Developing Individual, Team and Organisations

This report analyzes the skills, knowledge, and behaviors required by HR professionals and the importance of professional development and continuous learning for sustainable business performance.

DEVELOPING
INDIVIDUAL, TEAM AND
ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
LO1..................................................................................................................................................1
P1 Determining professional skills, knowledge and behaviours and that HR professional are
required to possess.......................................................................................................................1
P2 Analysing the complete personal skills audit for identifying appropriate skills, knowledge
and behaviours and developing professional development plan for given job role....................2
LO2 .................................................................................................................................................4
P3 Analysing differences between organisational & training, individual learning, training and
development.................................................................................................................................4
P4 Analysing the need of professional development and and continuous learning for driving
sustainable business performance................................................................................................5
LO3..................................................................................................................................................5
LO4..................................................................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource in an organisation play very important roles in planning, directing and
coordinating administrative functions in an organisation. They have the task to recruit , interview
and to hire new staff. HR managers has the responsibility of consulting with executives of
company to frame strategic planning. HR managers ensure that link and healthy relations
between organisation and the employees are established. HR mangers ensures that the objectives
of the employees are also satisfied aligning them with objective of the organisation. The given
report will analyse the skills, knowledge an behaviour that HR professional are required to
perform. It will also give an understanding about the factors that are to be considered while
implementation and evaluation and to ensure developmental and learning for sustainable
business performance of businesses. Report will also reveal about the methods through which
high performance working is contribution towards competitive advantage and employee
engagement . This will evaluate the methods of collaborative working, performance management
and effective communication are supporting high performance cultures. Study will give
understanding about the Importance in effective management of business.
LO1
P1 Determining professional skills, knowledge and behaviours and that HR professional are
required to possess.
Knowledge, skills and attribute
Knowledge is a familiarity, awareness, or understanding of someone or something, such as facts,
information, descriptions, or skills, which is acquired through experience or education by
perceiving, discovering, or learning.
Human resource departments are required to possess multiple skills an knowledge. It is
termed as fast department. Human resource managers are required to possess the following skills
and knowledge.
Organisational skills
In human resources organisational skills are having special importance. These skills are
used by organisation for building link between management of the organisation and it
employees. These skills are required for organizing and managing organisational objectives with
that of it employees. HR manager are required to ensure that all employees as well department of
the organisation are working efficiently and effectively. Organisational skills include time
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management, records management and calendar management. Skills are required for organising
meetings and other occasions, using tools like ATS software for effective management.
Communication skills
One of the important skill which HR managers are required to possess is excellent
communication skills. Communication is not limited to speaking but also covers writing skills.
HR managers are required to deal with internal as well as external people associated with
organisation. HR manager are required to have effective communication skills so that they can
listen the grievances of employees and respond to them effectively. Managers should be able to
resolve the conflicts that arise within the organisation through effective communication.
Multi Tasking
HR manager of organisations are required to perform multiple task at time. They have to
undertake the responsibility of various department at single time. The skill is required in HR
managers so that they can control as well as monitor multiple functions being performed in the
organisation. Organisation with such managers are able to run heir functions without any flaws.
Recruitment & Hiring
Another important knowledge and skills required by HR manager is that they should be
able to analyse the candidate before hiring them for the company. Employees are hired through
process of interviews. Manager should be able to communicate effectively with candidates and
also represent company strongly(Fratričová and Rudy, 2015). Recruitment and selection process is
an important process which HR department are required to perform with utmost care.
Adaptability skills
HR manager should be prepared for accepting the changes that arise in the organisation
whether internally or externally. HR managers are required to be adaptive over the changes in
working place is foremost requirement that HR manager are required to possess. They have the
responsibility of implementing the changes effectively within the organisation considering
various factors which may affect the change.
P2 Analysing the complete personal skills audit for identifying appropriate skills, knowledge and
behaviours and developing professional development plan for given job role.
Skills audit
SELF AND TIME MANAGEMENT
I am capable of finishing my work by appropriately organising work.
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I am able to effectively manage time when lot of work is pending.
PROBLEM SOLVING AND CRITICAL THINKING
I have the ability of working in team without having any conflicts or
disputes.
I choose the best options when different methods are available for
solving the problem.
I find out results by breaking the problems into simpler parts
LINGUAL COMMUNICATION
I prefer to listen the opinions of people giving a positive attitude
I ensure that I will come out with maximum opinions and ideas that
will be valuable for company and give new recognition in company.
I have the ability giving an effective presentation building confidence
in people
PENNED COMMUNICATION
I am able to make assignment paragraphs using sign language for
effectively communicating the ideas to people.
I have the ability of drawing important points from presentations and
meetings.
INFORMATION LITERACY
I can gather information from various sources like internet, books,
journals etc..
I am able to easily figure out the main arguments of authors in books.
Developing a PDP plan
Developme
nt
objectives
Priority Activities to
be
undertaken
Resources Target
Start Date
Target End
Date
Criteria for
success
Communica
tion skills
Medium I will be
managing
and
prioritising
the study for
communicat
ion studies.
I will be
practising
communicat
ion through
different
nations.
I will be
joining
interpersona
l skills
developmen
t classes.
Will be
attending
seminars for
communicat
ion skills.
01/10/19 31/10/19 Able to
speak
without
hesitation
and making
people
understand.
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Numeracy High I will be
practising
the
numerical
problems
and
confirming
them with
tutors
Books and
internet
sources and
tutor will be
concerned.
1/12/2019 31/12/19 When I
would be
able to do
assignment
requiring
numerical
skills
accurately
LO2
P3 Analysing differences between organisational & training, individual learning, training and
development.
Training and development- Training and development refers to the seminars and programs that
are kept for enhancing the knowledge and skills of individuals.
Individual learning involves efforts taken by employees at individual level to enhance its
knowledge and skills
Organisational Learning Individual Learning Training and development
Organisational learning refer
to the learning of every day
that is gained by people
working in High town housing.
The work performed by the
employees is increasing their
experiences. Every new task
and work that is provides ion
the organisation adds to the
personality of people. The
work performed in the
organisation helps the people
to gain expertise in that
particular field. Manufacturing
processes are performed only
in organisations and
employees are trained for
performing these jobs.
Organisational learning is
important and enables them to
take decisions relate to the
performance of tasks.
. Every individual working in
the High Town Housing
perform every task with
motive of learning something
new(Zheng, Molineux,
Mirshekary and Scarparo, 2015).
At individual level it is
essential for employees that
every task which is performed
by is adding to their
personality. Employees should
take challenging tasks that
gives them new knowledge
and experiences. Individual
learning is important for
growth and promotion.
Individual learning also
involves researching about the
new topic or content that
increases their knowledge.
Individual learning is seen
most individuals are working
in jobs of their preference and
. Trainings are provided to for
enabling the workforce for
effectively performing the
work. Training and
development programs should
be held timely for enabling
workforce to perform
effectively in the changing
environment. Training helps
the housing to motivate
employees to accept the
changes that are required to be
adopted by the company.
Trainings are performed both
for enhancing the individual
learning and also the
organisational learnings.
Development programs such
as educating them about the
new processes, market
knowledge, work ethics
develop their personality as an
individual
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interests.
P4 Analysing the need of professional development and and continuous learning for driving
sustainable business performance
It is found that executives investing seminar and conferences for professional
development of employees working in High town Housing. Continuous learning deals with
expanding the skills of employees responding to new developments and changing environment.
Professional development and continuous development is important for dealing effectively with
the changing environment(von Borell, Weiss and Penke, 2019)
.
Professional development is done through training and developing the professional skills
and knowledge by making them participate in independent and interactive learning. This enable
employees of housing in improving the capabilities so that they can perform their roles
effectively and efficiently. Professional development is important so that hey can meet
requirements of company as per the continuously changing environment. For the sustainable
growth of the business it is essential that professional of company are updated with recent and
current market trends and scenarios. Professional development will bring new ideas and
innovation that will help the company to perform its work with efficiency. For sustainable
business performance it is important for high town housing to give new and challenging tasks to
employees that will lead the business in achieving new heights(Noe and et.al., 2017).
Continuous learning refers practices carried out by individuals and organisations for
increasing knowledge. Continuous learning shapes team in adopting changes of business
environment. Continuous improvement is essential dynamic economic environment demands the
team to be updated with current knowledge and be adaptable and flexible with the changes that
might be required to be adopted. Company investing in people are much efficiently managing
their business operations as continuous learning enhances the efficiency of employees.
LO3
(Covered in PPT)
LO4
(Covered in PPT)
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CONCLUSION
From the above study it has been summarised that company has been engaged in following high
performance work practices which has helped them in motivating employees and also retaining
them. IT has also been interpreted from the report that HR advisor must have technical and
communication skills in them. This will help them in achieving their objectives and goals. This
will also help company in growing and establishing their market., This can also help them in
creating consumer loyalty.
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REFERENCES
Books and Journals
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Fratričová, J. and Rudy, J., 2015. Get Strategic Human Resource Management Really Strategic:
Strategic HRM in Practice. International Journal of Management Cases, 17(4). Saks,
A.M. and Gruman, J.A., 2017. Human resource management and employee
engagement. In A Research Agenda for Human Resource Management. Edward Elgar
Publishing.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
von Borell, C.J., Weiss, A. and Penke, L., 2019. Developing individual differences in primate
behavior: the role of genes, environment, and their interplay. Behavioral ecology and
sociobiology. 73(2). p.20.
Zheng, C., Molineux, J., Mirshekary, S. and Scarparo, S., 2015. Developing individual and
organisational work-life balance strategies to improve employee health and wellbeing. Employee
Relations. 37(3). pp.354-379.
Online
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