Developing Individuals, Teams and Organisations : (Assignment)
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Added on 2020-12-18
Developing Individuals, Teams and Organisations : (Assignment)
Added on 2020-12-18
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DevelopingIndividuals, Teamsand Organisations
Table of ContentsINTRODUCTION...........................................................................................................................1SECTION 1......................................................................................................................................1P1 Knowledge, skills, behaviours required by HR professionals..........................................1P2 Personal skill audit of Jane Cambridge and professional development plan in her HR role.2P3 Differences between organisational and individual learning; training and development.6P4 Requirement for continuous learning and professional development to drive sustainablebusiness ..................................................................................................................................8performance............................................................................................................................8SECTION 2......................................................................................................................................9P5 Role of HPW in employee engagement and competitive advantage................................9P6 Different approaches to performance management........................................................11CONCLUSION..............................................................................................................................12REFERENCES................................................................................................................................1
INTRODUCTIONDeveloping individual is a process through which potential, capabilities,knowledge, skills gets polished through different methods such as training, lectures, etc.This helps to improve performance at work place and helps to maintain good image inorganisation. When individual perform well, this directly gives positivity to performanceof organisation (Anagnostopoulos, Byers and Shilbury, 2014). This report is based onMarks and Spencer which is one of the leading brand in retail sector. This associationdeals in clothes, jewellery, home furnishing, etc. This brand was established in 1884.This report covers knowledge, skill and behaviour of HR professionals, factors affectingimplementation of learning techniques for sustainable growth. Apart from this, it also en-lights contribution of employees' in high performance working and at last role ofperformance management, collaborative working and effective communication. SECTION 1P1 Knowledge, skills, behaviours required by HR professionalsHuman Resource personnel is the person which deals with employees working inorganisation. It is responsibility of HR manager to appoint personnel for organisationfrom crowd. Marks and Spencer is a big organisation that operates in different parts ofcountry so it is the responsibility of HR manager to select best candidate at workplace.This responsibility can be completed if HR personnel has some knowledge, skill andbehaviour related to HR field. Skills of HR Professional :-Negotiation skills- HR manager should know how to negotiate with employees,trade union, etc. related to working environment, facilities, etc. This helps to performbusiness operations in effective and efficient manner. For instance: if employeesdemand for extra pay then it is responsibility of manager to deal with them (Au andMarks, 2012). Active listening- Listening is essential skills because HR manager has to listenproblems of employees and then provide best solution to them. This providessatisfaction to employees that managers of Marks and Spencer are concern aboutthem. 1
Knowledge required with HR professionalLegal and ethical knowledge- There are many laws related to employees. Inorder to smooth running of business operations, Marks and Spencer has to abide the.Hence, HR manager must have education related to laws and regulations. In case ofalterations in legal policies, it is responsibility of HR personnel of Marks and Spencer toconvey to employees. Personnel and human resource- HR department basically deals with employeesperforming business operations so knowledge related to how to deal with employeesmust posses. This helps to keep long and good term relations with workers (Aubry andet. al., 2012). Behaviour posses in HR professional Coordination- There are different departments in Marks and Spencer such aspurchase, production, sales, marketing, etc. So it is responsibility of HR manager tomake coordination among them. In case of any new information, managers of concerndepartment must be updated. While in case of performance appraisal, departmentalhead convey information related performance. Versatility and adaptability- HR manager must be versatile for accepting newchanges at work place. There is requirement of some training methods to improviseperformance of employees. Hence new and innovative method must be used by HRmanager of Marks and Spencer to maintain good environment. P2 Personal skill audit of Jane Cambridge and professional development plan in her HRrolePersonal skill audit is process of recording and analysing skills of individual orgroup. At workplace. there is requirement of different skills through which targets can beachieved. With the help of skills audit, it is clear that in which areas employee is lackingand actions are taken to judge what more skills are required. This is done whenemployee is not compatible with required skills and knowledge. This helps to trainemployees in specific area. Skill audit provides knowledge about positive as well asnegative skills of employees (Belbin, 2012). In case of Jane Cambridge, he is the working as HR personnel in Marks andSpencer. Below mentioned audit plan is described in three steps. According to this in2
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