Developing Individuals Teams and Organisations BS

Developing Individuals
Teams and
Organisations BS
1

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
P1. Professional skills, knowledge and behaviours that are required by HR professionals...3
P2. Personal skills audit to identify appropriate knowledge, skills and behaviours and develop
a professional development plan............................................................................................5
M1. Reflection related to skill audit and professional development plan..............................7
TASK 2............................................................................................................................................7
P3. The differences between organisational and individual learning, training and development.
................................................................................................................................................7
P4 Analyse the need for continuous learning and how it drives sustainable business
performance............................................................................................................................9
M2 Apply learning cycle theories..........................................................................................9
D1. Produce a detailed and coherent professional development plan..................................10
TASK 3..........................................................................................................................................10
P5 Demonstrate understanding of how HPW contributes to employee engagement...........10
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation................................................................................................................................12
TASK 4..........................................................................................................................................13
P6 Evaluate different approaches to Performance management..........................................13
M4 Critically evaluate the different approaches how effective they can be to support high
performance culture and commitment..................................................................................15
D2 Provide knowledge and information on how HPW and mechanisms used to support HPW
lead to improved employee engagement, commitment and competitive advantage............16
CONCLUSION..............................................................................................................................17
REFERENCES:.............................................................................................................................18
2

Books and Journals...............................................................................................................18
INTRODUCTION
There is key role of employees in working of an organisation. The company must provide
effective training to the employees so that they are able to work for the benefit of the
organisation and to achieve goals and objectives. It is necessary for the company to understand
the employees and provide them best working conditions (Stone Cox and Gavin, 2020). This
report is in context of Unilever. It is a British consumer goods organisation that has its
headquarters in UK. The company is largest producer of soap in the world. The company works
to provide best to their employees so that they are able to gain competitive advantage. In the
initial part of the report, the skills and capabilities required by the HR manager are mentioned.
The skill audit is done to know about the skill gap and the same is filled with professional
development plan. The difference among training and development is also part of this report.
There is need of sustainable business performance that can be achieved with continuous
development. The learning cycle theory is necessary to learn from the experience. Afterwards
there is discussion related to high performance working on working of the employees and
engaging them in the organisation. There are different approaches to performance management
and they are explained with the help of examples. The benefits of using high performance
working are mentioned in the report.
MAIN BODY
TASK 1
P1. Professional skills, knowledge and behaviours that are required by HR professionals.
Human resource professionals play effective role in managing the employees of business. In
Unilever there is need of certain skills that will help the employees to carry on the tasks in
effective manner. The behaviour of the HR also has impact on carrying all the tasks effectively.
The skills required by HR professionals are as follows:
Communication skills: The HR of an organisation must have effective communication
skills so that the employees are able to share their doubts with them (Boon, Den Hartog and
Lepak, 2019). It helps the HR of Unilever to interact with the employees and build relationship
3

with them. There is key role of having communication skills to take interview and select the best
candidate for the job.
Problem Solving skills: At the time of working in an organisation there are certain
problems that take place. All the employees go to the HR of the organisation in order to get
solution of the problem. This shows that the HR of the business must have effective problem
solving skills so that all the conflicts among the employees are resolved. This shows that the HR
of Unilever must have proper problem solving skills that will help them to attain success.
Technological skills: There is regular update in the technology and the HR of company
must also use latest technology so that they are able to use the software’s. It is necessary to have
effective skills so that all the actions can be taken in proper manner (Strohmeier, 2020). The HR
of Unilever must also use latest technology in order to gain progress over the competitors.
Behaviour
Transparency & trustworthiness: The HR of a business organisation must maintain
transparency so that they are able to maintain effective conditions in the organisation. All the
information regarding the company must be shared with the employees so that they are able to
take right decision. The HR of Unilever must be trustworthy so that they employees are able to
trust them and get benefits. It is professional duty of the HR to maintain transparency and gain
the trust of employees. This will help to give proper rewards and fair compensation to the
employees of the business.
Solution Oriented: The HR of business organisation must be solution oriented. It is seen
that the employees face various issues at the time of operations. The HR of the company must
have ability to solve the issues and provide them good solution (Cooke, Schuler and Varma,
2020). This will help to keep the employees of Unilever motivated and help the to work in
effective manner. This is beneficial for the overall success of the organisation and attaining the
objectives in effective manner.
Knowledge
HRM knowledge and expertise: It is seen that there is requirement of professional
knowledge and expertise in the field of HR so that the company is able to achieve success. It is
seen that an experienced person is able to handle the employees in an effective manner (Barboza,
2019). It is also seen that having effective qualification in the field of HR is also necessary so
that they are able to train the employees with the best.
4