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Developing Individuals, Teams and Organisation TABLE OF CONTENTS INTRODUCTION 1 Section 11 P1. Knowledgeskills and behaviour for HR professionals

   

Added on  2020-06-06

17 Pages4320 Words32 Views
Developing Individuals,Teams and Organisation

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1Section 1...........................................................................................................................................1P1. Determining required knowledge skills and behaviour for HR professionals......................1P2. Analysing complete personal skills audit and professional development plan for JaneCambridge...................................................................................................................................2P3. Identifying differences between Organisational and individual learning, training anddevelopment................................................................................................................................2P4. Importance for continuous learning and professional development.....................................5Section 2...........................................................................................................................................6P5. Advantages of high performance working for employees and organisation .......................6P6.Performance management and its different approaches........................................................6CONCLUSION................................................................................................................................6

INTRODUCTIONFor any business to succeed and to sustain in the changing environment need to cope upwith the requirements of changing technology and knowledge. For the purpose of same there is aneed of developing teams, individuals and organisation as a whole. In order to developtechniques and methods to improve individuals and team within the organisation, learning,training and development process are essential. These processes can be different for differentsegments like learning process of individual will not be same as the learning process of theorganisation. HRM of any business plays a significant role in training and development processof employees therefore, HR professional must also be efficient enough. The overall report is allabout the required knowledge, skills and behaviour that individuals must posses for their as wellas for organisational benefit and improvement. Present report also includes the analysis ofpersonal skill audit and development plan for Jane Cambridge. Advantages of high performanceworking and performance management along with its various approaches has also beenmentioned in the report.Section 1P1. Determining required knowledge skills and behaviour for HR professionalsHR professionals are the one who are responsible for various tasks within an organisationsuch as hiring of employees, there training and performance management, team buildingactivities, compensation and pension programs, etc. these are the key pillars in any businesswithout whom managing the employees and there related activities is not possible. In order toperform wide range of tasks that may have a significant impact on daily operations of anorganisation and its working, HR professional must possess set of various knowledge, skill andbehaviour to succeed in their career and for benefiting the business unit in which they areworking (Dong and et.al., 2017). Following are the essential skillset for human resourcemanagement:Organisation: The most essential trait for an HR professional is on orderly approach. Aperson must be capable in organising files and should also possess strong time managementskills. This also includes efficient completion of tasks within or before the specified time. HR

need to balance variety of tasks including hiring and firing of employees, dealing withemployee's personal issues, etc. Communication: Communication is the primary task for all HR professionals. HR acts asa mediator in facilitating communication between employer and employees in both thecommunication forms i.e. oral and written (Bolman and Deal, 2017). Therefore, communicationskill of such professional need to be sharp enough in order to make effective communicationflow within an organisation. This also includes negotiating skills at the time of hiring newemployees.Leadership: There comes many situations in day-to-day tasks of the organisation, whereemployees seek HR professional for answers and leadership. Therefore, most importantcharacteristic of a HR professional is Leadership qualities. Today's HRM must be capable torespond to rapid changes in the workforce dynamics.Training and development of Staff: HR department of any organisation is expected toadd value to the organisation. They are expected to act as a leader to train and develop skillset ofthe employees. Through this HRM has an opportunity to develop a range of skills in relation tothe training and development of staff that includes wide area of knowledge, peer-enagagementskills and versatility. Key role of HRM is to promote growth within the organisation by way oftraining and staff development (Chuang, Jackson and Jiang, 2016).Multi-Tasking: Human resource is that field where the professional has a variety ofresponsibilities, many times these responsibilities changes on day to day basis. Advertising foravailable career opportunities, grievance handling, interview process, compensation and trainingprograms are few examples of HRM responsibilities. Therefore, they must ability to managetime wisely and perform multi-tasks. They are also expected to remain and act calmly underpressurised situations.Conflict management: one of the core responsibility of HRM is to handle the grievancesand problems between employees and manager or among different employees. Therefore, HRprofessional must possess skills of negotiating, mediating and patience and must also be able to

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