logo

Developing Individuals, Teams and Organisations Assignment - Alexandra- Reisse

   

Added on  2020-10-22

16 Pages4788 Words297 Views
Developing individuals, teams and organisations

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Appropriate & professional knowledge, skills & behaviour s required by HR department..1P2 Completed personal skills audit which helps in identifying knowledge, skills & behaviour4TASK 2............................................................................................................................................6P3 Difference between organizational and individual learning, training & development..........6P4 Need for continuous learning................................................................................................8TASK 3............................................................................................................................................9P5 Contribution of high-performance working to employee engagement and competitiveadvantage....................................................................................................................................9TASK 4..........................................................................................................................................10P6 Evaluate the ways which supports high-performance culture and commitment.................10CONCLUSION .............................................................................................................................12REFERENCES..............................................................................................................................13

INTRODUCTIONHuman resource management refers to process of recruitment and selection, training anddevelopment, performance appraisal and reward management. Skill audit refers to the process ofidentification of skill gaps in organisation. It analyses the area where training is required forimprovement. Learning cycle is process of learning new skill and gathering new knowledgeeither from training or experience. To improve the performance of employees in organisation,performance management techniques are required. Present study lay emphases on Alexandra-Reisse which is a financial company. It is founded in 2004. Its headquarter is in London. Thisreport analyses knowledge of employees, their behaviour and skills which are required inprofessional career. It also explains the differences between organisations and an individuallearning and training programs. It evaluates the importance of continuous learning forsustainable business performance. It also frames importance of collaborative working inorganisation.TASK 1P1 Appropriate & professional knowledge, skills & behaviour s required by HR departmentHuman Resource Management is an activity performed by human resource managersof a company to manage its employees which in turn enhances performance of the employeesand profitability of the company. Staff development manager of Alexandra-Reisse performsvarious activities such as employee training & development, recruitment, selection andperformance appraisal. Human resource management in Alexandra-Reisse also helps staffdevelopment manager of the company in establishing industrial relations & adapt the changesmade in the organisation(Aguinis and Kraiger, 2018).Staff development manger of Alexandra-Reisse company requires special knowledge,skills & behaviour because it helps them in managing human resources in an efficient manner.This required skills, knowledge & behaviour are discussed below-Knowledge- HR managers of the company must have knowledge regarding the operations of theAlexandra-Reisse company as what type of financial services(insurance, mutual fund &brokerage) are provides by the company, who are the competitor's of the company and what typeof employee profiles are needed according for this business for this company needs employeeshaving professional degree of MBA & Chartered accountant. HR managers of the Alexandra-1

Reisse company also require knowledge of all the HRM practices and knows which recruitment,selection, training & development approach is used by the company so that the company can getskilled employees. HR professional of company requires knowledge of all the rules, regulation,policies & acts related to employee welfare & protection such Data protection act, Health &Safety Act and Anti Discrimination Act.Skills- HR professional in an organisation requires different type of skills so that they canmanage complex situations occurring in the company. Skills required by the HR professional ofAlexandra-Reisse are discussed below-Communication Skills- Effective communication skills are required in Human resourcemangers of Alexandra-Reisse company so that they can influence companies employeesand it also requires in establishing relationship among the employees & employers.Communication skills also helps in resolving conflicts & negotiation.Decision Making Skills- Alexandra-Reisse company offers various type of financialservices so, companies performance is get affected by the change in various economicfactors. Thus, HR mangers of the company requires skills that helps them to makedecision in the emergency situation as how to manage people in the changing scenario. Technological Skills- HR managers of Alexandra-Reisse company also requiretechnological skills so that they can store all the data regarding employees, workers,payroll in the system and technological skills are also needed in communicating with thepeople working in an organisation(Tannenbaum and Yukl, 2015).Behaviour- Behaviour of HR managers in an organisation is required to manage all the ethicalchallenges. HR managers Alexandra-Reisse company are required to behave ethically so thatthey can manage companies employees and their protect their private information and theirethical behaviour helps establishes trust among the employees & company. Ethical behaviouralso helps in avoiding discrimination and follow all the legal rules & compliance.Importance of CPD in HRM- Continuing Development Programme helps HR managers inanalysing knowledge, skills, behaviour and experience gained by the individuals of anorganisation while working in a company or during the training period. CPD is important for2

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
(PDF) Continuous Professional Development
|22
|5592
|27

Professional and Personal Skill Audit
|29
|8405
|58

Continuous Learning and Professional Development to Sustainable Business Performance
|18
|4594
|108

Developing Individuals, Teams and Organisations
|16
|4440
|56

Doc - Developing Individuals, Teams and Organisations
|14
|4093
|197

(solved) Assignment on Developing Individuals, Teams and Organisations
|23
|6665
|24