Developing Individuals, Teams and Organisations

This report focuses on the professional skills, knowledge and behaviours required by a development or HR advisor. It includes an analysis of personal skill audit and the development of a professional development plan. The report also explores the difference between organizational and individual learning and training, and the need for continuous learning and professional development to sustain business performance. Additionally, it discusses how high performance working contributes to employee engagement and competitive advantage.

Developing Individuals,
Teams and Organisations
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Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Determination of professional skills, knowledge and behaviours which are required by
development or a HR advisor......................................................................................................3
P2. Analysis of personal skill audit and develop a professional development plan....................5
TASK 2............................................................................................................................................7
P3. Difference between organisational and individual learning and training and development. 7
P4. Analyse the need for continuous learning and professional development to sustain the
business performance...................................................................................................................9
TASK 3..........................................................................................................................................10
P5 The way HPW contributes to employee engagement and competitive advantage...............10
TASK 4..........................................................................................................................................11
P6 Different approaches to performance management and the way they can support high-
performance culture and commitment.......................................................................................11
REFERENCES..............................................................................................................................13
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INTRODUCTION
In an organisation, development team is very crucial aspect, whether a person is a leader of
team or an experienced manager. In order to develop skills and competencies and work in
effective way, proper support and training is required by the workforce throughout their career. It
is the responsibility of management to determine development needs of employees and team
members and provide them training accordingly (Banks and et. al., 2019). In this report, the
given organisation is Hightown Housing Association which is a charitable housing association
that operates principally in Hertfordshire, Berkshire, Bedfordshire and Buckinghamshire. The
company employs around 800-part time and full time staff and managers over 5000 homes. This
report covers professional skills, knowledge and behaviours required by human resource
professionals along with personal skill audit to determine knowledge, skills and behaviours and
create a professional development plan. It also covers differences between organisational and
individual learning along with development and training. Apart from this, the need of continuous
learning and professional development is analysed and the way high performance working
contributes to engagement of employees and competitive advantage is discussed. At last,
different approaches to performance management are discussed in the project.
TASK 1
P1. Determination of professional skills, knowledge and behaviours which are required by
development or a HR advisor
A human resource advisor is an individual who has the job role consisting of range of Human
resource services. The main job role and responsibility of a HR advisor is to provide advices and
suggestions to both the employers and the clients about the recruiting of new staff and taking
care of employees in the existing on new for the company. It is the responsibility of every
organisation for focusing and concentrating in developing supporting the employees and
workforce associated with the organisation (Oliver, 2019). Therefore the human resource advisor
plays a very important role in keeping the employees satisfied with the working conditions and
also keeping them motivated in order to perform in the best and the most efficient manner. There
are few skills knowledge and behaviour which is needed to be acquired by the human resource
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advisor performing their job roles properly and according to the requirement of the company.
These skills knowledge and behaviours are identified and elaborated underneath:
Skills
 Decision making skills of a human resource advisor refers to those situations where HR
advisor is responsible for handling and managing the particular scenario. The human
resource advisor is not only provides advisors to the employers but also conduct
recruitment and selection activities where their decision making skills plays the most
significant part. Decision making skills allows me as a HR advisor to run the functions of
Human resource Department in Hightown housing association (Gaviria-Rivera and
López-Zapata, 2019).
 Communication skills are another set of important skill which are very essential for me
to develop and whole as a human resource advisor of Hightown housing association. as
the HR advisor I am not just responsible for conducting recruitment and selection
activities over advising the company in relation with the workforce. Another very
important role which I need to perform is of a motivator and therefore holding
appropriate and efficient communication skills has an essential impact on my
performance level and my personal growth.
Knowledge
 Legal knowledge of an HR advisor is specifically focusing towards the legal
requirements and all the legal formalities which is needed to be conducted in relation
with the workforce for instance recruiting them the contracts are developed according to
the legal laws and regulations of the particular place in which a company is dealing. This
is the responsibility of HR advisor to hold appropriate legal knowledge in order to
comply with them at the time of performing specific job roles (Hornig, Aust and Güllich,
2016).
 Managerial knowledge is another important and essential knowledge which is important
for me to gain. As in Human resource advisor of Hightown housing association I am also
responsible for managing and fulfilling the employee and workforce needs of the
company. this implies and significantly increases the importance of holding appropriate
managerial knowledge.
Behaviors
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 Ethical behavior is it difficult to define and describes the discipline and ethics that I
follow and also that as an HR advisor I should follow in order to survive and efficiently
work as a human resource manager and advisor of a particular organization. As a HR
advisor of Hightown housing association it is my responsibility to work and behave
ethically in order to make the employees work according to all the ethics by keeping
them in mind (Hillmann and et. al., 2018).
 Transparency is another important behavior that I need to hold as a human resource
advisor of an organization like Hightown housing association. Transparency is one
important behavior that will motivate and encourage staff to be transferring twin one
another along with making them understand the importance of being transparent while
working in a team or working collaboratively in a company or in a business setting.
P2. Analysis of personal skill audit and develop a professional development plan
Personal Skill Audit
Skills, Behaviour
and Knowledge
1 2 3 4 5
Communication
Skills
*
Decision making
Skills
*
Managerial
Knowledge
*
Legal Knowledge *
Ethical Behaviour *
Transparency *
(1 means least competent and 5 means most competent)
Professional Development Plan
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Development
Area
Priority Activities
should be
considered
Resources Criteria for
success
Communication
Skills
In context of
Hightown
housing
association it is
very important
for me as a HR
advisor to work
as a motivator
as well and
therefore
holding
appropriate
communication
skill is one of
the most
important
feature.
For
development of
better
communication
skills I should
attend
workshops and
seminars and
other practical
classes that are
specifically
designed and
being
constructed for
enhancing the
communication
skills of
individuals.
In order to
enhance and
gain better
communication
skills various
seminars and
voluntary
speaking in
front of public
will be helpful
for me where I
will be
addressing a
group of
people
(Shuffler and
et. al., 2018).
In order to gain
success and to
develop appropriate
communication
skills The
succession criteria
according to me
would be the
feedbacks I
received from my
colleague and also
my superiors while
conducting a
conversation with
them and
interacting with the
group.
Legal
knowledge
The legal
knowledge of
an agent advisor
is not only their
priority but also
necessity for
personal and
professional
growth of an
The appropriate
action that I
should
undertake for
enhancing and
evolving my
legal
knowledge in
respective with
Development
of appropriate
legal
knowledge as
an HR advisor
I need several
resources such
as internet
where I get the
The Success criteria
in relation with my
legal knowledge
would be
developing
appropriate
knowledge
regarding all the
legal entities and
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individual. the major
advisor job role
is to to make
use of
appropriate
journals and
books available
which are
provided by the
experts.
axis of several
journals and
books related
to the legal
structure and
requirements
to know by a
HR advisor.
formalities which is
needed to be
considered while a
new employee is
being employed in
the organization on
any employee is
leaving the
company.
TASK 2
P3. Difference between organisational and individual learning and training and development
Basis Organizational learning Individual learning
Meaning The process of organizational
learning is of transferring
knowledge with in the whole
organization rather than
focusing towards a particular
individual. Organizational
learning is important because
as the business increases and
becomes more experienced it
is very important that the
business practices are also
improved and therefore the
concept of organizational
learning is introduced (Allen
The concept of individual
learning is a focus on
increasing knowledge and
abilities in an individual to do
a particular job in a better and
the most efficient manner.
Individual learning is a sub
part of organizational
learning and therefore the the
standards of learning is lower
than as compared to
organizational learning.
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and et. al., 2018).
Advantages The advantage of
organizational learning is
focused towards the group as
a whole rather than focusing
to word individual person or
towards the organization
only.
The advantage of individual
learning is mainly focused
and concentrated on
development and
enhancement of capabilities
in an individual which helps
them in their present and in
their future lives either
personal or professional.
Basis Training Development
Meaning Training is a process of
developing a particular skill
to a desired level in an
individual by instructions and
using appropriate practices.
On the other hand
development is a process of
increasing the knowledge and
capabilities of an individual
which are not focused for the
short period of time rather
than it implements for the
longer period of time.
Purpose The main purpose of training
is for short term and for
drinking the employee in the
position where they can
perform their job correctly
and efficiently.
The purpose behind
developing better qualities
and capabilities in individual
is specifically for their
personal and professional
growth which is helpful for
them and their career as well.
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P4. Analyse the need for continuous learning and professional development to sustain the
business performance
Learning States to a procedure which is helpful and beneficial in developing the overall
experience with their transformation. The context of continuous learning is beneficial for
achievement of appropriate skills, experiences, knowledge and specific behavior which are
helpful in professional and personal scenarios. The process of continuous learning is as stated by
name regular and an ongoing phenomena focusing towards numerous goals. Along with it
success and growth of a company is dependent on its workforce and therefore the concept of
continuous learning becomes very useful and important in a meeting the required goals and
development criteria. For sustainability in particular business environment it is important for
Hightown housing association to consider an appropriate continuous learning process.
 Plan is the first stage where the continuous personal development plan is considered
which makes appropriate classification regarding the actual and the current situation of
the company along with helping in determining appropriate objectives of Hightown
housing association (Thornton, 2018).
 Do is the second procedure which describes those activities which are essential for the
company to undertake regarding the execution and development of their plan.
 Record describe the plan which is appropriately monitored in relation with the
achievement of overall objectives and success of the entity along with tracking the plan.
these recording activities considering learning and development along with appropriate
and trainings which are favorable for effective development of the plan.
 Reflect is the process which is considered as the most significant part of a continuous
development plan as it enable the entity to identify the value of the task performed and
reflect in several derivations that can the used for executing the plan.
 Submit is the final stage of the plan which states that the final submission and the
usefulness of the plan will be e for reducing the risk factors from it. Along with it also
highlights and describes the recording process which is beneficial in analyzing the future
deviations in relation with the plan (Kools and Stoll, 2016).
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TASK 3
P5 The way HPW contributes to employee engagement and competitive advantage
High performance working- a general approach of managing organisations which aims to
achieve high level of performance and stimulate additional effective employees’ involvement.
Some examples of high performance work practice are leadership development strategy and
continuous mentorship. It highly contributes in engaging employees and providing it with
competitive advantage in market. Regular performance appraisals. Work improvement teams or
groups and in-house problem-solving (Ribeiro and et. al., 2017). Innovation programs or
employee suggestion. The components of HPWPs are: High employee involved practises: self-
directed team, sharing to company information and quality circles. Human resources practises:
work design, performance appraisals, sophisticated recruitment processes and mentoring. High
performance work is positively linked to employees’ job satisfaction and positive mood, and that
positive mood and job satisfaction lead to high performance or employee engagement. In
competitive era, for Hightown housing association, HPW is very beneficial as it helps in
achieving competitive advantage. It improves the engagement of employees which leads the
company towards growth.
Key elements of HPW:
There are four elements of high performance working strong application of which helps
company in attaining growth and success. The first element is ability of an individual to engage
in process of decision making. Allowing employees to take decisions will help in creating a
sense of satisfaction among them and they are more committed towards goals of organisation.
Training is the another element which requires to be provided by company to its employees in
order to enhance their skills and competencies on regular basis. Apart from this, provide them
with appropriate incentives and provide them with right resources to get success in performing
their roles and responsibilities in effective way are the elements that helps organisation in
motivating employees and keep them satisfied.
Benefits of applying High performance working:
There are several benefits of high performance working practices for Hightown Housing
Association. One of the benefit includes better corporation within and outside organisation.
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High-performance working enable employees to corporate with employees and with suppliers
and customers in effective way. They see themselves as a significant part of value chain of
organisation and are more open to ideas they get from other people. Another benefit is better
financial results. The non-financial benefits that company gets due to high performance working
within organisation translate them to clear financial benefits. The practices of high performance
working improve productivity of the employees which leads the organisation towards success. It
also helps in increasing profitability as it contributes in declines the turnover and the cost of
company.
TASK 4
P6 Different approaches to performance management and the way they can support high-
performance culture and commitment
Measuring employee performance is necessary for management of each organisation. By
assessing the contribution of an employee in growth of firm, their growth is usually measured.
For measuring the performance of employees in an effective way, the process that can be utilized
by management of Hightown Housing Association are discussed below:
Comparative approach: in this, the performance of employee is ranked on the basis of
performance of others in the group. Highest and lowest performance are the two bases on which
the performance is ranked. By using this method, the management of Hightown Housing
Association provide top performers with reward and proper guidance and training that can help
them to be promoted to higher managerial positions. For poor performers, management provide a
chance to improve the performance and meet the required standards. This will support in
maintaining high performance culture within the organisation and increase the commitment of
employees towards accomplishment of organizational goals.
Behavioral approach: this is the oldest approach of measuring performance which are
used by organisation. It includes different vertical scales for distinct job dimensions. In this
approach, two techniques can be used by management for measuring the performance of
employees including BOS and BARS. In the behaviorally anchored rating scale approach, 5 to
10 vertical skills are including which are based on anchors consensually decided from
employees. On these anchors, they are ranked as per their performance. The behavioral
observation scale provides more specified description in regards to the behavior of employees for
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effective performance. The management of Hightown Housing Association can measure the
performance of workers according to their behavior towards performance.
Attribute approach: this approach is based on the specific set of parameters or attributes
on which the performance of employees is rated. These parameters include communication,
teamwork, innovation, problem solving skills, creativity and judgement. for rating the
performance of employees on the basis of attributes, graphic rating scale is used in which the
employees are rate on the scale of 1 to 5 and rated as lowest to highest performance. By using
this approach to rate performance, organisation can gain benefit of improving performance of
employees by aware them about their existing performance and the areas they need to work
upon. This approaches effective in ensuring high performance culture in the organisation and
increasing commitment of employees within Hightown Housing Association.
Result approach: it is a straight forward concept in which the employees are rated by
company based on the performance results of employees. Balanced scorecard technique is one of
the result approach that emphasize on four perspectives including customer, internal and
operations, financial and learning and growth. Apart from this approach, the another approach to
measure performance is productivity measurement and evaluation system which is effective in
motivating workforce for improving performance and productivity along with measuring the
feedback. use of this approach can help management of Hightown Housing Association to
transform strategy into operation that much holistic view. This approach also considered external
environment learning and growth. This helps management in developing an effective high
performance culture within the company.
Collaborative approach: In this, all the team members work together to accomplish
common goals of company. This approach helps company in encouraging high performance
working within firm and commit employees to leads organisation towards growth and success.
CONCLUSION
As per the above mentioned report, it has been concluded that there are several skills and
behaviours that are required by human resource professionals. Professional development plan
helps in improving the weak areas. High performance working is very beneficial for an
organisation as it helps it in engaging employees which improves their performance and provides
company with competitive advantage. Different performance management approaches will help
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in managing performance of employees which ultimately improves the performance of
organisation.
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climate and job satisfaction in work teams.
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Wohlers, C. and Hertel, G., 2017. Choosing where to work at work–towards a theoretical model
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