Developing Individuals, Teams and Organisations

Unit 35 - Developing Individuals,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 determine appropriate and professional knowledge, skills and behaviour that are required
by HR professionals.....................................................................................................................3
Skills and attributes analysis required by HR professionals........................................................4
P2 Personal skills audit to determine knowledge, skills and behaviours, develop a professional
development plan for Human resource manager (Job role).........................................................6
LO2................................................................................................................................................10
P3 Differences between organisational and individual learning, training and development.....10
P4 Need for continuous learning and professional development to drive sustainable business
performance...............................................................................................................................12
LO3................................................................................................................................................14
P5 Ways HPW support employees any engage them in a particular situation..........................14
LO4................................................................................................................................................16
P6 Performance management approaches.................................................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19

INTRODUCTION
Developing an individual team members are consider one of important jobs of manager
whether they are experienced or not. It is an essential for managing overall business with help of
efficient skills, knowledge. This report will discuss about the professional knowledge, skills and
behaviour that are basically required for Human resource professionals within organization. It
will produce or develop as personal skills audits which help for identifying appropriate
knowledge, skills and behaviours that will develop as professional plan for Human resource
manager. This documentation will discuss about the differences between organizational, training,
development and other individual learning. Furthermore, this report will identify all essential
need or requirement for continuous learning and professional development in term of sustainable
business performance.
LO1
P1 determine appropriate and professional knowledge, skills and behaviour that are required by
HR professionals.
It is important for identifying behaviours, skills and knowledge of human resource professionals
within M&S. HR has become plays as dynamic role. The major duties of Human resources such
as hiring, directing, controlling and retaining (Amarakoon, Weerawardena and Teicher, 2019). In
M&S, Human resource manager is responsible person to maintain its healthy working condition
for each and every staff members in organization. In this way, it help for establishing sustainable
growth of M&S is their primary concern. Another function of HR manager which is mainly
establishing communication channel between employees and management.

In M&S, Human resource manager should have specified skills, knowledge that support in term
of business activities. It helps for managing the technical aspects that may increases while
carrying out day to day operations (Tansey and et.al., 2020). This type of processes can be done
by deploying certain applicatoion, software for improving overall business performance
management. in this way, it can also analysis for resource planning.
Additionally, HR professionals should have essential skills to promote and establish
healhy employers as well as employees relationships. It may promote as sense of quality among
different staff members (Beatty and Queen’s, 2019). On the other hand, Human resource
manager is responsible for hiring potential staff members that help to manage and provide
directions of people. Human resource manager can utilise the resources to measure turover rate
of employees.
In M&S, Human resource manager can perform function that keep staff members
motivated or inspired for long term duration. Usually, it can identufy the specific element that
causes distraction or demovation of staff members. The behaviour of HR professional should be
open so that they can interact with team members in order to identify their problem. This will
help for establishinhg a strong relationship with employee and achieve desirable goal or
objective. At certain level, HR professionals should not flexible where employee start taking
them as granted.
Skills and attributes analysis required by HR professionals
There are following skills that should require for HR manager in M&S, carry out the
multiple task for healthy functioning of organization.
 Leadership skills- it plays important role for leadership skills in human resource manager.
He was responsible person to manage and provide direction of their team members
towards organizational goal or achievements (Dubey and Tiwar2020). Additionally, it
would require to facilitate organizational task by using experience and wisdom.
 Communication Skills- In M&S, HR manager has to deal with individual people from
different background and ethnicity (Succi, 2019). This type of skill will help for HR to
establish a better relationship with top management and other existing staff members. but
at some point, it should require to understand basic functioning of enterprise and handle
complex situation through communication skill.

 Technical skill- it is another important skill related to knowledge about software which
help for HR to employee when they can make an effective plan in context of
organizational growth and development. All essential skills such as Ms Excel, Ms
Project. These are commonly software used by M&S in task executions.
 Management skills- In M&S, HR manager have a require to supervise or manage the
different tasks which providing the better direction to their staff members. This can be
managed by management skills. It plays important role within organization by HR.
 Problem-solving skills- In M&S, This type of skill is required in order to deal with tasks,
which become complex that they are beyond the control of staff members. At that time,
problem-solving skill will help for handle overall business tasks effectively and
efficiently.

P2 Personal skills audit to determine knowledge, skills and behaviours, develop a professional
development plan for Human resource manager (Job role)
SWOT analysis
It is important for HR aspirant carries out SWOT analysis, it would help for identifying
personal weakness and strength. It is becoming useful for human resource manager to increase
potential growth and development of organization (Mansaray, 2019). SWOT analysis has been
provided by HR manager in order to analyse the different areas of strength or improvements.
Strength
 An effective communication skills,
leadership skills and other type of
supervisory management.
Weakness
 Lack of technical skills such as IT
related CRM, Microsoft power point.
Threat
 Identifying both positive as well as
negative feedback from client side.
 Training and software are consider as
tough situation for operating in proper
manner.
Opportunities
 Rapidly changing the advancement of
modern technologies
 Adopting scope of project.
Table: 1
In above SWOT analysis, it can be identified the right career as HR manager. In fact, career
depend on the different factors that are highlighted during analysis. On the basis of SWOT, it
help for preparing the personal development plan. So as HR can improve their own weakness in
proper manner. There are some essentials skills developed which always focused on the personal
development plan. In this way, it can easily convert weakness into greatest strength.
Personal Skill Audit
The personal skills audit is based on the knowledge, skills and behaviour of HR, which
plays important role in learning. Afterwards, it will be listing strength, weakness in learning
style. It is consider as vital part in term of training and development program.