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Developing Individuals, Teams and Organizations TABLE OF CONTENTS

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Added on  2020-11-23

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Developing Individuals, Teams and Organizations TABLE OF CONTENTS TABLE OF CONTENTS2 INTRODUCTION 4 LO14 P1Analyses theknowledge,skillsandbehaviourrequiredbyHR professionals.4 P2 Personal skill audit and personal development plan.5 M1 Reflection 9 LO29 P3 The difference betwen organostrional and individual learingandf training and devlopment. 9 D1 Development Of Professional Plan.10 P4 Analyse the need for continuous learning and professional development to drive

Developing Individuals, Teams and Organizations TABLE OF CONTENTS

   Added on 2020-11-23

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DevelopingIndividuals, Teamsand Organizations
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TABLE OF CONTENTSTable of ContentsTABLE OF CONTENTS.................................................................................................................2INTRODUCTION...........................................................................................................................4LO1 ............................................................................................................................................4P1Analyses the knowledge, skills and behaviour required by HR professionals.......................4P2 Personal skill audit and personal development plan..............................................................5M1 reflection...............................................................................................................................9LO2..................................................................................................................................................9P3 The difference betwen organostrional and individual learing andf training and devlopment......................................................................................................................................................9D1 Development Of Professional Plan....................................................................................10P4 Analyse the need for continuous learning and professional development to drivesustainable business performance.............................................................................................11LO3................................................................................................................................................13P5. HPW contributes to competitive advantage or employee engagement ............................13M2. Analyse of the importance of implementation of continuous professional developmentthrough learning cycle.................................................................................................................1M3. Benefits from the application of High performance working in the organizational context.....................................................................................................................................................1LO4..................................................................................................................................................1P6. Different approaches to performance management and their support to high performanceculture and commitment..............................................................................................................1M4. Critically evaluation of different approaches to performance management........................2D2. Improvement in employee engagement, commitment and competitive advantages throughhigh performance working system..............................................................................................3CONCLUSION................................................................................................................................3REFERENCE...................................................................................................................................4
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INTRODUCTIONDeveloping individual or team and organization is the opportunity to have developmentin knowledge and skills to objective to achieve the high-performance in cross organizationdevelopment and activity. It is also helps in achieving long term goal and objective of acompany. Whirlpool is one of leading company or marketer of American based in developmentof home appliances. The main aim of company is providing best services to customer all aroundthe world. The report will discuss the skills and, behaviors and knowledge required in humanresource management department. In following report there will be awareness of contextregarding professional development and future engagement of company id achieving a longtimelearning. There will analysis of personal skills and development plan. On further note there willbe discussion on different management approaches to improve the performance of entirebusiness. This will have positive contribution in learning and sustainable growth of whirlpool.LO1 P1Analyses the knowledge, skills and behaviour required by HR professionals.The management of human resource department is about the control of entire businessoperation of an organization. The HR manager is responsible for handling of business functionwith effective manner. Whirlpool is one of leading company or marketer of American based indevelopment of home appliances. The HR manger in whirlpool must be efficient to identify needand requirement for the development of business. The requirement of following skill, knowledgeand behavior of HR professional to have development of business.Skills.Active listening-The HR should pay proper attention on what the surrounding people are sayingtalking and understanding the important points that has been delivered. There should be propercross questioning with interrupting at inappropriate time.Time management- In a company the major responsibility of HR manger is to manage one'sown time along with management pd other. The hr has to look after arrangement of meeting andrecruitment process.Coordination- Thereshould be proper coordination between different department along withdifferent employees in completion of task in company as to achieve goal and objectives.
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