Skills, Knowledge, and Behavior Required by HR Professionals

This report addresses the skills, knowledge, and behavior required by HR professionals, personal skill audit and personal development plan, difference between organizational and individual learning, training and development, and the need for continuous learning and development.

DEVELOPING
INDIVIDUALS, TERMS
AND ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO 1.................................................................................................................................................3
P1 Skills, knowledge and behavior required by HR professional ..............................................3
P2 Personal skill audit and personal development plan..............................................................4
LO 2.................................................................................................................................................7
P3 Difference between organizational and individual leaning, training and development........7
P4 Need for the continuous learning and development.............................................................9
CONCLUSION..............................................................................................................................10
REFERENCES...................................................................................................................11

INTRODUCTION
Personal development is basically the activities which improves and develops the
potential of the individuals and thus helps them in enhancing their skills and knowledge.
Hightown Housing is a charitable association being established in England, UK. The
main objective of this organization is to provide support as well as care to millions of people
who are unable top afford the house at the market values.
This report addresses the skills, knowledge and behavior required by HR professional,
personal skill audit and personal development plan, difference between organizational and
individual leaning, training and development and need for the continuous learning and
development.
MAIN BODY
LO 1
P1 Skills, knowledge and behavior required by HR professional
Knowledge
The basic knowledge which the HR professional must have the thorough understanding
of the different employment laws. The person should have the knowledge of various statutory
requirements as well as the employment tribunals. Besides this, the Hr professional should the
knowledge of key principles like recruitment, planning, labor relations as well as the information
system. Apart from this, the person should have the deep understanding of the management
practices like resource allocation, leadership techniques etc (Hildebrand, 2018). HR professional
should have the basic knowledge of the various methods of curriculum as well as training along
with employment policies. In order to communicate effectively, the person should be aware of
the various communication essentials like emails, proposals as well as establishing the report of
employee relation in proper format by adhering to the basic norms. Along with this, HR
professionals should have the knowledge of principles of offering quality services to customers.

Skills
The HR professional should have the well-developed skills of establishing a great
coordination with the senior department along with other hierarchic level. The most important
skill which the person should have is the ability of effective communication and thus adhering to
the basics of communication like well-defined proposal, email free of jargon etc. Besides this,
they should have the ability to effectively work in a team and thus assist others along with
managing the redundancies, and relocation. One of the essential skill that the HR professional
should have in order to achieve the goals is the ability of making efficient decisions and thus
applying critical thinking for exploring the various alternative to a particular problem. Along
with this, HR professional should have the ability of actively listening to others and thus consider
the opinion of all the employees (Ahmed, 2018).
Behaviour
The most critical behaviour which the HR professional should exhibit is the transparency
as well as trustworthiness. The HR professionals are required to handle the extreme sensitive
information and issues and thus should remain fair and transparent. Besides this, their behavior
should reflect trust so that their employees can easily speak without being anxious. Along with
this, they should be highly adaptable in the sense that they must adapt the various changes that
occur within the business environment. They should be able to respond to the change effectively
and thus accept the changes without creating any stressful condition. Apart from this, the most
important behavior which is required within HR professionals is that they should be customer
focused. They should demonstrate high degree of cooperation for delivering the great quality
services to their customers. They should be able to anticipate the internal as well as external
needs of the customers and thus exhibit positive behaviour.
P2 Personal skill audit and personal development plan
The personal skill audit is basically the tool which helps the individual to know their
strength as well as the weak points and thus helps in their growth and development.

Strength
I have the ability to adapt to the changing environment and that forms my biggest
strength. I am able to adapt myself to any kind of change and thus works more productively. I
have the potential to modify myself according the business environment and hence provide
quality services to the customers (Sangster, 2017). Besides this, I have the innovative skills, and
I am able to bring creativity in every aspect. I have the potential to use analytical thinking and
thus bring innovation by assessing the situation from each and every perspective. Through
analyzing the needs and demands of the customers, I am able to use the technology and hence
create a different product for them.
Weakness
My biggest weakness is that I am not able to communicate with other individuals
effectively and thus lacks the skill of effective communication. I face problem while coping with
the various nonverbal cues and thus hesitates in interacting with other people. Besides this, I am
unable to adapt to different communication style due to which I lack behind in most of the tasks.
Apart from this, another weakness which has dominated me the inability to solve the complex
problems. I am unable to view the problems form different perspective due to which I am not
able to make the sound decisions.
Threats
The changing technology is the biggest threat for me and thus is one of the biggest
obstacle in my career. Due to the emergence of advanced technology, I am able to understand its
constraints and thus impacts my knowledge level. I am not able to apply the recent technology in
my work as am not tech-savvy. This eventually might increases my work load ad thus impact my
productivity (Davies, Curtin and Robson, 2017). Another threat is that I am unable to work in
team effectively. Due to less communication skills, I am unable to understand the view of my
team members which might hinder my performance. Thus working in a team is the one of the
greatest threat.

Opportunities
I have the opportunity to take the advantage to adapt to the change to new technology. As
due to continuous change in the environment, the dynamics of the organization changes on
constant basis thus I have the opportunity to increase my productivity by taking the benefit form
the emergent technology. Along with this, due to my great innovative skills I have the
opportunity use this within the business in order to provide the customers with a new and
different product as well as in capturing the great market share.
Personal development plan
Areas of
improvement
Resources Measures Time frame
Communication skills I took communication
classes.
Took online courses of
the communication.
Interacted with friends
and peers.
I was able to
communicate
effectively with my
subordinates s well as
the top management.
I was able to
understand the
constraints of various
tasks by interacting
with other and thus
was abler to work
effectively (Shuler and
Keller-Dupree, 2015).
2 months
Problem solving skills Learned brainstorming
strategies.
Took the help of
problem solving apps.
I was able to solve the
complex problems of
myself as well as
others through
3 months

Solved puzzles and
games.
brainstorming.
I was abler to figure
out the various
alternatives for the
problems and choose
the best.
Team work Attended workshops
of team building.
Took classes of
interpersonal skills.
Attended training
about team spirit
I was abler to deal
with the various tasks
assigned to my team
and was able to
understand the views
of my team embers.
I was able to take the
challenging task and
accomplish it on time
2 months
LO 2
P3 Difference between organizational and individual leaning, training and development
Individual learning Organizational learning
Individual learning is basically the method
through which the individual learns and thus
increases the knowledge.
Organizational learning is generally the
process through which organizations enhance
themselves through gaining experience and
thus transferring the knowledge.
This type of learning basically focuses on the
single individual and is focused on improving
the skills of a person (Van Waes and
et.al.,2016).
This type of learning is focused towards
improving the skills and behavior of the
employees of entire organization and this is
used for the organization as a whole.
Individual learning is self directed and hence It is business directed and thus helps to serve

increases the capacity of the individual
employee.
the organization as a whole.
When an individual employee or person learns
the new skills or the qualities then the
productivity as well as the performance of that
individual increases.
When the transferring of knowledge occurs
within the organization or when the new skills
are inculcated within the group then the
productivity as well as the performance of the
entire organization increases along with the
group.
This type of learning emphasizes on providing
feedback and the performance appraisal of the
individual employee and thus focus on
personal growth of that individual
This type of learning focuses on providing
feedback and continuous learning to the entire
group within the organization and thus stresses
upon increasing the organizational efficiency.
Training & development
Training Development
Training is basically the well-defined process
in which the people learn different kinds of
skills and knowledge for a particular purpose.
For example Hightown housing provides
training to improve the technological skills.
Development is predominately the growth as
we4ll as the positive change in the behaviour
of the people which helps them in creating
positive changes within them. For example
company uses development program to build a
sense of team work in employees (Gray and
Carnegie, 2016).
Training is generally of the short term in the
sense that it inculcate the required knowledge
and skills within the individual which is
required by the Hightown Housing for the
short time period.
Development mainly focuses ion the log term
goals. Hightown Housing generally designs the
strategy for developing their employees that
will bring productive outcomes in the long run.
In training, the objectives which are outlined In the development process, objectives are

are basically specific as well as defined. For
example Hightown Housing giving training on
the technological change will encompass the
specific objectives like what to teach in
training session, what methods to teach, how it
will be taught etc.
normally much broader as well as cover all
kinds of knowledge and qualities. For example
Hightown Housing developing the
communication skills within their employees
will base their goals on kinds of the skills that
relate to the communication (Pow and Wong,
2017).
P4 Need for the continuous learning and development
Experiential learning theory is one of the most significant theory of learning. The first
stage of this learning concrete experience in which leaning occurs by the having hand-on
experience. In this, the individual try new things and thus step out of the comfort zone. In the
next component that is reflective observation where the individual learn form experience and
thus observe the alternative and draws the various pros and cons. In the third stage that is abstract
conceptualization in which the individual use brainstorming and thus develops new ideas. In the
last stage which is active experimentation individual experiment with the new ideas and thus
applies those in real world (Holroyd, 2019). Thus, this theory specifies the main need and
importance of the continuous leaning and development. In order to innovate any process or the
product, continuous leaning is essential. Besides this, Continuous leaning is important to step out
of the comfort zone and think out of the box which will eventually help in the development of
individual as well drive the organization towards sustainability. Another need for continuous
learning which is reflected in this theory is that this leaning is required for increasing the
experience level of individual and thus developing their talent which will help them in their
future career. Another importance of this continuous learning is that it helps the employees to
increase their knowledge and skills and thus use brainstorming to produce innovative ideas.
Honey and Mumford
This learning cycle is one of the important cycle which shows the need for continuous
leaning. It consists of four stages which reflects the importance of the continuous development
within employee. The first stage which is about doing something thus this shows that learning is
required for having a well through experience and thus using it at the workplace. The next stage

which is reflecting form the experience focuses on analyzing that experience. Thus learning is
required for gathering the data and information and thus pondering upon it which will eventually
increase the knowledge base of employees. Third stage reflects concluding from experience thus
it is important for deriving various theories ans thus assimilating the facts. Therefore, continuous
development is needed for thinking and developing new ideas to excel in the future. The last
stage which is planning next stage emphasizes on trying the new ideas which form the another
importance of continuous learning. At the end, this learning cycle shows that development and
learning is important for seeking various challenges and finding the various alternative to them
by being open-minded. Apart from this, it is also required so that the individual can make the
effective decisions and thus explore new ideas and concepts (Derrick and Wighting, 2019).
LO 3 & LO 4 covered in ppt
CONCLUSION
It has been summarized that there are various skills and knowledge which the HR
professional should have like communication skills, knowledge about employment laws,
coordination with the management etc. A personal skill audit helps the employees to identify
their strength and weakness and thus develop a personal development plan to improve those
weaknesses. Besides this, Individual learning mainly focuses on developing skills of the single
individual while organizational skills focuses on enhancing the performance of the organization
as a whole.

REFERENCES
Books & Journals
Ahmed, F., 2018. Leadership and management influences on personal and professional
development and group dynamics: a student’s experience. Nursing children and young
people, 30(2).
Davies, K., Curtin, M. and Robson, K., 2017. Impact of an international workplace learning
placement on personal and professional development. Australian occupational therapy
journal.64(2). pp.121-128.
Derrick, M.G. and Wighting, M., 2019. Cultural Awareness Research and Implications for
Practice and Professional Development. In Multicultural Andragogy for Transformative
Learning (pp. 1-8). IGI Global.
Gray, D. and Carnegie, D., 2016. Placement-developing professional and academic identity.
Hildebrand, J., 2018. Bridging the gap: A training module in personal and professional
development. Routledge.
Holroyd, M.R., 2019. The Application of Professional Development within Workplace
Environments: Residence Life Professionals’ Perspectives (Doctoral dissertation,
Widener University).
Pow, J. and Wong, M., 2017. Effect of workplace factors in professional teacher development on
the implementation of small class teaching. Journal of Education and Training Studies.
5(8) pp.68-76.
Sangster, C., 2017. Planning and organizing personal and professional development. Routledge.
Shuler, M.K. and Keller-Dupree, E.A., 2015. The impact of transformational learning
experiences on personal and professional counselor-in-training identity development.
The Professional Counselor.5(1). p.152.
Van Waes, S and et.al.,2016. The networked instructor: The quality of networks in different
stages of professional development. Teaching and Teacher Education.59.pp.295-308.