Developing Individuals, Team and Organisations

Developing
Individuals, Team and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Determine appropriate and professional knowledge, skills and behaviours required by HR
professionals...........................................................................................................................1
P2: Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours, and develop a professional development plan for a given job role.....................2
TASK 2............................................................................................................................................5
P3: Analyse the differences between organisational and individual learning, training and
development...........................................................................................................................5
P4: Analyse the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................6
TASK 3............................................................................................................................................8
P5: Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..........................................8
TASK 4............................................................................................................................................9
P6: Evaluate different approaches to performance management (e.g. collaborative working),
and demonstrate with specific examples how they can support high performance culture and
commitment............................................................................................................................9
CONCLUSION................................................................................................................................9
References:.......................................................................................................................................9

INTRODUCTION
Learning and development is a process which is undertaken to magnify the skills,
knowledge and ability of employees which result in better work performance. For completing the
tasks in efficient and effective way, team building is important in an organisation. Forming,
brainstorming, sharing vision,performing and adjourning are the five stages of team
development. It improve communication in organisation along with in the increase in trust and
productivity. And development of organisation is a group of activities which are undertaken for
adopting changes. This report include about the professional knowledge, skills and behaviour of
HR professionals. Some concepts or differences between organisational and individual learning,
training and development. It also state the various approaches to performance management and
why business organisations need continuous learning and professional development for
performing the business activity.
TASK 1
P1: Determine appropriate and professional knowledge, skills and behaviours required by HR
professionals.
It is well known that HR manager works as mediator between management and
employees of an organisation also HR is the representative of any firm. So the HR should have
proper skills and knowledge so that they can manage whole organisation in effective and
efficient way (Sim 2019). Following are the professional knowledge, skills and behaviours
required by HR professional:
Knowledge Skills Behaviours
Administration and
Management-It is necessary to
have complete knowledge of
administration and
management as HR have to
concentrate on all documents,
policies, information and
knowledge and to make them
Communication- HR have to
do work as a message
conveyor. It is the
responsibility of HR to
communicate all the important
messages and policies to the
employees of organisation. It
states that proper
Solution Oriented- A HR
should adopt solution focused
approach so that they can
manage problems. HR
managers always focus
towards finding the solution of
various problems or issues of
employees. It is necessary to
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understandable so that anyone
can understand them easily. A
HR have to perform induction,
training and development
program, if they have lack of
knowledge about the
organisation, it will became a
problem of all employees.
communication skills are
important for professional HR
for conveying the message in
an effective way so that
employees can easily
understand the message and
follow the same.
develop their mindset towards
finding solutions and do some
actions to solve the problems.
Economic and Accounting- It
means that the HR should have
the knowledge of all economic
and accounting principles,
financial market etc. because
calculating wages and salaries,
preparing budgets,
performance measurement,
calculating return on
investment are some roles and
responsibilities of a
professional HR.
Coordination- HR works as a
coordinator between
employees and management. It
is the responsibility of HR do
to recruitment, maintain
records of employees, assist
with payroll processing and
providing administrative
support to all the employees of
an organisation. Listing the
problems of employees and do
discussion with management,
changing in policies are some
activities done by HR by doing
coordination(Pan and et. al.,
2017).
Adopting Changes- In today's
world, changes are
unavoidable and changes are
of various types i.e. it can be
economical, technological,
geographical, procedural etc.
While adopting any changes,
Management and HR face
various problems, it is a
difficult task to adopt changes.
It is the responsibility of HR to
properly communicate about
the change, need of change and
how to adopt that change to
the employees.
P2: Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours, and develop a professional development plan for a given job role
Table which is showing rating to the knowledge, skills and behavioural skills of a HR
manager is given below:
Knowledge Rating Skills Rating Behaviour Rating
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