Developing Individuals, Teams and Organizations - HR Professionals

Added on - 22 Nov 2020

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Developing Individuals,Teams and Organizations1
TABLE OF CONTENTSINTRODUCTION......................................................................................................................31 Professional knowledge, skills and behaviors that are required by HR professionals........32. Analyze a completed personal skills audit to identify appropriate knowledge, skills andbehaviors.................................................................................................................................5M 1. Below are my Strengths and weaknesses & opportunities and threats that shows detailskills audit: -..........................................................................................................................5D 1 Personal professional development plans........................................................................63 Analyze the differences between organizational and individual learning, training anddevelopment............................................................................................................................7M 2 Difference between training and development:.............................................................84 Analyze the need for continuous learning and professional development..........................85. Demonstrate understanding of how HPW contributes to employee engagement andcompetitive advantage..........................................................................................................10M 3 Analyses the benefits of applying HPW......................................................................106 Evaluate different approaches to performance management.............................................11M 4. Evaluation of different approaches..............................................................................12CONCLUSION........................................................................................................................13REFERENCES.........................................................................................................................142
INTRODUCTIONHigh performance work places or organizations emphasizes on highly engaged andempowered workforce. It has been determined that, these are those types of organizations thatheading towards less hierarchical structure, where employees work in teams with higher self-sufficiency. To achieve success, employees should have better skills, motivation and morechances to excel, when these high performance HR practices are aligned.The report is about a scenario on Whirlpool HPW Case, it is an Americanmultinational company that deals in home appliances and as a HR consultant for the companythe report will cover annual Confederation of British Industry workshop highlighting ways inwhich performance management, collaborative working and effective communication cansupport high-performance culture and commitment. Apart from this it will demonstrate skillsrequired by HR professionals. Further it will analyze difference between organizational &individual learning. Lastly, it will evaluate ways in which collaborative working can supporthigh performance culture.1 Professional knowledge, skills and behaviors that are required by HR professionals.In HR, as in many areas of work there are both practical and technical skills. Forexample, a senior HR might be asked to be able to develop HR policies & strategies in anumber of areas. However, there are many skills that are important determinants ofperformance. Further, these skills include the ability to manage yourself, teams and stress(Zhong, Wayne and Liden, 2016).Skills required by HR professionals are:CommunicationHR has to be able to explain things bothverbally and non-verbally regarding all policiesof the Whirlpool company.Conflict managementHe must have this skill to patiently listen toboth sides & resolve issues among employeesin a proper manner.Decision makingAs HR makes number of decisions for acompany, therefore, it is essential for him to becritical thinker in order to make decisions.EthicalAs he handles lots of private information of an3
organization; hence, he needs to be discrete.Knowledgerequired by HRPersonal & human resourceHe must have knowledge of principles forpersonnel recruitment, selection and training.Customer and personal serviceUnderstanding of customer and personalservice to fulfill customer needs (Obeidat,Mitchell and Bray, 2016).Law and governmentKnowing of legal codes, agency rules,government legislation, etc.Public safety and securityUnderstanding of relevant equipment’s,policies, etc. for the prevention of customers,property & organization.Behavior required by HR based on CIPD modelCuriousChanges that occur in business result in needfor HR to respond adequately and quickly toenable the company to cope. Hence, having acurious mindset allows him to take the businesstowards success.Decisive thinkerHR is consideredthe driver of difficult peopledecisions. He needs to be decisive thinker sothat he can weigh out information.Skilled influencerExpress the ability to influence to attain thenecessary commitment.Personally credibleHe need to be a person that builds & deliversprofessionalism through joining commercial &HR expertise in order to bring value toorganization.CollaborativeNeed to work effectively with number ofpeople, both inside and outside theorganization.Role modelThis behavior is about an image of HR that isdisplayed, and that constantly leads by anexample.4
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