Knowledge, Skills and Behaviours Required by HR Professionals

This document discusses the knowledge, skills and behaviours required by HR professionals in organizations. It explores the importance of communication, conflict management, personnel management and more. The document also highlights the differences between organizational and individual learning, training and development, and emphasizes the need for continuous learning and professional development.

Developing
Individuals, Teams
and Organizations

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Knowledge, skills and behaviours required by HR Professionals..........................................1
P2. Analyse personal skill audit...................................................................................................3
TASK 2............................................................................................................................................6
P3.Differences between organisational and individual learning, training and development.......6
P4. Need of continuous learning and professional development.................................................8
TASK 3............................................................................................................................................9
P5 State how HPW contribute to employee engagement............................................................9
TASK 4..........................................................................................................................................10
P6. Various approaches for performance management.............................................................10
REFERENCE................................................................................................................................13

INTRODUCTION
Individual development refer as factors which arises in the organisation while working and
make the working easy. This is important for people to increase their knowledge and skills by
using different ways so all activities can be performed effectively. When people are working in
organisation they want to perform well so they analyze their skills and talent so the task can be
complete at a certain time and maintain good performance (Oliver, 2019). To increase the
knowledge and understanding about individual development Cadbury has been selected that is
British multinational confectionery company wholly owned by Mondelez International,
providing different types of products and services to customers. The people who are managing
all activities and functions is known as a manager who can deal with changes and getting the
work done at a certain time. Topics are discussed in the report are skills, knowledge, and
behavior of employees, factors which are considered at the time of implementing and evaluation
of learning and development program, application of knowledge and understanding for HPW,
and performance management collaborative working helps to increase the working.
TASK 1
P1 Knowledge, skills and behaviours required by HR Professionals
In organization, all working and activities are performed by a manager who mainly deals
with employees and getting the work done effectively so the task can be completed on time. An
HR manager is required to carry out all operations and management of the workforce so the task
can be complete and attain the business goals. This is important for the manager to hire and
select the employees based on their skills and talent so problems can be solved and focuses on
the situation and increase the performance (Meinecke and et. al., 2019). In context to Cadbury,
the HR manager is having skills, knowledge, and behavior that are as defined:
HR Skills:
 Communication:- This is important skills which are required in HR who can
communicate with employer and employees so the task can be complete.
Communications refer to the sharing of ideas and thoughts so employees can share
problems that they are facing in the organization. In context to Cadbury, communication
skills are having in HR professional so operation can be managed properly (Askay and et.
al.,2019).
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 Conflict management:- Conflicts mean problems that arise in an organization so working
can be taken effectively place and manage the performance. The HR officer of Cadbury
solves a variety of conflicts in an organization which arise in an organization and
maintains good performance. This helps to complete the task and maintain the activities
properly (Wu, Wang, and Evans, 2019).
 Personnel management :-The HR manager of organization are playing a vital role as
they have personnel management skills. In this, all personnel who are working in
organization are managing at the proper place in which they are experienced and talented
who can perform the activities and increase the working. The manager of Cadbury gives
appraisals to employees for their good performance and giving them the satisfaction that
helps to maintain a positive environment.
Kknowledge:
 Media and technologies:- This means an HR professional should know about technology
and software so they can accept the new working methods and managing the employees
effectively. This makes simple ways and managing the data to manage the performance
and increase profitability. HR officers of Cadbury should have this knowledge and
understanding about people need so they can perform well (Hoare and et. al., 2019)
(Olawumi and Chan, 2019).
 Laws and regulations:- Whenever an organization is going to start something then or
should follow all laws and regulations that can help to increase the performance. In
context to Cadbury, managers are required to follow all legislation for the benefits for
employees who are working in organization and maintain good performance. This helps
to increase the morale and satisfaction level of employees and get completion of the task
effectively.
Behaviour:
 Decisive thinker:- The success of organization and individual depends on the thing that
should be deep and strategic which gets ready to take the risk. Having this behavior of
HR professionals in Cadbury organization can be used to evaluate tangible and intangible
data so the task can be complete ore quickly. This increases business performance and
maintaining good performance (Shemla and Wegge, 2019).
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 Collaborative:- The collaborative behavior refers to the sharing of ideas between
employer and employees who share problems and work collectively. In Cadbury, the
manager is required collaborative behavior so all can be work collectively to attain the
common goals.
P2. Analyse personal skill audit
Skill audit is the activity which should be uses by the person to evaluate their skills and
talent so the task can be done at a certain time. As an individual are one who is participating in
organizational activities and performing better by defining their talent and experience. They
decide the success and failure of business which brings changes from time to time and managing
the activities. In other words, the determination of own skills and capabilities based on assigning
tasks is evaluated by themselves which helps to complete the working and maintaining good
performance (Tawalare, Laishramand Thottathil, 2020). Whereas personal skills are those skills
which are uses to evaluate an individual’s strengths and weaknesses so working can be managed
properly. Some skills and qualities which are required in HR manager of Cadbury are as time
management, problem-solving, communication, coordination, decision making, and many more
that helps to perform well. According to required skills, I have created a personal development
plan which will help to state the strength and weakness of for HR officer that are as defined:
Sr. No. Skills and Competencies Self-assessed
Score
Score from
others
Variances
1 Time management skill 8 9 1
2 Conflict management 8 8 0
3 Decisive thinker skill 7 8 1
4 Presentation skill 7 6 1
6 Communication skills 9 9 0
7 Information Technology Skills 9 8 1
8 Team building 8 7 1
The above table has shown my personal skills audit which stated in some skills I am lack
and in some I am well as an HR professional which is scored by me. All variance in positive and
negative ways are needed to be improvements that are can help to increase the performance.
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Following are the strength and weakness as per my personal audit :
Strength Weaknesses
 I am excellent in time management,
information technology and
communication skills that help me out
to face the problems and challenges to
complete the task.
 I feel comfortable while working which
can help to increase the capabilities.
 In am quite well in team building skills
where in motivation is given to
employees that helps to maintain the
good performance.
 My weakness is lack of deceive thinker
that can be create problem.
 My written skills and interview taken
skills is weak that has created problem
at the time of hiring employees ( Kaye
and Giulioni, 2019).
Personal development plan: It is a plan which is formulated by individual and helps to
analysis the performance. This plan reflects on goal setting, values and personal development
which helps to maintain the high productivity by facing all challenges. In context to Cadbury, a
personal development plan is prepared by me that are as defined:
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Judgemen
t
1 Information
Technology
I noticed that
my information
technology
skills is
moderate that
created
problems in
increases
business
Uses of new
technology
and software
can help me
to increase
the
knowledge
and skills in
IT Field.
For increasing
the IT skills I
needs to make
plans and
strategic
thinking that
can help to
increase the
knowledge
Team
Members
and
investors
4-5
mont
hs
Higher
authorities
4

performance. and complete
the working.
2 Presentation
skill
I observed that
my
presentation
skills are not so
good that make
me
uncomfortable
while speaking
of other. This
may affects the
business
negatively.
For
improving
presentation
skills debate
competition,
reading
books,
presentation
in front of
others etc.
that can help
to increase
presentation
skills.
To improve
my
presentation
skills I started
to attend
seminars,
debates and
communicatio
n skills that
helps to
influence
others and
bring
improvements
.
Top
managem
ent
6
mont
hs
Judgemen
t of higher
authority
of
company.
Strength – From the above PDP plan HR professional of Cadbury can use their skills and
knowledge in which they are weak that helps to performance well and increase the business
productivity. By using I can control over my weakness and convert them in to strength so
changes can be accepted effectively.
Weakness – To prepare the PDP plan employees can feel stress and demotivate which has
impacted on business organisation negatively. This is time taken tool which create problem in
activities and reduce the working (Mukhtarova, Chukubaev and Yerimpasheva, 2019).
TASK 2
P3.Differences between organisational and individual learning, training and development
Individual learning – The learning of individual means increasing knowledge and skills of
individual by attending many seminars, competition, lecturers, presentation and other which
helps to increase the working and improving performance. The managers re playing important
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role who analysis the performance of employees and provide them training and development
programme so working can be complete. In Cadbury, many people are working who have
different skills and talent to work and get completion of task. In some activities they are lack so
they uses some techniques and sources which can help to improve their skills.
Organisational learning – This learning is related to organisation learning should be
develop, create, transferring and retaining the knowledge for running business and brining
changes in their organisation. This helps to increase the business performance and maintain the
liquidity in organisation by also managing the charitable activities that increases trust of
customers so productivity can be increases. Cadbury is increasing learning of all who are
working and also participating in charitable activities (Clapp-Smith and et. al., 2019).
Difference between individual and organisational learning:
Individual learning Organisational learning
 This learning process is mainly focuses
on individual learning.
 People have chances to improve their
individual performance by accepting
changes and challenges.
 Cadbury’s HR professional are using
individual oriented learning theory that
helps to increase their working
capability and performance.
 This helps to maintain the good relation
between employer and employees.
 The confidence level of employees also
increases that helps to accept the
challenges and maintain the good
performance.
 The learning of organisation can keep
motivated to individual and team by
providing them job satisfaction.
 This helps to accept all the challenges
and get completion of task in certain
period of time.
 Employer and employees can perform
well an maintain the good performance.
 Effective working and increases in
selling activities as all people started to
work properly.
 This improves organisation productivity
and profitability.
Training and development – Training and development are required activities which
should be provided by management in order to make proficient to employees and attain the
business goals. This is the form of increasing knowledge and skills of employees who are
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working in organisation and feel stress to accept the challenges. Whenever organisation is going
to innovate something and introduce new services then managers should be provide training and
development programme to employees so they can easily accept the new learning and technical
skills and perform well in organisation in order to complete work. In context to Cadbury, t5o
improve distribution, increasing sales, customer services, introducing new products and others
activities are done by employees as HR Professional of such organisation is providing training
and development to employees which helps to increase their learning and working capacity in
competitive environment (Rapp and Mathieu, 2019).
Differences between training and development:
Training Development
 This is the process in which employees
of organisation are getting opportunity
for developing skills and knowledge.
 Training is the short term process that
can increase the learning of people.
 By using training employees can
increase their learning and technical
skills which helps to perform well and
increase their working capacity.
 This also improve the organisational
effectiveness by working properly as
employees are able to increase their
learning and skills.
 This is educational process that is
concerned with overall growth of
employees.
 This is longer process where employees
are developing and performing well.
 A higher level of satisfaction and
productivity of organisation can be
maintain effectively.
 The goal of organisation and
employees are achieved on time which
maintain the performance and increase
working.
P4. Need of continuous learning and professional development
Continuous professional learning – This is a learning process which is uses by people for
the purpose of increasing their learning on regularly basis. In other words, skills and knowledge
that uses by employees in organisation for improving their learning and maintaining the
performance in competitive business environment. In Cadbury, employees are increasing their
learning continuously which helps to perform well and increase the profitability. The importance
of CPD learning are as defined:
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 Continuous learning increases new knowledge and understanding so people can
deal with situation which arises while working.
 This gives a satisfaction to employees as they can work properly and independently
(Kaimowitz, ed., 2019).
 This also helps to complete the commitment by developing and increasing
knowledge of employees. They feel confident in their working and attain their
goals which has decided by management.
The HR professional are using David Kolb theory of learning in Cadbury that are as defined:
The converser – This learning is related to dominant abilities by abstracting
conceptualize activities that help to face a difficult situation. The employees of Cadbury can
solve the problems single which helps to solve problems.
The Diverger – This lies the abilities of people which reflects on observations and
increasing of learning skills so the task can be performed effectively. In Cadbury, managers are
creative, counselor, recruiter, etc. which helps to improve the working and profitability.
The Assimilator – This role is played by the manager of Cadbury which is based on
reflection and observation which helps to improve the business. This helps to increase the
working and maintain good performance (Cortez and Johnston, 2019).
The Accommodator – This role of learning theory states the leadership style and
management style so concrete and experimentation can be maintained effectively. Cadbury’s
manager is carrying out plans and operate the business effectively.
Professional development – This is a process of learning and increasing business
performance by using skills and learning. With the help of professional development that can
help to increase the performance. In other words, a person should have a high level of
knowledge, skills, and abilities that can maintain good performance. In Cadbury, managers are
having special knowledge and capability which helps to increase professional learning and
provide an opportunity to work effectively.
The professional development in continuous learning is driving sustainable performance
of the business and increase the profitability that is as defined:
High employee retention – This helps to increase the learning on a continuous basis and
retain the employees who are working in an organisation. In Cadbury, employer is providing
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learning to employees through training and development which helps to retain the employees
(Salas, Bisbey Traylor, and Rosen, 2019).
Encourage problem-solving – professional development in Cadbury are increase the
understanding of how to solve problems and maintaining the business effectively.
Formal learning – This is defined as types of learning program in which goals and
objectives are defined by training department, instructor designer and etc. that helps to increase
the skills and talent of employees so they can perform task and attain the business goals. In
Cadbury, management are using the formal learning that helps to run the business and attain the
business goals (Clapp-Smith and et. al., 2019).
Informal learning – It is determined as persuasive ongoing phenomenon of learning that
involves knowledge and creation. In this, people are not requirement of training and
development and they perform their task as per their knowledge. The task and goals are also
completed by management in Cadbury which helps to maintain the good performance (Rapp and
Mathieu, 2019).
Skills Gap – This is defined as gap analysis and method of assessing the difference in
performance between information system and software application that helps to meet with
objectives. In other words, gap refers space between present and past skills that helps to perform
the activities. The management of Cadbury are analyzing the skills of employees and get
information that helps to perform the activities. If there is variation between skills gap of
employees then training and development program are provided to them so they can perform task
and increase organizational productivity (Kaimowitz, ed., 2019).
TASK 3
P5 State how HPW contribute to employee engagement
HPW is stated as high-performance working that is needed and wants of every
organization and helps to increase the business performance. Employers and employees are
working in an organization collectively which helps to attain the business goals so they can
manage the high performance. For maintaining high-performance employees are required special
types of knowledge and skills in which they accept the challenge and get completion of task
ineffective period. Employee engagement means the contribution of employees in organizational
working who get training and development program that helps to increase the working and
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maintain productivity. In the chosen organization, employees and employers are working
collectively by defining roles and responsibilities so working can be done.
Different stages and element are considered in HPW system that is as follows:
Recruitment process – To increase performance and productivity recruitment is
important which helps to recruit skilled and experienced employees for getting the work done.
The manager of the chosen organization is focusing on the recruitment process and hire a
talented person so they work effectively ( Kaye and Giulioni, 2019).
Performance appraisal – The management of Cadbury is evaluating employees'
performance and give them appraisals by reward and gifts which helps to perform well and
increase the working (Mukhtarova, Chukubaev and Yerimpasheva, 2019).
Different ways are contributing to HPW in employee engagement that is giving competitive
advantages such as:
Transparent communication: By having transparent communication, employees are working
effectively as they share problems and dealing with them (Li, Peters and Leimeister, 2019).
Mutual respect as well as solidarity – This is another working which is required in
organization to maintain high performance and engaging employees to work properly. This helps
to attain the business goals and objectives by mutual consent and agreement.
TASK 4
P6. Various approaches for performance management
Performance management is the activity that is used by people to determine and measure
the employee’s performance and give them appraisals. Several people are working at the
workplace who wants to increase their performance, skills, and knowledge so they use different
methods to bring improvements in their organisation. In other words, performance management
is an ongoing process which states the interrelation between employer and employees so they can
manage the activities and increase the business performance. Performance management aims to
bring improvement so goals and objectives can be attained effectively. This also removes the
negativity and low performers (Salas, Bisbey Traylor and Rosen, 2019).
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(Source: Approaches for measuring performance of employees, 2018)
Description of different approaches which can be use to bring improvements by
measuring the performance
The comparative approach:- This approach involves ranking employee performance
based on group performance of other members. Based on their quality of results, each worker is
rated from higher to lower positions. There are a variety of methods that can be used for
comparative approaches including oriented delivery, combined contrast, and graphical rating
scale.
Attribute approach:- This approach states employees' attributes, set of characteristics,
communication, teamwork, problems solving skills, creativity, and innovation which are adopted
by the organization and increase the satisfaction level of them so they can measure and perform
well. The manager of Cadbury is giving a graphic rating to employees attributes which start from
highest to lowest means 5 to 1.
Result approach:- The resulting approach states the employee’s performance that should
be measure based on implementing plans, completing task, and execution of workforce results so
each work can be complete. The outcome performance is evaluated by productivity measure and
balance scorecard. Cadbury is using the balanced scorecard to getting a positive outcome and
maintaining performance (Li, Peters and Leimeister, 2019).
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Illustration 1: Approaches for measuring performance of employees

Behavioral approach:- The oldest form of measuring the performance is a behavioral
technique that states the BARS technique which is considering ten vertical scales. Each scale is
used to give further ranking and maintain good behavior of employees so the task can be
completed at the right time (Cortez and Johnston, 2019).
Quality approach:- Such an approach is related to maximization of quality and customer
satisfaction by reducing errors and improving performance. In this approach, regular feedback is
taken by managers for employees' performance. Cadbury’s manager is identifying the gaps
between employees' performance so problems can be overcome and maintain good performance.
CONCLUSION
From the above report, it can be concluded that individual learning is important which helps
to improve business performance and profitability. Different approaches such as quality, result,
behaviour, and comparative approaches are sues to work properly and getting high outcomes.
Continuous learning and professional development are the needs of an organisation which
increases people behaviour and experience so goals can be attained effectively. In business
organisation it is important to have right information about people needs and wants so their
working can be done effectively and manage the performance in challenging environment. Every
management need to analysis the wants and of employees and their skills that states is all
activities should be performed and completed on that with the help of skills and talent that
increases productivity and profitability. Professional development plan is defined as programme
that uses by companies for developing and increasing the skills of employees by providing them
training and development programme that maintain the performance by improving making
proper plans which can help to accept the challenges in their organisation and maintain profits.
Different approaches to performance management are quality, behavioural, comparative,
attribute and result approach that uses to make right decisions. HPW means high performance
working is the process of increasing working by adopting recruitment and performance appraisal
process that motivate employees and get completion of task in certain period that increases
working. Continuous learning working is continuous process that uses to bringing innovation and
continuous learning programme that increases working capacity of employees and increases
profitability.
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