Professional Knowledge and Skills Required in HR Professionals

This study focuses on the professional knowledge and skills required in HR professionals, including HR policies, psychological knowledge, employment law, technical skills, and more.

Developing Individuals, Teams and
Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Professional knowledge and skill require in HR professionals..............................................1
P2 Personal skill audit and professional development plan for HR role.....................................2
LO 2.................................................................................................................................................6
P2 Difference between organisational and individual learning...................................................6
P4 Need of continuous learning and professional development..................................................7
LO 3.................................................................................................................................................8
P5 Contribution of HPW in employee engagement and gaining competitive advantage in
business........................................................................................................................................8
LO 4.................................................................................................................................................9
P6 Approaches of performance management..............................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employees are the key resources of business, their contribution always help firm in rising
productivity and gaining competitive advantage significantly. Healthy culture and engagement of
employees play significant role in the growth of company. Present study is based on Hightown
housing association (Shields and et.al., 2015). Present study will include skills, knowledge and
attributes which must be in HR professional. Furthermore, report will explain difference between
organisational learning and individual learning, training and development. In addition, study will
highlight high performance working and its key element. It will explain contribution of HPW in
the growth of business and raising employee engagement in business unit.
LO 1
P1 Professional knowledge and skill require in HR professionals
Hightown housing association is aiming to hire the best HR professional in the
organisation who is capable to handle human resource of the organisation and retain talent in
business for longer duration. HR must have knowledge about particular things which may help
the person in managing business activities in efficient manner (Punjaisri and Wilson, 20170.
 HR of the organisation must have knowledge about HR policies such as occupational
policies, employment policies and pay scale management. This thing always aids the
person in managing salaries of employees in organisation in proper manner and
minimising issue related to wages.
 HR of the company must have psychological knowledge so that psychology of each
candidate can be understand by them and they can manage burden of person in effective
manner (Ibrahim, Boerhannoeddin and Bakare, 2017).
 Hr is required to have detail about team changes, restructuring and handling risk. This
knowledge assists them in handling business complexities in effective manner.
 One of the major thing that must be known by HR of Hightown housing association is
about employment law. This knowledge helps the HR of company in resolving issues
related to employment and handling the quarries in effective manner.
 Individual must have knowledge about technical things so that business reports, working
of employees can be recorded in proper manner (Sparrow, 2017).
Skill
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 HR of Hightown housing association needs to have listening skill, if individual do not
listen others then person would not be able to understand their needs which will create
problem for them to retain them in company for longer duration.
 Decision making skill also needs to have in HR because this will help them in making
correct decision for the growth of organisation and enhancing staff retention rate in
organisation. This skill is beneficial in knowing more about pros and cons of any decision
before implementing it in actual workplace (Inuwa, 2016).
 Time management: This is another skill which must be in HR manager, if person is able
to manage multiple task then this would raise their productivity and individual will be
able to manage workload in organisation in effective manner.
 Management skill: This is very important skill that must be in human resource manager
of Hightown housing association, if individual is unable to manage team and workers
then individual will not be able to perform their duties in effective manner which will
create in giving positive result to the Hightown housing association (Hanaysha, 2016).
 Technical skill is also essential for HR manager so that individual can operate different
HR related software properly.
Attributes
 Having great communication with higher authorities and low level staff is necessary to
have in HR manager of Hightown housing association. This will help them in developing
coordination or bonding among all staff members (O'Boyle, Patel and Gonzalez‐Mulé,
2016).
 Human resource manage must have attribute to manage team, this helps them in creating
healthy workplace environment and motivating workers which enhances staff retention in
the organisation.
P2 Personal skill audit and professional development plan for HR role
Skill audit
Very good
Good
Average
bad
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Knowledge Very good Good Average Bad
knowledge about
HR policies
psychological
knowledge
Knowledge of
employment law
knowledge about
technical things
Skills
listening skill
Decision making
skill
Time
management
Management
skill
Technical skill
Attributes
Communication
attribute to
manage team
Professional development plan (PDP)
PDP can be defined as plan which helps in analysing the capabilities of person and taking
right action to improve the weakness of individual. This is the process which help companies in
improving their capabilities and raising productivity of candidates those who are working in
organisation (Chandani and et.al., 2016).
Skills that is Current level Target level Strategy Timescale Resources
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required to be
improved
HR policies Currently I
have no actual
knowledge
about policies
of HR hence
sometimes I
fail to
understand
what is right
and wrong.
I want to be
able to make
correct
decision by
knowing all
the policies’
properly so
that no future
issues get
created.
I should read
books and
have to
conduct
google search.
This will
improve my
knowledge
about human
resource
policies.
2 Months Internet,
books,
computer,
financial
resource
Psychological
knowledge
Currently I
am unable to
understand
different
needs of
employees
and
understand
their
psychology
that is why
sometime I
got stuck to
retain staff or
to motivate
them
I want to
become able
to understand
psychology
of different
employees so
that I can
treat them
well and can
make them
satisfy in
business unit.
I will have to
take guidance
of my seniors
and will have
to join some
psychological
seminars
1 month Seminar
hall, senior
Technical skill Recently I
have poor
I want to
become able
Join coaching,
search google
2 month Computer,
coaching
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knowledge
about new
software and I
am unable to
operate excel
properly.
to manage
new software
in proper
manner and
also I want to
develop my
knowledge
about new
technical
equipment’s
to make my
work more
impressive.
about new
software will
improve my
this skill surly
institute,
trainer,
internet,
books etc.
Listening skill Currently I
sometimes
skip the views
of others
when I
discuss
something
with others.
I want to
become more
focus so that I
carefully
listen views
of others.
I will have to
start doing
some
mediation
which will
make me
focus and I
will be able to
pay more
attention on
views of
others.
1 Month Hall, paper,
etc.
Team
management
skill
I am unable to
handle big
team
effectively.
I want to
become able
to manage a
big team
properly
where all the
Guidance of
seniors,
reading case
studies of
other great
managers and
2 months Books,
internet,
computer,
paper , pen
etc.
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candidates
can work
together and
can
contribute in
achieving the
team goal.
leaders.
LO 2
P2 Difference between organisational and individual learning
Individual learning can be described as process which is used by person own self to
improve their capabilities and learn new things. This is completely voluntary in nature as there is
no involvement of third person who come to make the person understand about new things.
Person own self get inspired and take appropriate action so that individual can overcome its
weakness (Saxena and Srivastava, 2015). This process always motivates them and individual do
not feel overburden due to their weakness. There are various ways through which individual can
learn new things such as while working with peer group members, while discussing with any
senior or getting experience from previous failure. All these are ways that may help in improving
knowledge and capabilities of candidate and individual become more responsible and
professional which reflect through their work in organisation. Person who believe in individual
learning always give best result to the organisation because person find new ideas through which
their work can be improved (Yeboah-Kordee and et.al., 2018).
Organisational learning can be defined as procedure which is used by companies to spread
knowledge and enhance understanding of employees so that they become more potential for the
firm. Organisational learning is done for the overall development of company, as it is not
specific for particular person. Firm gives training to people in such manner so that they can
perform their allotted work in more efficient manner otherwise it may create problem for the
firm to manage things and completing work on time (Shields and et.al., 2015). If Hightown
housing association fails to give proper training to its workers, then they will not perform well
and will make mistakes which will raise cost of organisation hence there is need to give proper
raining to staff members so that overall organisational goal can be met.
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There is huge difference between training and development. Training is the process
through which employee can get development opportunities in the firm whereas development is
for the growth of person in business unit. Training always give short term success to person
whereas development always done for the long term growth of individual. Training is given by
trainer whereas development is done by person own self. Training is given for employee’s
performance improvement whereas development is done to make the person ready to deal or
handle future challenges effectively (Ibrahim, Boerhannoeddin and Bakare, 2017).
P4 Need of continuous learning and professional development
Continuous learning (CL) is the process of improving own knowledge continuously
whereas professional development is for raising capabilities of individual so that person can get
promotion opportunities in business unit. CL is also known as process of further expanding the
capabilities of person so that individual can be the most profitable employee in organisation.
There is need of CL in continuous manner because by this way company can prepare people to
handle business issues in efficient manner. Furthermore, in the recent modern era consumers
always want new products that may satisfy their requirements. This needs to be ensured by
companies hence there is need that person continuously improve their skill by learning new
things so that individual can understand requirements of consumers and can serve them
accordingly (O'Boyle, Patel and Gonzalez‐Mulé, 2016). Professional development is the process
which the person able to behave professionally and be profitable for business unit. By
developing employees professionally firm can raise its profit and can make them more focused
towards the firm.
Professional development is the basic requirement of organisation, by preparing
employees professionally enterprise can retain its talent. Skilled employees are the most desired
resources of company, if Hightown housing association ensures professional development of
workers then Hightown housing association can get benefit of improving its working
performance. Because professionally developed people are more responsible and they put their
best efforts to complete the given task on time and with desired quality. This is the thing which
can help people in improving their business efficiency and enterprise can generate more profit in
the organisation (Saxena and Srivastava, 2015).
Continuous learning always helps Hightown housing association in boosting moral of
workers, they feel that company gives value to them and take care of their development. By
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providing them training time to time entity can make them comfortable in business unit and can
make them able to behave positive (Yeboah-Kordee and et.al., 2018). By this way these people
become loyal towards the brand and they put hard efforts to meet organisational goal
successfully. CL brings enthusiasm among them because they learn new things and get to know
about more professional work. This gives them better career opportunities as well hence people
pay close attention over continuous learning and professional development. Tin order to get more
rewards they utilise this learning in their working performance which gives positive result to
business unit and help the organisation in accomplishing its goal successfully (Saxena and
Srivastava, 2015).
Professional development can be described as tool which raises confidence and loyalty of
worker towards the organisation. If Hightown housing association ensures their development,
then people will feel confident and will complete the task as per given guidelines which will give
desired result to business unit. These things are helpful for Hightown housing association
because it improved leadership skill and also develop bonding among all employees. People
attain such learning program in Hightown housing association and they interact with each other.
This helps in minimising confusing and also support in improving capabilities of person in
effective manner, by this way Hightown housing association become able to gain competitive
advantage in the market (Shields and et.al., 2015).
LO 3
P5 Contribution of HPW in employee engagement and gaining competitive advantage in
business
High performance working is the process where company gives additional benefit to the
employees those who are contributing well in the success of business unit. Key elements of HPW
are structure of company, task designing, performance, information system, goal of business unit
and people. If there is clear structuring them information of one department can be passed easily
to the next department which improves communication and help in completing the work of
person properly without any issue (Ibrahim, Boerhannoeddin and Bakare, 2017). This improves
working capacity of persona and help them in completing work with no mistakes (High
Performance Work Systems, 2014). HPW elements makes the job of person more interesting, as
if goal of Hightown housing association is clear to all employees then they will be more focused
and will contribute well in achieving that goal. By this way engagement of employees will be
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raised and firm will be able to perform well in the market as compare to its competitors
(Chandani and et.al., 2016).
HPW contributes well in raising satisfaction level of workers, as clear structuring and goal
is the key element of HPW. If people are clear with the aim of business and if they know how to
work then they will feel satisfied. This will raise their loyalty and they will put hard efforts to
meet the goal of the firm. By this way they will interact with others to finish work on time.
Hence Hightown housing association can get benefit by implementing HPW activities at
workplace in effective manner. By this ay performance of the organisational will be raised and it
will be able to manage the work in effective manner (Saxena and Srivastava, 2015).
High performance working is considered as beneficial process which reduces absenteeism
in the organisation, if people are satisfied with the rewards which they are getting against their
work then they will like to attain office regularly hence it will raise their productivity and overall
absenteeism will be reduced in the Hightown housing association. Hence HPW contributes well
in gaining competitive advantage and developing employee engagement in the business unit.
Another advantage of high performance working is that it reduces operational cost of the
company. As people are now more focused because they get additional benefits in the firm and
also company treats them well hence they make less mistakes by paying close attention on their
work (Yeboah-Kordee and et.al., 2018). This is considered as tool which helps the business in
minimising wastage and help in raising profitability of the firm to great extent. Elements of
HPW supports in knowledge sharing and bring innovation in business unit which raises
productivity of Hightown housing association and enterprise become able to meet its
organisational goa successfully. Hence HPW is the best tool which raises employee engagement
and help the company in gaining competitive advantage.
LO 4
P6 Approaches of performance management
Performance management (PM) is the method of measuring or ensuring performance of
employees in business unit. Approaches of PM are described as below:
Comparative approach
It is the method which ensures to compare performance of two people in the organisation.
Hightown housing association can use this method for meeting its organisational goal, as
company can compare performance of one person with other, which helps in analysing the best
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person and giving promotion to the right person in business unit. By applying this method firm
can promote the right person and can motivate its workers (O'Boyle, Patel and Gonzalez‐Mulé,
2016). This encourages people and create high performance culture in business unit. This raises
commitment of people and they work hard to get such rewards against their best performance.
Hightown housing association can give ranking to its workers on the bases of performance of
person.
Behaviour approach
This is another approach of performance management is to measure behaviour of
employee and give them benefit accordingly. Managers of Hightown housing association needs
to understand that weather people are positive or they are negative towards the brand. Managers
of company give rates to individual by looking at their performance, behaviour towards others,
their commitment towards the organisation (High Performance Work Systems, 2014). On the
bases of all these elements company promote particular person. This is the approach which help
Hightown housing association in retaining staff and making them positive. By this way people
get good rewards for their work which motivate them and this create good culture at workplace.
MBO approach (Management by objective)
This is another approach in which management of company set clear objectives for the
company and they also set objective for the workers. On the bases of these objective working
performance of people are being observed. Managers of Hightown housing association monitor
performance of people and evaluate their performance against these objectives. This supports
business unit in taking right decision to whom promotion must be given and to whom it should
not give (Hanaysha, 2016).
These are the approaches which boost morale of employees and make them positive
towards Hightown housing association By this way they become more committed hence it
creates healthy culture where all the workers put best efforts to get the desired results. This is
the way through which enterprise can gain competitive advantage and can meet its organisational
goal successfully.
CONCLUSION
Study can be summarised as human resource management is the most important
department in the organisation, HR ensures to handle quarries of employees properly and ensure
that talented people retain in business unit for longer duration. HR needs to have great
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understanding about HR policies, employment law, technical things etc. this may make them
able to handle employees in effective manner. Continuous learning and professional
development are helpful for the success of business unit. This component raises commitment of
workers and boost their moral. By this way they put hard efforts and support business unit in
achieving their organisational goal. Quality, behaviour approaches are helpful in crating high
performance culture and also support in improving commitment of workers in business unit.
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REFERENCES
Books and Journals
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Hanaysha, J., 2016. Testing the effects of employee empowerment, teamwork, and employee
training on employee productivity in higher education sector. International Journal of
Learning and Development. 6(1). pp.164-178.
Ibrahim, R., Boerhannoeddin, A. and Bakare, K. K., 2017. The effect of soft skills and training
methodology on employee performance. European Journal of Training and
Development. 41(4). pp.388-406.
Inuwa, M., 2016. Job satisfaction and employee performance: An empirical approach. The
Millennium University Journal. 1(1). pp.90.
O'Boyle, E. H., Patel, P. C. and Gonzalez‐Mulé, E., 2016. Employee ownership and firm
performance: a meta‐analysis. Human Resource Management Journal. 26(4). pp.425-
448.
Punjaisri, K. and Wilson, A., 2017. The role of internal branding in the delivery of employee
brand promise. In Advances in corporate branding (pp. 91-108). Palgrave Macmillan,
London.
Saxena, V. and Srivastava, R.K., 2015. Impact of employee engagement on employee
performance–Case of manufacturing sectors. International Journal of Management
Research and Business Strategy. 4(2). pp.139-174.
Shields, J. and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Sparrow, J., 2017. The culture builders: Leadership strategies for employee performance.
Routledge.
Yeboah-Kordee, N.S. and et.al., 2018. An Investigation of the Impact of Occupational Stress on
Employee Performance: Evidence from the Ghanaian Banking Sector. INTERNATIONAL
JOURNAL OF ACADEMIC RESEARCH IN BUSINESS AND SOCIAL SCIENCES. 8(9).
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High Performance Work Systems. 2014. [Online]. Available through <
https://gbr.pepperdine.edu/2014/12/high-performance-work-systems/ >
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