Developing Individuals, Teams and Organisations: Skills Audit
Added on 2021-02-19
17 Pages4958 Words25 Views
Leadership ManagementProfessional DevelopmentDesign and CreativityHigher Education
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DEVELOPINGINDIVIDUALS, TEAMSAND ORGANISATIONS
Table of ContentsINTRODUCTION...........................................................................................................................3MAIN BODY...................................................................................................................................3P1 Explain employee knowledge, skills and behaviours required by HR..................................3P2 Explain and show PDP and Personal skill audit....................................................................4M1 Professional skill audit..........................................................................................................7D1 Learning cycle.......................................................................................................................8P3 Differentiate between Organizational and individual learning and training anddevelopment................................................................................................................................8M2 Implicant Kolb learning cycle..............................................................................................9Task 2...............................................................................................................................................9P4. Need for continuous learning and professional development in an organisation ................9M2. Analysis of importance of implementing continous professional development by Kolbslearning theory..........................................................................................................................11Task 3.............................................................................................................................................12Covered in PPT.........................................................................................................................12Task 4.............................................................................................................................................12P6. Importance of collaborative working .................................................................................12M4. Critical analysis of different approaches of PM................................................................12CONCLUSION : ...........................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONDeveloping team and Individual both are very necessary in the organization as they both equallycontribute to the success of the organization. Alexandra-Reisse is a consulting firm based in UKfounded in the year 2004, main business activity is Management consultancy activities other thanfinancial management and the company is listed as Active. This report highlights the employeeknowledge, skill require by HR. Further this report highlights the Personal skill audit and thePDP for the same. Further this report highlights the need of continues professional developmentand different approaches to performance management.MAIN BODYP1 Explain employee knowledge, skills and behaviours required by HRHRMHuman resource Management (HRM), as a name suggest is a strategic approach related to themanagement of personal in the organization in such a manner that they contribute toward theachievement of the organizational goal. The main purpose of the HRM is used to maximize theemployee performance and efficiency (Asah et.al., 2015). HRM main responsibility are tooversea the employee benefit in organization, employee recruitment, training and developmentof employee, performance appraisal, and reward management, such as managing payandbenefits system. HRM also looks at the concerns like organizational change, Industrial relationand works as an Intermediator between senior authority and the employee (Dixon, 2017) .Decisive Thinker: As a Staff development manager individual should be a good thinker as itwill help the individual in relating the problem in a right manner, as there is a quite a chance of aissue in the team as all the employee has different though and view point, Decisive thinking willhelp the individual in understanding the issue very easily and also help in finding out mutualsolution. Decisive thinking will also help the individual in ascertaining the need of the trainingfor the employee which eventually help them in increasing their efficiency which is interrelatedwith the revenue and productivity of the organization.Collaborative: Asmain responsibility of the development manager is to develop the goodinternal and external environment for the organization to work in, it is very necessary for theindividual to be collaborative as it will help the individual in working with a range of people inand out of the organization which will eventually result in biding a good working environment in
the organization and will also help in building a good trust factor in between employee (Watsonand et.al., 2016).Role model:As staff development manager is the one who is so close to the employee andmotivated the employee to work in a better way, manager should set an example by their ownwork and should guide the employee to work accordingly, In other words it can be said thatindividual should have a skills and knowledge of the work to be done and should lead theemployee by setting examples.Continuing Professional Development (CPD) is the word used for defining the process oftracking and documenting the skills, knowledge and experience that is acquired from formal andinformal source during the time of the work, In simple words it can be said that it is record ofexperience, learning and application.HRM are the one who looks at a human resources management of the organization and CPDhelps them to record the changes and that have been measured in the employee which helps theemployee in building a good confidence and it also motivates the employee to achieve more inthe future. CPD helps the HRM in developing the good professional skill which helps theemployee on their career which eventually helps the HRM in retaining the employee. CPD alsoreduce the gap in Competency and knowledge.It is always an argument what the necessary to write and evaluate the CPD but the positiveimpact always win in it as writing and evaluating help the organization in finding out the changeat time interval, it also helps in knowing the current situation of the knowledge and skill and onthe basis of that individual can take a corrective action (Jack, 2017).P2 Explain and show PDP and Personal skill auditPersonal skill audit is the way by which individual can identify the personal strength andweakness which is required to be developed by the individual. Generally individual used to makethe Personal skill audit at the time when they feel the need of the improvement required.SWOTStrength:Influencer: I always believe that I am able to influence the work of other in the organization insuch a way that they feel motivated, as a Staff manager it always helps me to improve theefficiency of work and employee also feel comfortable.
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