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Knowledge, Skills and Behaviours required for HR professional

   

Added on  2021-01-02

16 Pages4686 Words282 Views
Developing Individuals, Teamsand Organisations

Table of ContentsINTRODUCTION...........................................................................................................................3SECTION 1......................................................................................................................................3a) Knowledge, skills and attributes (KSA) required for role of HR Adviser.........................3b) Personal skill audit.............................................................................................................4c) Professional Development Plan (PDP)...............................................................................6d) Learning cycle model for continuous professional development for sustainable businessperformance............................................................................................................................7SECTION 2....................................................................................................................................10a) Key elements which make HPW systems........................................................................10b) How employers use HPW practices to improve organisational performance and theirsuccess..................................................................................................................................11c) How will HPW practices enable better skill utilisation...................................................12d) Ways in performance management, collaborative working and effective communicationused to support high performance culture and commitment................................................13CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................15

INTRODUCTIONFor surviving in competitive market, it is very important for organisation to continuouslyimprove and expand their individuals, team and capabilities of people to get success. Theorganisation which want to grow and success develop capabilities of their person throughselective assignment, mentoring and development (Baldwin, 2016). It is responsibility of HRmanager to build skills and knowledge of workplace. The given assignment is based onHightown Housing Association which was founded in 1967 at England. It is providing supportand building new homes for those people whom want it. This provide affordable housing, careand supported housing, homeless services, learning disability support and others. This reporthighlights about knowledge, skills and behaviours required for HR professional and factors forimplementing and evaluating learning and development to drive sustainable businessperformance. It also covers high performance working which contribute to competitiveadvantage and employee engagement along with ways through which performance management,collaborative working and communication can support culture and commitment. SECTION 1a) Knowledge, skills and attributes (KSA) required for role of HR AdviserIn order to perform roles and responsibility of HR adviser, it is very important foremployee to have proper knowledge, skills and attributes regarding particular field. The HRmanager of Hightown Housing Association should possess following:KnowledgeIt is awareness, familiarity and understanding of something or someone like information,skills, descriptions, facts that is developed from education, experience by discovering, learningand perceiving (Bourne, 2016). Some of them are as follows:Human Resource Knowledge- The HR adviser of Hightown Housing Association shouldhave proper knowledge of policies, training, development required for employees to carry outtask. Employment Law- It is very important for HR adviser of Hightown Housing Associationto possess knowledge regarding employment law. It includes minimum wages regulations,employer-employee relationship so that proper advice can be given to business to carry out task. Skills

It is defined as ability for carrying out task with set outcome within given energy andtime. It is divided into three categories such as technical, conceptual and human. They are givenbelow:Communication Skills- This is the most important skills which should be possessed byeach and every individuals. In order to play role of HR advicer, there should be propercommunication skills with them so that they can provide proper advice and guideline to managerfor performing task.Decision Making- The HR adviser of Hightown Housing Association should havedecision making skills in order to make various decision required in business. It can be relatedwith hiring of new employee, training and development requirements and so on.AttributesAttributes is defined as characteristics, features and quality of person, thing, and place forperforming any work (Cherubini and Nielsen, 2016). Some of attributes are as follows:Adaptability- Environment is dynamic that keeps on changing. The HR adviser should beflexible for adopting surrounding easily. It is responsibility of HR to guide their employees forchanges need of society and adopt it easily. Positive Attitude- The HR adviser of Hightown Housing Association should carrypositive attitude behaviour with themselves. As they should try their best to solve queries andissues of their staffs and employees in best possible manner. Thus, negative attitude leads badimpression about organisation and individual.b) Personal skill auditPersonal skill audit is the process used by individual for identifying their strengths andweaknesses. It is procedure in order to record and measure skills of individual or group. Themain reason for audit is identifying current skills and knowledge which is required fororganisation in future time period (Clarke and O’Connor, 2012). This is conducted for improvingoneself to achieve goal and objectives. It assist in identifying skills, knowledge and behaviour ofstaff and employees. As I have conducted my personal skills audit to identify my strengths andweaknesses which are as follows:

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