Developing Individuals, teams and organisations - Desklib

Developing Individuals, teams and organisations

Table of Contents
Introduction......................................................................................................................................1
LO1..................................................................................................................................................2
P1 Determine the professional and relevant skills, knowledge, and behaviors needed for HR
professionals....................................................................................................................................2
P2 Evaluate a complete audit related to personal skills to discover relevant knowledge, abilities,
and behaviors and create a plan for professional development for a specific work role.................5
M1 Present a brief audit for professional skills which illustrate the proof of evaluation and
personal reflection...........................................................................................................................6
LO 2.................................................................................................................................................8
P3 Evalaute the variation between individual and organisation training, learning and
development.....................................................................................................................................8
P4 Evaluate the need for professional development and on going learning to constrain
sustainable performance of business.............................................................................................10
M2 Analyze the significance of adopting ongoing professional development using learning cycle
theories...........................................................................................................................................11
LO3................................................................................................................................................14
Organisational overview................................................................................................................14
P5 Demonstrate knowledge of how HPW leads to competitive advantage and employee
engagement in a given organizational context...............................................................................14
M3 Analyze and justify the benefits of implementing HPW in a given organizational context...15
LO 4...............................................................................................................................................17
Conclusion.....................................................................................................................................19
References......................................................................................................................................21

Introduction
Organizations are more likely to succeed when their employees tends to work efficiently and
productively. The organization may improve team performance while also benefiting individuals.
It promotes reciprocal support and learning, as well as a stronger sense of belonging and
commitment. Employee recruiting is included since it leads to increased production.
The development and skills plan will assist Morrison workers in identifying individuals who are
falling behind. The report will explain the competencies and build abilities at a lower level in
order to allow for excellent performance in the organization. The report for the HR professional
job will identify the effects of skill development.
Furthermore, the skill audit position will be defined in order to determine an individual's key
talents. The report will then carry out the plan for professional development so as to meet the
gaps in the Human resource professional position that have been identified. In the supplied
report, the personal SWOT evaluation and statement for self reflective will also be covered.
The influence of the abilities for high performance operating in Morrison will be identified in the
coming past. Finally, the techniques and solutions will be explored in light of Morrison's
background.
Figure 1: Morrison plc
(Source: thetimes.co.uk 2020)
1

LO1
P1 Determine the professional and relevant skills, knowledge, and behaviors needed for HR
professionals.
Human Resource experts play an important part in the company by enabling many functions in
the organization through their employees. HR professionals are personnel in an organization who
are knowledgeable about HR policies, procedures, and main functions such as recruiting and
selection, and so on.
They select the most skilled individuals to complete their corporate activities. HR's function is
successfully supplemented by various talents, behaviors, and information. A table depicts an HR
professional's abilities, behavior, and knowledge.
Knowledge Vision is significant
Following rules of the employement
Optimum use of resources
Policies are created and updated
Become Information Technology
literate
Skills Effective skills of communication
Understanding the numbers
Skills for solving problems
Interpersonal relations
Proficient of technology
Responsibilities are assigned
Authority of making decision
Behaviour Taking risks
Inspiring other people
Flexibility
Undertakings stores and fields
Motivating others
Challenging processes
The part of knowledge encompasses the effectual sector of learning and deals with knowledge in
a variety of disciplines and activities within an organization. HR experts carry out employment
tasks such as recruiting and choosing employees with the help of the development process. The
primary goal of conducting knowledge is to accomplish the goals of many departments.
2

It will assist employees in completing their responsibilities while allowing for a substantial
amount of risk in workplace. The degree of inspiration at work is increased by rules and
regulations that support human resources and efficiently manage them. This will result in a more
favorable work atmosphere inside the organization. Skills are assured by demanding the ability
to finish the communication and coordinating procedure in one go. The HR department's most
important role is to get top level management and company colleagues to embrace new policies
and procedures.
HR professionals have a higher position since it is necessary for power of making decisions,
using the resource, and the ability to influence other workers to perform better. When HR
employs an excellent listener, the talents are increased and developed. It aids in the development
of lucrative assumptions for portraying their responsibilities to the developer.
The main behavioral characteristics encompass both soft and hard HRM practices for attaining
organizational goals. It is intended for use in a pleasant work atmosphere. The HR manager plays
a critical role in behavioral traits by influencing the atmosphere of the organization in a
pragmatic manner by engaging in HR behavior. It aids in the management of numerous activities
by encouraging employees to achieve corporate objectives. When an organization's behavior is
correct and adaptable, it helps to retain people for the long term.
3

Figure 2: Knowledge, skills and behaviour
(Source: timboprof.com 2021)
SWOT analysis
Strengths: The ability to hold and control several responsibilities and duties while making sound
decisions.
Weakness: a lack of critical thinking, which leads to a lack of decision-making and, as a result,
an incapability to make important judgments for increasing performance.
Opportunities: HR abilities that are both hard and flexible will help you to handle worker
behavior and cultural diversity in the workplace.
Threats: The threat stems from the inability to manage a diverse workforce due to a lack of
coordination and communication.
Reflective statement
I have determined that I can easily manage the capabilities of human resource management for
company by employing best practices in communication and coordination operations. Basically,
4