Review and Analysis of BIM and HRM Papers

This assignment involves reviewing a collection of papers on Building Information Modeling (BIM) and Human Resource Management (HRM). The papers cover various topics, including the development of BIM competency assessment models, knowledge management and HRM links, transformational leadership and employee creativity, and more. Students are expected to analyze these papers, identify key findings and research gaps, and provide a comprehensive review of the current state of knowledge in these fields.

Developing
Individuals, Teams
and Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
Section 1...........................................................................................................................................1
P1 Abstract of professional skills, knowledge and behaviour required by HR professionals.. . .1
P2 Personal skills audit required to determine appropriate skills, knowledge and behaviour &
creation of professional development plan.................................................................................2
P3 Analysis of difference between organisational and individual learning; training and
development................................................................................................................................5
Training and development..........................................................................................................6
P4 Need for continuous learning and professional development ...............................................6
Section 2...........................................................................................................................................8
P5 Contribution of HPW in employee engagement and competitive advantage in specific
organisational situations..............................................................................................................8
P6 Different approaches to performance management ..............................................................9
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
In the current market scenario, the success of any business organization depends on its
ability to constantly develop individuals, teams and the joint efforts of its employee's. The need
to develop individuals and teams determines the working of that organisation and how effective
they are. Developing work force means increasing their capabilities to achieve the pre-set
organizationals goals (Burt, Sepie and McFadden 2008.). This will enable the organization to use
the skills to maintain the working requirement. In the present report, the organization which is
considered for example is Aldi which is German discount supermarket chain headquartered in
Germany. This report generates the analysis of employee's knowledge, skills, Behaviour
required by HR professionals and the factors to be considered when implementing and
evaluating inclusive learning and development to drive sustainable business performance. Beside
this, it also includes application of knowledge and understanding to the ways in which high-
performance working commendates to employee's engagement. At last, certain ways are
evaluated that will lead to effective communication, cooperative working and performance
management.
Section 1
P1 Abstract of professional skills, knowledge and behaviour required by HR professionals.
For any organisation to be successful and effective it is required to shape the professional
skills, knowledge and behaviour of their employee's. Shaping these will help in accelerating
overall productivity of organisation. Various function are required to be performed by HR of
Aldi so that all activities and operations are performed in a effective way (Lozano, 2008.). For
this managers are required to be highly skilled and professionally competent to take the best
decision. Various skills, knowledge and behaviour required by HR professional are discussed
below :-
Skills
 Active listening: this skills requires giving full attention to what people says, taking time
to understand and interpreting the things efficaciously. HR of Aldi should listen to the
problems of the employee's with full concentration and should provide them with best
solution as early as possible which will help in gaining employee's confidence.
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 Coordination: The HR should impose the skill of coordination among their employee's so
that they can collaborate with others to accomplish the organizations mission. HR of Aldi
requires this skill so that they can adjust actions in relation to other's action.
 Monitoring: The HR of any organization requires monitoring the performance of
organization to make improvements or take corrective actions (Stewart 2001). It will
help the organization as HR will monitor the behaviour of employee's and will take
necessary actions.
 System Evaluation: The HR should identify the measures or indicators of system
performance and action needed to improve the performance according to the goals of
organization . In Aldi, as it is large organization the evaluation of system is necessary
from time to time correct the performance.
Knowledge
 Personal and Human resource: Knowledge of principals and procedures for personnel
recruitment, selection, training and compensation are required by HR professional. This
is needed in case of Aldi as it will help in recruiting the best employee's at the
compensation which suits the organisation.
 Law and Government: Cognition of laws, legal procedures, government regulations,
political process are desired for the job role. As this impact Aldi's working routine so HR
of requires the knowledge of above
Behaviour
 Integrity: The job profile of any HR should be honest and ethical. One should follow
integrity in his job role (Matlay, 2000). As it impacts the decisions of employee's
working. So the HR of Aldi should work in Ethical manner and should contribute to the
good working environment.
 Cooperative: The profile requires being pleasant at job with others and displaying a good
nature and cooperative attitude. As Aldi has a large work force which has to managed, so
it requires cooperative behaviour of HR.
P2 Personal skills audit required to determine appropriate skills, knowledge and behaviour &
creation of professional development plan.
Skill audit is a key piece of information an organization requires to know so that it can
recognize whether the required individual possess the skills requirement or not. Without this
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information the person does not know where it has to improve or not. This helps the organisation
to target better training and development needs of the candidate (Paulus, 2000). Recruiting needs
would be better defined and will result in appropriate worker. The outcome of this is to analyse
and identify the areas which requires training and development. Some skills are required by Aldi
which includes:
1. Advising on HR related issues
2. Developing job description, selecting candidates and fixing their compensation.
3. Encouraging disciplinary actions among employee's
4. Advising the managers of their legal conduct.
5. Making code of conduct regarding the job profile.
As in the report Janes Cambridge has gone through the evaluation sheet in which she has rated
herself according to which the training and development plan would be made.
Very good Good Adequate Little or no
experience
Information Technology
Use Microsoft Office Word √
Use Excel spreadsheet √
Use a Database √
Use specialist HR software √
Use the internet √
Use e-mail √
Use PowerPoint √
Very good Good Adequate Little or no
experience
Communication Skills
Drafting contracts of √
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employment
Taking notes of
disciplinary hearings
√
Write reports √
Produce material to support
presentations
√
Delivering a training
session
√
Resolving
disputes/complaints
√
Interviewing √
Advising on HR issues √ Very good
Very good Good Adequate Little or no
experience
Problem solving skills
Make good use of verbal
reasoning skills, able to
handle complex data and
make selective use of
information
√
Explore more than one
solution in order to solve a
problem
√
Consider the ideas of others
to help solve problems
√
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On the basis of the table above the strengths and weakness of Janes Cambridge are defined
below:
Strengths Weakness
Information technology skills of Janes
Cambridge above average and he knows how
to use internet and emails also knows how to
use power point.
Janes Cambridge does not know the use of
Data base and specialist HR software.
The communication skills including writing
reports and producing material to support
presentation is good. It will help the company
in communicating with the employees more
efficiently.
Drafting contracts of employment, delivering
communication session and advising on HR
issues are the weakness that Janes Cambridge
has.
Problem solving skills of Janes Cambridge are
above satisfaction level as she is able to
provide the solutions to company in much
more efficient way.
Verbal reasoning skills of Janes Cambridge is
the weakness as she does not have any
experience in solving the problems.
Personal development programme: it is the process of creating an action plan that helps an
individual in identifying the skills and weakness and provide them the method of overcoming the
failing within them.
PDP plan is given below:
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evide
nce
1 Information
Technology
Janes
Cambridge
To enhance
Janes
By providing
her training
Team 1
mont
By
judge
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information
technology skills
are above
average this
means that this
skills requires
more emphasis
to enhance and
make her IT
ready.
Cambridge
IT skills
and
understandi
ng about
various
tools and
technology
specially
in HR
software
and use of
Data base.
from IT
department
and online
tutorials will
help her in
enhancing the
skills and
understanding
various tools
required.
members h ment
of IT
mana
gers
and
the
peer
collea
gues.
2 Communication
skills
Janes
Cambridge is
average at
problem solving
skills this means
that she requires
training and
development so
as to enhance
her
communication
skills.
To enhance
Janes
cambridge
communica
tion skills
in drafting
employees
contracts
and
delivering
training
session
Hence in the
training
programme it
should
include the
areas such as
how to draft
contracts of
employment,
learning of the
theories used
in advising
HR related
issues, how to
resolve
disputes and
complaints
Team
members
3
mont
hs
By
judge
ment
of the
mana
geme
nt and
the
empl
oyee's
.
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etc.
3 Problem solving
ability
Jane Cambridge
is average at
taking decision
and providing
the solutions on
time. To make
her overcome
this ability it is
required that
proper training
is provided.
The need to
increase the
skills of
verbal and
reasoning
is required
as to handle
the
complex
data.
For improving
this Janes
Cambridge
proceed to
take guidance
from the
superiors and
also seeks to
join training
program from
upper level
management.
Managers
of top
level will
asses
Janes
Cambrid
ge
performa
nce.
2
mont
hs
Top
level
mana
geme
nt.
On the basis of this table it is concluded that some of the requirement of table has been achieved
and rest need training and development programme.
P3 Analysis of difference between organisational and individual learning; training and
development.
Learning: it is a process that leads to change, which occurs as a result of experience and
increases the potential for improved performance and future acquisitions. It is one of the
effective tools to improve professional skills, knowledge and behaviour. It is important aspect for
organisation as well as individual to grow their knowledge and skills.
Organisational Learning: it is a process where managers and leaders give priority to
learning as a integral part of organisation. In this learning, knowledge is created, retained and
transferred within the organization. In an organisation individuals interact between them and
learning takes place (Senior and Swailes 2004). Aldi is following organisational learning in its
culture which helps them in achieving their goals and target.
Individual Learning: It is defined as the capacity to build knowledge through individual
refection and through personal re-elaboration. In this learning process manager has to identify
the strengths and weakness of the employee's and develop training session accordingly. It implies
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how employee's learn and how it is beneficial for the company. Aldi is identifying the
prospectus for individual learning and helping their employee's enhancing their skills.
Difference between organisational and individual learning
Organisational learning Individual learning
This is the learning where the organisation has
its impact and focuses on the team as a whole.
In this managers of the organisation develop a
learning plan for the team and evaluate them
on the basis of the outcomes which they
generate.
While in the case of individual learning,
individuals of the organisations learns
themselves with the experience and the training
session developed according to the individual
needs.
This helps in building effective teams within
the organisation and enhance performance of
the company as in the case of Aldi happens.
This helps in building skills in the individuals
which further helps in attaining the overall
objective of the organisation.
Training and development
Training is the programme that helps employee's gain specific knowledge or skills to
improve performance in their current roles. Development is more expansive and focuses on
employee's growth and future performance (Garavan 2002). It is vital function of HRM that will
improve the skills and develop a level of professionalism among the employee's. In case of Aldi
effective training sessions are conducted during the year so that employee's gets updated to the
current market trends and are able to work according to the requirement.
Training Development
Training is mostly short term and focuses on
the job profile of the employee's.
Development is the long term activity, with
goals that are open ended and ongoing in the
organisation. It focuses on the individual
person.
Training revolves around immediate and
present role needs and enhances the knowledge
or skills for the particular job role.
This activity is futuristic and aims at career
building and progression of the individual.
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Organisation takes the responsibilities for
training.
Development is the self-assessment procedure
where individuals have to develop themselves.
P4 Need for continuous learning and professional development
In order to sustain Aldi company in top form, continuous learning and professional
development can be one of the best techniques. Talent development Association based in the
United Kingdom lays an important fact that an organization are more nimble and competitive
when skills and knowledge is constantly and freely shared from time to time (Chang, 2006).
Continuous learning and professional development is essential for the existence of an
organization. Today, continuous learning has become an important function which need to to
performed through innovation of training session in an organization. This helps in acquiring and
enhancing critical and analytical thinking skills.
The term continuous learning refers to the strength of acquiring cognition and the ability
to expand skill opportunities in order to develop upcoming opportunities for an organization.
Some of the important reason why continuous learning is important for Aldi company are
mentioned below:
 Development of critical thinking skills is important for the workers of Aldi company. As
the company takes into consideration their points of views at the time when their arises
some issues. So it is very much essential for the employees to be updated about the
changing environment that takes place in an organization. This will help the Aldi
company in achieving the target goal on time.
 As well as to achieve the global status in the market continuous learning is important for
the Aldi company (Jeffcott, Ibrahim and Cameron 2009). So effective training session
programmes are being provided by the company for their workers so that they get
updated and acquire some skills and knowledge about the changes that are taking place in
the workplace environment.
Kolb's experiment learning theory: This theory is typically represented by four stages
of learning cycle in which learner touches all the bases which are stated below: Concrete experience: In this stage the Aldi company provides some kind of lab session
and field works so that the employees actively experience an activity.
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 Reflective observation stage: At this stage employees of the Aldi company reflects on
their experience through personal basis. Abstract conceptualization: At this stage the employees of the Aldi company form some
new ideas based on the reflection or alteration of existing abstract ideas.
 Active experimentation stage: This is the last stage of learning cycle which is essential
for the Aldi company workers. At this stage employees implement their ideas to their
surroundings so as to see whether there is any requirement of modification or not.
Whereas, Professional development refers to the process of improving and exploding
capabilities of the employees through access to training opportunities programs in workplace
(Gloet, 2006). Some of the reason why professional development is necessary for the Aldi
company are stated below: Increase retention: The Aldi company can retain their workers by providing some
professional developments offers like through promotion. This will help the company in
a way by making them feel that the company care about their career progress and are
fascinated to keep them in an organization for longer time period.
 Build confidence and credibility: In an Aldi company no workers like to feel that they
are missing some important skills which is required in their job. So the company provide
some professional development opportunities programs which will help the employees in
building up confidence level and the credibility to gain some new skills sets and
certificates. This will result in developing and sustaining the business growth in the
market.
Section 2
P5 Contribution of HPW in employee engagement and competitive advantage in specific
organisational situations
High performance working system is very much essential for Aldi company in order to
achieve organizational goal. It is mainly designed to increase the efficiency of the workers as
well as it help in increasing productivity of an organization. HPW is a systematic approach to
organizational design that seeks to align company environment, system and the processes using
team structures so as to achieve operational effectiveness (Succar, Sher and Williams 2013).
Thus it will be beneficial in providing high quality result for customers. However the Aldi
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company imposes three foci essential for achieving HPW that cover specific organizational
practices; Top leadership support, team based structure and employees empowerment,
performance measurement.
Employees of an Aldi company who are highly involved in designing and implementing
workplace processes perform better. For example, a study analyses that around 125 U.K firms
founded that companies using HPW system has lead to higher labour productivity than their
competitors. The key finding was that when the workers have the power to take decision related
to their performance and can assess information about company coast result in increase in
productivity of an organization (Conboy 2011). High performance work system refers to the
interconnected group of human resource practices e.g. training, performance appraisal and
compensation- designed to intensify employees potentiality. In order to incorporate HPW system
most effectively, the Aldi company incorporate the five best HR practices like; ensuring
employees security,selective hiring procedure, decentralized decision making, training by
commitment, reduced status barriers. Some of the important strategy and tools which will
contribute toward high performance work system of Aldi company are knowledge sharing,
employees reward system and many more which will helps in creating high performance works
system among employees. Additionally HPW system also helps in creating job satisfaction
among the workers and it will result in achieving growth in the market. Aldi company uses some
training programs session in order to develop their employees knowledge and skills which will
indirectly helps in boosting up their performance level. Ultimately, it is the responsibility of the
leadership at the top for creating an corporate culture which is essential in order to create
effective HPW system in an organization. A growing body of indicant suggest that
organizational leaders who adopt HPWS are rewarded by workers who are more pledged to their
system are the key to company profitability and to achieve a competitive advantage in the market
(Blandford 2012). Lastly, it can be concluded that high performance system is very much
essential for the company as it leads the company in achieving a global status in the market.
P6 Different approaches to performance management
Performance management consider various activities which ensure that aims are
systematically being met in an effective and economical manner. Performance Management
refers to the techniques uses to improve and promotes workers efficiency and effectiveness. In
simple word it is the continuous process to make all workers to work together so that they can
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helps the organization in achieving company aims and objectives. There are mainly two purpose
of performance management which are stated below:
 The very first purpose of performance management is that it helps in improving
employees work performance and helps in making them specialized in their job profile.
In addition to this it helps in fullest development of the workers so as to carry out the
firms mission.
 Second most purpose of performance management is that it helps in rendering
information to the workers and to the mangers so that it can be usefull in making work
related decision for the organization.
There are several approaches to performance management which support high performance
culture and commitment are mentioned below:
 comparative approach: In this approach employees performance are ranked on the
basis of highest to lowest performer with respect of other in the group (Wickramasinghe
and Widyaratne 2012). For example, In an Aldi company 10% of group are top
performers, 40% are average performers, 40% are simply good performers and rest 10%
are low performers. Thus the company reward the top performers for giving their best
and it will result in increase in productivity of an organization.
 Attribute approach: In this approach employee's are rated on the basis of specific
parameter like; teamwork, judgment, problems solving skills, creativity and many more.
For example, Aldi company first rate the employees on the basis of high, medium and
low and then each parameters are broken down as (+) above, (=) equal, (-) below and
according they are rewarded .
 Behavioral approach: In this approach employees are rated on the basis of their
behavior toward their employers and organization by adopting Behavioral anchored
rating scale technique (Mittal and Dhar 2015.). For example, Aldi company rate their
employees behavior on the basis of scale of 5 to 15(good behavior), 16-25( poor
behavior) etc. Thus accordingly employees are rewarded and which result in achieving
high performance and will motivate the workers to work for the organization.
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 Result approach: Under this approach employees are rated on the basis of their
performance outcome. For example, employees of the Aldi company are ranked on the
basis of overall productivity score which is the sum of performance score.
 Quality approach: Under this approach job satisfaction is given the major importance as
the employees are the only one who leads in achieving organization goal (Cerovsek
2011). For example, Aldi company focuses on increasing job satisfaction by providing
holiday packages, incentives and many more opportunities in order to retain and motivate
their employees to achieve the organizational goal.
CONCLUSION
Overall it can be concluded from this report is that in order to archive the growth in the
market it is very much essential for the company to develop their team members individually in
an organization. Its the responsibility of the HR manager of the company to take into
consideration their employees needs and preferences in order to make them feel that they are the
part of the company. There are several approaches which the company can adopt in order to
increase their employees motivation level as well as to make them feel that their doesn't exist any
biasnes in the company. HR manager of the company should mainly focuses on the factors what
can motivate their employees to work for the organization. As its the employees who helps the
company in achieving their target goal on time. So employees needs must be taken into
consideration by the company so as to accomplish organizational objective.
REFERENCES
Books and Journals
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Huczynski, A., Buchanan, D. A. and Huczynski, A. A., 2013. Organizational behaviour (p. 82).
London: Pearson.
Cerovsek, T., 2011. A review and outlook for a ‘Building Information Model’(BIM): A multi-
standpoint framework for technological development. Advanced engineering
informatics. 25(2). pp.224-244.
Mittal, S. and Dhar, R. L., 2015. Transformational leadership and employee creativity: mediating
role of creative self-efficacy and moderating role of knowledge sharing. Management
Decision. 53(5). pp.894-910.
Wickramasinghe, V. and Widyaratne, R., 2012. Effects of interpersonal trust, team leader
support, rewards, and knowledge sharing mechanisms on knowledge sharing in project
teams. Vine. 42(2) .pp.214-236.
Blandford, S., 2012. Managing professional development in schools. Routledge.
Conboy, K., and et. al., 2011. People over process: key people challenges in agile development.
Succar, B., Sher, W. and Williams, A., 2013. An integrated approach to BIM competency
assessment, acquisition and application. Automation in Construction. 35. pp.174-189.
Gloet, M., 2006. Knowledge management and the links to HRM: Developing leadership and
management capabilities to support sustainability. Management Research News. 29(7).
pp.402-413.
Jeffcott, S.A., Ibrahim, J.E. and Cameron, P.A., 2009. Resilience in healthcare and clinical
handover. BMJ Quality & Safety. 18(4). pp.256-260.
Chang, H.H., 2006. Development of performance measurement systems in quality management
organisations. The Service Industries Journal. 26(7). pp.765-786.
Garavan, T.N., and et. al., 2002. Human resource development and workplace learning:
emerging theoretical perspectives and organisational practices. Journal of European
Industrial Training. 26(2/3/4). pp.60-71.
Senior, B. and Swailes, S., 2004. The dimensions of management team performance: a repertory
grid study. International Journal of productivity and Performance management. 53(4).
pp.317-333.
O’Sullivan, D., 2002. Framework for managing business development in the networked
organization. Computers in Industry. 47(1) pp.77-88.
Matlay, H., 2000. Organisational learning in small learning organisations: an empirical
overview. Education+ Training. 42(4/5). pp.202-211.
Paulus, P., 2000. Groups, teams, and creativity: The creative potential of idea‐generating groups.
Applied psychology. 49(2). pp.237-262.
Burt, C.D., Sepie, B. and McFadden, G., 2008. The development of a considerate and
responsible safety attitude in work teams. Safety Science. 46(1). pp.79-91.
Lozano, R., 2008. Developing collaborative and sustainable organisations. Journal of Cleaner
Production. 16(4). pp.499-509.
Stewart, D., 2001. Reinterpreting the learning organisation. The Learning Organization. 8(4).
pp.141-152.
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