Developing Team and Individuals: Knowledge, Skills, and Continuous Learning

This assignment explores the development of teams and individuals in the HR profession, including the knowledge requirements, skill audits, development plans, continuous learning, and worker engagement. It discusses the importance of individual and organizational learning, as well as the benefits of continuous learning in the workplace. The assignment also highlights the role of high performance working practices in improving employee engagement and overall productivity.

Developing
team and individuals

Table of Contents
INTRODUCTION.........................................................................................................................................................3
MAIN BODY.................................................................................................................................................................3
P1 KNOWLEDGE REQUIRE IN HR PROFESSIONAL.......................................................................................................3
P2 SKILL AUDIT...........................................................................................................................................................5
P3 DEVELOPMENT PLAN..............................................................................................................................................6
P4 CONTINOUS LEARNING...........................................................................................................................................8
P5 WORKER ENGAGEMENT.........................................................................................................................................9
P6 approaches of performance managment........................................................................................................12
CONCLUSION............................................................................................................................................................14
REFERENCES ...........................................................................................................................................................15

INTRODUCTION
Development of team and individual is the duty of human resource manager of the
company (Waddell and et.al., 2019). Manager has to do various roles and functions to find the
need of their members of team and provide them exact sources which helps them in improving
their skills and knowledge. This assignment explains different abilities, learning and conduct that
a HR chief must needs to perform its operations all the more effectively (Woodcock, 2017).
Further it, clarifies contrast between individual and organizational learning and preparing and
improvement alongside the significance of continuous learning and expert advancement inside
and association. This report also define high execution functioning practices and execution
estimation help in improving the profitability and operational activities to their representatives to
accomplish consumer loyalty.
MAIN BODY
P1 Knowledge require in HR professional HR professional
HR professional is a special person who are responsible for screening, recruiting,
interviewing and palace workers. They also have to handle relations with the employees, their
payrolls and training and benefits. Managers of human resource plan, coordinate and direct the
functions of organisation administratively(Bolden, 2016).
Desired Professional Role (Please provide
detailed information):
Knowledge Skills Behaviour
Managers have to be
organized and this is
important
Relations with the
employees is the main thing and
HR have to maintain this
HR managers are actually
leaders who shows to employees
that how they are working here.

characteristic of so
many managers, the
nature of HR is
typical to force
manager to access
every case with the
help of efficiency and
planning (Woodcock,
2017).
They must have
knowledge of HR
policies
They must be well
aware with new
software
They must have
knowledge to deal
with employees
relationship effectively. They
have to manage relationship
with the employees very
perfectly because they know that
employees will going to work
for the company. The main
skills for the HR that they can
able to tell their thoughts or
express themselves clearly
without getting any problem
(Cherubini and Nielsen, 2016)
Good communication must be in
HR.
Relationship building skill must
be in them
HR professional must have good
technical skill
Problem solving skill must be in
HR
Expectations from HR
professionals are that they have to
deal with the high sensitive issues
and benefits or personal
challenges which will impact
work. Expectation from them is
that they have to perform these
tasks fairly and with
professionalism. The behaviour of
HR is like that every employee
can easily or openly share their
feelings and thoughts to them and
if they have any problem than
they can consult with their HR
and the behaviour of HR towards
their problem is clam and they
will handle it easily(Woodcock,
2017).
They must have positive behavior
P2 skill audit
Personal Skill Audit (Please provide detailed
information):
Knowledg Rati Skill Rati Behaviour Rating

e ng ng
Communica
tion
3 out of
5
Management 3 out 5 trustworthiness 4 out of 5
Leadership
knowledge
2 out of
5
Teamwork 2 out of
5
Solutions oriented 3 out of 5
Organization and
HR policy
knowledge
4 out of
5
Problem solving 3 out of
5
Positive
behavior
4 out of 5
Rating should be Between 1 – 5. Where 1 is the lowest and 5 is
the highest.
Knowledge
Communication
When I interact with the candidates I little bit feel nervous. I think that there is a lack of
communication so I give 3 out of 5 rating to myself (Woodcock, 2017).
Leadership knowledge
I am not god at leading teams somewhere I feel that I don’t have that potential to lead the
team so I give 2 out of 5 rating in this to myself.
Organization knowledge
I am good at keep every knowledge which is related t the organization whether it is for
the losses or incomes or other activities so in this I give 4 out of 5 rating to myself
Skill
Management
I am good in management and able to manage time effectively an complete all task in
time. So I give 3 out 5 rating in this
Teamwork
I am average to get down with others. Average in receiving and giving ideas and not able
to participate in teamwork every time so I give 2 out of 5 rating in this.
Problem solving

Good in ideas to solve the problems wisely and able to handle situation so I give 3 out of
5 in this
Behavior
trustworthiness
I have to deal with high sensitive issues and I can able to overcome from challenges so I
give 4 out of 5 in this.
Technology
I can able to use technology easily, take video interviews, chats etc an in this I rate
myself 3 out of 5
Solutions oriented
I know what to do in which situation and how to handle and provide solution to the problems so
I myself rate 4 out of 5 in this.
P3 Development plan
The self-improvement is exercises of fabricate human capital, for example, with self-
awareness plans and expert advancement is assembles bunches with proficient aptitudes.
Personal development is the basic and adding professional qualities benefits the organization to
reach optimization(Waddell and et.al., 2019).
Professional Development Plan
KSA To
Be
Developed
Activities
Required
for
Developm
ent
Durati
on
Developm
ent
Monitori
ng
Approach
Assessme
nt of
Developm
ent
Detailed
Evaluatio
n
To develop
communica
tion skill
Coordinat
e with
seniors,
attend
seminars
1mont
h
Ask from
tutor and
seniors
Continues
working
on this
skill
By joining
seminars I
will be able
to improve
my
communica
tion

To improve
manageme
nt skill
Reading
case
studies of
other
popular
managers,
attending
seminars
25
days
Self-
evaluation
and
seniors,
peer
group
feedback
Improved
but need
to work
more on
it.
By
analyzing
problems
face by
other
managers
and what
action they
have taken
to resolve
it, I would
be able to
improve
my this
skill
To improve
leadership
skill
Join
seminars,
read
business
case,
reading
life of big
leaders
15
days
Self-
evaluation
, peer
group
feedback
Continues
working
on this
skill
By going
through
case of
business
leaders I
would be
able to
improve
my this
skill
To develop
team
working
capabilities
Work in
team,
discuss
with
seniors,
reading
team
20days Self-
evaluation
, peer
group
feedback
Continues
working
on this
skill
By joining
seminars I
will be able
to improve
my
communica
tion

working
effectiven
ess, join
seminars
Individual learning
The significance of individual learning for authoritative learning without a moment's
delay evident and unremarkable clear since all associations are made out of people; unaffected in
light of the fact that associations can learn autonomous of a particular individual yet not free
everything being equal (Ellis, 2018). Clinicians, etymologists, instructors, and others have
forcefully inquired about the subject of learning at the individual level. They have made
revelations about subjective confinements just as it seems that endless limit of the human
personality to adapt new things(Moxen and Strachan, 2017).
Organizational learning
Authoritative learning is more unpredictable and dynamic than a minor amplification of
individual learning. The degree of complexity increments extremely, when we go from a
introverted individual to a huge accumulation of assorted people. Issues of inspiration and
reward, for example, which are a fundamental piece of human learning, become doubly
entangled inside associations. In spite of the fact that the significance of the expression
"learning" remains basically equivalent in the individual case, the learning procedure is in a
general sense distinctive at the authoritative level (Moxen and Strachan, 2017).. A model of
hierarchical learning needs to determine the situation of bestowing insight and learning
capacities to a nonhuman element without improving it. Self-learning or deep rooted learning
and expert aptitude improvement requires both individual and expert achievement the
accomplishment of the association as entirety(Raes and et.al., 2015).
The total arrangement of preparing and advancement plan and material incorporates the
additional:- Preparing needs evaluation , Grown-up learning standards , Created learning
destinations , Structured preparing materials , Created preparing materials , Usage procedure of

preparing , Assessment and techniques for preparing ,Vital reiteration of preparing (Fagerholm
and et.al., 2015)
P4 continuous learning
Continuous learning in a workplace very important as it encourages skills and helps in
developing skills knowledge. As by continuous learning the current skills of employees are
enhanced and help them in performing day to day business tasks (Moxen and Strachan, 2017)..
When the skills of the employees are good they will perform each task in innovative and desired
manner. Continuous learning in an organization helps in boosting employee engagement and
raising their motivation level. As when workers have great skills and talent they feel motivated
and it helps in raising their morale. Learning is important to maintain performance of the
company as when employees keep on learning and seeking new things they get idea about what
situation can come and how to deal with that situation (Marić, 2017). Learning new things help
in increasing the knowledge of the person. As new idea and thoughts can be gathered which
enhances the knowledge and assist in changing g the mindsets of employees. Continuous
learning is important to success of the organization because the economic conditions keeps on
changing , so when employees keeps on continuous learning they new ways to deal the changing
economic conditions (Gerken, Beausaert and Segers, 2016). By regular learning employees in
the organization becomes highly skilled and their knowledge also enhances which results in
better output. As when employees have good knowledge and skills they can take some decisions
by their own and they don’t have to concern their sub ordinates. Thus. the decision making is
also becomes fast and helps in improving organizations productivity. By regular learning
employees get new innovative ideas through which the working of the company can be improved
and they gives their suggestions to management by which they can lead to better decision
making (Jackson, 2015).
it is the tool is helpful in managing the career of person in effective manner. Continuous
leaning develops capabilities of person and help them to get more development opportunities in
near future (Jackson, 2015). By focusing on gaining new knowledge individual must focus on
surroundings and have to keep in touch with new technologies. Use of internet, google helps in
knowing more about job tole and finding best way to perform the job in effective manner. Apart
from this continuous learning is the approach which is helpful in finishing the allotted work on

time and developing professional skills. By this way person can prove itself better and can gain
more rewards in business unit (Moxen and Strachan, 2017)..
Professional development is needed for business as giving training and arranging various
development plans assist in team building and creates confidence among employees, this helps in
retraining key performers in organization and contributes in increasing staff morale and job
satisfaction. Professional development is beneficial for the organization as when workers are
trained and they are motivated they will work with their full effort and helps in increasing
productivity of the organization (Gerken, Beausaert and Segers, 2016). Any new challenging
situation comes in business so when workers are professionally developed they will not be
confused and work very smartly with their skills. Thus, giving best results to business. Setting
training and development plans helps in opening lines of communication and promotes
transparency among employees and an understanding about what are the requirement by which
organization can be succeed. As when staff in an organization is highly skilled and talented they
perform very well in their assigned job roles and helps in increasing overall
productivity(Cherubini and Nielsen.,2017).
P5 Worker engagement
High performance working can be defined as approach that is taken by business to enhance
employee involvement and commitment in workplace. Company appreciate people those who
are performing well. This high performance practices of staff members encourage them and
make them positive towards firm. Worker Engagement brings about representatives' dedication
and steadfastness to the association, arrangement with the association's objectives and
destinations, representative fulfillment, maintenance of ability and efficiency, in addition to other
things. This prompts better client care and subsequently, more prominent consumer loyalty,
dedication and maintenance. What's more, this prompts expanded piece of the overall industry,
more noteworthy benefit, deals development and expanded investor esteem (Moxen and
Strachan, 2017).. A few examinations have shown this connection between Employee
Engagement and business results. One surely understand study directed by the American retail
chain, Sears Roebuck quite a long while prior, indicated that for each 5% expansion in worker
commitment, consumer loyalty expanded by 1.3%, and the organization experienced income
development of 0.5%( O’Boyle, 2015).

Perform 20% superior to separated representatives and are 87% more averse to leave their
association. Work more earnestly, are progressively faithful and are bound to "go the additional
mile" than separation representatives. Are multiple times less inclined to have a security
occurrence and multiple times more averse to have a lost-time mishap than withdrew
workers(Ellis, 2018). Representative Engagement brings about workers' responsibility and
devotion to the association, arrangement with the association's objectives and targets,
representative fulfillment, maintenance of ability and profitability, in addition to other things
(Marić, 2017). This prompts better client care and subsequently, more noteworthy consumer
loyalty, unwaveringness and maintenance. Furthermore, this prompts expanded piece of the
overall industry, more noteworthy gainfulness, deals development and expanded investor
esteem(Thorpe, 2016).
A representative well disposed hierarchical culture , Great work/life balance, Important work,
Steady supervisors and associates, Satisfactory assets to carry out the responsibility, A culture of
trust, regard, honesty and learning, Clear reliable and fair correspondence from administration,
Positive administration/representative relations, Dynamic human asset rehearses (Moxen and
Strachan, 2017)
Another source recommends the accompanying four drivers:
Authority: setting clear destinations for the association
Advancement: furnishing representatives with open doors for proficient development and
improvement
Correspondence: successful, auspicious, transparent correspondence with workers
Collaboration: assembling a culture of cooperation and joining forces
One more counseling firm has distinguished five keys that, they recommend, open worker
potential:
Know Them. Be as acquainted with representatives as you are with clients. Utilize that
learning to shape work environment programs that success their hearts and psyches. Develop

Them. Challenge and build up the workforce (Moxen and Strachan, 2017).. Individuals need to
learn and exceed expectations in their employments, and they resolve to organizations that help
them. Rouse Them. Set up an enthusiastic association. At the point when individuals' work has
meaning, they are progressively disposed to take the necessary steps to guarantee achievement.
Include Them. Discuss plainly with representatives, assemble their info, and let them act.
Learned, esteemed specialists include more worth. Reward Them. Convey a "bargain" that is
reasonable and significant. At the point when individuals accept they are dealt with right and
acknowledged, they give a greater amount of their time and imaginative vitality(Fagerholm and
et.al., 2015).
HR’s Role in Improving Employee Engagement
As the old administration saying goes, "On the off chance that you don't quantify it, you can't
oversee it. What's more, on the off chance that you can't oversee it, you can't improve it." It is
simply after you measure your association's degree of worker commitment that you can
distinguish the holes to be filled (Moxen and Strachan, 2017).. The subsequent stage is to create
techniques to fill the holes. These systems ought to include:
Clear and steady correspondence of the association's objectives and destinations from top
administration
HR strategies and practices that help, as opposed to thwart representative commitment, for
instance, a target execution the executives framework.
Building trust through constant open exchange among the board and representatives.
Considering directors responsible for improving their representatives' commitment levels, since
what completes compensated gets (O’Boyle, 2015).
Giving chances to workers to develop and create.
Fulfilling and perceiving workers for their commitment.
Fortunately, an ever increasing number of provincial associations are perceiving the estimation
of Employee Engagement and its significance for their upper hand (Moxen and Strachan, 2017)..

P6 approaches of performance management
Performance management is the way toward recognizing, estimating, overseeing, and
building up the presentation of the HR in an association"
Performance appraisal, then again, is the continuous procedure of assessing worker execution.
Execution examinations are surveys of worker execution after some time. The central matters of
elite culture creation depends how to get the goal of vital objective and what the route chose to
reach there inside a particular time (Raes and et.al., 2015). In like manner, the primary
components are-
Characterize what winning resemble, Set out impeccable culture , Set stretch targets , Interface
with enormous picture , Create proprietorship mindset , Improve through straightforwardness ,
Increment execution through HR commitment , Narrating , Inner correspondence , Set aside
some effort to
key-elements-in-creating-a-high-performance-culture
 Execution Management , It is the administration of making workplace or which one ready
to perform at their best of capacities. ,
 Community oriented Working : It is otherwise called join or association working, for
example, at least two associations cooperates with alternatives of net works and collisions
through joint conveyance of tasks to finish merger (Moxen and Strachan, 2017)..
 Compelling Communication : It implies that know the representative as well as picked
the correct message and channel for correspondence. It is one of the reflection purposes
of culture in an association and the business turn on adequate correspondence (Thorpe,
2016).
CONCLUSION
From this report it is clear that the personal expansion covers the activities which
improve identity and awareness, develop potential and talents, which construct human capital
and make easy employ ability and improve the quality of life. This report concluded that how
knowledge, behavior and skills help HR to develop himself and give rating that where he is

standing and then the factors which are considering to implement and evaluate in development
and inclusive learning to drive the performance of sustainable business. Then there is that how
high performance working contribute in thee engagement of employees and in competitive
advantage and at last how collaborative working and effective communication help to support
commitment and high performance culture.

REFERENCES
Books and Journals
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Gerken, M., Beausaert, S. and Segers, M., 2016. Working on professional development of
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Woodcock, M., 2017. Team development manual. Routledge.