This document discusses the importance of developing individual, teams, and organizations. It covers topics such as the knowledge, skills, and attributes required for an HR Adviser, conducting a personal skill audit, creating a professional development plan, and understanding inclusive learning and development culture within an organization.
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Developing Individual, Teams and Organisations
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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 aregenerated 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
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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 12345 Communicatio n 1 Honesty1 flexibility1 Teamwork1 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 PriorityActivities to be undertaken ResourcesTarget Start date Targetend date Criteria for success Communica tion highHR department must have a oraland verbal activity. Which must be developed for improvemen t of oral and verbal communicat ion. Resources required will be oral andverbal tutor videos. December01/01/20Communica tionskills needs to be improved whichwill enhancethe qualityof the HR team .Thiswill beeasyto seal with the clientsas wellas workers and helpin tacklingthe situations easily. Charity will beeasier andbinding peoplewith 4
the community willbe contribute to the firm. Conflict resolving mediumAssisting workersto resolvethe conflictand maintain peaceand harmony withinthe organization (Cartwright, 2017). Maintaining peace is the keyfor every individual. Keepingan eyeonthe every movement ofthe workersso asto minimise the misconduct inthe working environment . Assoonas possible(1 November) 31/12/19Havinga communicat ion strategies withthe workers as it isa charitable trust.If conflict arisesthere exists a low paceof work. Time Managemen t MediumTasks carriedout withinthe organization mustbe time specific which results in the Various time management strategies needs to be addressed whichcan be used as a base for the 01/10/1930/12/19Fora successful management of the work events carriedout must be well managed through 5
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generation ofbetter performance . completion oftask, keepingthe workers motivated towardsthe work. whichthe tasksgets easierand improves thequality of the work. Changein management HighAsthe management changes thereisa changein the behaviour of the workers, astheyare not satisfied withthe changein the management system. Changing strategies whichmust be made as perthe mental behaviour of the workers(Col lins, 2016). 12/01/1920/03/20Providing the strategies and management ofthe operations byvarious 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 worktheindividualdoesbecomesforprofessionalandspecializedinthatcertain 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 clarityover things rather than practicalopportunities. The excellenceis 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
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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 levelsforPPPstakeholderorganisationsusingcriticalsuccessfactors.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.andPoirier,E.A.,2017.Developingownerinformation 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 teamsandagileleadership.InternationalJournalofProductivityandPerformance Management.64(1). pp.112-128. Ratiu, L., David, O.A. and Baban, A., 2016. Developing managerial skills through coaching: Efficacyof acognitive-behavioralcoachingprogram.Journalof rational-emotive& cognitive-behavior therapy.34(4). pp.244-266. Thorpe, R., 2016.Gower handbook of leadership and management development. CRC Press. 9