Developing Individual, Teams, and Organisations

This study explores the characteristics and skills required as an HR adviser for developing individual, teams, and organisations. It emphasizes the importance of learning, training, and development within a company to achieve goals. The report also includes a personal skills audit and a professional development plan.

Developing individual, teams
and organisations
(section 1)

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
A) Appropriate knowledge, skills and attributes required as HR adviser...................................1
B) Personal skills audit................................................................................................................2
C) Professional development plan..............................................................................................3
D) Inclusive learning and development culture..........................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
A human resource is a single person within a company who follows many functions and
solve the issues and problems related people like recruiting, compensation etc. This study will
show about characteristics and skills of HR adviser that are required in a company for
developing teams, individual and organisation (Bolden, 2016). This report also shows
importance of learning, training and development within a company in order to achieve
determined goals.
SECTION 1
A) Appropriate knowledge, skills and attributes required as HR adviser
A human resource can be defines as a person who operate a company with the use and
help of financial and material resources of a company. There are many characteristics and skills
that are required by High town housing association as an HR adviser for supporting and
developing individual, teams and organisation. Managers and leaders of a company do all the
main functions in a company like developing and maintaining employee-employer relationship.
For doing all the functions in effective manner HR manager require advice and suggestions so
there is a need of HR adviser.
Support managers and manage HR department: The main function and attributes that
are required by High town house association is the ability to support senior manager and
manager in all type of situations and matters that are related to human resource and also helps
them in performance management and employees relationship issues (Woodcock, 2017). HR
adviser should be expertise in giving the best suggestions in recruiting, training, compensation
and other functions of HR.
Knowledge of laws: The another main skills and attributes that is required by the
company to HR adviser is to have a proper knowledge of laws. For managing and supporting
human resource department it is important to have a knowledge of labour laws and regulations.
In order to maintain all the details and for protecting employees it is essential to have each and
every details about laws.
Employer-employee relations: For achieving team and organisational goals it is very
important for HR manager to maintain and develop relationship with employees. Employees play
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a significant role in High town house association. They have to gain the trust and confidence of
employees because it is the best way of establishing loyalty and interacting with the workforce.
Critical thinking: As an HR adviser it is also important to have the ability of critical
thinking. HR manager has to face many problems within an organisation like labour turnover,
Ineffective communication, conflicts etc. For solving and eliminating that problems within an
organisation it is essential to use reasoning and logic in order to identify the weaknesses and
strengths of alternative solutions and approaches to situations and problems (Reilly, 2019).
Active learning and listening: The main problem in an organisation is ineffective
communication. For solving this problem and advising, HR adviser should active and able at
listening and learning. For active listening they should give full attention to what people are
saying and understand them is important for them. They should also have interest to learn new
things for implication new informations and ideas for decision- making and problem solving.
Self discipline and time management: HR department has many works to do and for
that they do not have much time so it is important for them to manage their time according to
work. There are many tasks that need to be submitted and completed before deadline so they
should analyse the work which are important and for that HR adviser need to give advice to its
manager that in which manner and way this work can be done. Self discipline is also important
for managing all the work at given time.
B) Personal skills audit
Personal skill audit is away of identifying own strengths and weaknesses to develop
individual and organisational skills and creating a healthy atmosphere (Asah, Fatoki and
Rungani, 2015). For HR adviser because it gives the informations that are important and can be
used for a variety of purposes like to ensure and identify that they have deployed a correct person
in each positions. It also improves their skills and knowledge.
Strengths
 As an HR adviser at High town house
association it has the abilities to solve
problems in effective manner.
 It has good leadership skills.
Weaknesses
 The main weakness as an HR manager
is it has poor time management skills.
 It also does not have enough technical
knowledge.
 Ineffective communication and lack of
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communication skills.
Opportunities
 It has some opportunities as it has many
strengths is workforce growth.
 It can work under pressure as it has
ability to solve problems and leadership
skills (Motubatse and Mashele, 2018).
Threats
 It does not have enough knowledge of
legislations or laws.
 Time pressure as it does not have time
management skills.
Skills audit
Organisational Skills 1 2 3 4 5
· Time management 1
5
· Prioritising 2
· Problem solving 3
· Decision making 4
· Using initiative
· Communication skills 2
Management Skills
· Supervising others 5
· Delegating work 3
· Motivating others 2
Keyboard Skills 5
· Typing 4
· Audio typing
Technical skills
Numeracy Skills 4
· Basic arithmetic 5
· Petty cash handling 3
· Collect/presenting numerical
statistics
Financial Skills
· Basic book keeping 3
· Basic accounts/cash handling 4
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· Budgetary control 5
· Accounts 2
· Interpreting financial data 5
C) Professional development plan
Professional development plan is made for developing personal skills and removing
weaknesses. The main aim and purpose of making development plan is to accomplish
determined goals by improving and analysing skills and weaknesses.
Skills need to be
improve
Actions need to be
taken
Resources Time frame
(15-01-2019-
15-02-2019)
Feedback and
review
Time
management
skills
As I have weakness in
managing my time
according to work
which create problems
for me. For improving
time management
skills I will make
schedule in which I
write down all the
important work which
need to be done and
need preferences and
can also take advice
from my seniors (ten
Cate and et.al., 2015).
For improving time
management skills I
can set goals that are
measurable. I can also
use time tracking
tools.
I will try to
develop my
skills within 15
days.
I can take
feedback from
my seniors
about my
effective work
as I have done
my work on
time or not. I
can also review
by time
schedule and
time tracking
tools.
Communication
skills
My communication
skills are also not that
much effective. For
improving my
communication skills I
I will use social
media and can take
help of internet for
learning the way of
talking and improving
Within 2 weeks
I can develop
my
communication
I can take
feedback from
my
subordinates of
High town
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can take training
which can make me
able at active listening
and active learning.
communication skills. skills. house
association
about my
behaviour and
communication
skills.
Technical
knowledge
As an HR adviser it is
also important to have
enough technical
knowledge but I m
very weak at technical
knowledge. For
improving and
eliminating my
weakness I can take
proper training of
using technology
which are important
for High town house
association.
I can develop my
technical knowledge
by taking classes for
knowing different
software and their
importance at
workplace.
Within 3 weeks
I will develop
my technical
knowledge
(Noe and et.al.,
2017).
I can take
review from
my manager
about my
technical
knowledge.
As I have weakness in managing my time according to work which create difficulties for
me. For improving time management skills I will make schedule in which I write down all the
important work which need to be done and need preferences and can also take advice from my
seniors. For improving time management skills I can set goals that are measurable. I can also use
time tracking tools. I can take proper training of using technology which are important for High
town house association.
D) Inclusive learning and development culture
Comparison between individual learning and organisational learning
Basis Individual learning Organisational learning
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Meaning The meaning of individual
learning is to gain knowledge
by own and by through study
and experience.
The meaning of organisational
learning is to create and
transfer knowledge within an
organisation.
Importance It is important because it
provides opportunities and
informations that increase the
morale of an individual.
Organisational learning is very
important because it enables to
all employees and person to
work together for achieving a
common goal.
Aim The main purpose and
objective of individual
learning is to develop own
thinking and also identify own
strengths and weaknesses.
The main aim and objective of
organisational learning is to
gain knowledge and
successfully adapt the
changing environment.
Comparison between individual and organisational training and development
Basis Individual training and
development
Organisational training and
development
Meaning Individual training can be
taken into consideration
through different learners.
It is the way of strengthening
skills and knowledge of people
or employees of high town
housing association.
Importance Individual training and
development is important for
becoming expertise in every
field and situations.
It is important because it
increases the productivity of
employees.
Objective Objective of individual
training and development is to
make a better career path and
The main objective of
organisational training and
development is to improve
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become successful in career. knowledge and skills of
employees in order to perform
their roles in effective manner.
Learning cycle model: Learning cycle is a model for learning and developing skills.
This process and Kolb identified this process into 4 main theoretical components such as
reflective observation, concrete experience, abstract conceptualization and active
experimentation. Concrete experience means tom learn new things by doing and experience.
Most of the employees and people do not learn by absorption they can learn by practising and
experience so it focuses on involving in new experience. Abstract conceptualization is another
way of learning as it is a process of learning by absorption. It shows the actual meaning. In this
learning process, HR involve themselves in thinking about new ideas and knowledge and
abstract its usefulness (Leberman and McDonald, 2016).
Need for continuous learning and professional development
Continuous learning means to improve and expand the ability to learn by increasing
knowledge and skills. There are some importance of developing skills and continuous learning. It
helps HR in filling the skills gaps effectively within an organisation. It helps in improving
employee relationship and also help in sustainable business performance. By continuous learning
and development it can create a better work environment that help them in solving work based
problems. Professional development is also important because it builds confidence and
credibility. It is also good for High town house association because it helps in reducing labour
turnover and also improve the efficiency of staff.
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CONCLUSION
From the above study it has been concluded that HR adviser played a very important role
in a company. It provided all the necessary informations and supported to manager in their
decision making process and solving problems related human resources. It also showed some
weaknesses of HR adviser that need to be improve for developing skills and knowledge. For
analysing and improving skills it has made development plan.
REFERENCES
Books and journals
Asah, F., Fatoki, O.O. and Rungani, E., 2015. The impact of motivations, personal values and
management skills on the performance of SMEs in South Africa. African Journal of
Economic and Management Studies. 6(3). pp.308-322.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Leberman, S. and McDonald, L., 2016. The transfer of learning: Participants' perspectives of
adult education and training. Routledge.
Motubatse, K.N. and Mashele, M., 2018. Audit Committee Effectiveness in the South African
Provincial Treasuries: Regular Meetings and Commitments. International Conference on
Public Administration and Development Alternatives, 04-06 July 2018, Stellenbosch
University, Saldahna Bay, South Africa.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Reilly, P., 2019. The impact of artificial intelligence on the HR function. Which way now for HR
and organisational changes?. p.41.
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ten Cate, O. and et.al., 2015. Curriculum development for the workplace using entrustable
professional activities (EPAs): AMEE guide no. 99. Medical teacher. 37(11). pp.983-
1002.
Woodcock, M., 2017. Team development manual. Routledge.
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Developing individual, teams
and organisations
(section 2)
10

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 2......................................................................................................................................1
A) Key elements that make high performance working system.................................................1
B) Use of high performance working for improving organisational performance.....................2
C) Better skills utilisation through HPW practices ..................................................................3
D) Ways in which effective communication, collaborative working and performance
management support high performance culture..........................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5
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INTRODUCTION
A high performance working culture is a process and set of management practices that is
designed to make and create an environment where employees can participate and have higher
responsibilities in order to fulfil the vision of the company. This study will show about the
importance of high performance working system for improving organisational performance
through improving the relationship with employees (Jiang and Liu, 2015). It also shows the way
in which collaborative working and effective communication can help in creating and developing
high performance working culture.
SECTION 2
A) Key elements that make high performance working system
High performance working system can be defined as internally consistent that focuses on
solving operational problems and implement the company's competitive strategy. The main aim
of having high performance working culture is to facilitate employee involvement and enhance
skills of employees in order to gain or accomplish organisational goals. This system consist HR
practices and processes that can improve knowledge and skills of employees . There are some
key elements and components of high performance working system such as: reduce status
barrier, training, incentives or compensation, high employee involvement and technology. These
are the main key element and components that help in making higher performance working
culture (Szczepańska-Woszczyna, 2015.).
Training: Training is second key element and component that help the manager of high
town housing association to create the higher performance working culture. Training helps
employees in improving their skills and knowledge for particular tasks which make them able to
perform their job in very effective manner. It can also help them in better understanding their
roles and responsibilities within an organisation. When they do productive work it gives them
opportunity of promotion that decrease the labour turnover and also increase their self esteem.
Incentives or compensation: Incentives to employees also play a vital role in creating a
good working environment . Incentives is the thing which make employees to more likely to
participate in high performance working system. Through incentives a manager of high town
housing association can motivate their employees towards achieving their determined goals. The
company tend to use pay raises and bonus for achieving performance targets.

Technology: Technology is also very important for development and growth of the
company. It just gives the right resources to employees in order to be successful in their jobs.
With the help of technologies employees can save and consume their excessive time. Technology
also helps in effective communication and sharing informations within the company (Dahie and
et.al., 2016).
High employee involvement: It is the best key element and practice of high performance
working system. High employee involvement means to give the opportunities to employees to
participate in their activities and process like decision making process.
Selective hiring: Selective hiring means to identify the critical skills and attributes of
candidates while recruiting and hiring. Identify all the necessary attributes like respect for others,
character, experience helps the company in developing their growth.
B) Use of high performance working for improving organisational performance
With the help of high performance working culture employees can improves their ability
and can take initiative and involvement in decision making process (Arifin, 2015). By providing
the opportunity to take involvement in decision making process and sharing information the
company can develop a healthy and higher performance environment because it improves the
morale of employees. When employer give the chance to employees to make decisions then it
leads a positive effect in High town housing association. Employees also feel motivated and
respected and do productive work and also improve the relationship with employees. It also
motivates employees to work together which decrease the chances of mistakes in the projects and
tasks.
High performance working culture helps in improving organisational performance as it
focuses on providing training to their employees. With the help of training employees focus on
their work concentrate and do productive work. It improve their skills and knowledge. Training
also helps the company in getting effective work and can submit all their projects before
deadline. When employees do their work in effective manner then it create a good image of the
company in the market (Buchanan and McCalman, 2018).
When company focuses on selective hiring and when they select the best candidate then it
helps them in achieving their goals in effective manner. The best and suitable candidate do not
require training that also reduce the cost of the company. By hiring the best candidate it also
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provide the best services to its customers which can increase their sales and also improve their
overall performance.
C) Better skills utilisation through HPW practices
There is an importance of high performance working system as it enables in better skills
utilization in high town housing association. For working in effective manner in high town
housing association there is a need of communication skills, problem solving skills, time
management skills, negotiation and multitasking. High performance working culture make
employees and employer able to use and improve all the skills. With the helps of high result
based compensation practice of HPWS, employer motivates employees for providing the higher
and productive results for that employees use their skills and knowledge in doing the work in
very effective manner. Hence this practice make them able in better utilization of their skills in
tasks.
The another main practice of HPWS is sharing key informations and give them
opportunities to take decisions. This practice also help them in netter skills utilization. When
employees take initiative in decision making process then use and try to give their best
suggestion to employer for making changes in their processes in order to achieve goals. For that
it uses their knowledge and skills and also take helps to their subordinates which also creates a
strong relationship with them (Mora and et.al., 2018).
It also focuses on selective hiring and training for their employees in order to increase
and strengthen their knowledge and skills. With the help of training and proving themselves the
best employees try to innovate new ideas. New ideas and innovation helps them producing
quality products and also in satisfying customers needs. For developing new ideas each
employee and employer try to use their skills Hence HPW practices make enables them in using
skills in better way.
D) Ways in which effective communication, collaborative working and performance
management support high performance culture
There are some factors that helps in creating and developing high performance culture of
high town housing association such as effective communication, performance management and
collaborative working.
Collaborative working: Collaborative working means to work together and work in a
team. When employees work in a team then it eliminate the chances of error in work that help in
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creating a good image of the company in the market. It also improve and maintain a healthy and
strong relationship among all the employees. Strong relationship also helps in reducing coflicts
which directly support in creating and developing high performance working culture and
environment. Collaborative working also speed up the entire process by which they can submit
and deliver their services to customers before deadline.
Effective communication: Effective communication and sharing information with
employees help in creating HPW culture. Every employees want to know the vision and mission
of the company for which they work. When employer shares their each detail with employees
then they feel respected and motivated towards achieving organisational goals. It also helps in
improving loyalty. Effective communication is important in engagement by which leaders of the
company can get a good idea of the company's progress. Hence it can help in developing HPW
system. The main aim of effective communication os to reduce the chances of conflicts within an
organisation.
Performance management: Performance management is a process which provides
feedback and documentation for performance results and outcomes. It helps in increasing time
management skills of employer and employer. With the help of performance management
employees can channel their skills and talent towards High town housing association's goals. In
performance management every employee try to contribute to an organisation's goals that
supports in maintaining high performance working culture. The main aim and purpose of
performance management is to carry out the duties and roles of employees which they are
employed to do in effective manner (Bititci, Cocca and Ates, 2016).
CONCLUSION
From the above study it has been concluded that high performance working culture
played a significant role in improving organisational as well as employees performance. It helped
the manager in reducing staff turnover and solving all types of problem within the company. It
has many importance as it increases employees satisfaction and also provides better services to
customers which created a good image of the company. Collaborative working and performance
management also supported in creating high performance culture.
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REFERENCES
Books and journals
Arifin, H.M., 2015. The Influence of Competence, Motivation, and Organisational Culture to
High School Teacher Job Satisfaction and Performance. International Education
Studies. 8(1). pp.38-45.
Bititci, U., Cocca, P. and Ates, A., 2016. Impact of visual performance management systems on
the performance management practices of organisations. International Journal of
Production Research. 54(6). pp.1571-1593.
Buchanan, D.A. and McCalman, J., 2018. High performance work systems: The digital
experience. Routledge.
Dahie, A.M. and et.al., 2016. Organizational culture and employee performance at
telecommunication firms in Mogadishu-Somalia. International Journal in Commerce,
IT & Social Sciences. 3(1). pp.30-41.
Jiang, J.Y. and Liu, C.W., 2015. High performance work systems and organizational
effectiveness: The mediating role of social capital. Human Resource Management
Review. 25(1). pp.126-137.
Mora, H. and et.al., 2018. Collaborative working architecture for IoT-based
applications. Sensors. 18(6). p.1676.
Szczepańska-Woszczyna, K., 2015. Leadership and organizational culture as the normative
influence of top management on employee's behaviour in the innovation
process. Procedia Economics and Finance. 34. pp.396-402.
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