Developing Individuals Teams and Organisations

Developing Individuals Teams
and Organisations

Contents
Developing Individuals Teams and Organisations..........................................................................1
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
1) Appropriate knowledge, skill and behaviour required as a role of HR..............................3
2) Personal skill audit.............................................................................................................5
3) Difference between organisational and individual learning, training and development....7
4) Needs for continuous learning and professional development..........................................8
PART 2............................................................................................................................................9
1) Explanation about HPW and its contributes for employee engagement and competitive
advantage within a specific situation......................................................................................9
2) Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high-performance culture and commitment......................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
.

INTRODUCTION
Individuals and teams are most crucial asset for organisation that leads management to
gain top position in market. Performance development or Developing Individuals Teams and
Organisations can be defined as an effective solution that leads organisation to overcome form
unproductive behaviour and job threating challenges which creates barrier to accomplish
organisation goals and objectives. This report is composed from point view of Hightown housing
association which is a charitable association that operates its business in UK. Its headquarter is
situated in Hemel Hempstead from where organisation monitor and manage more than 800 full
and part time employees for performing all functions in an accurate manner (Ahmed, 2018).
Moreover, the report highlights on appropriate skills, behaviour and knowledge required by HR
professional. Personal skills audit and professional development plan will also be covered in the
report. In the last, understanding of High performance working and its contribution in employee
engagement will be focused in report.
PART 1
1) Appropriate knowledge, skill and behaviour required as a role of HR
In present scenario, there are various task and operations performed by management that is
leading management to complete all work and operations to cover large market area. In order to
complete all functions within decided time period it is essential for organisation to recruit
required number of employees. So HR is responsible to manage all workforce of organisation
with using its skills, knowledge and behaviour that is required within an organisation to complete
all work in an appropriate manner through managing and controlling behaviour of employees.
Knowledge required by HR
Knowledge plays an important role for an individual as it helps to understand the
situation and then take appropriate action to complete the work as per existing conditions. Some
knowledge required by HR of Hightown housing is mention as follow:
 Personnel and human resources- The main role of HR is to recruit right individual
for right job position. So knowledge and principle related with procedures of
personnel requirement and personal information system must be required by
employees to complete work in proper manner (Cable, 2018).

 Administration and management- It is most complex challenge for organisation to
manage all of it’s workforce at a large level. So management knowledge must be
required by employees for completion of all work in an effective manner because it
helps to generate better coordination between individuals and resources of
organisation.
Skills required by HR
 Negotiation skill- The term negotiation skill refers to a method through which individual
settle difference within the organisation by generating positive agreement through
compromise management to avoid argument and dispute. In context of Hightown housing
both parties utilise negotiation skill for solving conflict.
 Communication skill- With right communication it is easy to influence more number of
individuals for purchasing Hightown housing areas in order to enhance organisational
sale. This also leads organisation to earn better amount of profits in an effective manner.
Moreover, management is focused for improving oral communication because most of
the times interaction take place with oral method.
 Employee relations- According to the skill of employee relation it is easy for hightown
housing HR to strive positive working environment in organisation (Calvard, 2018). The
main benefit of employee relations skills is that it helps to generate more satisfying work
environment for employees through solving conflicts or issue among all employees.
 Human resources information system- HR works as an intersection between employees
and employers which allows manager to manage between all activities and processes in
an effective manner. In present scenario, almost all operations are performed with help of
information system as it minimise challenge to perform all work with more efficiency
and in minimum time period.
 Performance management- Performance management is defined as an organisation that
involves large number of employees to improve effectiveness for accomplishing
organisational goals as per decided goals and objectives. Hightown housing association is
a charity organisation so it is mandatory for making performance management to manage
stability between employee’s expectation and customer needs.
Behaviour required by HR manager