Unit 35 Developing Individuals, Teams and Organisation (Doc)
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Added on 2020-12-09
Unit 35 Developing Individuals, Teams and Organisation (Doc)
Added on 2020-12-09
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Unit 35 DevelopingIndividuals, Teams andOrganisation
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1LO 1.................................................................................................................................................1P1. Determine appropriate and professional knowledge, skills and behaviours that are requiredby HR professionals...............................................................................................................1P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills andbehaviours and develop a professional development plan for a given job role......................3LO 2.................................................................................................................................................5P3 Analyse the differences between organisational and individual learning, training anddevelopment...........................................................................................................................5P4 Analyse the need for continuous learning and professional development to drivesustainable business performance...........................................................................................7LO 3.................................................................................................................................................9P5. Demonstrate understanding of how HPW contributes to employee engagement andcompetitive advantage within a specific organisational situation..........................................9LO 4...............................................................................................................................................10P6 Evaluate different approaches to performance management (e.g. collaborative working),and demonstrate with specific examples how they can support high-performance culture andcommitment..........................................................................................................................10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
INTRODUCTIONSuccess of a company is totally depended on its capability of growth and expansion.Development of individuals and teams working in organisation will result in generation of morechances for expansion and growth. The following report will describe professional knowledge,behaviour and skills of an HR with and analyses of their personal skills audit. Furthermore,difference between organisational and individual learning and training and development with aneed for professional development and continuous learning have been explained in this study.The present study will explain the understanding of HPW contribution to employee engagement.Furthermore, this report will describe the evaluation of different approaches to performancemanagement and their support to high-performance culture and commitment.LO 1P1. Determine appropriate and professional knowledge, skills and behaviours that are requiredby HR professionalsTo fulfil the vacant job positions in the company, HR is responsible for appointingqualified candidates which are helpful in increasing productivity of firm and creating morechances of development and expansion.Professional skills-Multi-tasking- HR has various kinds of responsibilities and work to perform which aredynamic in nature and to cope up with this, HR of Whirlpool has to be multi-tasking in theirfield. They should remain calm in very situation and manage their time and perform all kind oftask with same efficiency.Communicating- HR of whirlpool should possess a great communication skill. HR teamis responsible for interaction with every member of the company which can be done on phone orthrough emails. This involves clear writing through which miscommunication is avoidedregarding rules and policies of Whirlpool and critical listening through which discussions forfinding solutions can be done.Adaptability- This includes adapting of changes which are essential for smooth workingof an organisation. HR managers Whirlpool should be flexible in working so that changes caneasily be adopted by them without causing any barriers to functioning of Whirlpool.Professional knowledge- 1
Law and Government- HR of whirlpool should have a great knowledge regarding thelegal codes, government regulations, laws, executive orders, court procedures which areessential for avoiding any legal issues which will hamper the working of the company. Thefunctioning of Whirlpool should be legal in eyes of government which will create trust amongpublic.Psychology- HR of Whirlpool should have a better understanding of differences ofpersonality, interests, methods and styles of working, their abilities to perform a given task andbehaviour of employees of Whirlpool which will help HR manager to measure and make adifference of their performance level and take necessary steps for improvement.Clerical- This includes knowledge of administrative procedures and systems which aremanaging files and records, designing forms and word processing which will be helpful increating a smooth base for working of Whirlpool and removing technical faults and issues. Thiswill further help in reducing wastage of time and resources of Whirlpool.Behaviour- Trustworthy- HR managers are examples of working with greater efficiency withmanaging time and resolving conflicts for employees of Whirlpool. HR manager of Whirlpoolshould be trustworthy so that workers can communicate openly with them and find the bestsolutions (Bolden, 2016). Also, top level management of Whirlpool can also disclose theirpolicies and strategies regarding overcoming the competition which are confidential. 2Illustration 1: Professional knowledge of HR(Source: Professional Knowledge HR, 2017)
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