Developing Individual Teams and Organisations

This study focuses on the skills and behaviors required by HR professionals, personal skill audit and development plan, differences between organizational and individual learning, and the need for continuous learning and professional development for sustainable business performance.

DEVELOPING INDIVIDUAL TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1 Determining knowledge, professional skills and behaviours which are required by HR
professionals. ..............................................................................................................................1
P2 Analysing personal skill audit and personal development plan (PDP). .................................2
LO2 .................................................................................................................................................4
P3 Analysing differences between Organisational, individual learning, training and
development.................................................................................................................................4
P4 Need for continuous learning and professional development for sustainable business
performance.................................................................................................................................5
L03...................................................................................................................................................6
P5 How HPW contributes to employee engagement and competitive advantage in specific
organisational situations. .............................................................................................................6
LO4..................................................................................................................................................6
P6 Evaluating different approaches to performance management. ............................................6
CONCLUSION................................................................................................................................6
REFRENCES...................................................................................................................................7

INTRODUCTION
Human resource management is the strategic approach to the effective management of
people in an organisation and help the business to gain a competitive advantage. It is designed to
maximise employees performance in an organisation. The study is based on hightown housing,
an charitable housing association aims to help the people who rae in the need of homes.
Hightown Housing successfully manages 6500 in Decoram, North Herts etc. The report will
highlight the skills and behaviours which are required by HR professionals. Further the study
will also highlight the personal skills audit for identifying appropriate knowledge, skills and
behaviours (Babatunde, Perera and Zhou, 2016). Moreover, the report will also describe the need
for continuous learning and professional development. The report also contains differences
between organisational and individual learning, training and development. Moreover, study will
show show HPW contributes to employee engagement and competitive advantages. Evaluation
of different approaches to performance management and how it supports high performance
culture and commitment.
LO1
P1 Determining knowledge, professional skills and behaviors which are required by HR
professionals.
Human resource is an department within an organisation wjich is responsible for all the
task related to staff. This includes recuiting, hiring, training, venting, promoting, paying and
firing the employees. There are some things which the HR must have, the things required for
being an HR are as follows.
Professional knowledge- For being and smart HR advisor they should have good knowledge
about the work. HR must have enough knowledge about managing changes in teams, relocations
and transfer of workers so that the staff in organization are supposed to work more efficently and
and helps in increasing overall growth of the firm. Administrator must have past experience of
the same field so they can handle all the task of the Hightown Housing on its own in an effective
and desired way (Batarseh, Usher and Daspit, 2017).
Skills required for being an good Human Resource (HR): There are various types of skills
which an HR must have to perform well on their job. The skills are as follows-
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Problem solving skills- This skills is very important as if in High town housing any problems
arises so to deal with that problem solving skill is must. As some situation arises in an
organization like workers are not satisfied with their pay scales, working environment or
deciding to leave the organization so if HR have good professional skills the problems are solved
in an desired way (Batarseh, Usher and Daspit, 2017).
Decision making skills- This skills plays an vital role in job of HR. Administrator must have
good decision making skills so that they can take good decision according to the situation in
Hightown Housing. Sharp decision making skills are not only beneficial for employees but also
for overall productivity of the firm.
Communication skills- Communication is very viatl as it assist in making healthy relations
among staff in an organisation. Administrator must have great communications skills so that they
can connect well with the employees of Hightown Housing. Good communication skills assist
the HR advisor in solving the issues of workers. HR must have good oral and written skills so
that they can explain their views and decision to the staff in an better way (Flin and O'Connor,
2017).
Training and development skills- HR advisor should have training and development skills so
that they can provide training and guidance to the staff of Hightown Housing. As training
enhances the knowledge of the employees and sharpens their skills and without giving proper
training to workers they can not perform well on their job. Thus, thus impacts the overall
productivity of Hightown Housing.
Behaviors plays and vital role in dealing with various types of situations. For an
successful HR advisor it is must that they should have transparency in their work. Administrator
are expected to deal with several sensitive issues like pay and benefits, violation of organizations
policies and rules. HR must talk with the staff in an polite an decent manner so that staff feels
happy and their issues are also solved in desired manner. HR should have versatility and
adaptability so that they can act according to the situation in Hightown Housing (Kakabadse and
Bank, 2018).
P2 Analysing personal skill audit and personal development plan (PDP).
SWOT analysis:
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Strength- Being an HR in Hightown Housing my biggest strength is that I have great
communication skills which helps me a lot in dealing with employees and solving their issues.
Oral and written skills of mine are also good which assist me in performing my job role. I have
good problem solving and decision making skill as I can deal with any of the worst situations
and take decisions which are beneficial for the organisation growth (McClory, Read and Labib,
2017).
Weaknesses- The weaknesses which I need to address is that I don't have good technical skills.
Understanding capability of mine is low. I require some time for understanding the problems in
Hightown Housing. Being an HR advisor my critical and advance thing is also my weakness. I
don't have sharp thinking skills this impact me in this way that it takes some time to have
innovative ideas (Kolmos, Hadgraft and Holgaard, 2016).
Opportunities- As being an HR advisor I have great opportunirty to enhance my technical skills.
I can learn to use different types of software programs and use them in my job role. This will
benefit me in performing my regular task in Hightown Housing.
Threats- I don't have sharp critical thinking skills which I think can become a threat to me in
future. Conflicts and clashes in Hightown Housing can also be an biggest treat to me. As dealing
with the conflicts and solving them in desired way is very tough so it can become challenging for
me (McClory, Read and Labib, 2017).
Skill audit
Skills Good Average Improvement require
Communication skills ✔
Problem solving skills ✔
Technical skills ✔
decision making skills ✔
Critical thinking ✔
Personality development plan:
Skills Goal Sources Time
Technical skills Main aim of improving The sources which I The time required to
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technical skills is that it
makes me efficient and
help me in carrier
growth.
used for improving my
technical skills are
internet and classes
from tutor.
enhance my skills is
almost 6 months, in 6
months I will enhance my
skills definitely.
Critical thinking The purpose of
improving critical
thinking is to enhance
my thinking skills and it
will benefit me in
performing my job role
and career growth.
The sources I will use
for improving my
critical thinking skills
are books and online
teaching. I will learn
various books for
enhancing my critical
thinking skills.
The time duration which
is required to improve my
critical thinking skills is
about 8 months to 10
months.
LO2
P3 Analysing differences between Organisational, individual learning, training and development.
Organizational learning is the practice of gaining knowledge about the functions of
business so that employees can adopt the changing work environment and increase their
efficiency. In organsational learning workers learns the things from their past experiences and
their personal observation ie, what they have learned in the past while working in Hightown
Housing. In this type of learning practice the staff also sees saws their seniors and this assist in in
proving the working style. Advantage of organisational learning is that workers saw things and
learns on their own without the effort of any other person. This practice saves the time of
managers as they don't have to spend their time of giving training to the employees (Meneghel,
Salanova and Martínez, 2016).
In Individual learning employees learns from themselves only. The individual observes
and learn things from by their own. In this type of learning individual learns the new skills
according to their capability. They can not learn new task and things beyond their capacity. In
this type of learning no one else gives guidance or teaching to the workers, employees make
effort on their own and lean new ways of developing and enhancing their skills. The advantage
of individual learning is that it increases motivation and confidence. Individual learning is cost
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effective ie, HR manager don't have to spend money on giving training to the workers. They
learns the task on their own (Meneghel, Salanova and Martínez, 2016).
In training and development HR managers of Hightown Housing arranges different types
of training and development programs for employees so that they learn new things and this helps
in enhancing their skills. In this learning practice trainers are there who gives training and
guidance to the workers. Different types of training is provided according to their requirement.
In this employees doesn't makes their own effort of learning. It is an costly method as
organisation set various training program for betterment of employee. Training is provided by
highly skilled and professional persons and in this employee have no right to interrupt in
between learns only those things which are thought to them (Nanthagopan, Williams and Page,
2016). It is an most effective way of enhancing skills of employees as because the training and
guidance is provided by highly skilled persons. By giving training to employees their working
speed also improves and leads to more output generations.
P4 Need for continuous learning and professional devlopment for sustainable business
performance.
Continuous learning is very necessary for employees as things keep on changing from
time to time so to cope up with that regular learning is very important. By continuous learning
workers get to know about the things which are going around and gains knowledge. Learning
regularly and adopting new things enhances the skills of the employees and assist in increasing
work productivity. As when the staff is skilled they perform all the tasks on their own without
the help of others, this is not only beneficial for employees but also for the growth of the firm.
Regular learning helps the employees ain facing different situations as conditions keeps on
changing as when workers have knowledge and required skills they will deal with them in an
desired way (Parker, Holesgrove and Pathak, 2015). Regular learning assist in enhancing the
knowledge and skills of workers as this helps in sustaining the business. Continuous learning
forms a necessary part in acquiring critical thinking skills and helps in discovering new ways of
relating top people from different cultures. In an organisation regular learning helps in shaping a
team to adopt to changes in the business environment. By learning workers can make better
business strategies, marketing strategies and helps in overall business productivity.
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Professional development allows staff to perform better on job and prepares them for
handling higher responsibilities. When the staffs are developed professionally the can deal with
any uncertain situations in effective way. Professionally developed workers have advance skills
and innovative ideas and by that business sustainability is maintained. Being professionally
developed impacts the business in this way that the day to day operations are created in fast and
efficient manner (Singaravel, Suykens and Geyer, 2018). A development program bring all
employees to higher level so they they have similar skills and knowledge. Many professionals
believe that learning new skills ins one of the best way to achieving success in the career, if they
don't feel challenged and excited in their work they will start losing their motivation and
becomes less productive. Thus, professional development helps in raising motivation level and
impacts overall productivity of Hightown Housing. Employees from entry level to highly
experienced managers should keep on learning throughout their career so that can deal with any
uncertain situation in organisation. When workers are professionally developed and highly
skilled they can deal with competition as they make new marketing strategies and practices
(Wellin, 2016).
L03
P5 How HPW contributes to employee engagement and competitive advantage in specific
organisational situations.
(Covered in PPT)
LO4
P6 Evaluating different approaches to performance management.
(Covered in PPT)
CONCLUSION
From the above study it is concluded that Human resource management plays and
important in companies. The aim of HR is to recruit the best suitable candidate for the job as
when talented candidate is selected they will work more advance and smartly with their full
effort. The above study describes skills which and HR must have the skills are communication
skills, as when HR has good communication skills they will communicate better with the
employees and results in creating healthy relations among employees. Problem solving skills is
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also an important skill as by which the individual can solve problem on their own without the
help of others. This results in this way that problem is solved in less duration benefiting the
organisation. Contentious learning is important as by regular learning their kills are developed
and the knowledge of the employee also enhances. This results in this way that if any situation
arises they can deal with it in an effective way with the help of their skills. By continuous
learning and professional development organisation can maintain their sustainability and manage
all its activities.
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REFRENCES
Books and Journals
Babatunde, S.O., Perera, S. and Zhou, L., 2016. Methodology for developing capability maturity
levels for PPP stakeholder organisations using critical success factors. Construction
Innovation. 16(1). pp.81-110.
Batarseh, F.S., Usher, J.M. and Daspit, J.J., 2017. Collaboration capability in virtual teams:
examining the influence on diversity and innovation. International Journal of Innovation
Management. 21(04). p.1750034.
Flin, R. and O'Connor, P., 2017. Safety at the sharp end: a guide to non-technical skills. CRC
Press.
Kakabadse, A. and Bank, J., 2018. Working in organisations. Routledge.
Kolmos, A., Hadgraft, R.G. and Holgaard, J.E., 2016. Response strategies for curriculum change
in engineering. International Journal of Technology and Design Education. 26(3).
pp.391-411.
Kolyperas, D., Morrow, S. and Sparks, L., 2015. Developing CSR in professional football clubs:
drivers and phases. Corporate Governance. 15(2). pp.177-195.
McClory, S., Read, M. and Labib, A., 2017. Conceptualising the lessons-learned process in
project management: Towards a triple-loop learning framework. International Journal of
Project Management. 35(7). pp.1322-1335.
Meneghel, I., Salanova, M. and Martínez, I.M., 2016. Feeling good makes us stronger: How
team resilience mediates the effect of positive emotions on team performance. Journal of
Happiness Studies. 17(1). pp.239-255.
Nanthagopan, Y., Williams, N.L. and Page, S., 2016. Understanding the nature of project
management capacity in Sri Lankan non-governmental organisations (NGOs): a resource
based perspective. International Journal of Project Management. 34(8). pp.1608-1624.
Parker, D.W., Holesgrove, M. and Pathak, R., 2015. Improving productivity with self-organised
teams and agile leadership. International Journal of Productivity and Performance
Management. 64(1). pp.112-128.
Singaravel, S., Suykens, J. and Geyer, P., 2018. Deep-learning neural-network architectures and
methods: Using component-based models in building-design energy
prediction. Advanced Engineering Informatics. 38. pp.81-90.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
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