Table of Contents INTRODUCTION...........................................................................................................................3 TASK 1............................................................................................................................................3 P1. Determine appropriate and professional knowledge, skills and behaviours that are required by HR Advisor.............................................................................................................................3 P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role...........................5 TASK 2............................................................................................................................................9 P3. Analyse the differences between organisational and individual learning, training and development.................................................................................................................................9 P4.Analysetheneedforcontinuouslearningandprofessionaldevelopmenttodrive sustainable business performance..............................................................................................11 TASK 3..........................................................................................................................................12 P5. Demonstrate understanding of how HPW contributes to employee engagement and competitive advantage within a specific organisational situation..............................................12 TASK 4..........................................................................................................................................13 P6. Evaluate different approaches to performance management and demonstrate with specific examples how they can support high- performance culture and commitment..........................13 CONCLUSION..............................................................................................................................14 REFERENCES..............................................................................................................................15
INTRODUCTION Each and every organisation is depending on the prominent performance of their individuals and staff members that effectively contribute towards the overall performance of an organisation. Along with the performance development undertaken as the prominent solution in terms of fixing any sort of problem and also leads to enhance the gap of job insecurity in the performance. Moreover, the development of employees depicts the enhancement of capacity of individuals regarding the overall performance and prominently contribute towards the organisational goals. Moreover, the development of team organisation and individual depends on the prominent teamwork that contribute towards the overall improvement of organisation and individuals. Besides this overall performance of an organisation motivate employees to contribute effectively towards the objective of company(Rupprecht and et. al., 2019). Moreover, it also depends the sense of belongingness and prominent support for each other so that effective teams are developed within the given period of time. To carry forward this report Hamleys is considered which is a British company that deals in toys and company was developed in 1760 by William Hamley. Besides this the report tends to cover effective knowledge behaviour and prominent skills which is required in the HR advisor and also conduct personal skillauditalong withpersonal developmentplan.Moreover,the comparisonis identified among the individual and organisational learning and training and development. Report also cover the requirement of continuous learning and professional development by considering how high performing workforce contribute in the employee involvement considering the various approaches of performance management. TASK 1 P1.Determine appropriate and professional knowledge, skills and behaviours that are required by HR Advisor The human resources of an organisation undertaken as the prominent asset of company who works at the back side of an organisation in terms of accomplishing prominent goals and objectives. For this HR advisor prominently possessed itself towards the suitable knowledge skills and behaviour that move towards them to manage their staff and retaining them within the company(Rothwell and et. al., 2020). In regard of this the knowledge skills and behaviour which
is required within the HR advisor in terms of effectively managing their staff members is mentioned in terms of Hamleys: Job Description Job Description Position Title:HR Advisor Responsible To:Legal and Organisational Development Classification Level:Salaried, Level 5 Professional Summary:Responsible towards offering interviewing tips to the recruiting manager by undertaking the researching performance and evaluating methods by effectively designing policies. Highly effective for incorporating creative leadership skills in terms of achieving business objectives and enhance efficiency in terms of meeting deadlines and budget requirements. Skills and Knowledge: ï‚·Research and recommend performance evaluation methods. ï‚·Effective management of time by meeting deadlines. ï‚·Well known about the proper management and administration work. ï‚·Organise internal survey in order to collect employee feedback and identify areas of development. ï‚·Techno friendly as it is important in order to survive in digital world. Qualification: ï‚·Bachelor's degree in Business Administration. ï‚·Master's degree in Human Resource. ï‚·Diploma in Law. Skills:HR advisor ofHamleys prominently possess itself with the prominent skills by which they can effectively monitor direct plan and control there workforce effectively. For this the suitable skills required are mentioned as underneath:ï‚·Active listening:This skill is prominently present among the HR advisor ofHamleysin terms of concentrating and paying attention towards their workforce that suitable share effective and reliable information and problems without any hesitation. In regard of this the HR advisor need to take time in terms of understanding that what the speaker is
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saying and does not interrupt in the process of delivering information to the staff members.ï‚·Time management:The HR advisor ofHamleysmust consider this skill in terms of managing prominent work within the given period of time by effectively using their own time and coordinating with others as well to complete work before the deadline(Scott- Young, Georgy and Grisinger, 2019). Therefore, it is helpful for HR in terms of using the prominent resources and delivering suitable information within the given time period. Knowledge:The HR advisor ofHamleysneed to consider the suitable knowledge among them as it is helpful in their working towards the betterment of company by bringing out best from their workforce. The suitable required knowledge is mentioned as below:ï‚·Administrationandmanagement:TheHRadvisormusthavethemanagement knowledge in terms of acquiring and having effective management of working manner and prominently plan the allocation of resources. In regard of this it also undertakes prominent leadership technique to manage their workforce and co-ordinate among the employees so that it suitable goals of an organisation are acquired prominently.ï‚·Personnel and human resources:It undertake the factor knowledge of hiring and selection of the productive staff members to accomplish suitable growth and running of company(Brennan and et. al., 2020). Along with this that are professional of company also need a suitable training development compensation and so on in terms of retaining their talented staff members towards the best candidate of an organisation. Behavior:It depicts the prominent behavior which should be present in the HR advisor in terms of managing and controlling their workforce which is useful to manage performance and involvement of employees in the company. In regard of the HR advisor ofHamleysthey must have suitable behavior which is discussed below:ï‚·Solution oriented:The HR advisor ofHamleysmust have solution-oriented behavior in termsofofferingsolutiontoeachandeveryproblemthatprominentsatisfythe individuals who are involved in conflict. This behavior needs effective level of creativity which prominently solve the issue by breaking traditional thinking and also bring something new in the company. Moreover, HR advisor need to be problem-focused in terms of reducing issues in the company.
ï‚·Techno Savvy:The advisor ofHamleysmust have updated and advanced technology in terms of surviving with the dynamic business environment. They must possess the prominent behavior in terms of opting new technologies within the system of an organisation by balancing the technology with artificial intelligence(Stewart, Langer and Erasmus, 2019). P2.Analyse a completed personal skills audit to identify appropriate knowledge, skills and behaviours and develop a professional development plan for a given job role Personal SWOT Analysis The HR advisor of families must achieve the prominent skills behavior and knowledge at the time of performing their roles and responsibilities effectively. Along with this the prominent skills knowledge and behavior are essential in terms of professional development and workforce for the effective career opportunities. Moreover, the personal SWOT analysis is helpful for the HR advisor to identify effective strength weaknesses threats and opportunities bi prominently working for the weakness and threats by effectively using opportunities and strengths for the for the development. StrengthWeakness ï‚·As a HR Advisor, my principle strength is undivided attention. I mindfully tune in to other people and afterward share my view focuses with the goal that I can comprehend the view purpose of others. ï‚·Another strength is that I can control and oversee well. As a HR Advisor, I will use this solidarity to deal with my labourforcesoIcanaddto authoritative objectives adequately. ï‚·Myprincipleshortcomingliesin absence of time the board ability. I can't deal with my time and contribute my significantchancetoirrelevant undertaking. So, I have to chip away at my time the board abilities. ï‚·Anothershortcomingisarrangement situatedinformation.I can'tdiscover speedy answers for the issues which becomeanobstacleinmygeneral viable execution. OpportunitiesThreats ï‚·Isearchfornewopendoorinï‚·I consider major to be of rivalry as
innovation as I am normal in this. To work productively, I have to become innovationcannysoIcanusethe apparatusandhumanpower successfully for the association. Another open door lies in learning the staff and human asset information so I can deal with my labour force with full focus and viability so their profitability can be expanded. thesedays’individualshavegotten more serious and vocation situated. My shortcoming may permit my rivals to abandonmeandsecurewhatIwill merit. Another danger is the dynamic culture where individuals'need and requests changesovernight.Theabsenceof good statistical surveying is the danger which is to be adapted up to become productive HR Advisor. Personal skill audit It is a process which is useful in terms of identifying the skills behavior and knowledge among the individual in which they are weak and what they possess. Along with this is the HR advisor ofHamleysmust have the personal skill audit in terms of identifying their prominent knowledge skills and behavior which is mentioned as underneath: Skills/ knowledge/ behaviour PoorAverageGoodExcellent Active listening skills * Time management skills * Administration and management knowledge *
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Skills/ knowledge/ behaviour PoorAverageGoodExcellent Personnel and human resource * Solution oriented* Technology Savvy * Personal development plan It is undertaken as the effective Action Plan which is useful for an individual in terms of improving their skills in which they lack(Bonfanti and et. al., 2019). Along with this is the HR advisor ofHamleysneed to develop this plan in terms of becoming more competent and skilled at the time of performing their job role. For this the prominent personal development plan on the grounds of SWOT is discussed as underneath: SkillsCurrent ability Target abilityDeveloping opportunities Judging criteria Time frame Time management skills PoorI need to gain thisexpertise promptly so I canusemy time adequatelyin dealingwith mylabour force. I can build up thisaptitude byperusing articlesof masterwriters soIcanget stuntsand strategiesto dealwithmy time. Furthermore, I willbuildup thetimetable My advancement willbe decided by my friends, family and associates whowill manageme improving my aptitudes. Further criticisms from 3 months
SkillsCurrent ability Target abilityDeveloping opportunities Judging criteria Time frame todealwith my time so I canrehearse theboardof time. subordinates andbosses willlikewise support me. Solution oriented AverageI have to build upthis aptitude at the earliest opportunity as Ineedto become arrangement situatedas opposedto issue arranged somy attentionwill beon discovering arrangement. I can gain this expertiseby rehearsingon theoretical circumstances where arrangement can be brought to non-existent issues. Thedecision makingabout standardswill be subordinates andbosses who will help meingiving criticisms. 3 months Technology savvy PoorTheobjective capacityof this aptitude is high as I need to embrace the innovation quickand I can build up thisaptitude bygoing througha confirmation coursewith the goal that I The making a decision about standardswill bemy outcomefrom the test which I will attempt 9 months
SkillsCurrent ability Target abilityDeveloping opportunities Judging criteria Time frame bring innovation arranged methodology intothe associationto chooseand enrollthe staff. cangain proficiency withthe moment subtletiesin Information innovation area.Further booksand articleswill likewisehelp me in gaining the equivalent. whilegoing through confirmation course. Moreover, my companions andpartners willgiveme inputonmy advancement. TASK 2 P3.Analysethedifferencesbetweenorganisationalandindividuallearning,trainingand development It depicts the concept of continuous learning which is essential for the professional and personal development of both company and individuals. In terms of Hamleys individual and organisationallearningcontributetowardsthedevelopmentofemployeesandgrowthof company. In regard of this training and development also helpful for the individual learning and also contribute towards the accomplishment of organisational success(Fransen and et. al., 2020). The prominent comparison is mentioned as underneath: Individual and organizational learning BasisIndividual learningOrganizational learning MeaningDepict the process in which employeesfeelquite Itisundertakenasthe effectiveprocessthatput
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motivatedintermsof bringing changes towards the effective knowledge and also observedindividualswithin the company. emphasisonthe transformationandretaining of the skills and knowledge of the company. It prominently focusesontheoverall developmentofcompany consideringtheinnovative skillswhichiscreatedfor company(Rowe,Kargand Sherry, 2019). PurposeTheprominentpurposeof individuallearningisto enhance the knowledge and skills of individuals by which takeneffectivelyperform their job. In regard of this the objective of company is to solve the issues in terms of improving their overall performance. BenefitIt is beneficial for individuals in terms of increasing their performance and productivity effectivelyintermsof performinginthebetter condition. Itishelpfulintermsof developingthecultureof learning in an organisation by whichemployeesfeelquite satisfiedatthetimeof working(Nurius and Kemp, 2019).
Training and Development BasisTrainingDevelopment MeaningTraining referred as effective process by which individuals developtheirabilitiesand competenciesintermsof performing their job role in an effective manner. Theprocesswhichis prominentrelatedwith overall growth of company. PurposeThe objective is to enhance theperformanceofwork force. Makesureemployeesare prominentlydevelopedto facesuitablechallengesfor future. FocusIt prominently focuses on the current requirements in terms ofmakingsuitable developmentofemployees andtheirperformanceto effectively perform their roles and responsibilities(Waddell and et. al., 2019). It focuses on the prominent requirementsthatmake employee more competent for the future opportunities. OrientationIt is prominently job oriented in terms of their manpower towards the specific job. Itiscareerorientedand prominently on the upcoming opportunities. P4.Analyse the need for continuous learning and professional development to drive sustainable business performance Continuous learning is undertaken as a Process that permanently motivate employees in terms of accomplishing suitable competencies and knowledge in terms of expanding their skills and also ready in terms of getting upcoming challenges and opportunities. It is undertaken as the
effective part of personal development in which employees engaged in terms of learning for the new individuals in terms of becoming competitive accept any sort of challenge(Kirrane, Kilroy and O’Connor, 2019). Moreover, nature professionals ofHamleysprominently put emphasis on the continuous learning in terms of enhancing the efficiency of employees and also making them prepared for the upcoming challenges. It depicts prominent requirement for continuous learning which mentioned below:Career development:The continuous learning is useful for the employees in terms of getting ready to face and grab future opportunities which is prominently helpful for them in their overall career development. Besides this learning can be done through effective skill development education and training which is useful in terms of accomplishing the overall objectives in terms of revolving towards the new position. It is prominently helpful to accomplish effective growth of respective company for the professional development of employees. Maintain competitive edge:It undertake the prominent continuous learning which is useful forHamleysin terms of battling with their other competitors and give tough competition to them and other work force that permanently become more competitive and productive in terms of bringing new ideas and innovation within an organization to beat the competitors(Elo and Vincze, 2019). The continuous learning is also helpful in boosting overall confidence of workforce in terms of doing things better for their job role. TASK 3 P5.DemonstrateunderstandingofhowHPWcontributestoemployeeengagementand competitive advantage within a specific organisational situation The high performing workforce undertake the general approach which is helpful for company in order to manage their work force by which they can become more competent and efficient towards their productive functions. In terms of becoming an efficient employee it is effective for workforce to prominently contribute to achieve the organisational objectives and goalsconsideringtheeffectiveproductionandefficiencythatincreasetowardsthehigh performing workforce(Ogbeibu and et. al., 2020). High performing workforce is undertaken as the productive approach which is helpful for Hamleys in terms of accomplishing maximum profitability to overcome the challenges effectively. It is an effective approach for respective
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company which is helpful for their workforce to accomplish prominent opportunities in an effective manner in terms of taking their organisation towards the growth and success and effective productivity. Hamelys is a British multinational company who deals in toy and also considered as the oldest retailer in world and its is owned by Indian Company which is Reliance retail. For this, company tends to offer clear and flexible culture to their employees regarding theirfunctioningandenhancingtheiroverallperformance.InrelationwithHamleysthe prominently opt this practice of high-performing workforce in terms of contributing towards the employee engagement and accomplishing competitive advantage.Developing long term goals:It depicts that company prominently convey their goals and objectives towards their workforce prominently in terms of making them quite attentive and accomplished towards the stipulated period of time. It is useful to reduce the confusion and conflict by which employees concentrate on their objectives to sustain in the competitive environment and helps in improving overall profitability of company (Akgün, 2020). Along with this Hamleys also communicate towards the objectives of the staff members in terms of leading towards the achievement of targets effectively. Flexible working culture:Organizations from mental develop healthy working culture towards the employers and employees by which they feel more engaged and involved withintheworkingconditionofcompanyandalsofeelmotivatedtowardsthe involvement to compress the desired outcomes(Rudman, 2020). In terms of Hamleys company prominently make effective working culture condition and environment for their employees and also overcome from the week message to enhance the productivity of company. TASK 4 P6.Evaluate different approaches to performance management and demonstrate with specific examples how they can support high- performance culture and commitment The performance management practice has the effective objective to improve the overall performance of employees by which company achieve their goals and objectives effectively. This practices also helpful for the managers to evaluate the overall performance and workforce to motivate them towards the best performance and significantly become the benefit for the company to enhance the profitability and productivity(Rothwell and et. al., 2020). In regard of
Hamleys their manager significantly uses various approaches of the performance management by which they can effectively develop healthy working environment within the organisation by which this feel more committed and enlighten. In relation with this various approach which can be used by family for the overall performance management which is mentioned as underneath:ï‚·Attribute approach:This approach prominently focuses to the individuals in terms of acquiring effective attributes and traits in which company consider an effective and desirable growth and success of company(Scott-Young, Georgy and Grisinger, 2019). Besides this employees are also evaluated on the grounds of suitable attributes and characteristics. It significantly undertakes effective innovation teamwork communication and so on full stop in relation with Hamleys if their managers significant recharge overall performance and men power by considering this approach by which they can effectively evaluate the performance of employees by which they can identify their skills in terms of improving the working condition and culture of an organization.ï‚·Comparative approach:Considering this approach the managers of company effectively evaluate the suitable performance of individuals by comparing their overall performance and progress undertaking the objective to achieve effective growth for the company and their employees. Along with this it also depicts the effective comparison which is done among the employees on the grounds of their rank from the highest to lowest(Brennan and et. al., 2020). In relation with Hamleys the managers prominently used this approach considering the effective comparison of the overall performance of employees and also applied strategic planning on the employees in terms of performance which is low and develop tactics to overcome their weaknesses. It is also useful in terms of developing healthy relations and working culture in order to enhance the efficiency of workforce by which they can get committed towards the working pattern of company. ï‚·Result approach:It is considered as quite easy and simple method by which the overall performance is improved in order to get final outcome and for this approach balance scorecard technique is undertaken by company. It is useful in order to motivate workforce in terms of enhancing their overall performance, measuring and considering the overall productivity. For this, effective evaluation of performance is essential in terms of motivating them to improve the performance of workforce and it is essential for HR advisor to undertake collaborative working in an effective manner and undertaking the
prominent communication to enhance performance effectively. In terms of Hamleys, it is essential for them to work collectively in terms of ensuring the overall performance of workforce. CONCLUSION By considering the above discussion it is identified that the HR advisor must have prominent skills knowledge and behavior in terms of managing their manpower prominently. These knowledge behavior and skills helps them in terms of bringing out best things from their workforce and also work to improve their efficiency that leads to increase productivity and performance of company. Moreover, the personal SWOT analysis and skill audit is useful for the HR advisor in terms of working for their weakness by going through with the personal development plan by which they can overcome their weaknesses. Besides this continuous learning is also an essential part for the professional development that enable the work force to become more productive and efficient. Along with this the high performing workforce is useful for the HR advisor of respective company to enhance the involvement of employees by developing long term goals and objectives considering the flexible working conditions in terms of accomplishing organizational growth and success. Besides this the prominent comparative and attribute approach of performance management is useful for the managers of Hamleys to prominently manage the overall performance of employees.
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