Professional Skills, Knowledge and Behaviour in HR Expert
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This project demonstrates professional skills, knowledge and behaviour required by HR experts in an organization. It also analyzes personal skill audit for building a professional development plan.
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Table of Contents INTRODUCTION..........................................................................................................3 SECTION 1...................................................................................................................3 (A)Demonstratetheprofessionalskills,knowledgeandbehaviourwhichare required by HR expert in an organisation.................................................................3 (B) Analyse personal skill audit for appropriate knowledge, skills and behaviour to build professional development plan.........................................................................6 (C)Differentiatebetweenorganisationalandindividuallearning,trainingand development............................................................................................................13 (D). Describe the importance of continuous learning and professional development to achieve sustainable business performance........................................................15 SECTION 2.................................................................................................................18 (A)Covered in PPT.............................................................................................18 (B)Covered in PPT.............................................................................................18 CONCLUSION............................................................................................................18 REFERENCES...........................................................................................................19
INTRODUCTION TheHumanResourceManagementrefersisastrategicapproach implemented by an organisation to gain its competitive advantages. Its main purpose is to maximise the performance of employees by motivating them through building good relation among each other. This result in developing engagement, involvement and co-ordination that leads to complete task with collaboration for achieving specific target in future. This project is based upon the organisation of Hightown Housing Associationasbeingcharitablecompanywhichaimstohelppeoplethrough providing them support and care with food, shelter and cloth(Alexander, 2017). It operates business at various headquarters that are Hertfordshire, Bedfordshire, BuckinghamshireandBerkshireofUnitedKingdom.Thisprojectdemonstrates professional skills, knowledge and behaviour of an organisation which are required by HumanResourceExpert.Itfurtheranalysepersonalskillauditfor building professional development plan. Additionally, it differentiates between organisational and individual learning, training and development with the importance of continuous learningandprofessionaldevelopmenttoachievesustainablebusiness performance. SECTION 1 (A) Demonstrate the professional skills, knowledge and behaviour which are required by HR expert in an organisation Role of Human Resource:-The Human Resource refers as process of planning,directingandguidingworkerstocompletetheir taskwithmotivation. Managers of Hightown Housing further play various roles in an organisation for achieving organisational goals and objectives (Cai and Liu, 2015). It enhances the eagernessofitsworkersbymotivatingthemthroughcompletingtheirtarget efficiently for gaining monetary and non-monetary rewards. Some of these roles of Human Resource have been discussed as under:- Hire new persons Develop employee relations Provide payroll benefits Training and development programs ContinuingProfessionalDevelopment(CPD):-Thisrefersasthe procedure of monitoring and documenting the skills, knowledge, behaviour and
experience of workers through formal and informal system. It is essential for an organisation to improve the skills of workforce through specialisation which result in accomplishment of goals and objectives efficiently. Managers of Hightown implement this for ensuring the worker to be competent in its profession. Framework of Continuing Professional Development (CPD):- Professional Skills:-It is defined as the process through which employees specialise their skills through training and development programmes(Delaneyand et.al., 2017). Managers of Hightown focus on these professional skills as to improve specialisation among their workers by developing their skills through clearing their doubts which result in reduction of errors. Effective communication:-This refers as the ability of individual and team to effectivelycommunicatetheirmessageeitherverballyornon-verbally. Managers of Hightown can use this skill as to develop good relation among each other which reduce conflicts.The managers of Hightown Housing are beneficial as they emphasize leaders to highly manage their leadership skills that motivate workers to give their best level of efforts. It develops intrinsic strength as the employees build teams morale and encourage in performing actions effectively. Time management:-It is the process through which individuals and teams areemphasizedtoperformtheirtaskwithtimemanagementthrough improving efficiency. Managers of Hightown can use this skill as to develop their strategy for eliminating errors with corrective measures that result in accomplishment of success efficiently.Managers of Hightown Housing further focus on completing their target effectively in order to achieve goals and objectives of business. The main role and responsibilities of managers is to analyse and determine the weakness that lacks company in accomplishment of success. Knowledge:-The main duty and responsibility of every individual, team and organisation is to have proper knowledge of their work and vision and mission for which the task is performed. Managers of Hightown focus on this as to develop their information by updating it with new tactics, technologies and skills in order to meet the requirement of customers.
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Explicit:-This is described as expressive knowledge by readily articulated, codified,storedandassessedinformationwhichmakesawareofthe upcomingtask. Managers of Hightowncanusethis strategy as to take precautionary steps by their individuals, teams and organisation to control threatsbycompetingwithrivalries(DewarandMacBride,2017).The managers of Hightown Housing have strength as they are been aware of various situations to deal with it in future. This result in developing solution for bridging the gap with ease that leads company to achieve success. Tacit:-It is also known as implicit knowledge which is difficult in transferring information to another person by means of writing it down or verbalising. Managers of Hightown can use this strategy as a piece of explicit knowledge which could be written down, transmitted and understood by a recipient. Managers of HightownHousingfaceweaknesswiththisimplicitortacit knowledge as the workers are not aware of such problems which delay in goal accomplishment by taking more time to solve these unexpected problems. Behaviour:-This is defined as the ability of an individual to perform its task with eagerness through active participation which leads to achieve target efficiently. Managers of Hightown focus on this as they analyse the capability of worker, team and organisation by observing and measuring their action with specialisation and time consumption to accomplish success. Autocratic:-It refers as the organisation have one leader or boss which directs and instructs individuals and teams to follow the desired procedure for achieving the expected result. Managers of Hightown can use this as to command their workforce verbally by guiding them to complete business activity as per their instructions.The Hightown Housing managers are highly strengthastheyfollowtheguidelinesofsupervisorsandleadersfor performing their task. This result in accomplishing the target as per the desire of managers to fulfil the requirements of its customers by supplying them qualitative services. Supportive:-The managers develop good employee relations among their workers which result in co-ordination and sharing their views and information among each other. Managers of Hightown can use this as to complete their goal with understanding emotions and feelings of one another that leads to
support themselves for achieving specific target.The managers of Hightown Housingfaceweaknessinachievingsuccessbydevelopingitscore competence for sustaining in global market. It majorly face problem as the workers are not able to co-ordinate with each other through respecting beliefs and attitudes. This problem leads company for delay in goal accomplishment and lacks in competing with its rivalries. Collegial:-This is described as individuals and teams are delegated various targets which are to be completed within specific time duration. Managers of Hightowncanusethisastodiscriminatetaskinaccordancewiththe capability of workers for improving efficiency(Eaton, Roberts and Turner, 2015).The Hightown Housing Association is beneficial in developing good collegial behaviour among its workers by motivating them to complete their target within particular duration for achieving individual and organisational goals. Reflective Learning:-It is a form of education and learning of individual as being guided by managers to restrict errors through solving doubts and problems which improve effectiveness. Managers of Hightown focus on this as to develop their skills through improving skills which result in achieving success efficiently. The major difference between current and KSB’s required for role of HR is that it develops various strategies for making the task done by its workers through proper quality management. It further creates opportunity for growth and stability of business to sustain in perfect competition market by developing its core competence. The current skills for Human Resource Manager include team-work, problem solving, communication skills, time management, Information Technology skills, customer awareness, etc. These current skills further interrelate with KSB’s that result in planning, monitoring and controlling the actions of workforce for restricting errors. (B)Analysepersonalskillauditforappropriateknowledge,skillsand behaviour to build professional development plan Personal Skill Audit:-It is described as the best way for an individual to identify strength and weakness of performance which might delay in accomplishment of target. This is essential for member of an organisation as to analyse the effect of its efforts towards organisation for achieving short and long term goals.Managers of
Hightown focus on this as to develop awareness among their individual and team to achieve success efficiently. The personal skill audit refers as the procedure through which managers of an organisation analyse their weakness in skills, knowledge and behaviour. It further develops essential or precautionary steps to minimise it for sustaining in global market. There is various importance of Personal Skill Audit, some of them are mentioned as under:- Develop communication skills Management and leadership skills Stress Management What do I want/ need to learn? What will I do to achieve this? What resources or support will I need? What will be my success criteria? Target dates for review and completion? Time Management Itisessential foran organisation to improveits time- management bymotivating workforceto give their high level of efforts withtraining and development programs. The company further provides monetaryand non-monetary rewardsthat Forimproving thetime management it is essential for managersand leadersto motivatetheir workersby understanding theiremotions and feelings at various circumstances. Thestrategy mustbe adoptedby managersof Hightown Housingfor delegatingthe rolesand responsibilities inaccordance withtheir specialisation thatresultin goal achievement efficiently. 3 months
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encourage workersto complete targetat specified duration. Supportive Skills As, I am low in developing support among workers, than it isessentialto buildgood employee relationsin trainingand development programsby interacting them with each other. Themost important resourcethat is applicable to develop interaction with each other that leadsworkers tosharetheir views, information andemotions fordevelop understanding among them. The supportive skill of workers surelyresults inachieving target efficientlywith themotiveto gainmonetary andnon- monetary rewards. 5 months Bridgingthe gap The process of bridgingthe gapresultin analysingthe gapbetween currentand futurestate that has to be solved through developing innovative idea forcorrective measuresto Theresources referasthe identification of area where the error is and to solveitwith creative thinkingskills thatrestricts delayingoal achievement. Iwillstartto discusswith my leaders for driving change intheir leadership style that affect workersin operational activitiesto followproper instructions and avoid such 2 months
restrict errors.problems. Project Development Plan (PDP):-This refers as the list of actionable steps for achieving organisational goals and objectives by encouraging itself to accomplish individual and organisational target. Managers of Hightown implement this as to identify skills which will lead to move forward for achieving success by gaining skills that are equivalent to professionalism(Ellinger and Ellinger,2014). Development objectives PriorityActivities to be undertaken Resourc es Target (Start Date) Target (End Date) Criteri a For Succe ss Time Management Low3 months.Itrefers asthe abilityof manager swhich lackin developin g motivatio namong its workers for completin gtarget within particular time manage ment. 01/06/2031/08/20The Human Resour ce Manag erof Highto wn Housin g focus on develo ping effectiv e goals by analysi ngthe capabili ty of its worker in order
to achieve vision and mission ona specifie d date. Trainingand development Moderat e 1 monthThis focuson developin gthe skillsof individual sand teams for improving effectiven essto meetthe demand of customer s. 01/09/2030/09/20The HR manag erof Highto wn focus on improvi ng skills through training which leads to achieve succes s efficient ly. Supportive skills Low5 months.The leaders should be charismat ic, helping, 01/10/2028/02/21Leader sof Highto wnare empha sized to
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etc., which inspires workers togive their high levelof effortsin accompli shing targetat specified duration. develo pgood relation among their worker toco- ordinat ewith each other for achievi ng specific task. Analysing gapLow1 monthThe main purpose of manager is to track business activities and analyse the difference between expected and actual performa ncefor identifyin 01/03/2131/03/21Manag erof Highto wn analyse the gap by compar ing actual perform ance with expect ed plan while lacking in
g delay in goal achievem ent. accom plishing of succes s. Bridgingthe gap Moderat e 2 monthThis refersas the ability of manager to identify solutions forthe problems raisedby strategic decision making procedur eto restrict errors through corrective measures . 01/04/2131/05/21Manag ersof Highto wn focus onthis asto minimis etheir risk with proper quality and time manag ement to achieve succes sfor compet ing with rivalries to sustain in global
market. The strength and weakness of professional development plan are mentioned with reference to managers of Hightown are as follows:- Strength:-The strength of Professional Development Plan leads to focus on developing and updating knowledge of workers. The main purpose is to develop leadership skills through being professional in particular task as being specialised with time management. Managers of Hightown are beneficial as they have the capability to achieve their task efficiently to compete with its rivalries(Flin and O'Connor, 2017). Weakness:-Theweaknessofindividual,teamandorganisationare described as lack in employee engagement and involvement which delay in accomplishment of target. Managers of Hightown implement this professional development plan as to minimise their controllable risk by restricting errors through taking corrective measures to solve it. (C) Differentiate between organisational and individual learning, training and development Organisational learning:-This is described as the procedure of creating, retaining and transferring knowledge within an organisation. It creates opportunity for growth and stability of business by improving over time as it gains experience. Managers of Hightownfocus on this as they have broad level of knowledge, by covering a topic at better level with increased and updated information (Friederici, Ojanperä and Graham,2017). Individual learning:-It is a process which involves change in behaviour and knowledge of an individual by developing and updating with new information related with task. Managers of Hightown focus on this as it is being a specific program or strategy of education or learning to build strength for controlling weakness. Comparison between organisational and individual learning:- Organisational LearningIndividual Learning Itistheprocessthroughwhich both individual and organisational This refers as the ability through which individual learns more about
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arelearnedbydevelopingand updatingtheirskillsand knowledge. The main purpose is to achieve both short and long-term goals. the task and activities which are to be performed with perfection. Its main purpose is to achieve the specific target. GAP Analysis:-This describes the comparison between expected and actual performance of individual, team and organisation by differentiating it from future and current state(Hawkins, 2017). Managers of Hightown implement this as to analyse the gap description and to fill it with corrective measures through next step and proposals for achieving success. CurrentState:-Theorganisationfocusonareasforquantitativeand qualitative research by analysing the state of diversity in workplace. Managers of Hightown focus on the capacities of their individuals and team within an organisation which can lead to achieve success. Future State:-This refers as the prediction of manager within an organisation to assume the goal and objective by analysing demand of customers and performance of workforce. Managers of Hightown focus on this as to forecast their desired vision and mission which is to be achieved in future. Gap Description:-The process through which task completed in present or current state is compared with expected or desired for future state. If there is a difference gap between each other that result in delay of goal achievement. Managers of Hightown focus on this as they are not able to meet the desired goal (Hislop, 2013). Next step and proposals:-It is the ability of managers to determine next step for achieving long term goals through change in leadership style by improving effectiveness of workforce. Managers of Hightown focus on this as theyprovidetraininganddevelopmentprogrammestoindividualsfor improving efficiency. From the above mentioned GAP analysis, managers of Hightown Housing mainly compare their actual performance of its workforce with its previous actions for analysing the variation and the improvement in their skills and knowledge. The
company further analyse the current actions of its workforce in order to forecast and predict their plans for future period in accomplishing target at specified duration. This results in identifying the gap for delay in achievement of goals and objectives and leads to bridge the gap through innovative idea for solving it with corrective measures. TrainingandDevelopment:-Thetrainingisdefinedastheprocessof teaching new skills to present employees which will be beneficial for them in future by effectively performing their task. Development refers as creating the opportunity for growth, progress, positive change, etc., that lead to develop as professional with specialised skills. Managers of Hightown implement this as to develop the skills, knowledge and behaviour of their workforce which leads to improve effectiveness for achieving success efficiently. Difference between training and development:- TrainingDevelopment This process is applicable in both on the job training and off the job training to increase efficiency by restricting the possibility of errors. Itistheprocessthroughwhich skills are specialised that result in improving effectiveness and leads toaccomplishtargetwithin specified duration (Lindsey, 2017). (D).Describetheimportanceofcontinuouslearningandprofessional development to achieve sustainable business performance Learning Cycle:-It is a concept of guiding and instructing people to perform theirtaskbyrecognisingexperiencesfromtheirlearningtominimiseerrors. Managers of Hightown focus on this as to train and develop skills of their workforce for achieving success efficiently. Kolb’s Experimental Learning:-This theory was introduced by David Kolb in 1984 by developing learning styles. The experiential learning style theory is typically representedbyfour-stagemodel.ManagersofHightownimplementthisfor observing their previous experiences taken care in present or is it repeating again and again(Richterand et.al., 2017).
Diverging:-It refers as the people with diverging style prefer to work in groups,tolistenwithanopenmindandtoreceivepersonalfeedback. Managers of Hightown use this for interested people who tend to imagine and emotional, tend to be strong in arts with their specialisation and learning concepts of past experiences. Assimilating:-Thisprocessistheabilityofunderstandingwide-range information and organising it in a clear, logical format. Managers of Hightown usethisforgettingagoodclearexplanationratherthanapractical opportunity. Converging:-It is the capability of employees to solve problems effectively with practical issues. Managers of Hightown use this to prefer moreover technical tasks and less concerned with people and interpersonal aspects. Accommodating:-Thisrefersaspeopleareattractedtowardsnew challenges and experiences which encourage them to perform their task efficiently.ManagersofHightownusethisforthosepeoplewithan accommodating learning style will tend to rely on others for information than carry out their own analysis for achieving success(Winklerand et.al., 2017). FromtheabovementionedKolb’sExperimentallearning,managersof Hightown Housing for analysing the process of diverging within its workforce that how much they understand their task with their ability to listen proceed by feedback. The managers further assimilate the information within clear, logical format that provides opportunity for business to achieve success in future period. It is essential for an organisation as to determine the capabilities of its workers for solving the problems effectively that restricts delay in goal achievement. The main purpose for managers of Hightown Housing Association is to attract its workers for new challenges that lead to gain new experience in order to achieve vision and mission of company. ContinuousLearning:-Itisdescribedasthecontinuousapproachof learning for employees to improving their skills and knowledge to perform effectively. Managers of Hightown are beneficial as they guide their workers that their each and every effort towards company will lead to achieve success in future.This is essential for an organisation as to minimise threats through taking precautionary steps and developing skills of worker that leads to restricts uncontrollable risk with proper
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assessment and measurement. It creates opportunity for growth and stability of business by minimising threats for improving its competitive strategies to sustain in global market. ProfessionalDevelopment:-Thisisdefinedascontinuoustrainingand education of an individual to improve skills, knowledge and behaviour of an individual and team. Managers of Hightown focus on this as to build their internal strength through developing self-confidence and time management. It is most important for an individual to build professional development that results in developing specialisation on particular task by restricting errors on specific field. The managers of Hightown Housing Association are beneficial as they focus on professional development by providing them training which leads to solve their queries and make them aware for taking protective measures in developing high risk into returns. High employee retention:-It is described as the procedure of employees to build employee retention by improving the existence of their workforce within an organisation. Managers of Hightown are beneficial as they are able to fulfil the basic needs of their workers such as food, shelter and cloth to survive their livelihood.This plays major role in Hightown Housing as the company perform task with collaboration of its workers for achieving target efficiently to sustain at international market. Encourage problem solving:-The organisation mainly aims employs to solve their problems by themselves through corrective measures and guide them to perform their task by restricting the possibility of errors. Managers of Hightown are advantageous as they manage their task properly which leads toachievesuccessefficiently.Itisvery vitalformanagersofHightown Housing that leads company to restrict errors through developing innovative and creative ideas for solving the problems. This result in reducing delay in goal accomplishment and lead company to achieve success.
SECTION 2 (A)Covered in PPT (B)Covered in PPT CONCLUSION From the above discussion it have been concluded that human resource management plays the major role in recruiting, hiring, organising and managing the individual, teams and organisational goals to achieve success efficiently. This project demonstratesprofessionalskillsthrougheffectivecommunicationandtime management, knowledge by explicit plus tacit whereas behaviour through autocratic, supportive in addition to collegial. It further analyse personal skill audit for building professional development plan. Apartly, it differentiates between organisational and individual learning, training and development with the importance of continuous learningandprofessionaldevelopmenttoachievesustainablebusiness performance.
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