding the recruitment, selection, data reporting, and other
personnel process. An educational background in HRM helps to develop the soft skills which are
helpful in coaching and communication. The knowledge is very essential for an HR because
through knowledge an HR can develop and can attain a growth for their company. The basic
knowledges that every HR have are that he knows the principal and process for providing
personal services to customer. He have good knowledge in laws, legal codes, procedures of
courts. He knows how to train their employees in effective way that will help it to achieve
success for organisation(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.
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
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Professional
skill
1 2 3 4 5
Communicatio
n
1
Honesty 1
flexibility 1
Teamwork 1
Decision
making
1
According to me when I communicate with employees I feel that employees are hesitate to share
things with me they are cooperative but in personal matters they are facing issues but when I
look for their honesty then they are 100 percent loyal to the company. They are always genuine
to the organisation. The flexibility is very good. They 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
By spending
more time on
work I will get
the mistakes
Through this I
will be
punctual and
focused for
3 weeks
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disturbing
whole and
because of this
I cant manage
my work so I
rate myself 2
in this.
that where I
am lacking so
next time I
will perform
my work
before time
without any
problems.
any specific
work that I
have to
complete this
work before
time.
Leadership I know I am
good at
leading and I
know how the
work will be
done and I
know how to
lead the team
so I rate
myself 4 in
leadership.
As I know I
am have good
qualities of
leader so I
will handle a
big team under
me
By handling
huge team I
get a
experience
that how to
manage
peoples.
5 weeks
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 boots up the workers and helps them to do better and
increases the ability to achieve the motives. Motivation is set by the extraordinary work you
achieve which sets the example for others. 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).
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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.
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. 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.
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 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
 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:
this system helps the employees of the high town housing by giving ability to done the
calculations faster. The employees of the high town housing collects all the information in the
short time and measure tall 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:
with the use of this system in the high town housing it create the ability to decrease the
risk and errors of the human resource. 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:
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 High town Housing can help individuals contribution to the task defined which can help
in the growth and development of the firm.
 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.
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:
This aims in the development of the High town Housing Society which helps in increasing the
performance by focusing on the key objectives which are taken up by the organization which
helps in the development of High Town Housing society, it compares the working conditions
with the actual conditions which must be carried out for the development of the firm. It improves
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° feedback:
An organization always strive to keep the worker in track all the workers do not give
satisfactory results which helps in the generation of the revenue to the firm. High town housing
society aims to keep the firm intact this review process helps the High town housing society in
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keeping the record of the workers. It is a performance feedback which every worker are provided
with the improvement of the workers. 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).
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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.
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