HR Advisor Role and Development: Individuals, Teams, and Organizations

This report delves into the multifaceted role of an HR advisor within an organization, focusing on the development of individuals, teams, and the organization as a whole. It begins by outlining the essential knowledge, skills, and attributes (KSAs) required for an HR advisor, emphasizing the importance of communication, strategic planning, and ethical conduct. The report then presents a personal skill audit using a SWOT analysis to identify strengths, weaknesses, opportunities, and threats. A detailed professional development plan is included, specifying skill priorities, activities, resources, target dates, and success criteria. The report also discusses the creation of an inclusive learning and development culture, highlighting the importance of both individual and organizational learning, along with continuous professional development. Finally, the report examines different approaches to performance management, providing a comprehensive overview of the HR advisor's role in fostering a high-performing and learning-oriented work environment. The report also includes references to support the analysis.

Developing Individual, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
SCENARIO 1...................................................................................................................................1
1. Knowledge, skills and attributes(KSA) required as a role of HR Adviser.............................1
2. Personal skill audit ................................................................................................................2
3.Professional development plan:...............................................................................................3
4. Inclusive learning and development culture within the Organization....................................6
Scenario 2.........................................................................................................................................8
3.Approaches to performance management:...............................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
The aim of this unit is to provide opportunity for students to appreciate that developing
skills and knowledge to achieve high performance. Students will find out their own professional
development skills to improve performance of teams and organization. They will also attain the
awareness of the circumstances in which learning takes place and how development needs are
connected to learning interference aimed at supporting the strategy of the organisation. On
successful completion of this brief, students will put the foundations for their own to continue
their professional development which will help them in future to engage in lifelong learning.
According to this project there is a discussion of requirement by HR which are skills, behaviour
and knowledge and with all of them how they use them to develop a professional plan and the
reflections on their personal skills and the ways of the improvements.
SCENARIO 1
1. Knowledge, skills and attributes(KSA) required as a role of HR Adviser.
HR manager plays a major role in an Organization which facilitates the growth and
development of the organization. A major concern with the development and the growth of the
individuals in an organization. This aims for the growth of the employees through providing the
strategies of development within the organization. The major knowledge, skills and attributes that
a HR advisor must have for the growth and development of the organization.
Knowledge- A HR advisor must have a knowledge about the every aspect of the work culture
which aims to be provide an efficient and a better learning skills. The advisor must have a
knowledge which aims for the development and the growth of industry. For hiring the workers at
Hightown's housing society HR must be aware about the need of the workers which are required
in the industry. HR must be aware about the preference list who are needed in the organization.
HR advisor advises the organization about the policies that are to be followed within the industry.
Strategies planning is not in the hands of HR but wise use of those strategy needs to be achieved
which can be used to develop the firm's culture and focused in building the work ethics within
organization. HR advisor keep a record that the policies made for the development of the
organization are implemented in the workplace(Akhavan and Mahdi Hosseini, 2016).
Skills- basic measure which is required for the development of the of an organization are the
skills. As for HR manager the communication skills needs to be developed which can help HR
advisor needs to build as to put up the first impression which can be used to facilitate the HR
1

department or the workers of the firm. Hightown housing association needs good employees
because the association is charitable house providing and such people who believe in this purpose
of life are difficult to find. HR must build the strategy which is required for the development of
the workers and firm. HR can be the strategy changer for the Hightown's Housing Society which
can upgrade and facilitate the performance of the workers and help them with strategies which
aims for the growth and development of the firm.
Attributes- HR advisor make sure that the strategy built up by the workers so that all the
ethical and cultural norms are followed within the organization. The HR advisor must have vast
knowledge and experience that an organization needs more of corporate workers. Leadership and
team building quality of the workers must be good which can be used to develop the working
culture(Babatunde, Perera and Zhou, 2016). Difficulties and problems faced by the workers must
be resolved and the issues which are generated must be provided by a systematic approach and
provide and exact solution. Ways of communication must be improved which can create a sense
of bonding and awareness of the employees.
2. Personal skill audit
Personal skill audit is reflected by the Swot analysis.
Strength- strength of HR advisor would be the management and the task in the work related
context. Management of work on time and finding the systematic approaches which needs to be
done with time must be managed by the HR advisor. A wise management and decision of the
workers must be managed by the HR, as HR plays an important role in dealing with the
recruitment and selection of staff. HR must fulfil the strategic planing of the organization and to
deliver out the best approach which needs to be done to gain the advantageous strategy. HR is the
bridge that links the workers with the higher officials of the firm, if workers are facing any issues
related to the work they must be resolved by minimising the gender gap between employee and
management.
Weakness- weakness of HR advisor is the time management strategy which HR must be aware
to maintain the things on time. If a weak or wrong selection of the workers is done that will lead
you to the bad working culture. As it is a charitable trust the management of the work must be
done in order to develop the working strategy which needs to be done in order to work for the
better working strategy. Weakness of the HR advisor can be the misconception of the work
2

which can be done in order to carry out salient working conditions. A weaker strategic planning
must be developed to achieve the task(Batarseh, Usher and Daspit, 2017).
Opportunities- HR of the organization must be aware of the opportunities and to develop the firm
with the better working skills which can be used for the betterment of the firm. Hightown
Housing working society is a charitable trust which aims for the charitable work which can be
done by the by various process. As a freelancer working the experienced gained by the HR
advisor can be used for the developing at some other platforms. As a charitable organization the
developing a customer base is a typical task for the HR. many of the qualities can be refined and
reused from the organization.
Threats- there are many situations which is tough for the HR to deal alone. For which a team is
required for settling up of the work. Charity generation and money handling can be a tougher
task as many of the workers needs to question about the working.
3.Professional development plan:
Professional
skill
1 2 3 4 5
Communicatio
n
1
Honesty 1
flexibility 1
Teamwork 1
Decision
making
1
As for the development of the work plan, as HR advisor it is seen that the workers are
more hesitated to deliver out the problems faced by them in the working conditions, but they are
very much dedicated to the work and practices carried out within the organization. Their loyalty
is reflected in the kind of work they produces. They are genuine and dedicated towards the task
they are put upon. They have good flexible behaviour they dedicate themselves for the firm.
Stress management needs to be improved as they works as in the family, stress reliever needs to
be addressed within workers. Team work is quiet good as they are more enthusiastic in team
working strategy and team working task. Their learning skills are improved due to the team
3

working strategy. Team work boosts up the morale and help them to work efficiently and
effectively. As in opinion the workers are less skilled as they are different backgrounds they need
extra care and attention through which they are more aware towards tasks. They are more
dependent on the working strategies and are less aware to do the work all alone. The confusion
created makes the work complex and disturbs the mental health of the workers(Borkowski and
et.al., 2016).
Developme
nt objective
Priority Activities to
be
undertaken
Resources Target
Start date
Target end
date
Criteria for
success
Communica
tion
high HR
department
must have a
oral and
verbal
activity.
Which must
be
developed
for
improvemen
t of oral and
verbal
communicat
ion.
Resources
required
will be oral
and verbal
tutor videos.
December 01/01/20 Communica
tion skills
needs to be
improved
which will
enhance the
quality of
the HR team
. This will
be easy to
seal with the
clients as
well as
workers and
help in
tackling the
situations
easily.
Charity will
be easier
and binding
people with
4

the
community
will be
contribute to
the firm.
Conflict
resolving
medium Assisting
workers to
resolve the
conflict and
maintain
peace and
harmony
within the
organization
(Cartwright,
2017).
Maintaining
peace is the
key for
every
individual.
Keeping an
eye on the
every
movement
of the
workers so
as to
minimise
the
misconduct
in the
working
environment
.
As soon as
possible(1
November)
31/12/19 Having a
communicat
ion
strategies
with the
workers as it
is a
charitable
trust. If
conflict
arises there
exists a low
pace of
work.
Time
Managemen
t
Medium Tasks
carried out
within the
organization
must be
time
specific
which
results in the
Various
time
management
strategies
needs to be
addressed
which can
be used as a
base for the
01/10/19 30/12/19 For a
successful
management
of the work
events
carried out
must be well
managed
through
5

generation
of better
performance
.
completion
of task,
keeping the
workers
motivated
towards the
work.
which the
tasks gets
easier and
improves
the quality
of the work.
Change in
management
High As the
management
changes
there is a
change in
the
behaviour of
the workers,
as they are
not satisfied
with the
change in
the
management
system.
Changing
strategies
which must
be made as
per the
mental
behaviour of
the
workers(Col
lins, 2016).
12/01/19 20/03/20 Providing
the
strategies
and
management
of the
operations
by various
training
programs.
4. Inclusive learning and development culture within the Organization
Organizational and individual learning-
The individual learning from this association are new ideas and skills and as they gain by
expertising the work productively. When someone learns something from the organization then
they must share the knowledge because that could come in use for the other employees and when
the individual does not share then that is a loss for the association. According to the study, the
work the individual does becomes for professional and specialized in that certain
department(Cavka, Staub-French and Poirier, 2017).
6

Organizational learning is there in all the fields of the association and the only difference
is that the process can be slow or fast. The major goals of association learning are those that the
efficiency increases, getting use to the changing environment and to adapt to uncertain situations.
Training and developments
The training and development of an individual of an association is that the employees
learn to deal with changing jobs and roles in the industry. Training helps the employees to get
skills, knowledge and attitude for dealing with the job designation. The learning is that they are
job related and gives the bases of the job. When the employees are well trained then it gets easier
for the association to work efficiently and achieve its goals and aims. The development can only
happen when there is an understanding between the employees and the management. The
employees have to be well trained so that the organisation can be understood by the employees
and the work procedure can be matched to its standards(Glover and et.al., 2016).
Need for continuous learning and professional development
Diverging
Diverging people look at things from a different point of view and are very sensitive.
These type of people prefer to watch instead of doing anything and use there imagination for
doing things. They have a take on situations in different ways and many ways.
Assimilating
The importance is more towards the ideas and concepts more than the people of this type.
They need a clarity over things rather than practical opportunities. The excellence is in
understanding the information and organising it clearly and in a logical format.
Assimilating type of people are less concern about other people but focus on the concept
and abstract. Assimilated type of people are not attracted to practical values but are rather
attracted towards logical sound theories. This type of people have time to think over things,
prefer reading, attending lectures, etc.
Converging
This type of people can solve problems and through there personal learning will find
practical solutions to situations. They are lest concern about people and prefer technical tasks.
This type of person find ways to use theories and ideas into practical use. Through questions and
problems they can find solutions to problems and making decisions(Kolmos, Hadgraft and
Holgaard, 2016).
7

Accommodating
They usually follow up on 'gut' feeling as opposed to sensible study. Individuals with a
helpful learning style will in general depend on others for data than do their very own study. This
learning style is common inside the overall public.
The helpful learning style is 'hands-on,' and depends on instinct instead of reasoning.
These individuals utilize other individuals' study and like to take a down to earth, experiential
methodology. They are pulled in to new difficulties and encounters and to carry plans out(Parker,
Holesgrove and Pathak, 2015).
Scenario 2
1.Elements of HPW
(Covered in PPT)
2.Benefits of HPW
(Covered in PPT)
3.Approaches to performance management:
(Covered in PPT)
CONCLUSION
This study concludes that the HR advisor of the Hightown's housing society elaborates
hid own skills for the development of the organization which help the organization in better
achievability of the skills of advisor which is beneficial for the firm. Knowledge, skills and
attributes are reflected and various ways of improvising are carried out in the study. Skills audit
reflects skills of the HR Advisor which can be used to suggest the workers. A reflection plan
reflects the skills which needs to be improved as per the organization. Learning and development
as per the requirements of the organization is done for the development of skills. High
performance working system is evaluated which can be used as operate organization as a
strategic tool. Analysis and ways of improvement of HPW practices as per the improvements
required at Hightown's Housing Society.
8

REFERENCES
Books and Journals
Akhavan, P. and Mahdi Hosseini, S., 2016. Social capital, knowledge sharing, and innovation
capability: an empirical study of R&D teams in Iran. Technology Analysis & Strategic
Management. 28(1). pp.96-113.
Babatunde, S.O., Perera, S. and Zhou, L., 2016. Methodology for developing capability maturity
levels for PPP stakeholder organisations using critical success factors. Construction
Innovation. 16(1). pp.81-110.
Batarseh, F.S., Usher, J.M. and Daspit, J.J., 2017. Collaboration capability in virtual teams:
examining the influence on diversity and innovation. International Journal of Innovation
Management. 21(04). p.1750034.
Borkowski, D and et.al., 2016. Research culture in allied health: a systematic review. Australian
Journal of Primary Health. 22(4). pp.294-303.
Cartwright, R., 2017. Mastering team leadership. Macmillan International Higher Education.
Cavka, H.B., Staub-French, S. and Poirier, E.A., 2017. Developing owner information
requirements for BIM-enabled project delivery and asset management. Automation in
construction. 83. pp.169-183.
Collins, S., 2016. The commitment of social workers in the UK: Committed to the profession,
the organisation and service users?. Practice. 28(3). pp.159-179.
Glover, I and et.al., 2016. Pedagogy first: Realising technology enhanced learning by focusing
on teaching practice. British Journal of Educational Technology. 47(5). pp.993-1002.
Kolmos, A., Hadgraft, R.G. and Holgaard, J.E., 2016. Response strategies for curriculum change
in engineering. International Journal of Technology and Design Education. 26(3). pp.391-
411.
Parker, D.W., Holesgrove, M. and Pathak, R., 2015. Improving productivity with self-organised
teams and agile leadership. International Journal of Productivity and Performance
Management. 64(1). pp.112-128.
Ratiu, L., David, O.A. and Baban, A., 2016. Developing managerial skills through coaching:
Efficacy of a cognitive-behavioral coaching program. Journal of rational-emotive &
cognitive-behavior therapy. 34(4). pp.244-266.
Thorpe, R., 2016. Gower handbook of leadership and management development. CRC Press.
9