Human Resource Management and Team Development

This assignment is focused on the significance of human resource management and team development within organizations. The report highlights the essential role that HR directors play in setting up coordination among representatives to achieve objectives effectively. It also emphasizes the importance of social approach, which involves a series of vertical scales for different levels of performance. Furthermore, the report discusses how human capital can be utilized properly to give various sorts of advantages to organizations. It concludes by stating that human resource management is essential for every business association and that it is required to maintain a healthy relation with employees to achieve growth and development in an efficient manner.

DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATION

Table of Contents
INTRODUCTION.....................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determine appropriate and professional knowledge, skills and behaviours that are 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..........................3
TASK 2............................................................................................................................................6
P3 Analyse the differences between organisational and individual learning, training and
development................................................................................................................................6
P4 Analyse the need for continuous learning and professional development to drive
sustainable business performance...............................................................................................7
TASK 3............................................................................................................................................8
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation...............................................8
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..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
In this competitive Era, it has become difficult to operate business in a profitable way on
a consistent basis. An organisation can not achieve consistent profitability and growth, until it is
having right kind of human capital and talents that will enable it to grow and prosper. Thus it is
essential that top management of the organisation makes necessary strategies for retaining and
developing effective teams to gain advantages in the longer Run. The under specified task report
is based on Whirlpool, Which is one of the biggest multinational retail organization in United
Kingdom (Bolman and Deal, 2017). The organization is for the most part centred around giving
high quality goods as well as services to their potential purchasers keeping in mind the end goal
to fulfilling their requirements and needs. The Current Organisation is making necessary efforts
for the purpose of making necessary improvement within teams at workplace , so it is simple for
every person to demonstrate their abilities and ability at work place which will in turn guarantee
them about their own development, that causes them to alter themselves in cross culture
condition.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.
In every business association HR managers assumes a very important part in the overall
development and improvement of firm. The management of Human resource has some sort of
positive as well as negative effects on the performance of the organisation. In Whirlpool,
Individuals helps in implementing certain policies as well as practices of the organization,
overseeing specialists execution and planning a powerful hierarchical culture, in order to
accomplish wanted objectives as well as goals. The main role of any Human resource manager is
to effectively as well as efficiently deal with various kinds of issues related to human capital,
these includes recruitment and selection, Training and development of employees, managing the
employees and working conditions of organisation etc.
Skills of an Human Resource Manager can be described as follows: Leadership as well as effective management Skills: It is one of the most important skill
that an individual must be having for the purpose of leading the team and making them
feel that they are valuable for the organisations and, their importance to the organisation
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can not be undermined. These skills will enable not only manager but the organisation
also, in getting the best possible productive results from the employees and individuals
who are working within the organisation (Brown and Harvey, 2011). Communication Skills: It is also one of the most crucial element of personality, that an
individual must be having, in order to become an HR manager. It enables a manager to
communicate with various external as well as internal parties to conduct business in a
more effective way. The reputation of an organisation is highly dependable on the way its
managers communicate with other parties. Thus right communication skills shall be
ensured by the managers for dealing with people both internally and externally. Decision Making Skills: It is prominent expertise which are necessary to be completed
by every director who are in charge of all exercises that are being done at the work place.
It is required for every supervisor as well as manager to take a powerful choice which are
useful for authoritative development and achievement. In Whirlpool, effective decisions
can be made keeping in mind the end goal to improving execution as well as working
capacity of the employees in the longer run (Burke and Noumair, 2015).
Knowledge of Human Resource managers can be described as under: Knowledge of Business: Its quite fundamental for every person who have been selected
as a HR manager within association as to operate business and its exercises right as well
as effective way. The manager needs to have the right kind of capacity for deciding
different thoughts and contemplations to enhance the existing position within the market
of the organization. Knowledge of best kind of practices: It is essential for a director as well as manager to
perform different practices at workplace which assumes best part in creating authoritative
execution, for example, training and development, execution administration, talent
administration, labour relationship management, recruitment and selection as well as
other planning that are required for effective management of the Human resource. Knowledge of labour relation: The manager shall have the necessary knowledge to
maintain a healthy relation with its employees and labours, that will enable them to
perform well and will make them feel more loyal towards the organisation (Chaskalson,
2011). The pay shall be disbursed on time, their issues shall be resolved in a timely
manner etc.
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Behaviour of Human resource managers are described as below: Ethical behaviour: It is the responsibility of the HR Manager to effectively maintain
overall ethical behaviour at the workplace, this can be achieved, only if the manager will
be able to put his best possible to maintain a ethical environment within the organisation.
 Fairness: Human Resource Manager have to play a few diversions at workplace as they
put their representatives in various difficulties, keeping in mind the end goal to building
up their abilities as well as learning and an increment in the overall skills is expected
(Coghlan and Brannick, 2014).
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
Within a company, there are diverse sorts of people carrying different types of skills and
abilities, thus it becomes important that their skills are utilised properly and effectively for the
purpose of growth and profitability. It is the responsibility of the HR Manger to identify the
peoples with necessary skills and put them in right job, where his work will justify the skills set
that he posses. it is the significant duty of HR manager to assess the execution of every person at
continuous level so appropriate training can be given with a specific end goal to build up their
aptitudes and information. Whirlpool broadly utilize this technique for estimating the strengths
and weaknesses of representatives and it additionally helps in produces the need of training as
well as development at workplace (Cummings and Worley, 2014). The individual abilities of
Robert Cordon for the purpose of assessing the necessities of training as well as improvement of
employees at workplace are portrayed as under:
Strength as well as weaknesses analysis of Robert Cordon
Strengths Weaknesses
 He is having a good knowledge of
Microsoft Office that allows him to
make various presentations in a very
easy manner. This is a very effective
skill set that can boost his career.
 Having a experience of 5 years for
working in an electronic appliance
 Lack of Communication skills, due to
Introvert Nature.
 Data usage and storage is a complicated
stuff and. He is not aware as to how all
these works.
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company.
Thus, the above analysis of weakness and strengths will allow individual to asses his
potential and then necessary job can be specified to that person in the company in an effective
way (Herrmann and Herrmann-Nehdi, 2015).
Professional development plan for the purpose of Human resource Role is evaluated as below:
No
.
Objectives for
learners
Present
skilfulness
(average 1
week good-
5 2.5)
Skilful
ness
target
Development Possibility Period of
time.
1. Technological
Strength.
6 10 Required to distinguish diverse
devices and methods that aides in
improving specialized aptitudes
and capacity of person. Different
applications and programming are
therefore useful in developing
Knowledge as well as skills in an
effective way.
2 month.
2. Management and
skills to lead.
7 10 With a specific end goal to
improve their leadership skills,
individuals need to go to different
meetings and workshops, which
are impactful in upgrading
information. Taking part in
different gatherings for building
up their own ability of basic
leadership.
2 months.
Personal skill audit performed by Whirl Pool as follows:
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Skill set Very
effective
Effective Adequate Little or no
experience
Information
Technology
Knowledge of Microsoft
office word
✔
Knowledge of Excel
Spreadsheet
✔
Knowledge of specialist
HR software.
✔
Effective utilisation of
database
✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Effective Effective Adequate Little or no
experience
Communicati
on skills
Making
Employment
Contracts.
✔
Writing down
disciplinary
Hearings.
✔
Writing
reports
✔
Production of
materials for
supporting
presentations
in an effective
way.
✔
Arrangements
of training
session
✔
Dispute
Resolution
✔
Interviews ✔
Advisory on ✔
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various HR
Issues.
Supervisory Management
Previous Placement
Experience?
< 1 month 1-3 months
✔
> 3 months
Number of people
managed at anytime?
None 1-5 Above 5
✔
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development.
A Real distinction can be drawn between organisational learning and individual learning,
and thus it is quite important that right kind of distinction is made and understood between them,
so that proper growth and development roadmap for the organisation can be made in the longer
run. Organisational learning is unique in relation to individual learning and both assumes best
part at workplace. A learning of the organisation can be called as the procedure through which
holding and exchanging of aptitudes as well as information should be possible inside the whole
affiliation. This aides in improving the working capacity of every person who are working in an
association. Singular learning assumes best part in development and improvement of individual's
close to home and additionally proficient life. Through this individuals can enhance their
aptitudes, learning and capacity to play out any task which are connected with some career goals
as well as objectives (Hitt, M. A. and et. al., 2011).
Distinction between culture within organisation and individual learning can be described as
under:
Basis Organisation learning Individual learning
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Assessment Under this, an organisation is centred
around producing comprehension and
investigation among every one of the
components that are required for firms
development and achievement.
An individual learning comprises as
individual information, skills as well as
behaviours that aides in picking up
development and progress in their
vocation.
Team
learning
Business organisation makes team for
the purpose of effectively managing
tasks and operations.
n this individuals are working for picking
up their own particular objectives and
focuses keeping in mind the end goal to
making development and progress in
their career.
Self
improvement
In this workers needs to receive
different learning styles which help
with making consistent change in the
development and accomplishment of
firm (Huczynski and Buchanan,
2010).
An individual shall assess his weakness
and shall make a necessary improvement
in the same by applying effective tools
for the purpose of growth and
development in the career.
P4 Analyse the need for continuous learning and professional development to drive sustainable
business performance.
Business field is dynamic in nature and there is a continuous changes that are taking
place within the environment. Thus, continuous improvement in the current skills as well as
abilities are highly essential, because it enables an individual to modify and transforms his
character according to the environment that prevails.
 Professional development Plans are important for Whirlpool in regard to create abilities
and information among employees through which they can work with more productivity
and energy for accomplishing some crucial goals of the organisation.
 With the help of people a proper improvement within current skills and abilities can be
made which will help an individual to grow and prosper in an effective as well as
efficient way.
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 Different methodologies are utilized by individual or association for improving individual
as well as professional improvement like instructing, technical assistance, lesson study as
well as reflective supervision (Katzenbach and Smith, 2015).
 Professional development plan are very useful for developing grooming individuals to
contribute in growth and productivity of the organisation. Whirlpool makes a professional
development plan on a consistent basis that will enable it to improve and nourish the
skills of its employees for the purpose of growth and development.
 In Whirlpool supervisors are particularly centred around employing educated as well as
skilled individuals in firm with a specific end goal to upgrade profitability which helps in
causing high development and accomplishment at market place.
TASK 3
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
High performance working can be called as a concept that is being evolved over period of
time in the human resource management practices. Under this, the organisation tries that
employees and workers will deliver high quality performance for the purpose of achieving
necessary objectives of the firm, which in the current case is Whirlpool. There are various
aspects of High performance working, which includes proper training and development of
peoples within organisation, proper and effective relationship management will ensure higher
growth and development for whirlpool, because employees will be productive enough to enhance
the production level of the organisation. So, basically High performance working will ensure
growth and development and at the same time competitive rivalry can be maintained (Woodcock,
2017).
High performance working is basically the most essential part of human resource
management , which helps in increasing the performance and execution of both organisation and
individuals. There shall be proper support from the side of employees to the HR managers. The
positive perspective of employees as well as job satisfaction may lead the firm towards effective
relationship with employees and thus high performance working can be literally achieved.
Whirlpool do have the right kind of talented as well as skilled individuals, who are contributing
in the overall success and growth of the firm in the longer run. The human resource management
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of Tesco is by and large concerned on giving high extent of planning program as to working up
the execution of new and also existing employees. First class working leads the firm towards
achieving forceful edge at business focus. With the assistance of legitimate instructional course
workers are particularly occupied with different undertaking and obligation which are
advantageous for firms development and achievement. High commitment of employees helps in
improving authoritative execution with drives the firm towards accomplishing higher upper hand
(Légaré and et. al., 2011). So as to creating employee commitment and execution at workplace
association give a viable instructional course which encourages them to enhance their abilities
and learning in some particular zone, with the goal that firm can without much of a efforts
increase higher competitive edge at market place.
 High performance working literally works as a support system that would assist in
maintaining all activities as well as functions of employees, for the purpose of achieving
higher productivity of firm.
 High performance working helps in maintaining a effective relationship with the
employees and also helps in co-ordinating employees in the longer run.
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.
It is required for every business association to deal with their execution through applying
different apparatuses and methods. Different methodologies are utilized by firm with a specific
end goal to upgrading their efficiency, some viable methodologies are depicted as under: Quality Aspect: It is highly important that the company manages the quality of its
products as well as services in an effective way, in order to attract large number of people
towards company. It is the significant obligation of HR supervisor to keep up the nature
of goods which are useful in increasing high level of development within market place.
For example, Whirlpool is centred around giving top notch items and administrations to
their potential purchasers with a specific end goal to fulfilling their necessities and needs.
They are concerned on high quality goods as well as services in regard to maintaining
faithful clients for long run of business exercises (Salas, Rosen and DiazGranados, 2010). Co-Ordination: The significant obligation of HR director is to set up coordination among
representatives, with the goal that objectives can be achieved in productive way. This can
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be considered as the vital device in which representatives are cooperating for increasing
some coveted targets. For instance: In Tesco Plc director is centred around executing
representatives in various errand according to the criteria of their abilities and learning
(Marquardt and et. al., 2011).
 Social Approach: This is the most established system of execution administration. This
approach alludes to a progression of vertical scales for different measurement of the
activity. This can be utilized inside an association through applying BARS and BOS
procedures of execution administration. There is a rating scale which is dependent on the
behaviours of individuals, it depends on some particular parameters which are chosen
consensually through all employees who has been at workplace. This methods has a place
on a scale of five to ten, in this representatives give diverse rank to each anchor
according to their execution. Social perception scale depicted as another and late form of
BARS. It helps in furnishing a more portrayal alongside recurrence based on
representatives conduct for a compelling and proficient execution. This is the best
approach of estimating the best possible productivity of representatives execution. For
instance: As Whirlpool is having extensive variety of representatives, so it is required for
firm to assess the execution of every worker with a specific end goal to allotting them
suitable task and obligation according to their aptitudes and capacity. Association and its
higher specialist direct different projects in regard to assessing the execution of
representatives at workplace. An all around talented worker can perform effectively at the
work place that will help organisation in various ways (Rock, 2014).
CONCLUSION
From the above report, we can reach to a conclusion that right kind of team development
policies are necessary for an organisation to maintain its competitive rivalry at the market place.
It is necessary that management of the organisation, especially HR, as it is concerned with
management of employees and human capital. Human capital, if used properly can give various
sorts of advantages to the organisation, they shall be trained and developed in a manner that, they
will contribute for the success and development of the organisation and its profits in the longer
run. Human resource Management can be considered as the blood stem of firm and it is required
for every business to use them in appropriate way with the goal that efficiency can be increased.
It is required for every business association to employ accomplished and talented individuals in
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their association so efficiency can be improved through appropriate use of human resource at
work place. It is also essential to maintain a healthy relation with employees so that growth and
development can be achieved in an efficient manner.
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