Professional Development for HR Professionals at Vodafone

This document discusses the essential skills, knowledge, and behavior required by HR professionals at Vodafone. It explores the differences between organizational and individual learning, training, and development. It emphasizes the need for regular learning and professional development to drive sustainable business performance. The document also evaluates learning cycle theories and provides a professional development plan to attain business goals.

Developing Individuals, Teams and Organisations

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P 1Determination of essential skills, knowledge, and behavioure required by HR professionals
.....................................................................................................................................................1
P 2Professional development plan...............................................................................................1
M 1Uses of professional skills audit that demonstrates evidence of personal reflection and
evaluation.....................................................................................................................................1
TASK 2............................................................................................................................................1
P 3Explanation of various differences between organisational and individual learning, training
and development..........................................................................................................................1
P4 Evalaution of the need for regular learning and professional development to drive
sustainable business performance................................................................................................1
M2 Evaluation of learning cycle theories to analyse the importance of implementing
continuous professional development..........................................................................................1
D1 Professional development plan that sets out learning goals and training in relation to the
learning cycle to attain business performance objectives...........................................................1
TASK 3............................................................................................................................................1
P5 Evaluation of how HPW contributes to employee engagement and competitive advantage
within Vodafone..........................................................................................................................1
M3 Benefits of applying HPW in Vodafone...............................................................................1
TASK 4............................................................................................................................................1
P 6Evaluation of different approaches to performance management..........................................1
M4 Importance of difference approaches support high performance culture and commitment.1
CONCLUSION................................................................................................................................2

D2 Explanation of how HPW and mechanisms used to support HPW lead to improved
employee engagement, commitment and competitive advantage...............................................2
INTRODUCTION
Human resource management is essential part of every business organization. HR profession
play vital role in implement of HR strategies ,they will recruit, mange, organization, and
select right personal for the organization through which organization can attain their goal. In
order to understand the importance of HR professional, Vodafone has been taken. It is
Multination Corporation of London which provides telecommunication service to overall
world. In this report, essential qualities and skills of an individual of HR professional have,
is identified this report also contain strategies use by manager to increasing performance of
organization. It will contain difference of various HR approaches, learning, and learning and
development. This report also analysis use of various performance management technique in
order to increase moral of personnel so that they can motivate to achieve goal of the
organization
TASK 1
P 1Determination of essential skills, knowledge, and behaviour required by HR professionals
HR professionals play importance role for business organizations. They have responsibility
related to formulated human resource policies execute strategies within the organization. They
also work for restructuring business enterprises’. At present time Vodafone is suffering from
various issues due to Corona pandemic and recession period in UK economy. Manager of this
organization formulates polices regarding organizing of work force of the organization,
according to their work, skills task and experience of working. It will help in rising productivity
level of the organization (Santos, Goldman and De Souza, 2015). HR manager of the
organization use various methods to enhance their company performance they provides incentive
on the basis of work performance and for providing morale and prestigious benefits they started
to give star performance award to the employee who give best performance towards the
company. HR profession are those person who has proper knowledge regarding the work of
organization and have some skills to control the illegal activites as well as motivate and
influence their workers so that they can align individual goal with organizational goals. They
have liable to manage and provide coordination between all the staff and team member of the

organization as well as them responsible for any misconduct happing within the organization.
They need to

manage their team can solve every problems of each individual of organization. Following are
the skills and capabilities require for HR at Vodafone
Particular Minimum qualification Desirable criteria
Education Being as a HR profession
company require that
individual have certificate in
management field
Post graduation in any field
of management, with
compulsory of HR subject.
Work experience Person should have 6 moth
experiences in HR field,
they should have certified of
training.
Having communication with
the participants through
online or using of line mode
of communication
Knowledge and skills HR professional must be
innovative.
Optimistic
Great communication skills
Leadership qualities
Control and handle
workforce
Creative
Time management skills
Negotiation skills
Skills of project
management
Listening skills (Huang and
Luthans, 2015).
Individual must have
capabilities to handle
national and international
issue of HR
Have qualities to find best
skilled person for
organization and put them
according to their qualities
in field
Have skills to control and
manage development
programs
HR professional must know
how to use internet devices
MS word, office, excel
program.
They had qualities of
making sheets related to
salary
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Special requirement Business confidence
Linguistic capabilities
Attractive personality
Polite
Confident
Self motivated
HR professional mist have
qualities to enhance and
boost performance of their
work force
P 2Professional development plan
Professional development plan is a systematic framework which designed to determine
strength and weakness of an individual. It will help them to improve their performance by
identifying of their minus points. This plan is used for self revolution of individuals so that
they analysis their area of abilities. Professional development plan also save time and cost
of implementation of training and developing professional for enhancing skills of
employees. Performance development plan recognized the objective of organization and it
will help to individual to identify their role and impact on achieving organization objective
( Edström and Kolmos, 2014).
PDP contains 4 stages which describe detail information regarding the individual. All parts
cover, introduction, goal, aim of individual, their strength and weakness, qualification,
their drawback which help organization to select right person for their right job.
NAME : Daniel Grey
LEARNING AREA: HR Management
GOAL
To attain the goal of HR manager and effectively wok in organization.
To leverage various opportunities for providing guideline and give suugestion to
employees
STRENGHT
Innovative
Creative
Optimistic
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Communication skills
Team management skills
WEAKNESS
Needs time for taking decision
Lack of time management
Profit oriented
OBJECTIVE
Enhancing capabilities of employees and better contribution by team
METHODS
Developing skills and capabilities by providing training session
DEADLINE
DATE OF COMPITION
SIGNATURE
Personal development plan: It is developed by business organization in order to developed
skills, capabilities in individuals. It will help in overcome the weakness of individual and
help in enhancing the performance of workforce of the business organization for this
purpose they provides training to the personals.
M 1Uses of professional skills audit that demonstrates evidence of personal reflection and
evaluation
Professional skills are necessary for auditing purpose. In case of Vodafone the HR manager
uses professional development plan it will help them to recognize and categories people
according to their skills (Chong and Mahama, 2014).
TASK 2
P 3Explanation of various differences between organisational and individual learning, training
and development.
Learning may be defined as the sum total of behavioural changes resulting from new
knowledge or skills acquired through evaluation study experience training and innovation.
It is a process by which a person constructs knowledge skills and capabilities. The newly
3

acquired knowledge and experience serve as feedback to the individual and provide basis
for future behaviour in similar situation. The management of learning in an organization
ensure a knowledgeable workforce and help prepare employees for company and industry
changes . Learning takes place in formal and informal methods to assess and track success
of all learning initiatives. Effective learning management creates a learning organization
that originally increases employee’s knowledge. It is an important psychological process
determining human behaviour. Learning contributes to a competitive advantage and
sustainability for the organization and its work plan. There will be difference between
organization and individual learning as well as training and development which are
describe below regarding Vodafone organization:
Particular Organization learning Individual learning
Definition It is a systematic framework
of transferring, creating,
generating knowledge
within the business
organization (O'Boyle and
Hassan, 2014).
It is a process of learning
which includes changing of
individual behaviour by
providing them suffering
knowledge
Objective Main purpose of their
learning is to cope up with
all needs of organization
Main objective of this
program is to enhance
personal development of
employees.
Area It deals with the overall
organization this it have
wider area as compare to
individual learning.
It has narrow area as
compare with organization
learning.
Difference between training and development
Management development is a long-term educational process utilising a systematic and
organised procedure by which managerial personnel g conceptual and theoretical
4

knowledge. It refers not to technical knowledge and skills in operation but to philosophical
and theoretical educational concepts. It involves broader education and its purpose is long-
term development
Particular Training Development
Nature It focuses on technical
and mechanical
operations.
It focuses on theoretical
skills and conceptual
idea.
Emphasis Training concerned with
specific job skills and
behaviour
Development is
concerned with related
enhancement of general
knowledge an
understanding of non
technical organizational
function.
Relevance Training is mostly for
non-managers (Bai and
Ciacci, 2017).
The development is for
managers and executives.
Focus Training is focuses on
current job
Development prepares for
future jobs.
Goals Training focuses on
short-term gains
Development focuses on
long-term accruals.
Growth Opportunity- Training may result in
enhancement of a
particular job skill
Development may result
in personal growth and
development of overall
personality.
Voluntary/ Imposed Training is usually
imposed.
Development activities,
such as those supplied by
5

management
development
programmes, are
generally voluntary.
Relationship with Career
Development
The staff members may
have no clear perception
of the relationship
between learning and
career development
Here the staff members
have experience and
knowledge; a clear, direct
relationship between self-
development and career
success
Process Training is one-shot deal Development is a deal
continuous on-going
process.
P4 Evaluation of the need for regular learning and professional development to drive sustainable
business performance
Learning and development process are essential for human resource department of
Vodafone. It will help in marinating skills and updating their capabilities according to the
changes of time. A today’s word is dynamic and committers introduce new products and
technologies in market in order to maintain position in market managers needs to provides
regular learning program to their workforce. Self managing learning only possible when
employees proactive daily. Regular learning programs hep organization to determine the
extent to which employee behaviour can b attribute towards learning. It will help in mark
effect on training in organization setting. Learning assets manager in optimally
developing talent and skills of an employees for effective performance. It will help in
providing long term sustainability (Norros, 2014). Hs learning are essential for
organization especially when they have wider target market area. Professional
development also useful form going objective of the organization. It is use to influence e
the members of business organization to expand their openness with each other about their
view of the organization. It will help in focus on the whole culture the organization in
6

order to bring about planned change. Professional development help in change belief,
attitudes values and structure in fact the entire culture of the organization so that company
may better adopt tot technology and live with pace of change . Professional development
of planned effort initiated by process specialised to help in business organization develop
their diagnostic skills, coping capabilities and linkage strategies in the form of temporary
and semi permanent system and culture mutually. It will help in improving performance of
organization as well a aching goal of the entity with proper uses of resource and cutting
cost of addition activites . HR professional need to use both process during formulating
strategies and rather data to day business activities. Continuous learning provides support
to workforce to adopt changes for future activities. It will also help in gaining competitive
advantage as with the learning process employs can easily accepts new technologic and
work for act goal of the business organization (Hornig, Aust and Güllich, 2016).
M2 Evaluation of learning cycle theories to analyse the importance of implementing continuous
professional development.
Various learning cycle throes are used to identifying importance and principle of using
learning concept within the Vodafone, principle o f readiness, intensity, theory of effect
help in identifying learning outcome from individuals. With the uses of learning cycle
individual able to identify how personals learn from their life experiences. Learning cycle
have some stages. cording to the Kolb learning cycle model can be describe in 2 phases ,
the first phase is related with the four stage cycle and 4 separate styles of learning. In the
experiential learning cycle there would be 4 phases, which is started with concrete
experience. In this phase, personal experience a new experience in their life. In the
reflection phase they try to understand of experience. In next phase which is abstract phase,
individual rise new idea and they learn new from their experiences. And at the last stage
they apply all the idea and innovative things they learn from their experiences. In learning
style they used diverging, style in which personal loot at thing with different presence and
learn from them in assimilating style which is used in tanning session personals learn by
watching their seniors work. In converging styles personals learn from their own
experience and work. In accommodating style personals analysis ad prefer to use practice
experience they get attracted with new challenges and earn from them
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D1 Professional development plan that sets out learning goals and training in relation to the
learning cycle to attain business performance objectives.
Professional development plan help HR manager of Vodafone to recognize capabilities of
individuals on the basis of their analysis of the plan they decide to categories all employs
and proved training and learning program to theirs which have low skills and knowledge
regarding technique. Manager of Vodafone use learning theories in order to proved better
management in the organization.
TASK 3
P5 Evaluation of how HPW contributes to employee engagement and competitive advantage
within Vodafone
High Performance Working: It is strategic management technique used by HR
professionals in order to increase performance of work force of the company. In this
process to increases the abilities of employees management department will give chance to
provides their suggestion in decision making process it ill directly impact on their moral,
and work performance. It will consider the norm, value, beliefs of human resource in order
to create an environment to achievement of high level of work performance. According to
their approach, organization treated their work force as competitive advantage source
rather then consider them cost of o4ganzation. It will help in emerging significant element
within the organization. It wills liable employees for their work performance. Human
performance working system include cost on improving workforce which will gaining log
term effect on organization. It will use in providing benefits to the implies and it will also
help in engaging employees in organization work by motivation term . When employees
gets better facilities and working environment as well as when they have right to part
imitate in decision making process and provides their suggestion regarding the activities
then their morale gets high they eventually sty wrong for reorganization with full of their
potential it will help in increasing organization performance, it also use full in reducing
cost and management of time,. All the organization activites done worthy the given time
period. Thus High Performance Working hep in achievement of business organization goal
as well as it will use full for alignment of individual goal with organization. Manager oh
8

Vodafone will uses this technique in order to maintain their company position in market by
enhancing their human resource performance.
High performance working help the organization to enhance the skills and capabilities of
the personals it also useful in achieve the competitive advantage and useful in build
effective management environment and also build positive work environment within the
organization through which they can attain goals with given time period.
M3 Benefits of applying HPW in Vodafone
Hard performance working system will hep in providing various benefits to the Vodafone by
applying this system the company unable to identify wants and demands of their personnel
department. It will help in reducing employees turnover rate of their organization and
improving goodwill as well as motivation in employees directly effect on outcome of their
organization (Morgan, Paucar -Caceres and Wright, 2014)
TASK 4
P 6Evaluation of different approaches to performance management
Performance Management: It is regarded as a systematic process by which overall performance
of an organization can be improved by enhancing the performance of an individual within team
framework. Following are the approaches HR manager of Vodafone use in their organization:
Performance management system: It enables alignment of goals of the employees with that of
the organisation in order to get desired results. Goal alignment produces synergistic effect which
ties employee contribution to organisation success. Facilitates management development plan
which is crucial to an organisation's success. Since management is about developing people
through work, therefore development of their skills and competencies results in improving
individual, team and organisational competence and performance. Employee facilitates
development of employee Performance management system creates one unifying system which
ties performance goals and objectives of the organisation with all the employees. Therefore,
employee's performance criteria performance plans are driven by performance management
system rather than subjective judgements of managers. or
Performance Coaching :Through teaching, mentoring, counselling, and providing Performance
coaching involves establishing a feedback, managers inspire and motivate their employees to
succeed Performance coaching is a developmental process in which all grow and develop,
9

improve their performance, and advance the personnel careers. Performance coaching is a
continuous process of equipping individual with the tools, knowledge, and opportunities they
need to develop themselves and to be more effective. Performance coaching occur when a
manager/supervisor (using the Indirect Coaching Model) intervenes and provides feedback for
the purpose of improving performance (Wohlers and Hertel, 2017)
Performance management system some of the major roles of performance management system:
Performance management system enables alignment of goals of the employees with that of the
organisation in order to get desired results. Goal alignment produces synergistic effect which ties
employee contribution to organisation success. Facilitates management development plan which
is crucial to an organisation's success. Since management is about developing people through
work, therefore development of their skills and competencies results in improving individual,
team and organisational competence and performance.
Comparative approach: These approach are used in performance management through which
organization able to recognize the performance by comparing department with other department
performance or with rival industries performance for this they use benchmarking and key
performance indicators technique
Quantitative approach: In this approach performance of the organization is identify by using
quality measurement tools.
Performance appraisal: Performance appraisal is a tool which is used to evaluate the
employees' performance at the workplace. This generally includes Appraisal qualitative and
quantitative dimensions of employees' h performance. In this context, performance is defined as
level of world achievement. It generally represents how successfully an individual satisfies the
job requirements. Performance is constantly evaluated o the basis of outcomes.. "Performance
appraisal is a system of review and evaluation of an individual's (or team's) performance". "It
involves identification, measurement, and management of human performance in organisations".,
"Performance appraisal is the system whereby a organisation assigns some score to indicate the
level of performance of target person or group"., "Performance appraisal is defined as
systematic, periodic and so far as humanly possible, of an employee's excellence in matters
pertaining to his present job an his potentialities for a better job" an Impartial rating
Performance coaching
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360-degree feedback: It can be defined as the systematic collection and feedback of
performance data on an individual or group derived from a number of the stakeholders in their
performance. Various stakeholders can be peers, superiors, team members, customers,
subordinates, self, etc. This technique measures in detail the behaviours and competencies shown
by the individual or group in achieving goals. Through 360-degree performance appraisal, the
employee has the chance to review the manager, not practiced with traditional performance
appraisals. which is 360-degree feedback is not a quick process. There are important stages after
feedback has been collected and reported, which are essential for changing behaviour. 360-
degree appraisal has become popular recently because of changes in what organisations expect
from their employees, increasing emphasis on performance measurement, changing management
concepts and more receptive attitudes. appraisals. Some of the organisations following it are
Wipro, Infosys, and Reliance Industries, etc (Duffield and Whitty,2015).
M4 Importance of difference approaches support high performance culture and commitment.
Performance management approaches are used to fulfilment of human resource as well as
organization needs by alignment of goal of both. HR department of Vodafone will uses
performance appraisal, performance counselling, coaching, 360 degree analysis and system
of performance management in order to integrate motivation tool and achieving long lasting
impact from the organization. They will help in identification of issue and problems of law
performance of employees and formulate policies to solve out all these through which
performance of their workforce get high.
D2 Explanation of how HPW and mechanisms used to support HPW lead to improved employee
engagement, commitment and competitive advantage.
HPW system of Vodafone organization ill directly impact on their result by using various
strategies and tools of this system, HR manager of the company can remove all the issue
related to discrimination and unfair remuneration, it will also help pin making better
relationship between the employees and the organization thus it play effective role and
their tools use and help in achievement of organization goal.
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CONCLUSION
From the above analysis it has been identified that HR professional needs to follow some
rule and ethics and they required some qualities in order to manage and control all the
activites of organization. Various HR strategies and tool had been used for increasing
efficiency of the organization. For this purpose it is require to provide continuous learning
program to the workforce of organization. Learning and development programmes hep in
maintain morale of employees and enhance them towards organization goal, HR
professional use high performance working system to maintain strong relationship with
employees and it will also help capability of employees. Business organizations use various
performance management techniques and approaches of performance management which
will help in employees and increasing performance of organization by solving conflicts and
provides facilities to the human resource of the organization.
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