Developing Individuals, Team and Organisation PDF
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Added on 2020-09-17
Developing Individuals, Team and Organisation PDF
Added on 2020-09-17
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Developingindividuals, team andorganisation
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Determine skills, knowledge and behaviour of HR professionals....................................1P2 Personal skills audit ..........................................................................................................3TASK 2............................................................................................................................................4P3 Difference between organisational learning and individual learning and training anddevelopment...........................................................................................................................4P4 Needs for continuous learning and professional development..........................................6TASK 3............................................................................................................................................9P5 Contribution of HPW in employee engagement and competitive advantage ..................9P6 Different approaches of performance management........................................................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................13
INTRODUCTIONAn organisation is tan entity which is made of individuals who perform in team forachieving specific goals or objectives together. Team and individual performance affect theoutcome of the company. This is essential to manage and control the activities and operationsthrough measuring their performance in order to make the operations and work more effective(Chaskalson, 2011). Purpose of this report is to analyse HRM activities and eligibility of HRperson for Whirlpool which is world's largest company of home appliance. This report will studyvarious learning style and effect of high performance working in an organisation. The discussionover the role of HPW in an organisation for engagement of worker would also be analysed. TASK 1P1 Determine skills, knowledge and behaviour of HR professionalsThe role of human resource management is vital in an organisation like Whirlpool withmore than 1,00,000 workers are performing the operations for achieving success. HRM helps inadvising, suggesting and analysing the situation as well as managing the affairs of personnel. Theindividual need to includes some knowledge, skills and abilities for understanding andperforming the job profile of HR. The HRM is responsible or managing the equality,performance increment, diversity, safety and health maintenances we ll as policies oforganisation. They should be eligible in these specific fields and for administration of HR atWhirlpool: Skills of HR manager: -The person has good knowledge of preparing job description so as to provide relevantinformation to individuals about jobs. On the other hand, HR manager also liable forselection of effective workforce within organisation in order to achieve performancegoals and objectives. Another role of HR personnel is to proper allocation of authorities/work within staffmembers as per their skills and capabilities. He also set performance objectives foremployees which must achieve by them in a given time period. HR also provides feedbacks and reviews to employees on the basis of their performancelevel. 1
Human resource manager should be able to deliver a better and effective speech in orderton influence the worker as well as good listener to understand or analyse the issues ofworker in Whirlpool.Employees expect human resources professionals to advocate for their concerns, yet theyalso have capability to enforce top management’s policies. Thus, HR professional whocan pull off this delicate balancing act wins trust from all concerned.Another major skill of human resource manager is to have effective analytical and criticalthinking skills. An HR manager has to exercise sound judgement and engage in high-impact decision-making in a number of areas. Complex Problem Solving - Identifying complex problems and reviewing relatedinformation to develop and evaluate options and implement solutions.Learning Strategies - Selecting and using training/instructional methods and proceduresappropriate for the situation when learning or teaching new things.The person has to know that how to implement healthy and positive relations atworkplace as it helps all employees to interact with each other (Darling-Hammond andMcLaughlin, 2011). Therefore, HR manager have good communication as well asinterpersonal skills which also improves the decision making process of the company. HR person is the leader of employee group which stimulate and motivate them and act asa role model of them who work to support worker as well as the organisation at the sametime. Knowledge of HRPersonnel and HRM administration: The person should be informed about themanagement, training and development and other process related to personnel. Knowledge of team building – HR manager should know how to improve teameffectiveness in the best possible manner. Psychology and Management: Must be able to identify and understand the expectationand interest of human as well as able to manage the designs, plans and allocation ofresources etc. 2
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