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(PDF) Developing Individuals, Teams And Organisations Assignment

   

Added on  2020-12-09

14 Pages4183 Words192 Views
DEVELOPING INDIVIDUALS, TEAMS ANDORGANISATIONS

Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Professional knowledge, skills and behaviours required by HR professionals......................1P2 Personal skills audit for an employee.....................................................................................2TASK 2............................................................................................................................................6P3 Difference among organisational and individual learning.....................................................6P4 Need for continuous learning and professional development................................................7TASK 3............................................................................................................................................8P5 HPW contributes to employee engagement and competitive advantage................................8TASK 4............................................................................................................................................9P6 various approaches to performance management...................................................................9CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................13

INTRODUCTIONIn an organisation, it is a duty of Human resource manager to develop team andindividuals. At workplace, there are several roles as well as responsibilities which are necessaryto perform through them to determine their various requirements and offer sufficient sources bywhich staff members can develop their knowledge and skills. This present report is based onMarks & Spencer organisation which deals in the retail sector. This firm is regarded as largestretail company in all over the world (Bolman and Deal, 2017). In given report mentions aboutappropriate skills, behaviour and knowledge which are necessary through HR professionals.Various approaches related to the performance management which support commitment andhigh performance culture will be discussing in this report. The HPW contribute towardsemployee engagement and also competitive analysis with particular organisational condition.Under given report mention abut difference among individual and organisational learning such astraining and development.TASK 1P1 Professional knowledge, skills and behaviours required by HR professionalsIn this human resource department is regarded as necessary part of a business firm. Theemployees are main sources which contribute towards achieving aims and objectives of anorganisation in an effective or significant manner (Chaskalson, 2011). All staff members ofMarks & Spencer company are more capable and focus on attaining positive results. This firmalways appoint capable persons which focus towards increasing productivity of business.Continuous professional development refers to continuous along with the plannedprocedure which managers are try to create its own professional and personal skills in significantmanner. The main focus of management of this firm is to make improvement in its practices orknowledge to accomplish aims with in minimum period of time. Some importance of CPD process given below as above:Continuous professional development is helpful to manager to gain some additionalknowledge and also should be up to date about current market trends, strategies ofcompetitors and many other things.1

Continuous professional development ensures an employer to increase as well asmaintain its skills and knowledge in order to provide better quality of services or productsto consumers.Skills should be in Human Resource Manager given below:Discrete and Ethical- Under this, HR is regarded as conscience of firm and save data orinformation of firm more confidential which is related with an organisation. In addition to this,employer hold tries to manage and control all activities which are happen at workplace (Conboyand et. al., 2011). Dispute management and Problem solving- If Marks & Spencer organisation wants toenhance its growth then it is necessary to motivate its team members that they can work together.If in case human resource management want to more effective then it is necessary that thisperson should have problem solving skills.Behaviour which expected from HR professionalsCustomer/Quality Focus- It is necessary for manager to know about requirements ofconsumers and well as satisfy them through using different techniques and tools.Accountable- IN this an employer should be able to take responsibilities of owncommitment or action and complete al activities or tasks in an ethical or effective way(Dahlgaard, Pettersen and Dahlgaard-Park, 2011). Knowledge that HR professional Technology and communication- In this, human resource manager should know aboutthe technical things and have effective communication skills in order to deal with the otherpeople and collect information from other department of Marks & Spencer business firm. Administration and Management- This is expectable from an employer to have effectiveknowledge regarding management along with the business principles (Day and et. al., 2014). Itwill be helpful in the strategic planning, allocation of resources and many others. P2 Personal skills audit for an employeeUnder this, competencies which are necessary in people determined of employee that working incompany. if skills of employee will be better then in this case they will perform in better mannerand focus on attaining aims and objectives of an organisation. To measure performance ofemployees, manager check existing with expected which they need (Herrmann and Herrmann-Nehdi, 2015). In addition to this, it is helpful for company to identify competencies gap in staff2

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