This report covers various aspects of professional knowledge, skill, and behavior, personal audit skills, differences between organizational and individual learning, and benefits of applying high performance working to employee engagement. The main aim is to maintain employees' working in a proficient manner with proper guidance.
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DEVELOPING INDIVIDUALS ,TEAMS AND ORGANISATIONS
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Table of Contents INTRODUCTION...........................................................................................................................1 P 1 Description on appropriate and professional knowledge, skills and behaviours required by HR professionals.........................................................................................................................1 P2 Define personal skill audit to identify appropriate knowledge, skill and behaviours and develop professional development..............................................................................................2 P3 Difference between organisation and individual learning and training and development....4 P4 Description on the need of continuous learning and professional development to drive sustainable business performance..............................................................................................6 P5 Define How HPW contributes to employee engagement.....................................................6 P 6 Evaluate different approaches to performance management with examples........................7 CONCLUSION................................................................................................................................7
INTRODUCTION Team can be referred as individuals who are working together to attend one common goal to the enterprise. With working in team, the firm can able to achieve desires goals. Developing the employees will be helpful in terms to increasing the performance and capacity of the enterprise (Hawkins, 2017). High performing teams enables by the effectiveness of the team. With help of developing individuals, team and organisation the performance of the employees can be improvized. The present report is based on business activities of Whirlpool, it is global leading entity and manager has to perform their activities effectively. The present report is based on brining development in the teams and organisation activities. In addition to it, appropriate professional, knowledge and skills required by HR, develop professional development plan for employees, needofcontinuousleaning,traininganddevelopmentandbeneficialaspectsofhigh performance working contributes to employee engagement and competitive advantage. LO 1 P1 Description on appropriate and professional knowledge, skills and behaviours required by HR professionals. The Human resource manager must be the core person in order to manage the things in the effective in efficient mode. The managers must be responsible in terms to hiring, firing and making employees responsible towards the responsibilities. Thus, professional skills of HR are defined in below presented manner as are- Organisation-The HR to the firm should perform their work as to force the manager with planning and efficiency. The must handle paperwork in terms to hiring, firing and various employee benefits (Crichton, Moffat and Crichton, 2017). In addition to it, HR professional should keep the organisational relative information accessible and organized. Communication-The human resource resource manager should be capable in terms to maintain soft skill by working with human resources. Being good communicator means able to perform business activities in the systematic mode. He must be the person who is able to undertake the business activities in the effective and efficient manner. Conflict management-Employees in human resource must be capable to solve their inter-conflicts. The human resource manager must have skill to resolve the conflict 1
between team members. This will helps to conduct the business activities more effective and efficient manner. They are person who are able to manage the organisation in one proper direction. The HR staff needs skill in terms to negotiation and mediation. Decision making-HR of the enterprise must be responsible for maintaining things in the effective and efficient manner. He is the person who is taking various initiatives in terms to resolve dispute between employees. This person must have attitude to take the proper decision so that things can be conducted in the effective and efficient manner (Turner and Baker, 2017). Ethical-Human resource must handle sensitive information about the company. He must have skill to perform thing in the ethical manner. He should have the capability to manage the things in the proficient manner. The legal standard of the enterprise should be followed. P2 Define personal skill audit to identify appropriate knowledge, skill and behaviours and develop professional development. The skill of the employees are needed to be enhanced in order to perform business activities in the effective and effeteness manner. In order to frame the thing effectively, it is essential to undergo with personal skill audit with help of SWOT analysis. Thus, it has been defined in below contexted manner as are- STRENGTH- Being HR, I am able to manage the conflicts between the enterprise as I am able to take the better decision so that I can conduct the things effectively and efficiently. My communication skill is also good as I can able to interact with easily. This will help me to maintain cordial relations between team members. I am good in using software tools, this will help me to do the things in the proper manner. This kind of skill will helps to enhance my competency so that I can conduct the things in effectively. WEAKNESS- I am not good in managing technical equipments properly. This is hampering my work in the practical aspect. With help of managing technical skill I can able to do the things in the proper manner. 2
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The one of the major issue of mine is that I cannot able to handle two or three things at a times and this is impacting the my performance. Opportunities- With help of developing technical skill I can able to have the practical approach so that things can be conducted effectively by me. The technical skill will help me to enhance my knowledge in terms to bring effectiveness in the performance. Threats- The one of the biggest issues with me is that I cannot handle issues as to have the change management. This bring negative impact on the working and it affect my overall productivity. This impact the functioning of the enterprise and bring managerial conflicts. PERSONAL SKILLActivitytoimprove personal skills Time to improveRating as per my skill out of 5 Technical skillToimprovemy technicalskillIwill take personal training from experts so that I canbe competent in it. Iwillimprove between the tenure of 3 months. 2 Problem solvingIcanhandlethe problemeasily.The biggestissueis impactingmyover productiveness. I can improve it within 1 month 4 Time managementI will set the deadline to each task so that I assure to finish it on the proper timings. I can improve it within the tenure of 2 month. 3 CommunicationI am good in making communicationin written manner. Thus, Iwillimproveit within the period of 3 2 3
I need to put my major emphasizeonoral communication so that I can manage thing in better manner. month. LO 2 P3 Difference between organisation and individual learning and training and development. The organisational training and development will helps to bring higher proficiency. With help of it, things can be conducted in the effective and efficient manner. It has been defined in following manner as are- Organisation learningIndividual learning Theorganisationallearningmeanstohave enhancement in the knowledge and skill of the personalsothatbetteroutcomescanbe generated. With help of focussing over individual learning the person can able to enhance his productivity and profitability. This can impact the overall working of the individual. In organisation, the training and development will helps to enhance capacity of the person so that he is able to contribute at maximum level. The training and development opportunity to theindividualwillhelpstomanagethe working in the expert manner. The whirlpool should conduct the activities so it will helps to make better interaction among theemployees.Withhelpofit,skilland competency of employees can be determined. With helpof focussing towards own skill and competency the things can be conducted in the efficient and better manner. Organisational training developmentIndividual training development Organisationaltrainingisconcernedwith overall growth of the employees. Trainingislearningprocessthathelpsto employee in terms to develop his win skill, competency and knowledge. 4
Withhelpoforganisationlearning,the employeesareabletoimprovework performance of the employees. The individual training development will helps the individual to meet the future challenges (STEVENS, THOMPSON and WOOD, 2017). The organisation training provides with aim to maintain job oriented approach. The individual wants to get trained with help of career oriented manner so that things can be done effectively. P4 Description on the need of continuous learning and professional development to drive sustainable business performance. The continue learning will be helpful in terms to enhance the working of the enterprise in the effective manner (Perna and et.al., 2018). This will help to promote the thing in the better manner. Thus, it has been defined in below context manner as are- Boost morale of employees- The continuous learning will help to boost the morale of employees in effective manner. This will helps to enhance the strength of the person so that he can able to contribute maximum to the enterprise. Gaining competitive edge in marketplace-The continue learning will assist to gain competitive edge in market place. The firm can able to perform its business activities in the more effective manner. This will help to develop things in the effective and efficient manner. Better overall work environment-With help of providing continue development opportunity to the employees can create efficient working environment. This is helpful in order to create the positive working environment (Soltani, Liao and Iqbal 2017). The positive environment help the employee to perform its business activities effectively. The better learning opportunities will be helpful for Whirlpool to develop things effectively. LO 3 P5 Define How HPW contributes to employee engagement. The employee engagement towards the enterprise will help to improvise the productivity and profitability to the enterprise. It is focal point and it is benefit al in terms to keep customer happy and engaged employees. The employee satisfaction is to the company, if employees are not satisfied they are not able to perform activities effectively. Low job satisfaction impacts the overall working of 5
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the enterprise (Bañuls, 2017). If employees are engaged at work and feel satisfied with their performance that it will help to produce ore quality work. Thus, it helps to bring higher performance working. The engaged employees work faster, harder and stronger so that thing can be undertaken in the effective and efficient manner. The high performance working leads to have competitive advantage. The huge beneficial aspect of having engaged employees is that they can be loyal to the firm. The behaviour of employees will be helpful for high performance working. P 6 Evaluate different approaches to performance management with examples. Comparative approach of measuring performances :- this approach refers to providing ranking to performances of each employees in relation to others. Under this every worker is ranked on the basis of higher to lower. Further, it also provided various techniques for comparative such as forced distribution technique that rank employees in group. For example, a group of the highest performers is 10%, average is of 30% and other is of good performers i.e. 50% and lower involve 10%. Managing by objective :- it refers to a process in which HR finds the desired objectives that needs to be attained & gives each employee a major area of responsibility. This method is considered as the less time consuming and cost effective as other performance appraisal methods (Ahmadi and et.al., 2018). For example, using this method HR can supervise whether the objectives are achieved or not. 360 degree feedback :- however, it is little time consuming method since there are many raters in the evaluation of performance, but it is considered worth try. For example, using this method HR collects feedback of employee by other people who communicate with him such as peers. Critical incident method :- it has been determined that under this method both HR and employer assess a worker on the basis of certain criteria known as critical incidents where the worker has done something good or bad. Behaviourally Anchored Rating Scale :- it is considered as the most effective technique among all other appraisal methods. It is a major combination of both rating scale and traditional essay analysis employee's behaviour and performance. It has been determined that HR is involved in this process and then based on workers performances they are 6
anchored as good, bad, poor or average (Performance Improvement & Development, 2018.). CONCLUSION Based on the above report it can be concluded that developing individual, team and development will be helpful in terms to manage the organisational activities. The present report is based on the business activities of Whirlpool. In this report, the following activities has been covered as are appropriate professional knowledge, skill and behaviour, personal audit skill, difference between organisation and individual learning and several benefits of applying high performance working to employee engagement. The main aim is to maintain the working of the employees in the proficient manner with help of providing guidance properly. 7
REFERENCES Book & Journal Hawkins,P.,2017.Leadershipteamcoaching:Developingcollectivetransformational leadership. Kogan Page Publishers. Crichton, M.T., Moffat, S. and Crichton, L., 2017. Developing a team behavioural marker framework using observations of simulator-based exercises to improve team effectiveness: A drilling team case study.Simulation & Gaming. 48(3). pp.299-313. Turner, J.R. and Baker, R., 2017. Team Emergence Leadership Development and Evaluation: A TheoreticalModelUsingComplexityTheory.JournalofInformation&Knowledge Management. 16(02). p.1750012. Perna, A and et.al., 2018. Performance assessment of a hybrid SOFC/MGT cogeneration power plant fed by syngas from a biomass down-draft gasifier.Applied Energy. 227.pp.80-91. STEVENS, D., THOMPSON, B. and WOOD, G., 2017. Implications for winter grazing managements and dead material on the performance of young cattle in spring.Journal of New Zealand Grasslands. 79. pp.197-204. Soltani, E., Liao, Y.Y. and Iqbal, A., 2017. A context-specific perspective of HR performance management in quality-oriented organizational contexts. Bañuls, V.A 2017. Predicting the Impact of Multiple Risks on Project Performance: A Scenario- Based Approach.Project Management Journal.48(5). pp.95-114. Ahmadi, A and et.al., 2018. High-performance, knowledge sharing and ICT skills.Human Systems Management.37(3). pp.271-280. Online PerformanceImprovement&Development.2018.[online]Available through:<http://www.theperformancefactor.co.uk/performance-improvement— development-individual-team-and-organisation.html>. 8