Developing Individuals, Teams and Organisations - Desklib
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Added on 2020-11-23
Developing Individuals, Teams and Organisations - Desklib
Added on 2020-11-23
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Developing Individuals, Teamsand Organisations
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1. Determine appropriate knowledge, skills and behaviours of HR professionals...................1P2. Analyse personal skills audit for an employee to identify training and development needs. .....................................................................................................................................................3TASK 2............................................................................................................................................5P3 Differences between organisational and individual learning, training and development......5P4 Need for continuous learning and professional development ...............................................6TASK 3............................................................................................................................................7P5. Contribution of HPW in employee engagement and competitive advantage ......................7TASK 4............................................................................................................................................8P6 Different approaches to performance management ..............................................................8CONCLUSION................................................................................................................................9REFERENCES................................................................................................................................9
INTRODUCTIONHigh performing teams are building blocks of top class organisation that enabled aneffectiveness of the individuals within them. Developing individuals, teams and organization areinterconnected which guide in processing overall business (Aarons, Hurlburt and Horwitz, 2011).The purpose of this project is to appreciate knowledge and skills to achieve high performance oforganization. One of a major factor of successful manager or as an HR consultant has to dealswith variety of situations. A person with a strategic mind-set can plan far advance to look attrend that can affect environment into business operations. Developing team is also an importantpart of a HR consultant of whirlpool company. This project helps in gaining awareness of learning and developing needs which are assistthem in future needs. This includes professional knowledge, skills and behaviour which arerequired by an HR consultant of whirlpool’s company, personal audit to identify training anddevelopment. This report based on whirlpool which is an American multinational manufacturingcompany which deals in home appliances into international market. It also, enlighten ondevelopment plan for business enterprise.TASK 1P1. Determine appropriate knowledge, skills and behaviours of HR professionalsAs a HR consultant it is an essential part for every organization to develop an appropriateknowledge, skills and behaviour which is requisite in accomplishing its goals. It will assist inmaintaining the performance of an individual while formulating and implementing its policiesand procedures to build efficiency among employees. This helps in maintaining a balance staff todevelop skills through providing them training to obtain their business goals. This portion coversdeveloping professional by enhancing individual skills and knowledge by facilitating trainingsections as per the requirement of an employees (Bolman and Deal, 2017). By applying thisapproach through an HR consultant of whirlpool’s business guides them in development at anongoing basis. The major importance in determining skills, behaviour and knowledge which areneeded to employees through the HR consultant are defined briefly as below:Skills RequiredCommunication: It is a most essential part for HR consultant to have strong written andoral communication skills. It is a responsibility to clarifies information to the workers of1
a business enterprise. It can be in any form whether they sending mails to prospectiveemployees or while preparing a speech. HR consultant need to speak clearly, effectivelyand confidently. Their should be proper and two way communication in the organisationbecause it is important for transferring information and data. Multi-tasking: HR consultant has a varied responsibilities in many situations which canbe change according to daily basis. While managing job advertisement, compensation,interview and training programs that are necessary to carry out timely that helps in toperform well into an organization (Choi and Ruona, 2011). Therefore, HR consultantshould able to remain calm under pressure while working progress. Conflicts: As HR consultant should have skills to negotiate, mediation and patience isnecessary while working with others. They have tendency to solve problems inworkplace by using their maturity, managing issues and respect for everyone decisionsincluded in it. Behaviour RequiredInclusiveness: This part involves interaction appropriately with business and partnerwhich are regarded to an individual characteristics. A HR consultant treats other withdignity, respect and valued. This promote and support complete working environmentand maintains harmony among an organization. Quality focus: In this section, HR consultant focuses on anticipates and meets which arerespond to employees in an appropriate manner. This ensures quality of products andservices which are provided by human resource. Accountability: It is an acceptance of responsibilities which are own for actions anddecisions that are accomplish by working ethically, efficiently and by cost effectivemethod (Decuyper, Dochy and VandenBossche, 2010). This will assist employees ofwhirlpool company by their HR consultant. On the basis of KnowledgeEmployees grievances: It can bring an individual performance and talent by focusing onthe criteria. As a HR consultant it is essential to check employees discontentment, thatwhat they expects from company and its overall objectives. Due to employee grievancescause a space between employee’s expectations and what they receive from theirsuperior. 2
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