Unit 35 Developing Individuals, Teams And Organisation - Pdf
Added on 2020-12-29
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UNIT 35 DEVELOPINGINDIVIDUALS, TEAMSAND ORGANISATIONS
Table of ContentsINTRODUCTION...........................................................................................................................1LO 1.................................................................................................................................................1P1. Professional knowledge, skills and behaviours that are required by HR professional in theorganisation............................................................................................................................1P2. Personal skills audit to identify appropriate knowledge, skills and behaviours to developprofessional development plan...............................................................................................3LO 2.................................................................................................................................................5P3. Differences between organisation learning, training and development and organisationlearning, training and development........................................................................................5P4. Need for continuous learning and professional development to drive sustainable businessperformances..........................................................................................................................7LO 3.................................................................................................................................................8P5. How HPW contributes to employee engagement and competitive advantages...............8LO 4.................................................................................................................................................9P6. Different approaches to performance management and how can support in high-performance culture and commitment....................................................................................9CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
INTRODUCTIONIndividual and team development define to make wide success which depends on abilitythat continuously expand and improve effective results. With this consideration, performancecapacity increases of an individual and team that develop significant advantages in the enterprise(Harvey and Kitson, 2015). Present study based on Whirlpool’s, it is an home appliancemanufacturer undergoing a major restructuring so that better market position could be availed. .With the help of innovation and productivity, they work effectively to accomplish desired goals. In order to gain insight information of the present study, it covers professionalknowledge, skills and behaviours that are required by HR professional in the enterprise.Furthermore, personal skills audit also identify to implement appropriate knowledge, skills andbehaviours. Moreover, report assists to demonstrate understanding of HPW contribution inemployee engagement and competitive advantages. LO 1P1. Professional knowledge, skills and behaviours that are required by HR professional in theorganisationIn Whirlpool’s, HR professional requires different knowledge, skills and behaviourswhich played successfully in the organisation. Therefore, it is essential to set certain criteria toknow and deliver at all stages of their career in effective and successful manner (Coetzer, Bussinand Geldenhuys, 2017). Professional behavioursHR functions and responsibilities identified following behaviours to make successfulresults. They are as follows:Decisive thinker: Decisive thinker behaviour consider to analyse and understand data andinformation very quickly. Hence, it is essential to consist robust, defendable views, thatassists to look at the financials of Whirlpool’s. Restructuring team requires to applyinformation, insight and knowledge in appropriate way (de Wet, O’Donnell and Bowie,2014). Skilled influencer: Human resource Manager of the chosen organisation must influencetheir people at all levels inside and the outside the organisation. They possess quality of1
commitment, consensus and support which must be consider in plan to increasesuccessful outcomes and results in chosen business. Courage to challenge: HR professional behaviour in Whirlpool’s need to considerdistinctive point of view that enriches debate. Courage to challenge behaviour determinesdevelopment of a person to face several challenges (Explore the key skills you need tosucceed as an HR and L&D professional, 2018). Ethics: HR professional must have knowledge related to ethics which generally includeshonesty, fairness, equality, dignity as well as diversity. Ethics further include thepersonal and corporate standard of behaviour which are exact expected by professionals. Confidentiality: HR professionals of Whirlpool also maintain the confidentiality whichmeans that no data should be passes to another because asper the data protection act it isconsider as a illegal.Professional knowledgeProfessional knowledge in HR consider following elements that are successfullyapplicable to perform functions and operations in desired manner. They are as follows:Organisation design: HR professional of Whirlpool requires appropriate knowledge oforganisation because it contains appropriate designed to deliver maximum impact in shortand long term context (Tortorella and Fogliatto, 2014). Organisation development: Organisational development consider with assessment oforganisational and individual capability that require aligning strategy, people and processto optimise effectiveness and accomplish goals. It drives on appropriate culture,behaviour, skills and performance in Whirlpool’s to change management strategy. Resourcing and talent planning: HR professional of Whirlpool’s must ensure thatorganisation consist strategic ambitions for their future development. As a result, inWhirlpool’s appropriate planning required so that talented people must be recruited. Learning and development: Individual and organisational capability in Whirlpool’s mustbe consider to meet their current and strategic requirement. As a result, HR professionalconsider successful operations with learning culture that must be develop for capabilitydevelopment (Ali Taha, Sirkova and Ferencova, 2016). Professional skills2
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