Developing Individuals: Skills and Behaviours for HR Professionals

This document discusses the skills and behaviours required by HR professionals in the context of developing individuals. It examines the differences between individual and organizational learning, training, and development, and highlights the importance of continuous learning and professional development for sustainable business performance. The document also explores how high-performance working contributes to employee engagement and competitive advantages, and evaluates different approaches to performance management. Study material and solved assignments on this topic can be found on Desklib.

Developing Individuals

Table of Contents
INTRODUCTION...........................................................................................................................1
PART A:..........................................................................................................................................1
P1: Examine employee skills and behaviours required by the Hr professionals:...................1
p2: Analyse a completed detailed professional skills audit and personal reflection:.............3
PART B”..........................................................................................................................................7
P3: Analyse the differences between organisational and individual learning , training and
development:..........................................................................................................................7
P4: analyse the needs for continues learning and professional development to drive
sustainable business performances ........................................................................................8
P5: demonstrate understanding of how high performances working contributes to employee
engagement and competitive advantages...............................................................................9
P6: Evaluate different approaches to performances management and demonstrate with specific
example how they can support high performances culture and commitment......................10
CONCLUSION..............................................................................................................................12
References:.....................................................................................................................................13

INTRODUCTION
Development refers to the process which helps the company as well as individual person to
improve their skills and knowledge so that task can be competed in the most profitable manners.
Therefore, it is very important and crucial part of the organisation and for employees as it helps
in enhancing the knowledge at the work related places (Holton and Dent 2016). It can come in
the form of changes and improvement or modification in the company which helps them to
achieve the objectives in the most effective manners. Under this report, the Alexandra-Reisse is a
financial institute is chosen and there will be discussion, on the skills and employees behaviours
which is required by the HR manager. Further identify the diverse factors to assess the
development of the business performance.
PART A:
Development portfolio: this portfolio include the my personal learning and acquiring the new
skills which helps in increase the performance at the personal and professionals fields. It also
have SWOT factor analysis and based on its make the development plan .( Holton, and Dent,
2016)
Human resource management is a process of hiring and selecting the appropriate candidates for
the suitable post in the organisation so that company have enough workforce in the
management team. It involves process like hiring, selection, directing and controlling the
companies activities in the various different ways. the HRM is important for every organisation
as it provide effective employee which helps in achieving goals and objective in the most
profitable manners and making sound business decision in the team.
The portfolio include the planning process which shows personal as well as professional growth
of me and another member of the programs . it involves the skills and abilities which are needed
by the HR manager and examine the various roles and develop the SWOT analysis and make the
personal growth plan . ( Vanmechelen, 2017)
As per the scenario, the individual has many responsibility to compete the task in proper ways
so that desire results can be achieved in time period and their roles and responsibilities are
assigned by the HR manager of the organisation to increase the profits in long period of time. it
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is financial institute which needs HR manager to maintain and balance the employees
behaviours provide them essential skills to perform the activities in most profitable manners.
There are various different type of individual behaviours , knowledge which are needed in the
organisation so that all the function can be performed smoothly.
Behaviour of HR professional:
Coordination: it is the basic things that organisation see in the behaviour of the HR at the work
places that how he is behaving in front of employees and how well in coordinated with its
colleagues and another team members. HR manager must have capabilities to handle the its
team in effective manners by providing them with opportunities and resources to finish the task.
(McKee, 2016
Adaptive: the HR professional is able to adopt to the environment of the organisation so that
task assigned to them by senior member can be competed in effective manners., HR professional
is required to have effective behaviour and ability to adopt to new changes in the work
environment so that he is able to lead the team by example.
Conflict management: it is behaviour where the HR needs to reduce the conflict and issues
within the organisation. it is duty of the HR professional to manage and minimise the problems
in the management level so that work can be competed in effective manners.
Knowledge:
Business knowledge: to get effective results the HR professional needs to have good knowledge
about how to execute the task so that desire outcomes can be seen,the HR manager must hold
effective knowledge which help them to design the structure, various rules and regulation to
attained the goals of the organisation in proper manners.
Personal management: here the HR professional need to execute the action in such way which
will helps in achieving the goals in the most productivity manners. the Hr manager focus on
performing the task in the most effective ways so that mission and vision of the organisation can
be accomplished on time.
Skills:
Communication: it is most important and essential skills of the HR professional as it helps in
giving correct information to the another member of team so that task can be competed in the
most profitable ways., the HR manager needs to have good communication skills which helps
reduce many conflicts in the organisation.
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Leadership: the HR professional must have strong leadership skills which help in proper
guidance to the employees so that work can be done in accurate manners. all the employees are
answerable to leader about their actions. (Moreira‐ 2017)
The importance of CPD to human resource and need to record and evlauted:
Continuing professional development have important role in HRM , focusing on improving their
skills of existing employees by providing various training and development programs which
helps the employees to learn the new skills and technique to perform better in the task and
achieve the desire level of profits margin of the organisation
Professional skill audit: Here i have examine the various skills which I already have and
which skills i need to improve so that I can put the effective efforts at the work place as well as
in the personal life.
Communication skills:
 How effectively i communicate with
another people?
 How my soft skills influence other people
to develop the interest to topics?
 How my speed of communication affect
others?
Skilled
1
Moderately
skilled
1
Need of
training
1
Engagement skills:
 How effectively my engagement skills
are?
 How my engagement skills impact upon
while communicating with another’s
1
1
3

Analytical skills:
 How my analytical skills are? 1
Planning and organisational skills:
 How effectively i work with my
organisational skills?
 How much skill i have?
1
1
Action skills:
How efficient i finished my work: 1
Learning and
development
needs .
In the present
situation, I need
to improve
communication
skills, analytical
skills, organizing
and planning
skills so that I
can contribute to
the firm
Type of
development
Need of effective
coaching,
mentoring and
committee
membership and
various class
discussion which
helps me to be
more
productivity at
my work and
provide my
helpful hand
within company .
Timescale
Program duration
is 1.5 years.
(M.A. and
Skidmore, 2018)
Who is
responsible
I need the help
from the senior
manager and
leader and
another staff
member who can
helps in
understanding
the work in
proper ways.
Further
comments:
Make use of
effective books
based on
leadership and
management
skills and attend
various programs
to perform the
performances.
4

strength Weakness:
I am strong in skills and reasoning abilities,
having effective knowledge which helps in
performing better in the role and
responsibilities of human resource.
I an able to solve the conflict at the work place
in the less time as my decision making is good
and I can handle the group of people at a time.
(Soomro, and Shah., 2015.)
Opportunities :
With the help of learning programs I have a
chance to improve my skills and hold on the
new opportunities which are present in the
organisation. (Hashim, 2015)
the organisation provide training programs
which helps in achieving the goals in the
personal as well as in the professional life.
It is difficult to understand the changing work
environment which also damage my work in
the team.
I needs to work on having effective
understanding the leadership style which helps
in handing the worker.
Threads:
Here i have examine the various competition
from the another people of the organisation as
they have more effective skills which I lack at
the work places.
Advance technology also a tread as the market
is adopting new technology so I need to learn
the new methods. ( Fagermoen, , 1997)
Reflective report: under this report, the expectation and actual performance are reflective which
I have evolved while coming under the various programs .
Description Analysis Outcomes
Expectations I would like to thanks my
professor to give me such
opportunities to understand
how individual can be
effective in its skills and can
improve them to earn the
desire results in the effective
I can improve my
communication and
knowledge by reading more
books to fulfil my expectation
and attained various training
programs.
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manners. I have also learn that
employee behaviours, skills
and knowledge of worker are
important factors that help
becoming more influenced
person as HR professional.
Performances: I also need look into another
aspect like attending the group
discussion, sharing my point
of view in meeting and
following the expectation of
another people as well in the
management team.
I can learn more important
things in the shortest period of
time so that final outcomes
can be achieved in the
organisation.
PDP plan:
It is a plan which helps me in checking myself from the point of view of the organisation
expectation and make effective changes which will help me to improve my skills and capabilities
to perform better in the organisation and achieve the desire results. PDP plan is stated as below:
Learning
objective
Current
proficiency
Target
proficiency
Development
opportunities
Judging
criteria
Time scale
Communication
skills:
As per my
current
situation, I
need to focus
on improving
my
communication
skills so that
organisation
are able to
I need to target
few important
coaching class
that helps in
making
communication
easy so that
goals can be
achieved.
With the
help of plan i
can holds on
to many
opportunities
like
participation
in
presentation
and meeting
The higher
authorities,
and various
colleagues
have judge
mu
performance
accurately
and in
effective
It will take
around 80-
90 days to
develop the
new skills
and
capabilities.
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achieve their
goals and
objective in
effective
manners.
and
seminars.
ways.
Lack of skills
to dis-solve the
issues at work
places.
I need to focus
on how to
solve the issues
at the work
places so that
desire results
can be
achieved .
I can maintain
the good and
healthy work
environment
which provide
better
outcomes and
helps in
meeting the
future goals.
I will able to
gain good
experiences
which will
increase my
productivity
in coming
years.
Directors and
shareholder
are able to
evaluate my
performances.
It can take
around 50-
60 days.
PART B
LO 2:
P3: Analyse the differences between organisational and individual learning , training and
development:
To get the high performance from the employee of the organisation they need to be provide with
the effective training and development programs which helps them to achieve the high profits in
the market places.
Here the Alexandra organization, uses different learning process to enhance the work of the
organization and are able to achieve the desire outcomes in the most effective manners.( Noble,
2018. )
The inclusive teaching refers to range of teaching approaches which help employees and all the
staff members to learn new skills and knowledge so that task can be performed in the most
effective and efficient manners. in the context of Alexandra reisse the manager and leader must
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focus on providing effect learning to its all staff members so that desire results can be
accomplished.
Learning is a process where individual adopts new skills, better behaviour at work place, adding
value to their morale and norms so that individual work in certain way which helps in achieving
the objective of the organisation. with the learning concepts employee of the organisation can
easily achieve the target goals in the effective manner. (Papadatou-Pastou and Tomprou, 2015)
Organisation learning: it is one of the important process where the employees are provided
with the effective training and development , transferring the information in team for having
effective outcomes in the organisation. With the references of Alexandra ressie, they have
unique idea to manage their team so that proper results can be achieved by them. The employee
will able to improve their inputs so that work can be competed in proper time period. Here the
organisation give effective training to its worker and make them productivity at their work.
Individual learning: it is a process where the individual can have accurate information about
the task to gain more experiences in the their respective fields. It is based on external sources so
the employee can collect the accurate information to perform according to needs of organisation
goals. In the context of Alexandra reisse the manager look after the requirement of its employees
in terms of providing accurate information which helps them to perform better in the team. Here
the person have good experience about the work which helps them to compete the task in better
ways . (Wheeler, S.205)
Basis Individual Organisational
scope There are various number of
learning for the individual so
that effective results can be
taken out for the organisation
and have larger scope in the
market
It has large scope because of
various functional activities of
the organisation.
time There is no time limit so that
people can achieve and learn
new skills within the instituted
It has short time period as
organisation cannot provide
training and development
programs for the new and
existing employees.
8

Training: it is process where the individual has a right to follow the companies instruction so that
goals and objective can be achieved by the organisation. it helps in improving the confidence
of employees by providing them effective training programs which will help them to learn new
technique to execute the task.
Here the worker of the organisation are offered by the different kinds of training programs
where they can learn the new and advance skills and technology which helps them to
performance better in the given task . ( Kelly, 2007. )
Development: it is related to improving and adding the new skills and knowledge so that
individual as well as organisation are able to captured their target in profitable manners.
Basis training Development
Orientation It is related to particular job post
in the organisation
Organisation are able to develop and
achieve the new target in the market
place.
Skills Skills are checked or looked after
by the manager
Innovative ideas and things are
monitor by he manager.
P4: analyse the needs for continues learning and professional development to drive sustainable
business performances .
Continuous learning: it is process of learning which is on going process which helps the
employee to learn new things that next highest levels which further lead them to achieve
sustainable organisation objectives.
Professional development: it refers to process where the employees knowledge and skills are
achieve by providing them effective development programs. Here all the members of the
organisation can performing their part of activities in proper manners so that task can be
achieved by the company. (Scotland, Cossar and McKenzie, 2015)
In every organisation , there is need of continuous learning so that all the worker are performing
for achieving the common goals while learning from every task and activities and improving
their work at the team. The professional development leads to enhance the professional skills
which are important to completed the task in better ways (Rabasa‐Lhoret, 2013)
9

Gibble reflective cycle: this model was developed by the Graham Gibbs to give structure to
learning from the experiences . it is model is a good way to work while having the experience
and improve their performance and achieve the desire outcomes .
The application of the this model is that it helps in understanding the experience the person have
in the particular task and examine the area where improvement is required. ( Sachs,, 2001)
this model have six steps which are stated as below:
Description: here situation is describe like what happened and where did it happened, how were
involved in it. And important information is a key for better understanding the situation so that
effective results can be shown
Feeling: this stage show how i was feeling at the performance and how much I was aware about
the goals of the organisation. how did i feel before this situation took place and what feels i had
while in such situation.
Evaluation: here i need to evaluate what was the positive about the situation, and what are the
negative aspects and how the event went well or not. And how did the people responds to such
condition.
Conclusion: after having experiences , what was the conclusion draw out the activities and how
i have faced those challenges and how do i have handle the certain condition and what skills do i
have develop while attending the such events and programs.
Action: it is final step where the action are formed for the coming situation or events. From the
conclusion stage people make strong promise to themselves and execute their plan of action to
achieve their goals and objective in proper manners.
Experiences: if the person thinks about its own experiences then it will help them to perform
better in coming task and activities so that work can be performed in effective manners. the
individual have unique and different experience while going though the different learning and
development programs.
It helps in making the effective personal and professional plan as it provide the area where the I
need to improve my skills and capabilities so that I can comp0lete my work on the time and in
the most effective manner. I am able identify the my strength like managing the team and
various another things and weakness like fear of competition in the market place. ( Rowe,
2015.)
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P5: demonstrate understanding of how high performances working contributes to employee
engagement and competitive advantages.
The high performance working (HPW) is a process of creating the culture where there is
transparency , trust and openness among the team members of the organisation so that higher
outcomes can be seen in the company, it is system which have proper hierarchical structure
where the organisation can operates its activities and create the flatter structure where the
employee are happy and highly engage in activities and are motivated to perform and share their
ideas and tries to understand the mission and vision of the organisation (Vega, 2015). in the
another words, it can be defined as general approach to manage the companies goals and
objective in the most effective manners by engaging the employee involvement and
commitment towards the organisation objective which are to be achieved in the set time period.
these high performance working particle are divided among the three subareas such as:
High employee engagement: here the manager look after that all the employee are
involvement in working out the task for the organisation and contribute towards achieving the
common goals and objective in the effective ways and by using different methods to compete
the tasks. (Smith and Rowe, 2015)
Human resource practices: here the organisation make effective use of human resources
present in the management team which will help them to achieve the goals and objectives in the
certain and profitable manners which by achieved by hiring and retaining the most qualified
candidates of the organisation.
Reward and commitment practices: the organisation offers or provide rewards to its best
performance by the employees in the given task and activities. These practices help the getting
the work done from the employee by motivating them to better by giving them a rewards for
their good work in the organisation (Soomro. and Shah 2015)
These high performance working helps in taking the competitive advantage in the market places
so that organisation can build the strong brand name in the target market places. The
competitive advantage can be taken by employee who is working at their full potential in the
market so that common objectives can be achieved (Vanmechelen and Noble 2018).
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P6: Evaluate different approaches to performances management and demonstrate with specific
example how they can support high performances culture and commitment.
Performance management can be referred to as the procedure whereby managers as well as
employees work collaboratively for the achievement of goals and objectives as per the pre
defined plan. In other words, it can be said to be the process that consists of chain of activities
which are aimed at accomplishment of goals within due course of time in an effective and
efficient manner. The performance management refers to the process where all the worker are
provided with the proper guidance which helps them to achieve the outcomes in the most
profitable manner and in the accurate manners.
In this relation, the different approaches to performance management are described in context of
Alexandra Reisse as follows:-
Collaborative Working-
When two or more than two individuals work together with a view to share their ideas regarding
the best way to complete a task or accomplish a goal, it is referred to as collaborative working. It
is also called joint working or partnership. For instance: the manager of Alexandra Reisse sets
targets for each and every individual so that they can work in accordance with them.
Collaborative working within the confines of Alexandra Reisse is linked to high performance
culture. This instils a sense of commitment and loyalty within the employees towards the team as
well as organisation. This helps in accomplishing the organisational goals and objectives in due
course of time.
Comparative approach–
This is an approach whereby the ranking of every individual is compared with another group
maintain same specification. For instance: Within the confines of Alexandra Reisse, the ranking
is done in terms of high performer to low performer. This provides assistance in analysis and
management of performance in an effective manner and finding out the deviations lying within
the performance of personnel.
Attributes approach-
This is an approach whereby the evaluation of performance of employees in done in accordance
with pre defined set of characteristic, like problem solving, creativity, time management and
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many more. For instance: The rating within the confines of Alexandra Reisse is done in
accordance with the graph that encompasses all the characteristics of an individual.
Behavioural approach–
This consists of a number of techniques as well as tools which provide shape to the overall
performance as well as behavioural conduct of individuals functioning within a company. For
instance: Alexandra Reisse evaluates the performance of personnel in accordance with their
behaviour and abidance to the ethics. At timShah, N., 2015.es, the entity also makes use of
behavioural observation scale for carrying out this approach.
Resultative approach-
This is an approach to performance management which emphasizes upon the performance
delivered by employees in terms of whether the objective is met or not. For instance: Alexandra
Reisse makes use of 2 methods, namely, measuring the level of productivity and balance
scorecard.
This approaches helps the organisation to have high performance working as collaborative helps
in having good coordination among the team member so that task can be competed in time.
Behavioural approach helps the improve the work of the organisation as all the worker have
good and effective relation with each other.( Shah,2015.)
CONCLUSION
According to above discussion, it can be stated that developing individual at work places in
making good employee which will helps in achieving the goals and objectives in the most
profitable manners. Further there was discussion on the personal and reflective plan which helps
in analysis various skills and knowledge so that task can be competed in effective manners.
There were various different training and development programs which helps in improving
various skills of employee so that they can perform better in the organisation.
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