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A Professional Development Plan for Jane Cambridge in her HR Officer role

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Added on  2021-01-01

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DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS Introduction 3 LO1: The employee knowledge, skills and behaviours required by HR professionals 4 P1 Appropriate knowledge, skills and behaviours (KSB) that are required by HR professionals across the department 4 P2 A completed personal skills audit for Jane Cambridge 5 P2 A professional development plan for Jane Cambridge in her HR Officer role 6 LO2: The factors to be considered when implementing and evaluating inclusive learning and development to drive sustainable business performance

A Professional Development Plan for Jane Cambridge in her HR Officer role

   Added on 2021-01-01

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DEVELOPING INDIVIDUAL, TEAMS ANDORGANISATIONS1
A Professional Development Plan for Jane Cambridge in her HR Officer role_1
Table of ContentsIntroduction................................................................................................................................3LO1: The employee knowledge, skills and behaviours required by HR professionals.............4P1 Appropriate knowledge, skills and behaviours (KSB) that are required by HRprofessionals across the department.......................................................................................4P2 A completed personal skills audit for Jane Cambridge....................................................5P2 A professional development plan for Jane Cambridge in her HR Officer role................6LO2: The factors to be considered when implementing and evaluating inclusive learning anddevelopment to drive sustainable business performance...........................................................7P3 Differences between organisational and individual learning; training and development.7P4 The need for continuous learning and professional development to drive sustainablebusiness performance...........................................................................................................10LO3: The knowledge and understanding to the ways in which high-performance working(HPW) contributes to employee engagement and competitive advantage...............................11P5 Understanding of how HPW contributes to employee engagement and competitiveadvantage..............................................................................................................................11LO4: The ways in which performance management, collaborative working and effectivecommunication can support high-performance culture and commitment................................13P6 Different approaches to performance management and support high performanceculture and commitment.......................................................................................................13Conclusion................................................................................................................................16References................................................................................................................................17Appendix A..............................................................................................................................19Appendix B..............................................................................................................................202
A Professional Development Plan for Jane Cambridge in her HR Officer role_2
IntroductionDevelopment of individuals, teams and organisations is a necessity for achieving theorganisational objective. But this development process is not only associated withorganisational successfulness. With the process of developing individual and teams thepersonal development or professional career growth is also related. However, it can be saidthat for a specific designation some specific skills required depending on which the job canbe achieved. Every individual has strengths and weaknesses which can be developed by aproper professional development plan. For understanding the difference practices related tostrengthening individuals, teams and Organisation the organisation Marks and Spencer hasselected in this study.3
A Professional Development Plan for Jane Cambridge in her HR Officer role_3
LO1: The employee knowledge, skills and behaviours required by HRprofessionalsP1 Appropriate knowledge, skills and behaviours (KSB) that are required by HRprofessionals across the department The HR professionals across the department need appropriate knowledge skills andbehaviours to develop. For developing this human capital, the use of KSB model is essential.The meaning characteristics of HR professionals have to be forward-looking and globalthinking. Instead of that the skills knowledge and behaviours are related to differentcomponents of the individual (Whelen et al. 2017).The different skills which are required for a teacher professional are the business focuses thestrategic and tactical decisions developing mentality. Human resource individuals are part ofthe organisational growth and development process; therefore, they focus on the business orbusiness objective is essential. Instead of that strategic decision-making skills and tacticaldecision-making skills are a vital area for human resource professionals. One of the mostvital works of these individuals is to manage conflict or conflict resolution. Addition to thatthey are also involved in making different decisions related to the organisational growth anddevelopment and for which the tactical and strategic decision-making skills are crucial.For a human resource professional, two type of knowledge is essential those are theprofessional knowledge and the technical knowledge. The expert knowledge of a humanresource professional is related to the organisation and different crucial area which need theproper care of the individual. Instead of that, the technical knowledge is also required for ahuman resource professional (Quirke, 2017). Without the adequate technical knowledge4
A Professional Development Plan for Jane Cambridge in her HR Officer role_4

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