Developing Individuals, Teams and Organizations - Desklib

Developing
Individuals, Teams
and Organizations

Contents
INTRODUCTION...........................................................................................................................................3
TASK............................................................................................................................................................3
Ascertain the professional knowledge, behaviours and skills that is managed by the HR employees.....3
Analyse the personal skills audit and development of the professional development plan....................4
Analyze the differences between organizational and individual learning, training and development....6
Examination of the continuous learning for driving sustainable business growth...................................7
Demonstration of the understanding of the High Performance Working...............................................8
Evaluation of the different approaches of the performance management and its examples................10
CONCLUSION.............................................................................................................................................11
REFERENCES..............................................................................................................................................11

INTRODUCTION
The professional development in an organizational setting is referred to as the training and
development of the individuals employed for the company, to help them understand how their
job is supposed to performed effectively and efficiently. The following report helps analyze the
benefits of understanding and drafting the development procedure followed by organization to
impact the behavior and workings of the employee so as to manage the operations in an effective
and efficient manner. Furthermore, the learning cycle theories are also examined along with the
analysis of the HPW while providing the justifications for a specific organizational situation.
Also, appropriate synthesis of the knowledge and information which has been obtained from the
HPW method have also been highlighted, together with the evaluation of the different
approaches which are followed to support the high performance culture and commitment. The
tasks are supposed to be performed through proper analysis and planning henceforth requires
proper techniques and tools to be applied.
TASK
Ascertain the professional knowledge, behaviours and skills that is managed by the HR
employees.
There are various types of the attributes, skills and behaviour that is adopted by the manager for
running the operations effectively. The traditional skills of HR like hiring or recruiting the staff
has changed to the broad level with the changing trend and the patterns (Vazquez, 2021).
1. Communication skills: It is the most top skill that is required by the HR personnel’s. It
creates the connection between the company and its staffs. It is the essential skill because
HR will represent itself on the behalf of the employer. The HR has to communicate with
the owner of the organisation at distinct levels. The HR maintain the balance between the
superiors and subordinates and build connections with the all kinds of people. It is
requiting for HR professionals to interpret the message in to clear way to avoid any type
of errors in communication.
2. Expert of administrative – It is the major role to handle the activities of the
administration. There is need to make the report such as the attendance of the employees,
absenteeism, check the payroll structure of the employees, and monitor the performance
to check the appraisal of the company. Owing to the rise of the digital HR and new

techniques still the duties of the HR has not disappeared. It is the inherent portion of the
HR job.
3. Proactive: It is one of the best personality attributes than the skill. As a pro-activist the
HR will estimate the problems in advance and to prevent them to occur in future. The
several businesses enterprise mainly preferred the proactive HR employees rather than
the reactive HRM. The trait of proactive will encourage the professionals to meet the
present or the future trends of the company and also examine the work environment or
the technology. These attributes will help in the career development of the HR
personality. It helps to anticipate the problems in advance.
4. Analytical thinking: It is the required skills that should be available in the HR. It means
to be disciplined or self-guided that denotes to think at the highest level for decision
making. It means to deal with the complaints of the staffs, and to tackle them regarding
the salary negotiation, and to handle the situation with patience in this it has to identify
the several alternatives and choose the best for implement the relevant decision. It helps
to develop the mind of the employees by contemplating the ideas in deep manner.
5. Adaptability skills: The environment of the businesses is changing frequently every
time. It is requisite them to adapt the changes to sustain in the company. It forces them to
think about the policies of the current organisation or to build the fresh policies to make
the data more effective and relevant. HR managers make the new strategies to keep them
engaged or to help to find the solutions to retain them. It brings flexibility in the working
environment of the company.
Analyse the personal skills audit and development of the professional development plan
The following table is presented for the tourism industry where the development of the market
and its dynamic conditions are critically affecting the skills of the individuals and henceforth
requires proper adjustments and planning. According to the graph which has been published by
the People magazine, almost 80% of the United Kingdom employees are in favor of the idea that
the customer service sector will remain significant in the upcoming years. It also showcases that
the key industry skills also include the usage of the social media and other e-marketing
platforms. Through this table which presents the skills audit of an individual working in the
tourism industry, relevant analysis will be presented (Sergeeva, 2019).