Building Strong Teams Through Individual Growth
Added on 2020-11-23
16 Pages4350 Words183 Views
Leadership ManagementProfessional DevelopmentTeacher Development
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DEVELOPINGINDIVIDUAL TEAMS ANDORGANISATIONS
Table of ContentsINTRODUCTION ........................................................................................................................1TASK 1............................................................................................................................................1P1. Knowledge, skill and behaviour required by Human resource professional....................1P2. Personal skill audit and professional development plan for Jane Cambridge..................2TASK 2............................................................................................................................................4P3.Differences between organisational and individual learning; training and development.5P4. Need for continuous learning and professional development..........................................6TASK 3............................................................................................................................................8P5 Demonstrate understanding of how HPW contributes to employee engagement andcompetitive advantage Within a specific organisational situation.........................................8TASK 4............................................................................................................................................9P6 Evaluate different approaches to performance management and using specific examplesshowing how they support high performance culture and commitment................................9CONCLUSION..............................................................................................................................11REFERENCES ..........................................................................................................................12
INTRODUCTIONDeveloping individuals, team and organisation is one of the most important aspects forcompany. It provides employees with the opportunities to perform better and also enhancethe cross industry activities. Present report will lay emphasis on How Marks and Spencerlays focus on creating teams and enhancing their efficiency (Wilk, 2018). Report willhighlight Knowledge, skill and behaviour required by Human resource professional. It willalso lay emphasis on Personal skill audit and professional development plan for JaneCambridge. Study will lay focus on Differences between organisational and individuallearning; training and development. It will also highlight the impact of high-performancework practice in an organisation. TASK 1P1. Knowledge, skill and behaviour required by Human resource professionalHuman resource is the core department of Marks and Spencer. It deals with variousissues such as employee recruitment, their salaries, bonus, etc. It is important for Marks andSpencer human resource team to be efficient while performing their duties and responsibilities.Below mentioned are the knowledge, skills and behaviors required by a human resourceprofessional:SkillCuriosity: A Human resource personnel of Marks and Spencer is actively interested in what'sgoing around him/her. He is always looking for better ways of doing things. His attitude ismore questionable and he's always willing to learn. He is always looking for ways for himand his colleagues to work better, individuals and collectively.Decisive thinker: The human resource personnel of the organization is being able to analyze andunderstand data and information quickly. He is able to arrive at robust, defend able views.He is able to apply any information, insights and knowledge in a structured way andproposes practical options based on the best available evidence. Skilled influenced: The human resource personnel influences people at all levels both withinand beyond the organization. These initiatives succeed through partnership. He need to wincommitment, consensus and support to bear fruit. Driven to deliver: He accepts personal responsibility and have the drive to follow through onhis promises, which garners him the respect of his colleagues. This makes it easier for him1
to deliver on collaborative projects. He plans, prioritizes, monitor performances and isalways accountable for delivery(Newell, 2018). KnowledgeCollaborative: The Human Resource personnel is able to work effectively and inclusively withcolleagues, clients, stakeholders, customers, teams and individuals both within and beyondthe organization. His skills includes to be able enough to maintain a good communicationskill, greeting everyone with respect and humility. Kindness and help are other behavioralaspects that a human resource personnel acquire(Caporarello, 2018). Courage to challenge: During times when a distinctive point of view enriches the debate. He ishaving the courage to challenge entrenched views which are of a useful strength. Also, hemanages and make uses of time effectively. Time management for a human resourcepersonnel is a very important factor that determines his strength to deal with things also itshowcases his value and management tactics. BehaviourRole model: A Human resource personnel needs to lead by example. He acts with integrity,impartiality and independence, his aim is to apply sound personal judgement in everysituation. He is more decisive and goal-oriented. Multitasking: A human resource personnel is multitasking and can do a variety of tasks at atime. It is a key skill to manage time effectively and learn better ways to do things(Hawkins, 2017). The above mentioned point showcases the knowledge, skill and behaviour of HumanResource personnel of Marks and Spencer.P2. Personal skill audit and professional development plan for Jane CambridgePersonal skill auditPersonal skill audit is basically done to identify strength and weakness of one self. Itprovides individual with a chance to improve. Jane Cambridge as a human resource professionalwill get benefit of doing personal skill audit. 2
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