Different professional knowledge, skill and behaviour required by HR Professional

This report discusses the different professional knowledge, skills, and behaviors required by HR professionals, including interpersonal skills, communication skills, problem-solving ability, quick decision-making, knowledge about recent trends, and ICT skills.

Developing
Individuals, Teams
and Organisations
1

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Different professional knowledge, skill and behaviour required by HR Professional...........3
P2 Personal skill Audit................................................................................................................4
LO2..................................................................................................................................................8
P3 Difference between organisational and individual learning, training and development........8
P4 The need for continuous learning and professional development..........................................9
LO 3...............................................................................................................................................10
P5 Contribution of HPW in employee engagement and competitive advantage.......................10
LO 4...............................................................................................................................................12
P6 Different approaches of performance management.............................................................12
CONCLUSION..............................................................................................................................14
REFERENCE................................................................................................................................15
Appendix........................................................................................................................................17
Job Description..........................................................................................................................17
Person specification...................................................................................................................18
2

INTRODUCTION
Continuous growth and development in individual, team and overall organisation is
necessary for enterprise in order to gain competitive advantages. Various skills, knowledge and
capabilities are required by individual to perform different work within organisation in order to
get best career opportunity in future. This report is about Hilton which is one of the leading
organisations in UK having number of employees and market share. It discuss about various
skills, professional knowledge required by HR manager to perform its function. Professional
skill audit is prepared to identify appropriate knowledge and skill that are present in individual to
perform particular task. It also explained about various learning and development process that
contribute towards sustainable development of firm. At last it analysis about contribution of High
performance working in employees engagement and gaining competitive advantages.
LO1
P1 Different professional knowledge, skill and behaviour required by HR Professional
Human resource management is responsible for recruiting, selecting and planning for
growth and development of each individual within firm. Therefore for performing all such
function various skill and knowledge that are required by HR manager so that maximum output
can be gain within minimum resources (Chujfi and Meinel, 2017). Skills and knowledge need by
HR profession or me to retain maximum employees and enhance their performance are as
follows:
Interpersonal skill: I need to have good interpersonal skills in order to effectively communicate
and build strong relationship with employees. It should have capabilities to understand views,
ideas and preference of particular individual that are working in organisation. So, that
appropriate strategies can be formulated by Hr manager to resolve their grievance and problem
for effective performance and productivity.
Good communication skill: Another skill that is required by HR professional is good
communication skills in order to clearly explain individual about its roles and responsibilities. It
is also need by me as an HR manager to motivate and influence people to work in appropriate
manner so that firm can gain competitive advantages (Cartwright, 2017). I also need effective
communication skills to inform employees about various changes in policy, roles and
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responsibilities and task that need to be performed by particular individual as per changing
environment. Thus, it contribute in grow and success of organisation and effective
implementation of HR strategies, policies to get maximum outcomes.
Problem solving ability: It is skills that are required by HR manager in order to resolve various
issues, challenges that are faced by employees while working. I have good problem solving
ability can easily resolve conflicts between individual and motivates them to work within a team
for desired goals. Therefore effective coordination and cooperation among employees lead to
enhancement in individual performance and achievement of company goals.
Quick decision making: It is one of the talent of HR professional to take quick and appropriate
decision to protect company from external threats and effective utilisation of opportunity for
future growth (Chidiac, 2018). Quick decision making skills help me to plan effective strategies
within limited time for growth and sustainability of firm in retail industry.
Knowledge about recent trend: HR manager need to have knowledge about recent trends and
technologies that are used by other company to satisfy customers needs and wants. Manager
need to have knowledge about internal and external factors that may affect HR strategies such as
preference, social needs of employees, new policy, law introduce by government or
technological development and economic condition of country. All such knowledge will help
me to complete its task within limited time and cost and effectively motivate employees to
enhance their performance.
ICT Skills: HR manager need to have knowledge related to use of information communication
technology so that it can easily communicate with various individual. I in order to communicate
with employees through use of email or handling sky meeting in order to coordinate work of
different stores for achievement of main objectives (Malmelin and Virta, 2017). Therefore
knowledge of innovative technology for communication helps in sharing of ideas, views within
limited time and inspire individual to work hard.
P2 Personal skill Audit
Skills Skills Acquired The way skill will
contribute in
performance of work
Method to enhance
skills
ICT Skills Through continuous
use of social media,
It will help me to
easily share crucial
By practicing more
and more to
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internet and computer
to communicate with
customers, employees
such skills can be
developed by me.
information with
number of employees
so that they can
perform their work for
growth of enterprise
(Main, and
Pendergast, 2017).
communicate with
other through use of
ICT skills can helped
in enhancement of
existing skills of
particular individual.
Quick decision
making
By giving some
authority to take
appropriate and
correct decision
within time can helps
in development of
quick decision making
skills.
It will help to take
correct decision so
that firm can gain
competitive
advantages in
industry.
By providing various
opportunities to
individual to make
decision that provide
various benefits to
firm.
Problem solving
ability
It is another skill that
is acquired through
solving various issues,
conflict between
individual (Cook and
et.al., 2017).
It helps me to provide
good and friendly
working environment
to employees so that
they can work hard.
This skill can be
enhanced through
continuous solving
various problem faced
by enterprise.
Professional development plan
Skills Strategies need to improve
skills
Evaluation of
development of skills
Time frame
Quick decision
making
 I have decided to
improves quick
decision making
through identifying
various outcome and
Skill developed can be
evaluated through
analysis outcome of
various decisions taken
by me in both personal
I will required 4-5
months to develop
quick decision
making as I have to
learn various
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benefits from
particular decision.
 It can also be
improved through
solving various
mathematical
calculations so that
brain can fast work
to take correct
decision within
limited time (Pepper,
2020).
and professional life. method that are
used to identify
relevant outcomes.
Analytical
skills
I have planned to develop
analytical skills through
continuous evaluating and
analysing performance of
others.
Analytical skills can be
evaluated through
identifying whether I am
able to understand
meaning of particular
data or information or
not. Or time taken to
analysis particular
information or data.
It will develop
after 5 months as I
have to learn ways
to analysis and
evaluates
performance for
accurate decision
making.
ICT skills  I can develop good
communication skill
through continuous
exchanging or
sharing information
with different people
on internet, social
media.
Communication skills
can be analysed when I
am able to share my
innovative ideas to
number of people in
correct sense through use
of innovative
technologies.
It can be developed
within time frame
of 7 months as I
have to learn
different culture,
language that are
used by individual
so that I can easily
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 Learning
vocabulary, body
language, gestures
and word that need
to be used to while
communicate with
other people.
motivate and
inspire them to
work hard for
growth and success
of enterprise.
Time
management
 I have planned to
improve my time
management skills
through prioritising
activities that need
to be performed first.
 To follow
appropriate
procedure so that
task can be
completed in limited
time and needs of
customers can be
meet.
It can be evaluated
through setting target
goals to perform
particular task with
specific time limit so that
maximum benefits can be
gathered.
Approx 4 month
will be required for
development of
time management
skills (Cartwright,
2017).
Reflection
My strength lies in good interpersonal and communication skills as I can easily build
relationship with others through sharing my views, ideas to other people. Thus it helps in
understanding each other feeling, problem that are faced by individual. On the other hand I am
not able to take quick decision or solve problem easily so it may hinder growth of organisation.
Therefore I have planned to improve my decision and problem solving ability in order to get job
for HR post in future career. In order to get differentiate position form other I need to use my
strength that is interpersonal skills to influence other to work in particular manner. Therefore
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personal development plan will helps in improving some of my weakness so that I can get
various opportunities in future career. Such as:
LO2
P3 Difference between organisational and individual learning, training and development
There is huge difference between individual and organisation learning, training and
development. Organisational learning refers to learning, growth and development of whole
organisation due to transfer of knowledge, skills from one employee to another so that company
can run and expands its operation for long term. It is wider term that included training,
development and enhancement of skills, knowledge of various individual rather than one person.
Manager give priority to organisation learning, development and training process as it helps in
development and growth of different individual so that qualitative services can be render to
customers (Yap and Toh, 2019). Organisation learns from kolb’s learning theory or its previous
experience of strategies that are implemented to earn profitability and market share. Training and
development program are organise for all employees so that different changes of environment
can be easily accepted and firm can grow its market share. Organization learning training and
development helps in effective coordination and cooperation of individual to work as team so
that desired task can be accomplished. Employees learn various skills such as better
communication, technologies and knowledge about task to be performed from each others. Thus,
experience and knowledge of different individual helps in gaining better outcome and effective
performance of task so that company can gain competitive advantages.
On the other hand individual training and development, learning process focus on
personal experience rather than group point of view. It state some of the individual have
specialised knowledge and skills to perform different task and activities. Training and
development program are organised to teach particular individual about method that need to be
used to perform various function within organisation. Individual learn from its own previous
experience thus it helps in better understanding and taking appropriate decision to perform
particular task in professional life (Maduka and et.al., 2018). Different individual have different
skills, preference and interest in particular areas or weakness therefore by providing appropriate
training and development to individual thus weakness can be imported. Some of the employees
or individual are highly motivated and influenced to work effectively so they put their best
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efforts for achieving particular goals. Whereas some individual need to be motivated to work
hard or effectively so that organisation growth and expansion can be promoted and company can
earn maximum profitability. Person uses kolb’s learning theory its own experience, belief to
perform particular task which may result in good or bad result for company. Therefore it can be
stated that organisational learning, training and development is total different from individual
learning. Organisational training and development program is for each and every employee so
that company can meet necessary changes of external environment and satisfy needs of
customers. On the individual skills helps to perform particular task with appropriate as it have
sufficient knowledge about task that need to be performed.
P4 The need for continuous learning and professional development
The term continuous learning itself indicates the process where there is regular
development and up gradation in the existing skills striving towards the achievement of more
proficient skills and knowledge. The key is to engage in such activities continuously where all
the activities are recorded and evaluated so that based on these records, future learning can be
developed (Yu and et.al., 2015). In Hilton Hotel, the process of developing a CPD is enhanced
upon by the organisations policies and this has made the CPD as an extremely sustainable and
beneficial aspect of the overall process of development and better integration. There are a variety
of reasons why CPD is extremely important and necessary at the Hilton Hotel and these can be
identified in a following manner:
 Competitive Edge: The competitiveness in an organisation automatically increases
when the company regular modifies and upgrades their existing policies and practices
thus showing that the company can easily adapt and implement any change that arise.
This gives a compete advantages particular to organisations such as Hilton Hotel which
facilitates their overall work process and helps them in increasing their diversity and the
competitiveness of the services that they provide. This is immensely beneficial in
improving the overall dynamics of the company.
 Overall Work Environment: The incorporation of CPD mechanism helps in improving
the overall work culture and practices in the organisations by eliminating those aspects
which have become redundant or are no longer contributing in the development of the
organisation i.e. the activities that are just consuming up resources but are not
contributing effectively in the productivity of Hilton Hotel are removed from the
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organisation (Yang and et.al., 2015). This practice has immense contribution in the
improvement where newer technologies and better operational capabilities are
instigated in the Hilton Hotel and the human resources as well as the personnel is given
better practices to nurture themselves. Therefore, CPD ultimately nurtures an
organisation and this is the reason CPD has been able to benefit Hilton Hotel immensely
thus proving its importance.
 Skill Gap: The problem of skill gap is one of the leading problems that is faced by a
multiple number of organisations where they are unable to hire employees whose skill
level and development is in accordance with the skills that are actually required for
performing the job roles on which they are working (Obeidat, Mitchell and Bray, 2016).
At Hilton Hotel the managers of the company try to bridge this problem by using the
CPD technique. They avoid hiring of any external or third parties in their company to
give the training to the employees which fastens the process but is not able to inculcate
the skills for a longer time period and rather than this, at Hilton Hotel, the skills are
gradually inculcated in the employees through their own experience or by their own
learning regularly. This helps in minimizing the skills gap that currently exists in the
majority of the retail sector organisations.
 Flexibility: By the regular engagement in the CPD activities for its employees and
management, the resistance to change is minimized as they are adept with the process of
learning new thing and incorporating them (Safavi and Karatepe, 2018). When the
employee are regularly motivated to learn and incorporate newer things and changes in
the organisation, Hilton Hotel is able to increase their chances and opportunities at work
flexibility and also the newer trends can be included as quickly as possible. Therefore,
the CPD will help in facilitating the change process as and when the need for
implementing organisational change arises in Hilton Hotel and thus, overall the
flexibility in the business operations will also enhance significantly.
LO 3
P5 Contribution of HPW in employee engagement and competitive advantage
High performance working is basically the management approach where the focus or
emphasis lies on the enhancement or increase in the level of the involvement that an employee is
showing in the organization and its activities so that the overall productivity and performance of
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the employee can increase significantly in the organisation (Ogbonnaya and Valizade, 2018).
This technique simply focuses on the manner in which the organisations utilises the resources
that are available to them while the different problems arises in the companies significantly. The
problems such as labour turnover, or employee engagement etc, are the major aspects that are
addresses in the organisations that are working in accordance with the model of HPW. There are
varies aspects that contributes to the importance that implementation of HPW has in an
organisation. These are:
 Positive attitude of leader: The major attribute that is facilitated by the high performance
organization is that the leader of such organisations always maintains a positive attitude
towards their followers i.e. subordinates who are working for them (Ogbonnaya, and
et.al., 2017). This is a major aspect in increasing the motivational level of the employees
where they are not being scolded for smaller things but are rather treated as the students
but are rather made understood the impact that their actions have over the entire
organisation and its activities. In Hilton Hotel, this enhances their productivity and sense
of achievement where they try to work harder in order to achieve the different goals that
have been set up by them and ultimately the employees get extremely motivated thus
improving the overall situation.
 Effective communication: The communication strategies that are applied in the HPW
organisations are immensely updated where the organisations follows a rigorous process
of making the employees understand the tasks that is to be performed or all the things that
are to be communicated accordingly. When the communication is poor, the chances of
any employee conflicts due to poor or mis- communication also gets minimised and
ultimately the employees are able to effectively maintain a positive attitude and outlook
towards the workplace of Hilton Hotel. The environment is also stress free and the
employees are able to work collectively and in a motivated manner (Obeidat, Mitchell
and Bray, 2016).
 Sharing common purpose: The team work and synchronised accomplishments are one of
the major aspects of the high performance working model where the organisational
objectives are given priority over individual work and the collective efficiency is
encouraged rather than just bare efficiency. The employees rather than getting their own
promotions and incentives think about the benefit of the company as a whole and the
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promotion and development of the entire company. This therefore collectively helps
Hilton Hotel in improving the overall significance of the achievement of objectives that
have been formed at organisational level and are in accordance with the mission and
vision of the company are mainly influenced and affected as they are achieved at a
quicker scale. Measurement and feedbacks: This is the last aspect of the high performance working
model and yet the importance of this aspect is imminent. The managers of the Hilton
Hotel company along with the HR department regularly evaluate the engagement level
and the performance level of the employees encouraging them to be more productive
(Ogbonnaya and Valizade, 2018). Then based on the performance, actions are taken
accordingly by giving either positive or negative feedbacks so that employee can be
motivated to work more harder and achieve the goals that have been set. This technique
also helps in ascertaining the efficient employees form the ones that are not so efficient or
adept at their work structures and levels.
Therefore, the analysis of the factors above helps in indicating the importance that HPW has
in an organisational workplace and the manner in which it assists in completion of daily
objectives and tasks.
LO 4
P6 Different approaches of performance management
Performance management as it was identified earlier is an important aspect in increasing
and managing the overall efficiency of the organisation which also ensures that the funds do not
get wasted unnecessarily. There are various approaches and techniques of evaluating the funds
that are present in the organisation and also in taking correct actions. In order to enhance and
promote the aspects related to HPW, following performance management techniques can be
adopted:
 Collaborative working: The approach of collaborative working is the best approach
towards performance management where the employees that are working on their
respective roles are encouraged to cooperate with each other so that collaboration in
Hilton Hotel can increase (Mazzei, Flynn and Haynie, 2016). For instance, at Hilton
Hotel, it is the general practice to put together employees on different tasks and activities
so that they can learn how to effectively communicate with each other and to also
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understand the manner in which the overall performance can be achieved thus
encouraging the practices of HPW environment in Hilton Hotel. This is usually done in
group activities where several groups are formed and then they are pitted against each
other. This increases their jest to win which ultimately improves the integration and
commitment of the employees towards each other. Therefore, this is an effective
performance management technique through which the employees can be encouraged to
perform better.
 360 degree feedback mechanism: The 360 degree technique helps in generating the
views of the employees that they have towards the different policies and strategies that
are being adopted in the company rather than just giving the directions to them (Pittino
and et.al., 2016). Hilton Hotel does this by encouraging give and take of feedback in both
ways of communication i.e. employees are given feedback by their HR and managers
regarding the work that they are doing but the employees in return also give the necessary
feedback regarding the different aspects of the work culture or policies that they find as
inadequate or good. This policy is the most effective policy in enhancing the overall
practices of the collaborative working in the organisation and thus fostering the culture of
high performance working. Further the company Hilton Hotel can also improve the
overall working environment by adopting some of the measures that have been suggested
by the employees of the company effectively.
 Rewards and incentives: Rewards and incentives can although be categorized as the
rewards management strategies but rather they can also be categorised as the performance
management strategies where the company can effectively reward employees on the basis
of their performance (Afsar, Shahjehan and Shah, 2018). At Hilton Hotel, practices such
as star performers of the year, or the one where the vouchers for holidays etc. are given to
the employees is one of the best aspects that they use to reward the employees who have
the highest performance score. This motivates other employees as well to perform much
better and overall the productivity of the organisation increases collectively. Bus such
practices and measures the HPW of the organisation is also encourages where the
employees are able to improve the overall prodcutivgty and function of the organisations.
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CONCLUSION
From the above report it can be concluded that organisation can achieve its success
through effective coordination and cooperation of individual efforts towards common goals. Hr
manager need to have different skills in order plan, organise and manage most important
resources that is Human for growth and success of enterprise. It can also be concluded from
above analysis that continuous learning and development drive business success and contribute
to overall achievement of goals. It can also be illustrated from above report that high
performance working lead to engagement of employees and maximum production within
TESCO. At last it can be explained that management of performance and coordination between
individual helps company to gain competitive advantages through satisfaction of needs of
employees and customers.
14

REFERENCE
Book and journals
Afsar, B., Shahjehan, A. and Shah, S.I., 2018. Frontline employees’ high-performance work
practices, trust in supervisor, job-embeddedness and turnover intentions in hospitality
industry. International Journal of Contemporary Hospitality Management.
Cartwright, R., 2017. Mastering team leadership. Macmillan International Higher Education.
Chidiac, M. A., 2018. Relational Organisational Gestalt: An Emergent Approach to
Organisational Development. Routledge.
Chujfi, S. and Meinel, C., 2017. Design Thinking and Cognitive Science: An Exploratory
Approach to Create Intellectual Capital with Decentralised Organisations. In FedCSIS
Communication Papers (pp. 303-310).
Cook, R. J and et.al., 2017. Online Professional Learning Networks: A Viable Solution to the
Professional Development Dilemma. Journal of Special Education Technology, 32(2).
pp.109-118.
Maduka, N.S and et.al., 2018. Analysis of competencies for effective virtual team leadership in
building successful organisations. Benchmarking: An International Journal.
Main, K. and Pendergast, D., 2017. Evaluating the effectiveness of a large-scale professional
development programme. Professional Development in Education, 43(5). pp.749-769.
Malmelin, N. and Virta, S., 2017. Organising creative interaction: spontaneous and routinised
spheres of team creativity. Communication Research and Practice, 3(4). pp.299-318.
Mazzei, M.J., Flynn, C.B. and Haynie, J.J., 2016. Moving beyond initial success: Promoting
innovation in small businesses through high-performance work practices. Business
Horizons. 59(1). pp.51-60.
Obeidat, S. M., Mitchell, R. and Bray, M., 2016. The link between high performance work
practices and organizational performance. Employee Relations.
Ogbonnaya, C. and Valizade, D., 2018. High performance work practices, employee outcomes
and organizational performance: a 2-1-2 multilevel mediation analysis. The
International Journal of Human Resource Management. 29(2). pp.239-259.
Ogbonnaya, C., and et.al., 2017. Integrated and isolated impact of high-performance work
practices on employee health and well-being: A comparative study. Journal of
occupational health psychology. 22(1). p.98.
Pepper, S., 2020. Professional development: The black holes of goal setting. Proctor, The, 40(1).
p.17.
Pittino, D., and et.al., 2016. Are high performance work practices really necessary in family
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SMEs? An analysis of the impact on employee retention. Journal of Family Business
Strategy. 7(2). pp.75-89.
Safavi, H.P. and Karatepe, O.M., 2018. High-performance work practices and hotel employee
outcomes. International Journal of Contemporary Hospitality Management.
Yang, Y.M. and et.al., 2015. High-performance multiple-donor bulk heterojunction solar
cells. Nature photonics. 9(3). p.190.
Yap, J. B. H. and Toh, H. M., 2019. Investigating the principal factors impacting knowledge
management implementation in construction organisations. Journal of Engineering,
Design and Technology.
Yu, X. and et.al., 2015. A high-performance three-dimensional Ni–Fe layered double
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pp.6921-6928..
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Appendix
Job Description
Description of Job
Human resource manager is mainly responsible for recruitment and selection of new
employees and organising training program for growth and development of individual. It can be
stated that HR manager is responsible for handling grievance and problem of employees so that
they can effective work for achievements of organisational goals.
Roles and responsibilities of Human resource manager within firm
HR manager perform various roles and responsibilities to motivated different employees
so that company can gain its predetermined objectives. Various responsibilities that need to be
performed by HR manager can be stated as follows:
1. To plan various strategies that can be used to recruit, select and hire right person at right
job so that it can perform definite task within limited time period
2. To established strong relationship between employees for better coordinate of work and
activities of individual for effective achievement of desired results.
3. Evaluates productivities and performance of employees so that better outcome can be
gained.
4. Arranges different resources, technologies so that employees can perform their task.
5. Ensure different safety measure and good working environment at workplace for safety
and security of employer and employees.
6. It is also responsible for handling grievances faced by employees while performing task
in the firm. Thus, helps in reducing chance of conflict and contribute in effective
coordination so overall objectives can be attained.
Requirements
Various skills, qualification and experienced that are required by Human resource
management are stated below:
SKILLS
1. Decision making skills
2. Effective oral and written communication
3. Ability to influence and guide other people
4. Interpersonal skills
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5. Management skill
Degree
Bachelor degree in Human resource management
Experience
Individual to effectively manage different employees that are working in the organisation
need to have 5 years of experienced.
Person specification
Criteria They Must
Attitude/ personality  Integrity
 Polite nature
 Socially responsible
 Positive attitude
 Patience
 Sympathetic attitude
Skills  Analytical skills
 Effective communication skills
 Quick decision making skill
 Performance management
 Ability to influence others.
Good if present in individual
Knowledge  Knowledge about recent technologies
that can be used to managed people.
 Process and content motivation theories
that can be used to influenced
individual.
Experienced 4 years of experienced
Skills  Planning skill
 ITC skill
 Budget skills
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