Skills, Knowledge and Behavior of HR Professionals

This article discusses the skills, knowledge and behavior required for HR professionals. It also highlights the importance of continuous learning and professional development. Additionally, it differentiates between organizational and individual learning. Furthermore, it explores the role of high performance working (HPW) in employee engagement.

Developing Individual,
Teams and
Organisations

INTRODUCTION.....................................................................................................................................3
TASK 1....................................................................................................................................................3
P1. Determine skills, knowledge and behaviour of HR professionals................................................3
P2 Conduct a personal skill audit.......................................................................................................5
P3 Differentiate organisational and individual learning.....................................................................7
P4 Need of continuous learning and professional development.........................................................9
TASK 2..................................................................................................................................................10
P5 Role of HPW in employee engagement......................................................................................10
P6 Approaches of performance management...................................................................................11
CONCLUSION.......................................................................................................................................12
REFERENCES........................................................................................................................................14

INTRODUCTION
In this global environment, every business entity want to grow and diversity. For this
purpose, it is essential for them to manage its all working activities and operations in an
effective manner. Human resource department of the firm is liable to manage workforce
diversity so that company can achieve high competitive advantage (Bolman and Deal, 2017).
Its main objective is to get optimum utilisation of available resources. in addition, HR
professional are responsible to provide training and development assistance to all staff
members for their growth and betterment. The present assignment is based upon TESCO; it
is one of the largest retailer which deals in grocery and other luxury products. The firm has
covered almost 30% of overall market share. Apart from this, the report will be described
skills, knowledge and behaviour of HR professionals. There will a discussion upon the
importance of continuous and professional learning within a commercial entity.
TASK 1
P1. Determine skills, knowledge and behaviour of HR professionals
Human resources is an eminent part of every business organisation. The core concept
of HR is consists with all those aspects which are related to manage employee relations at
workplace. In other words, HR is all about supporting and handling people in a systematic
process for associated processes. Thus, human resources is most important functions, in the
perspective, companies hire well qualified and skilled people who are liable to effectively
controlled its workforce (Salas and et. al., 2012). Several multinational firms have their own
HR department so as to handle its business activities and operations at international level.
TESCO is having adequate HR professionals who manage its workforce at very large scale.
While hiring such people, companies need to consider certain skills and qualities which are
described as under: -
Skills of HR professionals-
 Managing resources – It is the foremost quality of a HR person; he or she should be
able to manage resources, i.e. human within company. Such people capable to
motivate, develop, control as well as directing other peoples as they can work for the
company.

 Active listening – Another major skill of HR is, ability to listen carefully what others’
want to say. He should give proper attention while hearing employees’ problems and
issues; take time to understand them and find appropriate solutions towards the same.
 Effective communication – The HR manager have to communicate effectively with
others and able to present his view point in front of senior manager. Good
communication skills also help a person to achieve his career goals and objectives.
 Leadership and management – It is another essential skill of HR’s as they should be
able to lead and manage overall tasks. In this context, he or she has to know how to
manage people or a team and then influence them towards a particular activity
(Leonard, 2011).
 Decision making skills – Making fast decisions helps a person to grab good
opportunities and get succeed. So that, HR persons must be able to take quick
decisions when it is required therefore firm can easily achieve high competitive
advantage.
 Analytical thinking – Human resource managers should be capable to think effective
and innovative manner. With this assistance, they can increases the efficiency of a
specific project or task.
Knowledge of HR manager –
 Knowledge of the business – Such people have proper knowledge about a business as
well as overall organisations. It will helpful for them to prepare effective strategies
and policies (Seibert, S. E., Wang, G. and Courtright, 2011), Business and
organisational knowledge consists with, HR should be familiar with all rules,
regulations and other policies of the company.
 Knowledge of labour legislations – Human resource professionals have good
knowledge of labour relations therefore he can easily manage people. Labour relations
are related with taking care employees rights and duties at working. For example-
providing healthy and safe working environment to all staff members as they can
work in proper way.
 Knowledge of International HRM – The term HR is not limited with national level; it
is spread in all over the world. Therefore, the person has good information of
international HR policies and management.

 Knowledge of Best practices – There are certain HRM practices, i.e. recruitment and
selection, training and development, staffing etc. so that HR manager have to be
familiar with all of them.
Behaviour of HR professionals -
 Ethical behaviour – HR professionals behaved ethically with all employees. He
should give respect to value, morale and believes of other persons.
 Fairness – While taking any decisions and implementing any rules, HR persons have
to be fair or equal with all them.
P2 Conduct a personal skill audit
An individual has various skills out of them certain are assistive. In order to identify
effective skills of people, a personal skills audit should be conducted un this, a variety of all
activities are involved. Skill audit enables the requirement of training and development.
Along with this, Jane Cambridge is a Human resource manager of a corporate association; the
person has several skills and knowledge which aids him to deal with all situations in an
effective manner.
While implementing a skills audit event, strengths and weaknesses also have to be
examined so as to reduce them in a certain time of span (Warrick, 2011). All these practices
facilitates the process of skill audit therefore described outcomes can be achieved. Below
8mentioned is SWOT analysis of a person: -
STRENGTH WEAKNESSES OPPORTUNITIES THREATS
Effective
communication skills
of HR professional is
their major strength,
it helps them to
interact with anyone
as well as regulating
things systematically.
Does not have proper
knowledge of using
HR software and
tools.
Jane Cambridge have
capability to resolve
all problems at
workplace; it will
become a great
opportunity for him.
Lack of training
could become a big
threat of employees.
Jane Cambridge has
strong knowledge of
using Microsoft
Do not know the
proper use of data
base, which would be
Chances to handle
compound data by
imposing things
Improper knowledge
of databases will be
considered as major

software; which
shows his good
command over
technical area.
counted his another
major weakness,
effectively. threat for HR
professionals.
Ethical and polite
behaviour of HR
professionals helps in
managing healthy
and friendly
relationship with
employees,
Due to lack of
training sessions,
Jane Cambridge
cannot deliver
effective training to
employees.
As he is focusing to
learn advance excel
in order to make
things operative; it
helps in impressive
implementation of
working activities.
Market competition
is increasing day by
day.
Personal Skill Audit
Name : Jane Cambridge
Job role – Human resource officer.
Mentioned all things properly that are associated with personal are stated as under: -
Very good Good Adequate Little
Information
technology
Having strong
command on
technical area
and efficiently
knows using
internet.
But in order to
get more
specialisation,
the person has to
improve this
skills litte more.
Communication
skill
Needs to
improve
communicate
skills so as to
deal with
employees’
issues and
queries. It also

aids in
improving inter-
personal
relations at
workplace.
Problem solving
skill
Having effective
problem solving
skills will be
considered in
decision making
process as it
becomes more
relevant.
P3 Differentiate organisational and individual learning
Organisational learning
Organisational learning is a process of implementing knowledge for a specific
purpose and get better future outcomes. Its main goal is to continuous learning and improve
employees’ capabilities. The purpose of organisational learning is to boost up overall
performance of a company as it can achieve its goals and objectives (Van de Ven and Sun,
2011). It generates a cultural of inquiry in which people can feel secure and openly share
their problems. Organisational learning is conducted as people can ready to take risks.
TESCO always conducted organisational learning process so that its employees can acquire
new skills and market trends. It is done for increasing adaptability as well as flexibility of
workforce in an adequate manner. It allows people to learn what is beneficial for their teams.
Individual learning –
It is the process in which learning sessions are executed for improving particular skills
of employees. For example- if an individual will be promoted for higher position but he has
lack of some skills in this field. Regardless in this matters, managers are conducted a training
sessions for boost up certain skills of a person. In other words, individual learning can be
defined as the capability of building knowledge of individuals regarding a regarding a

specific topic. Apart from this, the core concept of individual learning is starts with interest as
well as motivation level of a person whether he is willing to learn or not.
Difference between individual and organisational learning: -
Organisational learning Individual learning
It is also known as development process
which is created only for managerial
personal. Organisational learning is regulated
for long term purpose.
It is also known as training method which is
created for managers as well as non-
managerial people. Individual process is
implemented for short term period..
It requires theoretical knowledge of persons
and its prime objective is to have broader
overview as well as consider general
knowledge (Pless, Maak and Stahl, 2011).
Because it is very tough for higher authorities
to give practical knowledge to a large group
of persons,
It needs managerial persons who have
capability to learn technical skills and
knowledge. Therefore, individual learning is
related with practical knowledge of people;
its major goal is to improve job related
process or activities.
Organisational learning is procedure which
makes staff members efficient as they can
easily handle critical or adverse situations in
an effective manner.
Individual learning contains initiate
improvements in employees. For example-
after training, they can use better methods or
ways to complete any task or activity.
It means implementation of various learning
sessions and new methods of production
because there are several people involved in
organisational. So that all of them are able to
give new and innovative ideas,
It refers learning or acquire through various
ways in order to do perform in effective
manner. If staff members have new and
innovative skills then they can compete other
rivals of the firm.
It is a career concerned in nature and
executed for improving future performance
as well as productivity of the company,
It is job centred in nature and regulated for
boost up current performance level or
efficient level of workers,
In this, learning sessions are linked with
vision and mission of the company.
Organisational learning is a continuous on-
going process and its success is difficult to
measure.
It is linked with completion of a particular
task or project within organisation. Individual
learning is a onetime process and easy to
evaluate by skill tests or using other methods.

P4 Need of continuous learning and professional development
Continuous learning plays a vital and crucial role in an individual’s life. It forces
people to themselves in order to achieve their career goals and objectives in an effective
manner. Before understand the need of continuous learning readers have to its actual mean.
Continuous learning consists with a process of documenting as well as tracking the skills and
knowledge which is gained during work (O'leary and et. al., 2011). Several individual prefer
to read and learn on continuous basis because they know it will be accessible for them in
future in order to deal with any adverse situation in an effective manner. Along with this,
several business organisations, like TESCO organise personal and professional development
programmes in order to boost up skills and knowledge of its employees so as to gain higher
competitive advantage. Professional development and continuous learning helps to connect
workers capabilities with current standard of external environment. It also aids in upgrading
skills and information of people towards changing market trends and renders direction in
specific field.
If employees have effective skills and competencies they will be contributed in
achieving goals and objectives of the firm. Strong knowledge regarding any area can make
easier the decision making process of the company. In individuals perspectives, continuous
learning and professional development increasing self- confidence as they can easily interact
with public. At last, CPD underwrites in improving quality of the life, sustainability as well
as the overall working environment. Beside this, in order to briefly understand learning
styles, readers have known the theory of David Kolb: -

Figure 1 Learning styles
(Source: Kolb - Learning Styles, 2013)
In 1984, David Kolb was published his learning styles. The theory states that learning
involves the procurement of abstract concepts which can easily applied in any situation. It
provides new thoughts regarding the development of new experiences. Learning is an activity
in which knowledge is generated by different transformations of experiences. Along with this
David Kolb’s theory is divided in four parts, such are stated as under: -
 Concentrate experience
 Reflective experience
 Abstract conceptualisation
 Active experiment
TASK 2
P5 Role of HPW in employee engagement
High performance working (HPW) is a set of various management practices which is
implemented in order to create working environment in which workers are highly contributed
in working activities. Generating a HPW means collecting all aspects of human resources and
put them together in order to get maximum future benefits. Along with this, it also helps in
workforce needs within company and then selecting such kind of employees who can fulfil
all job requirements (Tannenbaum and et. al., 2012). Afterwards, HPW evaluate workers

performance and then rewarding them so that they can retain in firm for long term period. In
TESCO, the concepts aids in employee’ coordination and engagement as they can work for
specific goals and objectives. Its prime motive is to boost up workers performance and
efficiency in order to meet customers’ desires in an effective manner. Therefore, if
employees are productive and efficient then any firm can easily achieve high competitive
advantage in a short time of span. Furthermore, HPW also helps in providing training and
development assistance to staff members as they can learn new skills and capabilities in order
to deal with any situation in an effective manner.
Benefits of high performance working (HPW) is stated as under: -
 It aids in enrolling staff members for future benefits and training programmes.
 Rendering and identifying insurance and further beneficial options.
 Administrating employees surveys to gauge their satisfaction.
 It enhances employees’ knowledge, empowerment, skills and incentives which
motives them to accomplish higher performance targets.
 HPW creates workplace in that people are treated as valuable resources and it also
provides full job satisfaction to individuals.
P6 Approaches of performance management
Performance management is one of the important task for every business
organisation; it helps managers to evaluate the employees capabilities whether they are able
to able to achieve organisational goals and objectives. In TESCO, PM considers with a
process of building a work atmosphere in which staff members are facilitated to use best of
their competencies (Leonard and Rayport, 2011). Along with this, it is regular process which
involves measuring, demonstrate and developing efficiency of individuals as well as teams.
In order to evaluate performance level, managers are using different approaches which
improve the effectiveness of their tasks. Below mentioned are various approaches of PM: -
 Behavioural approach – It is one of the most common and traditional approach of
performance management. Behaviour approach refers to a chain of vertical scale
towards several dimensions of job. It can be done through BARS, (behaviourally
anchored rating scale) which involves 5 to 10 rating on scales. In addition, staff
members are categorised on the basis of performance level. Apart from this, BOS
(behavioural observation scale) is the another tool of behavioural approach; it renders

more clear description regarding the behaviour of an individual in any particular task.
Although, the approach is consistent as well as accurate.
 Comparative approach – This approach of performance management contains that
managers have to use a rater while measuring employees’ with others. Along with
this, comparative approach assesses overall performance of an individual and gives
some ranking for the group of persons. In other words, people are ranked on the basis
of highest to lowest. In this context, there are various techniques of comparative
approaches, i.e. forced distribution, graphic rating system and paired comparison. In
which, forced distribution technique is, it aligns employees performance to
organisational performance by confirming top performers will be remunerated or
rewarded. And then employees are provided training and development assistance for
higher positions. Apart from this, in paired comparison technique an individual
performance is compared with another. And the higher performer assigned with a
score of 1. At last, managers evaluate performance of each person for various times in
order to get favourable decision.
 Quality approach – The approach is applied in order to improve customer satisfaction
by plummeting errors in production process. Quality approach aids in accomplishing
regular improvisation in products and services so as firm can easily achieve its goals
and objectives (Suppiah and Singh Sandhu, 2011). Along with this, the technique is
taken into account by person as well as system factor. It also helps employees as they
can take continuous feedbacks from managers’ regarding professional traits.
 Attribute approach – In this, managers are emphasised on traits and characteristics of
individuals who are liable to growth and success of the company. attribute technique
involves a set of skills, i.e. leadership, initiative, competitiveness etc. and then
monitor people on the same .basis. The approach is easy to implement and it also
generalised a wide range of jobs. If more attention pays in order to determine
attributes regarding job performance then; it is valid as well as reliable. Beside this, its
main advantage is little congruence among the tools as well as firm’s strategy.
CONCLUSION
Form the above mentioned report, it has been summarised that human resource
department plays a significant role in growth and development of a business entity. It helps
managers to handle as well as controlled to their all tasks and activities in a pervasive

manner. Along with this, HR manager of TESCO should be able to listen employees’ needs
and also he has capability to make fast results or decisions towards any particular topic. Apart
from this, organisational and individual learning helps people to improve their knowledge so
as to perform effectively at workplace. For this purpose, managers need to organise various
personal and professional programmes in order to boost up employees’ efficiency. There are
various approaches of performance management, such as- comparative, behavioural, quality
etc.

REFERENCES
Books and Journal
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Salas, E. and et. al., 2012. The science of training and development in organizations: What
matters in practice. Psychological science in the public interest. 13(2). pp.74-101.
Leonard, D. A., 2011. Core capabilities and core rigidities: A paradox in managing new
product development. In Managing Knowledge Assets, Creativity And
Innovation (pp. 11-27).
Seibert, S. E., Wang, G. and Courtright, S. H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
Warrick, D. D., 2011. The urgent need for skilled transformational leaders: Integrating
transformational leadership and organization development. Journal of leadership,
Accountability, and Ethics. 8(5). pp.11-26.
Van de Ven, A. H. and Sun, K., 2011. Breakdowns in implementing models of organization
change. The Academy of Management Perspectives. 25(3). pp.58-74.
Hu, J. and Liden, R. C., 2011. Antecedents of team potency and team effectiveness: an
examination of goal and process clarity and servant leadership. Journal of Applied
Psychology. 96(4). p.851.
Berry, G. R., 2011. Enhancing effectiveness on virtual teams: Understanding why traditional
team skills are insufficient. The Journal of Business Communication (1973). 48(2).
pp.186-206.
Suppiah, V. and Singh Sandhu, M., 2011. Organisational culture's influence on tacit
knowledge-sharing behaviour. Journal of knowledge management. 15(3). pp.462-
477.
Leonard, D. A. and Rayport, J., 2011. Spark innovation through empathic design.
In Managing Knowledge Assets, Creativity And Innovation (pp. 355-369).
Tannenbaum, S. I. and et. al., 2012. Teams are changing: Are research and practice evolving
fast enough?. Industrial and Organizational Psychology. 5(1). pp.2-24.
Pless, N. M., Maak, T. and Stahl, G. K., 2011. Developing responsible global leaders through
international service-learning programs: The Ulysses experience. Academy of
Management Learning & Education. 10(2). pp.237-260.

O'leary, M. B. and et. al., 2011. Multiple team membership: A theoretical model of its effects
on productivity and learning for individuals and teams. Academy of Management
Review. 36(3). pp.461-478.
Online
Kolb - Learning Styles, 2013. [Online]. Available through: <
https://www.simplypsychology.org/learning-kolb.html>. [Accessed on 11th November
2017].