(solved) Assignment on Developing Individuals, Teams and Organisations

Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...............................................................................................................4
TASK 1 Analyse employee knowledge, skills and behaviours required by HR
professionals......................................................................................................................4
1.Human Resource Management .................................................................................4
2. Employee behaviours, knowledge and skills required by Human resource
professionals..................................................................................................................5
3.Value of Continuous professional development ........................................................6
4. Personal Skill Audit....................................................................................................6
5.Personal skill audit......................................................................................................7
6.Analysis of personal skill audit....................................................................................7
7. Professional development plan..................................................................................8
TASK 2 Analyse the factors to be considered when implementing and evaluating
inclusive learning and development to drive sustainable business performance. .........10
1. Explain and differentiate between learning, training & development.......................10
2.Learning will be focused on the strategic and tactic goals that will be fulfilled by
GAP analysis ...............................................................................................................11
3. Determination and implementation of learning........................................................12
3.Need for development in continuous professional development ............................12
1. Understanding and importance of collaborative working ........................................14
TASK 4 Evaluate the ways, how high-performance culture can support on performance
management, collaborative working and effective communication in Alexandra Reisse15
1. Understanding and importance of collaborative working ........................................15
2.Performance management as a process as well as concept...................................16
3. Constitutes of an effective performance management............................................17
4.Effective performance management will help in learning and development at
organisational team and at individual level .................................................................18
Critical Analysis................................................................................................................19
1. Different approaches of Performance management................................................19
2.Effectiveness of approach of performance measurement........................................19

3.Organizational culture and effective performance management – facilitator & barrier
......................................................................................................................................20
4. Performance management can be used to transform an organization...................20
CONCLUSION.................................................................................................................21
REFERENCES ...............................................................................................................22

INTRODUCTION
Employees and teams are integral part of the organization. Without them, no
organization can run effectively. Thus, development of professional employees and
teams are required for the development of effective organization (Cohen, 2017).
Present report will highlight the concept of HRM. It will analysis the behaviours,
knowledge and skills of the HR professionals, demonstrate the significance of Constant
professional development, explain the personal skill audit. This assessment will prepare
the professional development plan and analysis the organisational as well as individual
training, learning and development. It will concentration on the tactical and strategic
goals of the acquisition, consider the determination and implementation of the learning,
state the importance of collaborative working and performance management (PM) and
tell about the constitutes of effective PM. This report will analysis the relationship
between PM and learning & development and critically analysis of the performance
management approaches, effectiveness of these approaches, relationships between
organisational culture & PM and use of the PM in transformation of the enterprise.
TASK 1 Analyse employee knowledge, skills and behaviours required by HR
professionals
1.Human Resource Management
Human Resource management (HRM) can be referred as the concept that
involves several roles such as recruitment and selection, performance appraisal,
providing rewards and training and development to new employee. This will help in
acquiring knowledge and skills of manpower for the purpose of doing effective work in
the Alexander Reisse. It is essential for enhancing skills that will help in creating value
in the company. The main goal of HR department is to coordinate all the activities of
business in an effective manner. It is necessary for the company to enhance employee
engagement that will help in increasing interaction between employees in Alexander
Reisse (Berman and et. al.,2019). It is the duty of HR department to retaining employee
for long term that will assist in bringing more possibility for the upcoming time.
Employees of the company must have an ability to execute various job that will
beneficial as there are chances of getting promoted easily from lower level to upper

level in the Alexander Reisse. It is also important to have soft skills for being a HR
professional and having ability to resolve conflict between employees.
2. Employee behaviours, knowledge and skills required by Human resource
professionals
Knowledge required by Human resource professionals of Alexandra-Reisse are
as follows -
Legal Knowledge – HR professional must have legal knowledge which is related
to the employees, employers, organisation and industry, so that they can make
organisational legislation according to them.
Policy Knowledge – HR professional must have knowledge about the policies,
their types, code of conduct and their implementation. This will help them to frame the
policy in corrective manner.
Computer Knowledge – HR professional must have computer knowledge. They
must know how to work on Microsoft office. Also, they must have complete knowledge
of ERP system used by Alexandra-Reisse and different HR software.
Skills required by Human resource professionals are as follows -
Communication Skill – HR professional must have effective communication
skills in order to understand and communicate with the departments and employees
regarding any organisational aspects and issues.
Leadership Skill – In order to motivate the employees, create a great vision and
manage the conflicts, HR professionals are required to adopt leadership skill.
Decision Making Skill – HR professionals must have this skill as they are
required to take decisions regarding policies and employees for the betterment of
Alexandra-Reisse (Liljenberg, 2015).
Behaviours needed by Human resource professionals are as follows -
Maintaining balance between human touch and technology – Human
resource professionals must have to maintain a right amount of the balancing between
human contact and technology for the purpose of improve the work efficiency. He must
also be aware of all the technologies which are affecting organisation and shaping it in
new way.

Purpose Oriented – Human resource professionals must have to completely
understand Alexandra-Reisse's objectives as well as every departmental objective. So
that they can help organisation and department to provide accurate skilled human
capital for the conduction of their activities. Also, they can create link between
organisational and departmental objectives.
3.Value of Continuous professional development
Continuous professional development can be defined as the process of acquiring
knowledge and skills that is required to accepting the changes that will be made in the
organization for the future. This involves improving regular skills and motivated
employee to do effective work in the company. Continuous development will aid in
updating knowledge of an employee so that employees will be capable to do activity in
an effective manner. It is crucial to upgrading skills that will help in accepting changes in
company. Development among the employees will help in improving ability to
showcasing different aspects of an employee in the company. Through continuous
professional development employee of Alexander Ressie will be able to adjust in the
new working environment (Asah, Fatoki and Rungani, 2015).
Recording continuous professional development will be helpful in identifying the
achievements of an employee that will aim in fulfilling the potential strength of an
employee. Through this, there are chances of getting promoted in the company.
Continuous professional development will be evaluated by measuring performance of
employees that include their knowledge and abilities that is needed to do a particular
task in the company (Bolden, 2016).
4. Personal Skill Audit
Meaning of Personal skill audit is to do inspection of individual's skills,
knowledge, abilities and behaviour in order to determine the skill gaps and needs for
training in order to mitigate the gap (Ellis, 2018). It helps organisation to get to
experience about the existing skills and knowledge of individual along with required
skills and knowledge which are essential for the organisation to develop. It helps
organisation to know about the extent to which training is required. It also helps
employees to fulfil their needs and aspirations which is good for the employees'