Developing Individuals, Teams, and Organizations: A Comprehensive Guide to HR Practices at Aviva

DEVELOPING INDIVIDUAL, TEAMS
AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................................3
LO1..............................................................................................................................................................4
P1 DETERMINE APPROPRIATE KNOWLEDGE, SKILLS AND BEHAVIOURS (KSB) THAT ARE REQUIRED BY
HR PROFESSIONALS ACROSS THE DEPARTMENT.....................................................................................4
P2 PROFESSIONAL DEVELOPMENT PLAN FOR JANE CAMBRIDGE AS HR OFFICER ROLE..........................6
LO2- REPORT.............................................................................................................................................10
P3 DIFFERENCES BETWEEN ORGANISATIONAL AND INDIVIDUAL LEARNING; TRAINING AND
DEVELOPMENT......................................................................................................................................10
P4 THE NEED FOR CONTINUOUS LEARNING AND PROFESSIONAL DEVELOPMENT TO DRIVE
SUSTAINABLE BUSINESS PERFORMANCE...............................................................................................13
LO3 & LO4 – ESSAY....................................................................................................................................15
BODY.....................................................................................................................................................15
P5 CONTRIBUTION OF HPW TO EMPLOYEE ENGAGEMENT AND COMPETITIVE ADVANTAGE WITH
RESPECT TO AVIVA................................................................................................................................15
P6 DIFFERENT APPROACHES TO PERFORMANCE MANAGEMENT AND USING SPECIFIC EXAMPLES
SHOWING HOW THEY SUPPORT HIGH-PERFORMANCE CULTURE AND COMMITMENT........................18
CONCLUSION.............................................................................................................................................20
REFERENCES..............................................................................................................................................21

INTRODUCTION
This assignment is focused on the development of the human resource department of Aviva. As
an HR officer of Aviva, the understanding of the development of skills and knowledge has been
made for the achievement of high performance. The assignment will focus on having the
efficient understanding of the development of needs that will assist the organization to
implement the strategy at Aviva. In this report, this will focus on discovering the employee
skills, knowledge and behaviours that are needed by the HR managers and professionals of
Aviva. It will also describe some factors that will evaluate the development and learning needs
by generating a professional development plan for the Aviva. The high working performance
will also be described that boost up the engagement of employee and gaining competitive
advantages. The evaluation of effective communication and better performance management
in context with the Aviva will also be discussed (Dong, et al. 2017).
Aviva is a UK based company which is British multinational insurance company which is
headquartered in London, UK. It has approx. 33 million customers in about 16 countries in the
UK. Aviva is the leading pension provider in the UK and the biggest general insurer.

LO1
P1 DETERMINE APPROPRIATE KNOWLEDGE, SKILLS AND BEHAVIOURS (KSB) THAT ARE
REQUIRED BY HR PROFESSIONALS ACROSS THE DEPARTMENT
As a human resource officer of the Aviva the fundamental skills, knowledge and behaviour that
are needed for an HR professional will be described as follows:
 There are some knowledge and skills that are needed by the HR professional at Aviva
that includes the cooperative skills and working which will keep the employees and HR
in coordination that enhances the performance of the organization.
 An HR officer should promote and boost the unity and equality in the organization which
can assist the organization to maintain the diversity of the organization.
 The officer will maintain the safety and hygiene of an organization by increasing the
concern towards their staff and employees (Serrat, 2017).
The interpersonal skills of the workforce management will help to maintain the good
relationship and implementing the better management and work culture.
 As an HR officer, he/she should have recruiting skills and effective planning skills that
will enhance the productivity of the organization with the help of the right, talented and
capable candidates.
 He/she should have the capability of solving the conflict within the organization and give
training to the employees so that they can learn the work quickly and will be able to
provide the development training to ensure the personal development.
 The main skill that is being required in the HR recruiter is to be updated in terms of the
knowledge of the HR activities. He/she should aware of all policies and procedures of
the organization (Van Dooren et al. 2015).
There are some other skills that should be present in the HR professional to manage the human
resource department such as decision making and IT skills that will help in ensuring effective
decisions to achieve the objectives of the organization. He/she should have the high level of
confidence and motivation level so that he/she can enhance the morale of the employees.

HR professional should be equipped with the proper knowledge that is required for the
effective operation of the human resource department like knowledge of information
management. He/ She should be competent in the safety customs and the policies of the
organization. HR professional should maintain the code of conduct within the organization and
ensure that all the employees and staffs are working effectively with the follow up of the rules
and regulations of the organization (Bolden, 2016).

P2 PROFESSIONAL DEVELOPMENT PLAN FOR JANE CAMBRIDGE AS HR OFFICER ROLE
An audit of the personal skills is useful for a people to identify the strengths and the
developments that need to be fulfilled over time which can help in achieving the height of the
success.
A development plan will assist the employee of Jane Cambridge to implement the strategies
that can be useful for playing a role of an HR officer at Aviva. A professional development plan
is a document which depicts the required goals and skills that will need to achieve in the tie for
the development of the career and the goals of the organization. It will also help out to assess
the strengths and improve the weaknesses to cope up the competition with the individual in
the same field (Stewart, 2014). It can also assist in the development of the areas of
improvements and review the knowledge and skills that are needed to attain the desired skills
and objectives. Following is the professional development plan which can be prepared for Jane
Cambridge:
 A form will be requested of the self –assessment from the Jane Cambridge which
includes the assessment of personality traits, skills and values.
 Along with the personal observation and self-assessment form, the individual skill will
be determined of Jane Cambridge with the help of social, technological and other skills.
 After above step, this stage will focus on the matching the organizational goals with the
individual skills.
 Some actions will be taken to meet the opportunities of the development of Jane
Cambridge and considering her development and training opportunities.
 This step will keep the record of the performance and progress for the evaluation and
monitoring of the performance and development of the Jane Cambridge (Raes, et al.
2015).
A professional development plan will be prepared by following the above-mentioned steps
of the Jane Cambridge.