Developing Individual, Teams & Organisation: Assignment
Added on 2020-10-23
17 Pages4482 Words427 Views
Developing Individuals, Teamsand Organisations
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1SCENARIO 1..................................................................................................................................1P1. (a) Appropriate knowledge, skills and behaviours (KSB) that are required by HRprofessionals................................................................................................................................1P2. (b) Completed personal skills audit for an employee to identify training and developmentneeds considering the knowledge, skills and behaviours............................................................2(c) Professional development plan for the role of HR Officer....................................................4P3. (d) Differences between organisational and individual learning; training and development6P4. (e) Need for continuous learning and professional development to drive sustainablebusiness performance...................................................................................................................8SCENARIO 2................................................................................................................................10P5. Contribution of HPW to employee engagement and competitive advantage within aspecific organisational situation................................................................................................10P6. Different approaches to performance management and using specific examples showingthe way they support high performance culture and commitment............................................11CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONIn today’s era, it is not easy to differentiate between great and non-great teammates in anorganisation. Likewise, to make difference in between outstanding employees from lacklustreones is also not a simple task for a manager. However, this is significant for a firm to develop itsindividuals and teams to gain improvement in organisation as high-performing teams serve as thebuilding blocks of a company (Haber‐Curran and Shankman, 2018). In the present report, anunderstanding of role as an HR Officer will be developed along with studying about inclusivelearning and development within the organisation for driving sustainable business performance.For this purpose, Marks and Spencer (M&S) has been chosen which is one of the leading fashionand retail stores of UK. Further, discussion on effective use of high-performance working(HPW) framework and performance management models to support high-performance culturewill be done in the report.SCENARIO 1P1. (a) Appropriate knowledge, skills and behaviours (KSB) that are required by HR professionalsIn Marks and Spencer, HR Officer is required to possess high knowledge, skills andbehaviours to perform the role assigned effectually. These are given as below:Knowledge as an HR OfficerBSc/BA in Business Administration or relevant field – This degree is mandatory to bethere in the HR Officer of M&S.Understanding of MS Office and HRMS(human resource management system) – Havinggood knowledge of using these software is required in HR Officer to perform all relatedtasks.Knowledge of labour laws and related disciplinary processes – It is necessary to haveknowledge regarding labour laws and other related disciplinary processes so that conflictsoccur anytime can be solved easily and in a fair manner.Experience as HR Officer or at any other HR position – In M&S, HR Officer is to haveprevious experience of working at the same designation or any other position in HRdepartment.1
Skills as an HR OfficerNegotiation – To be able to negotiate effectively at the time of conflict or dispute, ifoccurs at workplace is necessary being HR Officer in M&S.Effective communication and interpersonal skills – HR Officer needs to interact witheveryone in company for some or the other purpose and so, he must be able tocommunicate in an effective way and should maintain healthy relations with others.Teamwork and collaboration – One of the major skills that HR Officer in M&S shouldpossess is to work in teams with high coordination (Martin and Manley, 2018).Worker’s compensation – He must be skilled to solve any issues related to theremuneration of staff members as well as their promotion and benefits. Behaviours as an HR OfficerWorking closely with various departments – It is vital for the HR Officer in M&S tocoordinate with all other units rather focusing only on HR department.Promoting equality and diversity – He is supposed to treat all employees at workplacewith equality and respecting the differences they have in terms of culture, backgroundand race.Implementing disciplinary procedures – HR Officer is required to follow all rules andpolicies like being in professional attire and entering and exiting from the office on time(Dowling and et.al., 2018).Delivering induction for new staff – The way they speak and behave should be softenough while giving induction to new employees to make them feel comfortable.P2. (b) Completed personal skills audit for an employee to identify training and development needs considering the knowledge, skills and behavioursAs per analysis made on personal skills audit for the position of HR Officer in M&S,training and development needs can be effectually identified based on the knowledge, skills andbehaviours he possess which is like:Skills that HR OfficerrequireRequired skills that havebeen achievedSkills development needsAdministering payroll andmaintainingemployeeUsing MS OfficeDatabase Management andusing HR software2
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
A Professional Development Plan for Jane Cambridge in her HR Officer rolelg...
|19
|4094
|70
Personal development plan for Jane Cambridge (KSB)5 Personal skill auditlg...
|15
|4453
|292
Developing Individual, Teams and Organisations & KSBlg...
|11
|3890
|417
The need for continuous learning and professional development to drive sustainable business performancelg...
|16
|5057
|451
Developing Individual, Team and Organisations - Doclg...
|21
|5381
|69
Developing Individuals, Teams and Organisationslg...
|17
|5452
|478