Developing Individuals, Teams and Organization Contents
Added on 2020-10-22
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Developing Individuals, Teamsand Organization
CONTENTSContents...........................................................................................................................................1INTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Professional knowledge, skills and behaviours that are required by HR personnel...............1P2 Personal skill audit to identify skills and develop professional development plan................2TASK 2............................................................................................................................................5P3 Difference between organisational and individual learning, training and development........5P4 Need of continuous learning and professional development for sustainable businessperformance.................................................................................................................................7TASK 3............................................................................................................................................8P5 Role of HPW for employee engagement and achieving competitive advantage...................8TASK 4............................................................................................................................................9P6 Different approaches to performance management................................................................9CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................12
INTRODUCTIONDeveloping individual means enhancing knowledge, skill of employees according torequirement. There is use of different aspects which assist in enhancing knowledge ofindividuals. There are some changes which are relevant and significant for maintaining themaccording to external environment. There are many changes taking place in external environmentso it is relevant to learn new techniques. With the development of skills of employees, thissituation is beneficial for organisational development as well. There are different techniqueswhich can be used by managers to enhance employees’ knowledge. This also assists inmaintaining long term relations with workforce. This report is based on ALDI which is one ofthe largest retail outlet in UK (Berry, 2011). This organization was established in 1884. Thisreport covers analysis of knowledge, skills and behaviour of HR personnel, factors to beconsidered while evaluating learning and development to drive sustainable businessperformance, contribution of High performance working in employment contribution andcompetitive advantage, and at last ways of performance management. TASK 1P1 Professional knowledge, skills and behaviours that are required by HR personnelHuman resource managers is the person who deals with different employees working inorganisation. There are many employees working in ALDI so t is responsibility of HR managerto deal with them. There is requirement of some skills. Knowledge and behaviour which assist inmanaging them and creating harmony among them. Employees are the main asset which helps todeal with consumer and provide best quality product and services. Being HR some skills isessential which maintain decorum in organization (Salas and et. al., 2012). Skills of HRActive listening- HR personnel is the personnel which deals with employees working inorganisation. There are different grievances which faced by employees, so it is responsibility ofHR manager of ALDI has to listen them actively and take appropriate actions. Active listeninghelps to judge mindset of employees and it is easy to implement policies at workplace (Bolmanand Deal, 2017). Coordination- There are many departments in ALDI such as purchase, sales, marketing,etc. so it is responsibility HR manager to deal with them. There is requirement of coordination1
among them so business activities are performed in appropriate way. In case there are somechanges in policies, then it is responsibility of HR manager to communicate properly. Leadership- HR manager in ALDI must possess leadership skill through which they canmonitor and guide employees. Due to difference in views of employees, there are possibilitiesthat they are not able to work in synchronise manner. Hence it is responsibility of HR manager toguide employees. Knowledge of HRLaw and government- There are some acts which is relevant for maintaining goodrelations with employees. Laws such as compensation act, minimum wages act, etc. This isresponsibility of managers to knowledge related to it. This helps to frame policies in ethical andrelevant manner (Chaskalson, 2011). Education and Training- Training is the technique through by which employees ofALDI can enhance knowledge related to post. There are different ways through which managersof ALDI can train employees. It is responsibility of HR manger to plan training and developmentevents. They must be aware about fact which method is most relevant. This helps to improveperformance of employees as well as organization. Behaviour of HRInnovation- Innovation means to accept new changes taking place in industry. HRmanager must believe in innovative approaches so they can create innovative environment withinorganisation. Manager of ALDI must focus of this behaviour to get positive impact on operationsof organisation. Purposeoriented- business operations performed at workplace must be purpose oriented.They must be relevant and essential for getting good and positive outcome. HR manager mustconvey reason begin performing business operations. This gives an path to employees forperforming operations (McCleskey, 2014). P2 Personal skill audit to identify skills and develop professional development planPersonal skill audit is a technique through which skills which arte required at work placeare analyse. This is the way through which individual can analyse difference between actualskills and skills required according to work (Darling-Hammond and McLaughlin, 2011). Thisanalyse results out to be some positive and some negative skills. At the post of HR there is2
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