logo

Developing Individuals, Teams and Organisations

   

Added on  2021-01-03

17 Pages5452 Words478 Views
Developing Individuals,Teams and Organisations

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1LO 1.................................................................................................................................................1P1 Appropriate professional skills, knowledge and behaviours required by HR professionals.1P2 and D1 Personal Audit to identify Knowledge, skills and behaviours and professionaldevelopment plan........................................................................................................................2M1...............................................................................................................................................6P3 Difference between organisational and individual learning, training and development.......6P4 Need for continuous learning and professional development in order to drive sustainablebusiness performance..................................................................................................................7M2.Apply learning cycle theories to analyse the importance of implementing continuousprofessional development...........................................................................................................8P5 Contribution of HPW to employee engagement ...................................................................9M3. Benefits of applying HPW - HIGH PERFORMANCE WORKPLACE...........................10(MARKS & SPENCER) ..........................................................................................................10P6 Different approaches of performance management that can support high performanceculture and commitment ...........................................................................................................11M4 Critically evaluate the different approaches and make judgements on how effective theycan be to support high performance culture and commitment..................................................12D2 Providing valid synthesis of knowledge and information...................................................13CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................15

INTRODUCTIONDeveloping individuals and teams in an organisation means increasing the performancecapacity of organisations (Bolden, 2016). It includes improving the skills and knowledge ofteam and individuals which in turn can result in the development of entire organisation. In thisreport, Marks and Spencer is taken as an organisation, which is a British multinational retailercompany which is specialised in selling of home products, clothing and luxury food products.Present report discusses about employee skills, knowledge and behaviours required by the HRprofessionals and factors which are to be considered while implementing and evaluating learningand development in order to drive sustainable business performance (Cohen, E., 2017). Thisreport also includes the contribution of HPW towards employee engagement and gainingcompetitive advantage in a specific organisational situation. It also discusses the way in whichperformance management, effective communication and collaborative working can supports inhigh performance culture and commitment. LO 1P1 Appropriate professional skills, knowledge and behaviours required by HR professionalsThere are various professional skills, knowledge and behaviours required by the HR.professionals of Marks and Spencer like they should have the knowledge of principles andprocedures for personnel recruitment and selection. They should posses the knowledge of howand when training and development programs are to be implemented within the organisation. HRprofessionals should also posses the knowledge of business and management principles whichare involved in the resource allocation, leadership techniques, strategic planning, human resourcemodelling and coordination of peoples (Schuchmann and Seufert, 2015). They should have theknowledge related to customer and personal service. For example, HR professionals of M&Sshould have the knowledge about the principles and processes for providing the quality service tocustomers which also includes meeting the quality standards for services, customer needassessment and evaluation of customer satisfaction HR. professionals should have the knowledgeabout Law and Government like should posses the knowledge of legal codes, governmentregulations, democratic political processes and knowledge about the employment laws (Careyand et. al.). There are also various skills required for HR professionals of M&S which are asfollows:1

Communication skills: This is perhaps one of the important skills required by HRprofessionals as this field requires lot of talking with the teams, individuals and variousdepartment of M&S for example marketing, finance, operations department, etc. . So,they require effective communication skills in order to communicate within theorganisation in an effective way. Decision making skills: HR professionals of M&S have to take lot of decisions whichare vital for an organisation. For example, HR professional during recruitment process,they have to decide whether an applicant is right for the organisation or not and itrequires an experience, strategy and intuitions and this is something which HRprofessionals need have to have decision making skills. There are other decisions whichare to be taken by HR. professionals like when there will be need for training anddevelopment in an organisation, decisions related to salaries, incentives etc.Training and development skills: HR professionals are responsible for providingtraining and developmental programs to the employees therefore they should possess theskills of training and development in order to provide such programs.Organisational skills: HR professional should have organisational skills as theirresponsibilities are not limited to recruitment, training and development, individualdevelopment plans, etc., but they have to perform other roles too which requires pureorganisational skills. For example, HR professional are also involved in lot of paperwork, process and administrative tasks, etc within the various departments of M&S forwhich it requires organisational skills. There are also various behaviours which are required by HR professionals in order toimprove their efficiency, they have to be transparent and trustworthy which is essential to buildemployee relationship and have to be versatile and adaptable to face the various types ofsituation and challenges in the organisation. Their behaviour of HR. professionals should besolution oriented as they should try provide the solutions to the problems which are faced by HRprofessionals. P2 and D1 Personal Audit to identify Knowledge, skills and behaviours and professionaldevelopment planPersonal Skill audit: Personal skill audit can be defined as the process which is used toidentify the skills gaps and the purpose of skill audit is to identify the area which requires2

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Assignment on A Professional Development Plan
|13
|3699
|297

Developing Individuals, Teams and Organisations
|15
|3659
|93

Developing Individuals, Teams and Organisational Personnel INTRODUCTION
|17
|4792
|22

Knowledge, Skills, and Behaviors Required by HR Professionals
|17
|5456
|83

Developing individuals, teams and organisation
|15
|4553
|100

Developing Individuals, Teams and Organisation - Desklib
|16
|4620
|138