Creating Development Culture and Inclusive Learning in Hightown Housing

This report explores the role of HR professionals in Hightown Housing Association and the skills and knowledge required for their role. It also discusses the importance of continuous professional development, personal skills audit, and creating a development culture within the organization. The report further examines the difference between organizational learning, individual learning, and training and development, and highlights the significance of inclusive learning in driving the organization towards sustainable performance.

PROJECT

Table of Contents
INTRODUCTION......................................................................................................................................3
SECTION 1 (LO1).....................................................................................................................................3
a) Appropriate knowledge, behavior and skills are required for carrying out my role as HR
professional...........................................................................................................................................3
b) Personal skills audit in relation to KSB’s.......................................................................................4
c) Professional development plan that sets out goals, learning and training................................5
d) Briefing paper on creating development culture and inclusive learning within the
organization...........................................................................................................................................9
SECTION 2 (LO2)...................................................................................................................................10
CONCLUSION........................................................................................................................................11
REFERENCES........................................................................................................................................12

INTRODUCTION
Human resource management is used for describing formal system that is
devised for managing people in the company. The responsibility of human resource
management includes staffing, employee compensation and designing work. Human
resource management is responsible for hiring the appropriate staff in the company.
The report is based on Hightown housing association. The project report will determine
professional knowledge, behaviors and skills which are required through HR
professionals. It will provide detailed professional skills, development and audit which
demonstrate evidence of evaluation and personal reflection. The studies will analysis
the difference between training and development, individual learning and organizational.
To drive business towards sustainable performance it will analysis need for continuous
professional development and learning.
SECTION 1 (LO1)
a) Appropriate knowledge, behavior and skills are required for carrying out my role as
HR professional.
In Hightown housing association, HR professional role is to give assistance to
senior management team on human resource practices and requirements. The
knowledge which is required by HR adviser is to provide strategic and comprehensive
HR service to Human resource business partner of Hightown. To support managers in
regards to human resources that includes terms and conditions of the company,
performance management, absence management and relationship with employees
(Guest, 2017). HR adviser is responsible to give effective strategic advice on capability,
disciplinary, grievance and whistle blowing in line with Hightown association policies
and procedures. There work is to give assistance and give support to manage the
changes in team. HR professional is responsible for transferring restructures and
reallocation of staff, supporting them in risk and to identify them appropriately. They also
support TUPE for giving assistance and have consultation with internal and external
teams (Armstrong and Taylor, 2020). They also need to remain updated with the

employment law for insuring that association should meet the statutory requirements.
HR professionals are responsible for monitoring the key performance indicators of HR.
There work is to submit absenteeism report. For communication, review on employment
procedures and policies. There work is to ensure statutory compliance. To work with
line manage in order to insure fair dismissal policies. HR professionals have a
responsibility to maintain alignment with the Hightown association good values and
practices. There work is to prepare occupational referrals of health, letter templates and
cases of employees relations. There is requirement of good communication skills to
become HR professionals in Hightown. Communication is important to have good
conversion with the clients. To produce letters, proposal and emails which are relevant
to legislation there is need of good communication skills (Bratton and Gold, 2017). They
also require computer skills for managing the data of employees. HR professionals
should have adequate knowledge of employee’s relation and should know conflict
resolution techniques. HR professionals should also know how to maintain effective
relationships with Staff forum
b) Personal skills audit in relation to KSB’s.
To be Human resource advisor should be capable to take strategic decisions. To
be an effective advisor need to maintain good relationships with employees. Need good
communication skills. It is important to do have good conversation with employees by
which responsibilities are delegated in effective manner. To resolve their quires and
taking training session again communication plays important role in it. It is responsibility
to make report of employee’s performance and submit to HR business partner. Being a
HR advisor should know conflict management techniques (DeCenzo, Robbins and
Verhulst, 2016). To know the compensatory benefits that can be given to the
employees. Employees can improve their knowledge by attaining the training sessions
in Hightown. When organization becomes old then there is need to develop the existing
skills and knowledge. There is need to enhance skills on individual level so that they
can give their best in organization. To perform at optimal level one required high
capabilities which can comes by professional development. Personal skill evaluation is
also important. HR professionals should also know problem solving skills. I need to be
able to have better analytical skill as a HR advisor. Another aspect is there health and

safety (Stewart and Brown, 2019). Need to take various measures to ensure the health
and safety of employees in Hightown. Performance management is also a duty of HR
professionals. They need to ensure that employees work in proper manner in
accordance with the organizational objectives of Hightown.
c) Professional development plan that sets out goals, learning and training.
Professional development plan
Purpose of
plan
Evaluation Achievable or
not
Importance Time
requirement
Communication
Skills
Hr coaching
and articles. It
is required to
deal with
employee’s
problems while
delegating
them roles and
responsibilities.
If the tasks are
not assigning
them properly
they are not
able to work
properly in
Hightown
organization.
It can be
achieve
through taking
spoken English
classes.
Communication
skill can be
improved by
giving lectures
in board
meetings, while
giving
presentation.
Firstly need to
try in front of
few people and
try to convince
them with the
conversation
and then go
ahead.
It is much more
important in
Hightown as to
listen to
employee’s
quires and
answer them
smartly with the
help of
communication
skills. By
improving
communication
skills I will be
able to guide
them properly
(Trust, Krutka
and Carpenter,
2016). To
organize training
session and
giving then
For improving
communication
skills, it will
required
minimum of
four to six
months.

lectures again
there is need of
effective
communication.
Conflict
resolution skills
There are
times when
conflicts arise
in Hightown
among the
employees. In
such case the
employees are
unable to pay
focus on their
work (Gomes
and Wojahn,
2017)
It can be
achieved
through taking
conflict
resolution
measures in
the
organization.
There are
various
techniques
through which
disputes and
conflicts can
get reduced.
Firstly go to the
depth of the
problem. Once
HR
professionals
get to know
about the
reason of
conflict then
they play
mindful.
Through
Conflict
management is
essential from
the overall
growth of the
organization.
Productivity of
the organization
can only be
increased when
people are less
emerged in
conflicts and
disputes
situations.
To learn this
technique it
requires
minimum of 3
months
experience.

legitimize the
feelings of the
employees one
can find better
ways to resolve
conflicts. Being
a HR advisor I
will use
techniques
such as
Confronting
and
reconciling, by
this conflicts in
Hightown gets
removed.
Reward
management
Reward
management is
another
perspective of
human
resource
management it
is crucial to
give timely
rewards to
employees for
increasing their
motivational
level.
Reward
management is
done in
Hightown by
giving bonuses,
salary
increments and
fringe benefits
to employees
on timely basis.
This will
enhance the
motivational
level of
employees.
It is essential for
the HR
professionals to
learn how to do
reward
management. It
is a technique of
appreciating
employees for
the work which
they have done
for the
organization. If
they get
appreciate once
To learn the
tactics of
reward
management it
merely takes
approx 3
months.

they will further
work with full
dedication as
their efforts get
recognized.
Creative skills It is crucial to
think in
creative way.
Being a HR
advisor I need
to take
strategic
decision and
gives advices
to HR
professionals.
Hence, to bring
new ideas at
the workplace
there is
requirement of
creative
thinking.
Creative skills
can improved
through playing
management
and mind
games. Doing
exercise of
brainstorming.
Need to start
thinking in
analytical way.
Identified pros
and cons of
situations and
things. Through
this exercises
my mind
started thinking
in creative and
ideological
manner.
Creative skills
are important for
HR advisor as I
need to
formulate
strategies and
give best advice
to HR business
partner. To give
them effective
advice it is
important to
bring something
new to plate.
They only get
impressed when
something new
and creative is
served to them.
It will take
approximately
8 months to
improve my
creative skills.

d) Briefing paper on creating development culture and inclusive learning within the
organization.
Difference between organizational learning, individual learning and training and
development.
Organizational learning Individual learning Training and
development
It is the objective of
organization to do quality
management it can only be
done by enhancing
organizational learning
(Marchington, Kynighou
and Donnelly, 2016)
Individual learning is the
capacity to improve existing
skills which comes from
within. To grow and to
succeed in life there is need
to learn new skills which
can further help in career
orientation.
Training and development
is crucial when some new
technology or new process
have been introduced. For
creating a learning
environment organization
gives training. In training as
per the research only 30%
is learned from training
remaining 70% is learned
from by individual learning
(North and Kumta, 2018).
In organizational learning
the Managers and leaders
are responsible to build an
organization where people
can go beyond their
capabilities (Schulz, 2017).
There responsibility is to
give them chance where
they can nourish their inner
knowledge and can share
with one another to
increase the productivity of
Individual learning helps in
growth and development of
a person. This helps to
improve overall personality
of an individual which make
them unique from the
crowd. Individual learning
will further helpful in
organizational learning
when an individual shares
its knowledge and options
in organization helps to
Employees have gone
through orientation. HR
professionals offer training
through which there
performance gets improved
in organization (Banfield,
Kay and Royles, 2018). But
when repeatable methods
is used they are unable to
learn and make further
improvements in their

organization. make future leader. individual personality
Importance of implementing professional and continues learning within Hightown
housing.
Continuous learning is important for Hightown association. It helps the
organization to become adaptive, every changing and innovative. To tackle with the
dynamic changes continuous learning is important. Knowledge can be referred as
power as more employees learn, they are more efficient to contribute it to organization.
Investing in development of employees is cost efficient than hiring new employees. It is
helpful in their career development and personal enrichment. Learning cycle is inquiring
based approach of teaching that can help to promote critical thinking, meaningful
learning and active learning (Boella and Goss-Turner, 2019). Experimental learning
theory can be used in Hightown housing. This approach is based on three proposition
first is that learning is process of creation of knowledge. Second is learning is basically
relearning that us dependent on previously learned material. Third is that learning is
also driven from conflicts as disagreements and differences results into accommodation
and assimilation.
SECTION 2 (LO2)
It is covered in Power point presentation.

CONCLUSION
From the view point of Hightown association, it is analysis that personal skills are
needed to achieve benchmark. It has been concluded from above report that
Continuous professional development is needed in the organization to improve existing
skills of employees and to bring innovation at the workplace. It has been summarized
that organization learning is done only by the individual learning. When an organization
learns it is for all the employees. They share equal competence knowledge with each
other. The professional development is also important to become productive for the
organization. Individual can improve their capabilities through professional
development.

REFERENCES
Books and Journal
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource
management. Oxford University Press.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice.
Palgrave.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human
resource management. John Wiley & Sons.
Gomes, G. and Wojahn, R.M., 2017. Organizational learning capability, innovation and
performance: study in small and medium-sized enterprises (SMES). Revista de
Administração (São Paulo). 52(2). pp.163-175.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a
new analytic framework. Human Resource Management Journal. 27(1). pp.22-
38.
Marchington, M., Kynighou, A. and Donnelly, R., 2016. Human resource management
at work. Kogan Page Publishers.
North, K. and Kumta, G., 2018. Knowledge management: Value creation through
organizational learning. Springer.
Schulz, M., 2017. Organizational learning. The Blackwell companion to organizations,
pp.415-441.

Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley &
Sons.
Trust, T., Krutka, D.G. and Carpenter, J.P., 2016. “Together we are better”: Professional
learning networks for teachers. Computers & education. 102. pp.15-34.