HR Consultant Job Description and Requirements

The provided assignment details the requirements for an HR Consultant position at M&S company. The role involves advising management on human resources policies and procedures, serving as internal consultants, developing and implementing HR policies, conducting audits, presenting training sessions, and guiding subordinates. The person specification outlines essential qualifications, experience, skills, and knowledge required for the job. This assignment is suitable for students studying business, management, or human resource-related courses.

DEVELOPING
INDIVIDUALS
TEAM
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1 .................................................................................................................................................3
Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professional......................................................................................................................3
Analyse a completed personal skill audit to identify appropriate knowledge, skills and
behaviours and also prepare PDP for the given job...............................................................5
LO2 ...............................................................................................................................................12
Analyse the difference between organisational and individual learning, training and
development.........................................................................................................................12
Analyse the need for continuous learning and professional development to drive sustainable
business performance...........................................................................................................15
LO3 ...............................................................................................................................................16
Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation,.......................................16
LO4 ...............................................................................................................................................17
Evaluate different approaches to performance management and demonstrate with specific
examples that how they can support high performance culture and commitment...............17
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................22

INTRODUCTION
Development is defined as the way through which individual or any organisation try to
enhance their knowledge just for the purpose of taking competitive advantage in the market. It is
important because it helps to increase the moral of an individual and even employees who are
working in an organisation. When it comes to improvement, individual always need the support
from their workplace because that the ultimate place which helps to change the overall
performance. In this project the report will be based upon Vodafone which is one of the
multinational company where they deal in the market of telecommunication. The things that are
going to be reflected in this file are related with the knowledge skills and even behaviour which
is required by the HR of Vodafone. It will also include the difference between individual and
organisational learning. Even there will be detail information that how HPW contributes to
employee engagement. In the end, discussion will have related towards the evaluation on the
different approaches to performance management.
LO1
Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professional.
It is fond that there are lots of responsibilities which are given to Human Resource
Manager and they are one who have to manage most of the activity within the business
organisation. The area which are mainly required to be watched by any HR is of hiring the new
employees, providing the best training to new joining so that comfort zone can be provide to any
new employee and many more (Wates, 2014). In context of Vodafone, the role which is mainly
focused in this file is HR Manager. It is important for them to appoint one of those HR
management whose behaviour, skills and knowledge should be up to the level of standard which
is required for achieving the targets of a company. If any HR manager do have some of the
specific quality, then it help to perform organisational activity in the smooth manner.
Below detail information regarding behaviour, skills and knowledge is mentioned below:
Behaviour of HR
 Critical thinking: It is necessary for every HR manager that they have the potential to
think critical in each and every situation because it decides that how strategies are going
to be implemented in future. In context of Vodafone, it is necessary that their manager

must think critically at the time of formulating any new plans for employees and for that
they must do critical review on it.
 Co-ordination: The most important thing which is being checked in any organisation is
that how HR behaves with their subordinates at the time of coordinating with them
because it will directly reflect the result of the company. While talking about Vodafone,
their HR manager must have the ability of co-ordinating with their employees who are
working within the organisation (Von Krogh, Nonaka and Rechsteiner, 2012).
 supportive: It is necessary that HR should have the ability where he must be supportive
whenever his employee's need him.
Level of Skills
It is very important that HR professional must maintain the level of skills because it will
reflect on the result of the company. Some of the skills which are required by HR manager are:
 Communication Skills: It is being said that communication skills are the most
important thing which is required by any of the HR manager because it helps to give
appropriate direction to the employee's and even it tries to make better relation between
HR and their subordinates. In context of the Vodafone, it is to be checked that their HR
manager have those skills where they can easily communicate with other employee's so
the chances of error can be reduced in future.
 Negotiation Skills: It is one of those skills which is very essential because it decides the
future of the company when any of the problem arises from the employee's side (Robbins
and Judge, 2012). In terms of Vodafone, it will be very crucial for them if their HR have
the skills of negotiation because it will help to solve out those issues of employee's which
is related with payroll. Even it is helpful at the time of solving legal issues which are
mainly occurred from the employee's side.
 Decision making skills: HR should have the talent where he must be capable to take the
best decision for the purpose of achieving better result for organisation.
Knowledge
 Personal Management: It is the area which is very essential in HR because it tells that
how organisation is going to perform as it includes the different roles and duties in
context of Vodafone, they must try to work as per the duties which has been assigned to

them. Even they required to maintain various kinds of records which includes payroll
detail, staff handbook, report related to the remuneration of employee's .
 Acts and Regulation of government: Human Resource is of that position where
knowledge must be of top level because it helps to prepare new plans through which
targets are achieved. While talking about Vodafone, their HR manager must have the
knowledge of laws which are written in Companies Act, 2006 because they must work as
per the guidelines of the act (Shin and et. al. 2012).
 Knowledge of facts and information: HR must have the knowledge of facts and
information for obtaining better result in future.
Job Description and Personal Specification
See in Appendix
Analyse a completed personal skill audit to identify appropriate knowledge, skills and
behaviours and also prepare PDP for the given job.
The concept of skill audit says that it is one of those methods through which any person
can judge the current skills which will even help to show those area where improvement is
required. While working in any of the organisation it is necessary to have knowledge, skills and
behaviour through which chances of prediction can be increased. If I want to work in the post of
HR in Vodafone, then their will be the requirement to have the knowledge regarding
technologies . And for this all thing there will be the requirement of conducting Skill Audit.
Below, the detail information is mentioned which is related to Skill Audit.
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use of MS-Word ✔
Use of MS-Excel ✔
Specialised
Software for HR
✔
Ability to Use a
database System
✔
Ability to use ✔

Social media
Use of Accounting
Software
✔

Skill Very Good Good Adequate Little or no
experience
Communicati
on skills
Drafting a
contract for
each and
every
employee's
✔
Taking notes
of disciplinary
hearing
✔
Writing a
report
✔
Materials
required at the
time of
presentation
✔
Delivering the
best form of
training
✔
Solving issues ✔
Interviewing
the new
joining
✔
Giving advise
on the issue
which arises
on daily basis
✔

Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Way to
explore the
verbal
reasoning
skills, ability
to manage the
complex file
and
capabilities to
select the best
method out of
collected
information
✔
Skills to come
up with new
ideas and
solution when
problem
arises
✔
Consider the
ideas of
others to
solve
problems
✔
SWOT Analysis: It is an analysing tool which helps to know about the internal strength
of any specific person. It is necessary that how person deal with all the problems which comes
across on daily basis. The main use use of SWOT is to identify and solve out the issues. SWOT
stands for Strength, Weaknesses, Opportunities and Threads. There is the detail description upon
me by considering SWOT analysis.
Strength Weaknesses
1. I am good in budgeting skills which
helps me to allocate funds in the
profitable area.
1. I am poor in communication skill which
do not allow me to coordinate
effectively with the employee's coming

2. I am having training and development
skills which help me in increasing skills
of staff members of any organisation.
from different background.
2. I am weak in solving the issues and
conflicts which arises among the
employees at work place.
3. I don't have presentation skills due to
which I can't expresses my new idea in
front of my seniors.
4. I face difficulties while Working on IT
software such as MIS which restricts
me to properly evaluate performance
level of employee's.
Opportunities Threats
 I should get engaged in learning and
training sessions conducted by an
organisation.
 Should interact with employees coming
from different cultures and backgrounds.
 Due to high skilled applicants for HR
Manager post, I get tough competition
which brings my job into danger.

Personal Development Plan (PDP) for HR officer role
Personal Development Plan is one of that structure through which it can be easily
checked that what are essential area where work is required to be done. Under PDP various types
of work is required to be done so that skills can be enhanced. This PDP plan is based upon
weaknesses which is mentioned in above SWOT analysis.
Sr.
No
Learning
Objective
Current
Proficiency
Target Proficiency Development
Opportunities
Judging
criteria
Time
Scale
1 Communic
ation Skills
There are still
lots of area
where I am
required to work
and among them
the
communication
skill is one of
them. Because in
some of the field
I have the
problem that I
am not good at
communicating
the ideas and
plans with other
people.
As, it is important
for me to solve this
issue because it is
not that so easy and
to overcome this
problem. I must try
to spend most of
the time with
employee's and
should actively
take part to solve
the issue which
come across my
success.
This is only
possible when
I can show my
active
participation
towards
internet,
attaining
seminars
where major
topic is related
with
communication
department.
The judging
criteria in
this
objective
will be
colleagues,
those
employee's
with whom I
spends my
most of the
time.
90 days
from the
date of
starting
the
activity.
2 Lack of
skills to
solve the
issues
There are many
situation
where I am
unable to
understand that
how I can solve
The main reason
behind fixing this
problem is to
maintain the
decorum of
organisation where
This is only
possible when
I will be able
to face the real
based situation
again and
It is required
to be judged
by the
directors of
the company
and even
70 days
from the
date of
starting
the
activity

the issue which
arises on the
regular basis
specially when
we are working
the office
premisses.
I want to work in
future.
again as it will
help to
enhance the
capacity. Even
I should try to
study more
number of case
studies because
it will tell that
how common
law is applied
in those
situation.
shareholder
can also
show their
active
participation
.
3 Presentatio
n skill
It is very crucial
for to have the
presentation skill
which is
required to
demonstrate that
how work is
required to be
done in future
because
presentation skill
helps in this
work.
The reason behind
changing this issue
to provide the
better working
environment to
employee's in
future so that target
s can be achieved
easily. The main
reason that I want
to change this
problem is just to
enhance the
knowledge in each
and every
department.
Here, various
kind of
presentation
software will
work and even
I can join
different
seminar which
will be one the
way to solve
the problem.
My seniors,
colleagues
and other
departmental
heads can
tell me about
the
improvemen
t
40 days.
4. IT skills In any of the The reason behind This can be Only Top 180

telecommunicati
on it is very
crucial for HR
manager to have
the knowledge
regarding IT
department.
In present,
scenario it will
be very crucial
for me to have
the knowledge
regarding IT
department
because it will
help me out to
connect with
social media
enhancing the
knowledge in this
field is just to
maintain the data
which is related
with the personal
information of
employment.
only enhanced
if certified
course is done
with
recognised
institution.
management
can judge in
this
situations.
days
Reflective Statement
After conducting skill audit and SWOT analysis program I found there are various skills
which are required to appoint as a HR manager. I found that I had a problem in communication
skill, presentation skill and IT skills which are the basic requirement for the post of HR. In order
to overcome from these problem I prepared PDP plan which helped me a lot. Here, I understood
that I need to attain various seminars which is one of the helpful platform for resolving the
personal problem. Even I attained the lecture of IT skills which enhanced my knowledge. Thus,
it can be said that PDP was very helpful to overcome from number of problems. For example: in
first week I had conducted Skill Audit program and in second week I prepared PDP plan by so
that I can find what are there in which I still need to improve. When it comes to third week, I
have manage to execute all the plans which were prepared above. In addition, it is necessary for
me that how I can convert my opportunities through which my personal milestone can be

achieved. Even I need to check that how threats can be deal because if will not be able to deal
with all those problem then I will not succeed in my life. Also, PDP will provide me the simplest
guidelines through which I can easily attain my goal in future in specific period of time.
LO2
Analyse the difference between organisational and individual learning, training and
development
Learning is explained as on those factor through which knowledge can be enhanced and
because of that it will be easy for anyone to understand the concept in a systematic manner. It is
crucial for every person, team and association that they continuously keep on working so that
future targets can be achieved. The format of learning in organisation and individual life will
never gonna be the same. So, some of the major difference between them are explained below.
Individual Learning: It is defined as the capacity to enhance the knowledge with the
help of individual reflection where help can be taken from various external sources. The major
source of individual learning is only through external environment and it is up to the capability
of individual that how they can collect those information (Penuel and et. al. 2011). Even
individual do have the option to interact with other people who are always near around them and
either it is inside or outside the organisation. In context of Vodafone, their HR Manager have
adopted the various methods through which they have certain level of knowledge through which
organisation goal can be achieved.
Organisational Learning: It is one of the ongoing learning method were work and
learning is managed at the same time. It is the better platform where innovation of ideas and
concepts can be found. When discussion is done upon Vodafone, it can be understood that HR
team have enhanced their knowledge and because of that they are able to provide the level of
training to employee's. This the main reason that Vodafone is able to sustain their employee's by
maintaining the healthy relation with every worker.
BASIS INDIVIDUAL LEARNING ORGANISATIONAL
LEARNING
SCOPE There are number of option in
individual learning through
which benefits can be achieved
It is found that there are lots of
scopes in organisational
learning because it helps to

in future because it will in
enhancing the performance
through which goals can be
accomplished. (Nahavandi,
2016).
provide better training season
to each and every employee's
through which company can
perform well in the market.
TIME There is no time limit to
improve the level of
knowledge and it can be taken
at any place.
It is never possible to train a
group of team for the long
period of time so it is
necessary that there should be
some sort of limit. So, it can be
understood that there is the
time limit in organisational
learning.
Training: It is one of that method which is required by almost every individual just In
order to enhance the overall performance for longer period of time. The main target of training to
just to work efficiently. In context of Vodafone, their employee's must undergo with some of the
basic training and development programs through which they can enhance the ability to take
batter decision in future and for that HR manager can be the best candidate who can help their
subordinates with suitable training.
Development: It is said that development and training are inter-related with each other
but it is never going to be the same because development starts only after the end of training
context of Vodafone, it is very crucial for them that HR manager try their best to develop the
concept among the employee's.
BASIS TRAINING DEVELOPMENT
ORIENTATION It is oriented as per the specific
job (Landy and Conte, 2016) .
Development is mainly for life
which is oriented towards
career.
SKILL In this mainly technical skills
of workers are required to be
In this it is mandatory that over
skills, ideas and innovations

checked. are checked for the purpose of
development.
Importance of implementing continuous professional development can be
understand by David Kolb's learning cycle model which is given as below:
CPD is a continuous process which mainly encourages the individuals to gain
understanding for a specific topic. Kolb have divided its theory in two parts like four stage of
learning along with learning style. Kolb have defined that Learning is the process in which
knowledge is earned by individuals through their experience. Stages of Learning cycle model is
defined as below:
Concrete experience – In it, learners gained new skills or efficiencies and use them in
their existing experience.
Reflective Observation - In this stage, learners review their new experience and makes
comparison between new experience and understanding.
Abstract Conceptualisation – After making comparison, learners create new ideas or
make modifications in existing concepts.
Active experimentation – In this, learner plans and identify the elements which were
learned by them or analysing that the learned things can be used in other situations. In this last
step, Conclusion are also used for examining the learnt things.
From the above learning cycle, it has been identified that stages of learning cycle model
are very important because it helps the individuals in increasing their skills and efficiencies so
that they can use them in given task for completing it in an innovative manner.
Analyse the need for continuous learning and professional development to drive sustainable
business performance.
Continuous Learning: It is the ongoing process in every association through which
individuals and organisation can enhance their knowledge. In context of Vodafone, HR are able
to provide the best training season to their employee's through which changes can be easily
adopted.
Professional Development: It is among those process through which employees are able
to increase their knowledge and capabilities with the help of various training programs. While
talking about Vodafone, they have tries their best for the purpose of enhancing the efficiency of

employee's through which targets of the company can be achieved (Katzenbach and Smith,
2015).
At present scenario, Vodafone can increase their profit with the help of current market if
they can focus towards continuous learning. These will also help organisation in its professional
development by providing opportunities to improve continuous learning.
 Enhancing sustainability: Vodafone is one of the biggest telecommunication company
in the world and if they can be able to provide continuous learning to their employees
than their targets can be accomplished very easily.
 Improves performance and enhances personal growth: Continuous learning can be
one of the effective way through which Vodafone can easily enhance their overall
performance. Even in future goals can be achieved easily.
LO3
Demonstrate understanding of how HPW contributes to employee engagement and competitive
advantage within a specific organisational situation,
High performance working is considered as an important technique or tool to managing
organisation that aims to stimulate more effective employee involvement and commitment to
attain high level of performance. It is essential because raising the supply of skills does not
automatically result in the enhancing workplace productivity. Therefore, the main aim of high
Performance Working (HPW) is to achieve impressive and effective culture, one in which the
values, norms and HR practices of an organization combine to create a climate where attainment
of high level performance is a way of life (Hislop, 2013). Due to this technique, company
provide effective training program in order to develop or enrich the capability of employees for
accomplishing organisational objectives effectively and efficiently. High performance working is
a systematic activity which is dedicated or promised to provide an increase in 20 percent in terms
of productivity only if the company provide high level of motivation and encouragement to its
employees. It usually includes selecting, recruiting, training, paying fair reward based on
performance and sharing organisational knowledge among each other. It benefits company in
several ways like enhancing productivity, high profitability, reducing cost, better response from
customer and high level of flexibility among various operation or functions of Vodafone. It

generally means building a culture in which there is no bias nature but only transparency, trust
and open line of communication between superior and subordinate within an organisation
(Herrmann and Herrmann-Nehdi, 2015). Apart from this, it enables the Vodafone to focus on
reducing traditional approach and develop an updated working environment where employees
feel more happy, engaged and motivated as well as they will be clear about organisational vision.
Furthermore, an implementation of high performance working help Vodafone various
business functions. Thus, Vodafone implies high performance working (HPW) which enable
them to provide several characteristics which is described below:
Effectiveness in employees: As employees are regarded as lifeblood of an organisation
who contribute their best effort towards the accomplishment of objective effectively and
efficiently. For achieving the same, they need motivation and encouragement from organisation
in order to put their full effort towards the attainment of high productivity. Along with this,
Vodafone manager should provide effective training session in order to improve the skill of its
employees which led them to achieve maximisation of profit.
Establishing long term goal: High performance company mainly focus on long term
objective or goal by creating a collaboration with other organisation in the aspect of combination
of suppliers and customer. Apart from this, Vodafone one of the leading company in
telecommunication industry who always seek for best opportunities which can gain from
developing alliances and collaboration (Hartnell, Ou and Kinicki, 2011) .
Flexibility in culture: An organisation seeks for continuous improvement and innovation for
which they considered as key element for their business survival or growth. In context to
Vodafone, they mainly give their importance to exchange of knowledge, time management and
attention to effective communication. By this, they can improve their overall performance and
can gain high productivity.
High quality of management: The foremost and effective component of company is to build
healthy working condition which enhance their quality of management and provide high
profitability. Through effective application and usage of system enable the Vodafone to track and
analyse employee’s performance which will allow them to identify challenges and help them to
take corrective course of action.
High working organisation provide different benefits to their subordinates such as pairing
them in one team or group to work with each other and help them to share their roles and

responsibilities among themselves which enhance their business growth (Choi and Ruona, 2011).
Along with this, it enables the Vodafone employees to put their full effort towards the
accomplishment of organisational goal in an effective and efficient manner. It also helps them to
provide training programmes in order to develop their skill which increase the high productivity
and profitability.
LO4
Evaluate different approaches to performance management and demonstrate with specific
examples that how they can support high performance culture and commitment.
Performance management is a process which is mainly concentrated on continuous
identification, measurement and developing performance of workforce within an organisation. It
also analyses each individual's performance in order to set business objectives or goals as they
have direct connection with mission and goal of an organisation. Therefore, there are two key
component in performance management which is in continuous process and it is directly
connected or linked with their goals or objectives. In context to Vodafone, its managers tries to
analyse the current performance of their employee and will take corrective course of action in
order to improve their potentiality or capability (VODAFONE UK LIMITED, 2018).
Performance management makes sure that employees are well defined with their roles
and responsibilities as well as they are aware about their expected level of performance within an
organisation. Furthermore, communication plays a vital role in company as it the key element for
accomplishing success effectively and efficiently (Bolman and Deal, 2017). As it requires clear
direction and guidance from the members of firm such as employees, mangers, supervisors etc.
Along with this, subordinate are also aware that they will get continuous feedback from their co-
workers regarding their performance and based on that they will get training and development
program. With the help of effective training and development it enables the Vodafone to attain
high level of performance and can gain competitive advantage. There are several approaches to
performance management of Vodafone which are as follows:
 Comparative approach: In this approach it involves evaluating or analysing an
employee performance with respect to that other co-worker within a group. Individuals
are evaluated on the basis of their performance ranking from lowest to highest. IN
comparative approach there are several techniques or methods which enable the

Vodafone to examine employee performance like forced distribution, paired comparison
and graphic rating scale (Aarons, Hurlburt and Horwitz, 2011). For e.g. in a company
there are different kinds of individuals whose performance ranges in varies level i.e. top
to low. A group of top performers constituting 10%, a group of average performer
represent 40%, another group of good performer signifies 40%,. Finally, group of low
performer states remaining 10%. This ensures reward for the top performers. A proper
training and guidance lead these top candidates to higher managerial positions. While the
poor performer are given chance for further improvisation or dismissed, if their
performance does not meet standard requirements. This will in turn causes hiring new
candidates for an organisation.
 Attribute approach: Under this approach, employees are evaluated on the basis of some
parameters like problem solving skill, communication, decision making, innovation and
creativity etc. By using this method, Vodafone managers will be able to take corrective
course of action on the basis of employee’s weakness and they provide effective training
program in order to enhance productivity and profitability. For e.g. In an organisation, a
conflict arise among employees regarding adapting innovative technology within
company. In which some are agreed i.e. 40%, others are constant i.e. 25% and remaining
individuals were totally disagreeing i.e. 15% , which hamper the whole working process
of firm. So, in attribute approach, employees performance is rated as high, medium, low.
Therefore, the employees who were constant constitutes medium and a group of
individuals who were disagreeing constitute low (Performance Management, 2018). So,
company take initiative to make them understand the importance of innovation in order
to gain competitive advantage among market.
 Behavioural Approach: It is one of the oldest approach of performance management as
it consist of vertical scales for different dimension of job. This approach is mainly done
by BARS (Behavioural Anchored Rating Scale) and BOS(Behavioural observation
scale). Based on these scale, it enable the company to analyse or evaluate employees
performance for e.g. attitude or perception towards the complex business situation,
behaviour with co workers, involvement in business activities and many more. Along
with this, it provides more specific description with frequency in regards to employee
behaviour for an effective performance.

 Result approach: This approach is regarded as simple and straight forward concept in
which company rate employees on the basis of their performance result. On of the main
benefit of this approach is that it converts strategy into operation with more holistic view
as well as it consider external environment of job. For e.g. employees motivation or
encouragement to participate in business operation by providing innovative and creative
ideas in order to enhance the Vodafone's productivity. Based on their active involvement
Vodafone's manager takes feedback from other co workers in order to take corrective
course of action to attaining high proficiency.
 Quality approach: Under this approach, it mainly focus on improving customer
satisfaction by reducing errors and accomplishing continuous service improvisation and
they applies Kaizen process to enhance their working culture. For e.g. Vodafone's
superior takes regular feedback on personal and professional traits of employee from
managers, peers and clients relationship to resolve performance issues. BY doing this,
Vodafone are enable to take fair decisions and provide effective working environment I
order to enrich the employees and customers satisfaction.
However, measuring or analysing performance of employees is regarded as the backbone
for Vodafone business operation as it enables them to improve their overall performance and
sustain in the market for longer period of time. Along with this, they can apply all these approach
together effectively to examine employee performance. Moreover, it enhance the HR culture and
their commitment as it enable them to identify subordinates strength and weakness and
encourage them to work on improving their skill set. However, it decrease the communication
gap between superior and subordinate and help to discuss regarding their job duties and work
related issues for a healthy working environment.

CONCLUSION
It has been concluded from the above project report that Hr managers and employees
needs to develop their skills and capabilities for meeting the expectations of the customers. The
HR managers can conduct personal skills audit for determining their strengths and weaknesses so
that the weakness can be improved and converted into opportunities. These can be improved by
using the continuous learning and professional development plans. The managers also need to
motivate their employees for increasing their efforts and contribution in the development of the
organisation. This can be done by providing them training and development programmes. The
managers can also adopt the different approaches to performance management for achieving high
performance culture and commitment.

REFERENCES
Books & Journals
Aarons, G. A., Hurlburt, M. and Horwitz, S. M., 2011. Advancing a conceptual model of
evidence-based practice implementation in public service sectors. Administration and
Policy in Mental Health and Mental Health Services Research. 38(1). pp.4-23.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Choi, M. and Ruona, W. E., 2011. Individual readiness for organizational change and its
implications for human resource and organization development. Human Resource
Development Review. 10(1). pp.46-73.
Hartnell, C. A., Ou, A. Y. and Kinicki, A., 2011. Organizational culture and organizational
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Appendix
Job Description
Job Details
Post : HR Consultant
Company : M&S
Job Purpose
Applications are invited from dynamic and energetic candidates those who are effectively in
the field of HR position.
Roles & Responsibilities
 Advising management on the administration of human resources policies and
procedures.
 Serving as internal consultants by analysing a company’s current HR programs.
 Developing, revising, and implementing HR policies and procedures.
 Conducting audits of HR.
 Presenting training sessions.
Organisational Position
The position for which person can apply in HR Consultant where guidance is required to be
given to subordinates.
Scope and Range
HR is required to guide his or her subordinates that how they need to work and proper guidance
must be given to all the employee's.
Main Tasks, Duties and Responsibilities
Main task to motivate the employee's, advices should be given so that changes can be done in
the hiring style of the company so that employee's can sustain for longer period of time.
Equipment and Machinery
Must be able to operate computer software to keep the record of employee's who are connected
with the company.
 Person Specification

 Post: HR Consultant
 Department: HR department
 Key: This show that what is required when like an evidence:
 (A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
Qualification & Experience Diploma or Post-graduation in
management field from any
college. Minimum 4 years of
working experience as
working in a HR department
Experience of working in HR
departmental filed in relation
to management sector
Skills or knowledge Effective communication
skills in both written and
verbal. Exceptional phone
etiquette
Ability to learn changing
product line and keen
attentiveness to treat
employees at best.