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The need for continuous learning and professional development to drive sustainable business performance

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Added on  2020-10-22

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Different approaches to performance management that support high performance culture and commitment11 CONCLUSION 12 REFERENCES 14 INTRODUCTION Development is very essential for organisations to help them sustain in a competitive and dynamic environment Development of overall skills and performances of individuals and teams within an organisation encourages employee engagement and improves their job performances. A thorough analysis of importance of continuous learning and professional development is discussed, along with role of high performance work practices that could help the firm build better employee relations and improve their competitive position in the

The need for continuous learning and professional development to drive sustainable business performance

   Added on 2020-10-22

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DEVELOPINGINDIVIDUALS,TEAMS ANDORGANISATIONS
The need for continuous learning and professional development to drive sustainable business performance_1
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1. Knowledge, skills and behaviour that are required by HR professionals.............................1P2 Personal skills audit and professional development plan......................................................2TASK 2............................................................................................................................................6P3. Differences between organizational and individual learning and training and development.....................................................................................................................................................6P4. Analysis of the need for continuous learning and professional development to drivesustainable business performance...............................................................................................8TASK 3..........................................................................................................................................10P5 State how HPW contribute to employee engagement and competitive advantage..............10TASK 4..........................................................................................................................................11P6. Different approaches to performance management that support high performance cultureand commitment........................................................................................................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................14
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INTRODUCTIONDevelopment is very essential for organisations to help them sustain in a competitive anddynamic environment Development of overall skills and performances of individuals and teamswithin an organisation encourages employee engagement and improves their job performances.In almost every company, individuals within the firm enhance their skills and knowledge throughlearning from their workplace environment and the training provided (Aarons, Hurlburt andHorwitz, 2011). The following report is based on Marks & Spencer which is a multinational firmand a market leader in clothing and retail. This report indicates knowledge, skills and behavioursrequired by HR professionals and determination of differences between organisational andindividual learning. It also discusses how training and development are different. A thoroughanalysis of importance of continuous learning and professional development is discussed, alongwith role of high performance work practices that could help the firm build better employeerelations and improve their competitive position in the market. TASK 1P1. Knowledge, skills and behaviour that are required by HR professionalsHuman resource manager is responsible for managing and controlling the people workingwithin an organisation. There are number of functions that are performed by the HR professionalwith company it includes hiring, training & development, compensation and many more. But inorder to perform operations efficiently a HR officer of Mark & Spencer must have certain kindof skills, knowledge and behaviour which they require to exert while performing any operations.These qualities are explained below:Knowledge:Law & government:- A HR professional must have a thorough knowledge of law andregulations that are formulated by the government of particular country in which M&Soperates its business (Bolman and Deal, 2017). HR manager must known the standardsthat are provided by the government in term of working condition, health & safety law,employment law and many more in order to formulate business policies in an ethical andlegal manner. Personnel management:- HR manager must have a knowledge regarding the methods tomaintain and develop the employees working within organisation. They must know how1
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to prepare staff handbook, administrating payroll of employees, handling remunerationissues related to promotion and benefits, arranging training & development programs etc.This activities toward the management of employees support M&S in keeping itscustomers satisfied with their job which in turn will contribute more in enhancing theproductivity of company. Skills:Negotiation skills:- HR manager must have a negotiation skill as it support them insolving the issues related to pay of employees (Choi and Ruona, 2011). This skill helpthem in administrating the payroll of employees and it also support them in avoiding thelegal issues that may arise when trade union also get involved in conflicts of employees. Communication skill:- It is one of the most crucial skill that a HR manager of M&S musthave, as it support them in maintaining an effective relation with other department. Sothat the policies and procedures formulate by HR department must be implementeffectively by other functional unit. Further it also help HR manager to make employeesunderstand about the duties they are required to perform. BehaviourCoordination: HR professionals are consider as a most crucial part of a company who areresponsible for the management of employees. Therefore, HR manager must have acooperative behaviour so that it can maintain a coordination between the employeesworking within the organisation. This also support in developing or implement policieseffectively and managing staff performance. Critical thinking: It is a crucial skill that a HR manager of M&S must have as it help informulating effective strategies and policies which contribute toward the accomplishmentof organisational goals (Hartnell, Ou and Kinicki, 2011). Recruiting eligible staff anddeveloping a informed & attractive job specification that support in attracting candidatestoward vacant position. P2 Personal skills audit and professional development planPersonal skill audit is a technique through which individual can analyse current skills andareas which are lacking. At work place there is requirement of different knowledge, skill,behaviour through to give best. But every one is not perfect, so with the help of skill audit, itprovides chance to enhance knowledge and en-light carer growth (Herrmann and Herrmann-2
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