Developing HR Skills and Development at Hightown House

This report focuses on the development of individuals, teams, and organizations, specifically within the context of Hightown House, a charitable association. It outlines the essential knowledge, skills, and behaviors expected of HR professionals, including communication, conflict management, and decision-making. The report includes a detailed personal skills audit, identifying strengths and areas for improvement in technological skills, creativity, decision-making, and time management. A professional development plan is presented, outlining learning objectives, target proficiencies, and opportunities for skill enhancement. The report also emphasizes the creation of an inclusive learning and development culture within the organization, focusing on collaborative working, effective communication, and performance management practices to support a high-performance culture and commitment. The analysis provides insights into how HR professionals can drive organizational success through strategic development initiatives.

Developing Individual, Teams
and Organisations

INTRODUCTION
Developing team, individual and enterprise termed out as process of specific activities
that needs to be present within person, team and company (Creamer, and Austin, 2017).
Therefore, developing employees can be defined as accelerating the performance capacity of the
enterprise. Thus, many entities view performance development as solution to a specific issue, to
improve job performance and to fix up the unproductive behaviour with help of identifying skills
and knowledge within an individual.
The present report is based on HR professional skills and knowledge in context of
Hightown House, this is a charitable association. Henceforth, report will cover activities as to
outline the knowledge, skills and behaviour of HR professionals to analyse the professional
development within individuals.
On the other hand, various components will be analysed to implement and evaluate
inclusive learning and better development facilities to undertake sustainable business
performance. Lastly, report will evaluate performance management, collaborative working and
effective communication practices that supports high performance culture and commitment.
SECTION 1
a. Description on appropriate knowledge, skills and attributes requires to carry out the role as HR
advisor.
Human resource professionals are termed out as to be backbone to the enterprise. They
play their role as to recruit, select, hire and provide training facilities to individuals to carry out
day to day task (Dowling and et.al., 2018). Thus, Human resource manager must be effectively
skilled, professional and knowledgable person to undertake business activities efficiently.
Human resource of an enterprise must be proper in communication, framing policies and
effective manage team skills to undertake each activities smoothly. Thus, knowledge, skill and
behaviour of an individual termed out in the following context as-
HR knowledge-
Human resource manager of an enterprise must have knowledge in aspect of policies,
benefits and procedures of the enterprise. Thus, effective knowledge of HR aids to promotes
collaboratively processes for creation, capture, access and use of information assets effectively.
The HR role of management is to generate, disseminate and maintain all information in

organisational aspect to meet out the all desired goals. I must say that to be a HR an individual
must have knowledge about the policies and procedure of an enterprise. He must have idea about
to assist and support business to undertake practices as to manage team, restructure and
redundancies to ensure staff performance effectively (Hecklau and et.al., 2016).
Henceforth, HR must be competent in terms to technological advancement, to build
collaborative culture and to maintain transparency within organisation. With help of gathering,
organizing and sharing tacit knowledge with right tools assist individuals to carry establish more
meaningful relationship. HR must share his knowledge with employees, I have analysed that lack
of transparency often leads to gap in the employee knowledge.
HR skills-
Human resource is defined as an individual who takes the responsibility for the
workforce and conduct their business activities with the use of the right kind of skills.
Henceforth, activities of the enterprise must be empowered and manager must return the quality
for the entire workforce. Additionally, human resource professional must have following skills
as-
 Communication- It is crucial skill as this defined as essence to management. I must say,
effective communication leads to build positive working environment. Thus, good
communication skill aids to conduct interview, give presentation and leads to conflict
resolution (Ming and et.al., 2018). Being good communicator leads to undertake the
business activities effectively.
 Conflict management- Employee in Human resource solve variety of the skills. I must
say HR must be an individual who sort out the issue within enterprise effectively. Thus,
he must have empathy, team building and teamwork etc.
 Decision making- HR has to make lot of decision at the time of conducting
organisational activities. I must say that HR be critical thinkers and must have innovative
ideas to undertake the organisational activities effectively.
HR behaviour-
The behaviour of human resource is based on number of behavioural components as
nature of quality, willingness to perform work and effective understanding of the various
compliance (Navimipour and et.al., 2015). I must say, bing effective HR means to be honest and
ethical, stress tolerance, leadership, initiatives etc. Additionally, effective behaviour as self

control, adaptability, flexibility, attention to details etc. This small skill of an individual aids to
carry out the better performance within the enterprise.
In order to be effective HR, the behaviour of the HR must be towards to integrate and
enhance their continue learning (Nicholson and et.al., 2017). This will be helpful to conduct the
task in more professional manner and also assist to hire the best employee to the enterprise.
Thus, it can be concluded that Human resource professionals must be skilled and
knowledgable so that each things can be conducted effectively. Therefore, skills, knowledge and
behaviour of human resource professionals aids to build the positive working environment and
culture.
b. Detailed personal skill audit.
Skill Summary Confidence
(1 to 5)
Example Transferabilit
y
Needs
improvement
Communicatio
n
I am effective
in
communicatio
n skill as I
make easy
interaction
with co-
workers. This
skill aids me
to enhance my
learning
proficiency
and also assist
in undertaking
things
effective and
efficiently.
4.5 Working as
HR advisor
and dace to
face
interaction
with
employees.
Constantly,
asking my self
about how
interact with
the individual
in most
effective
manner.
No

Technological
skill
I can use excel
and power
point
effectively. I
would need
some
improvement
in using telly
and Java.
However, my
practical
knowledge is
effective so I
can easily
adapt
technological
necessary
effectively.
3- Moderate I have grown
up with
technological
knowledge
and have leant
computer
lesson in
school.
Self
employment,
office worker
and hotel
restaurant
manager.
No
Creativity I usually use
my
imagination to
create
something
new.
5- very
confident.
Constantly
asking myself
to modify the
things and
make it more
effective and
reliable.
At the time of
performing
team work, it
is crucial to
have
marketing and
designing
skills.
No
Decision
making
I use to lay
focus on
special task
more
3- moderate Use to analyse
the things
effective and
this lead me to
At the time of
taking
decision relate
with office
Yes

effectively and
this lead me to
undertake
effective
decision-
making. Thus,
analysing and
putting core
focus on task
leads to
achieve
objectives.
get more
confuse about
things.
work and any
crucial task.
Time
management
I work as to
conduct the
activities with
help of setting
priorities as
per the task.
This leads me
to focus on
task
effectively and
I easily
manage the
work during
time
boundation.
5- very
confident
Assignment,
Big deadline
projects have
lot of time to
allocate the
needed work.
At the time of
any fast paced
environment
role such as
manager,
chefs and
cooks requires
this skill to
undertake
activities
effectively.
No

c. Professional development plan with reflective statement by identifying developmental needs.
PDP plan aids to develop the skill and competency to carry out the special task. With
help of identifying the skill, the improvement measure can be undertake by use of this plan as-
Sr. no Learning
objective
Target
proficiency
(1 to 5)
Opportunities
avail for
development
Success
criteria
Time span
(Week)
1. Technological I am good in
technological
skill as I adapt
with changes
quickly. Thus,
I am not
totally
effective in
technology
that has
crucial impact
on my
performance.
I can enhance
my learning
with the use of
learning Java
and Telly.
This is
effective skill
that lead to
undertake
more creative
approach to
carry out the
task
systematically.
3 week
2. Decision
making
I work as to
analyse the
things deeply
and then I
came towards
to undertake
thing.
Sometimes, I
thinks deeply
and that leads
me in more
I can enhance
with use of
involving
expert
individual in
it.
It is very
effective skill
that can lead
me to develop
and enhance
skills.
2 week

conflict
situation.
3. Problem
solving
I am not that
much effective
in managing
conflict
situation.
Therefore,
effective skill
helps me to
undertake
things
expertly.
I can develop
my skill with
use of taking
advise with
expert person.
It is effective
skill that can
help me to
undertake
decision
expertly in the
future.
2 week.
d. Create an inclusive leaning and development culture within organisation.
Organisational learning provide by the enterprise to employees in order to accomplish the
goals. Individual learning aids to develop the core efficiency of the worker (Rodakowski and
et.al., 2018). Thus, difference will be undertake as-
Organisation and individual learning- These are defined in following manner as are-
Basis Organisation learning Individual learning
Enhancement in learning It is provided by the company. This can be provided by
sources life study, research and
books.
Beneficial This is beneficial to entire
employee.
It is effective for a individual.
Method It is expensive learning
method as organisation needs
to arrange different kind of
sessions.
It is effective learning method
as individual can enhance
learning with help of
individual etc.

Difference between Training and development-
Training and development is crucial aspect of the enterprise and this assist the entity to develop
skills, knowledge and core efficiency of an individual (Ohmuro and et.al., 2018). Thus, its
defined in following manner as are-
Basis Training Development
Duration It is short term process as this
organise by firm.
This is long term process.
Orientation It is for the job orientation. This is for the career
orientation.
Conducted by It is conducted by trainer
which specified by enterprise.
This is conducted by self to
undertake the development
effectively.
Need for continuous learning and development within enterprise-
Continuous learning is helpful to undertake organisation activities effectively on daily
basis (Serrat, 2017). Henceforth, learning aids to enhance more skill, knowledge and abilities of
an individual. However, professional learning aids to enhance the capability of an individual to
carry out the future activities effectively.
By developing professional competencies an individual can perform their best at all the
level. On the other hand, continues learning aids to make person more effective and enhances
their personal knowledgable. These both are effective in undertaking the activities effectively
and efficiently. Additionally, Continuous professional development assist the business
professionals to learn within the structured and practical manner to boost and enhance their
overall skills and knowledge (Shields, Baxter and Mani, 2016). Henceforth, this can be defined
as constant expansion of skills with help of learning and increasing knowledge.

SECTION 2
a. Key elements that make high performance system and how these system operate within entity
with examples.
High performance work system is set of the managerial practices that is designed to
create an environment in which employees has the greater involvement and responsibility.
Additionally, it is comprises of HR practices, work structures and process to enhance employee
knowledge and skills. HPW is defined as system that put major consideration over the
involvement of employee and to undertake reflect on to creating organisational culture based in
commitment rather than control. Henceforth, these are comprised of followings as-
Payroll as per performance- Employees who work in the enterprise with full potential to
accomplish the desires to increase salary. The main role of Human resource is to make sure that
employee within the entity getting their salary within timely. Thus, HR must be fair with the all
employees and they must provide salary to employee as per their performance.
Program for rewards and rewards- The employee who are working hard and achieve goals
must be paid reward and compensation. With help of offering rewards and compensation,
enterprise can motivate their employees. This will help the employee to conduct day to day
activities effectively. Thus, they must provide incentives on the basis of their month
performance. This can lead to motivate the employees to perform at their best level. They must
be e
Resolving issues- Human resource of the enterprise must maintain peace to create positive
workforce. Thus, effective working environment lead up to perform organisation activities in
more effective manner. This helps the individuals to resolve their conflicts. Thus, human
resource must assist the employees to sort out their conflict at the early stage. This helps to build
better working enterprise.
Programme related to innovation- It is core responsibility of HR is to interact with employees
and talk about the new ideas and process. This aids to encourage the employees. Henceforth, new
ideas leads up to develop innovation within the workforce and this helps to gain competitive
advancement. Thus, innovation foster better working environment.
Payroll as per performance
Program for rewards and rewards
Resolving issues

Programme related to innovation
b. Analyse the beneficial aspects of applying HPW practices to improve High-town performance.
High performance work practices are termed out as human resource management. This is
defined as practices that aimed at stimulating employee and organisational performance.
Therefore, it is one of the effective technique that aids to improve organisational capacity to
attract, select, hire, retain and develop high performing personnel. Therefore, beneficial aspect of
HPW are defined in below contexted manner as are-
 Ensuring employee security- The trend of many enterprise is to engage in the work as
downsizing and hiring part time and contract employees to ignore creating obligation to
employees. HPWS is defined as system that creates high trust partnership with employees
that build commitment and extra role behaviour and this is critical for success in modern
enterprise (High Performance Work Systems, 2019).
 Selective hiring- To build HPW system, the entity needs to hire those individual that
carries out their performance effectively. With help of hiring fit requirements aids to
make more sense than hiring the candidates with best academic achievements.
Additionally, identifying attributes like character, respect for others and service attention
that do not change with help of training that aids to improve employee retention and long
term fit.
 Decentralize decision making- An enterprise that establish HPWS culture aids to
recognise the significance of clearly investigating the goals and objectives. To execute
objectives, the HPWS firm delegate decision making throughout the enterprise and also
empowers employees to deliver the outstanding services to customers. This leads to
accomplish more optimal result.
 High result based compensation- By developing compensation system that rewards
employees at all the levels at time when entity promotes commitment to share goals and
enhances awareness among employees.
 Sharing key information- With the help of passing information relate with financial,
strategic and performance information conveys employees to trust partners and also aids
to utilise the crucial information. This assist to enterprise to accomplish organisation
goals. Additionally, it can be stated that motivated and well training employees work as

to contribute maximum to the enterprise. Henceforth, sharing information and providing
training facilities aids to accomplish the desired goals.
Therefore, it can be stated that the all HPWS must be effectively incorporate to develop and
integrate way to build high commitment, trust and high performance. Herein, this aids to
enterprise to perform work with both alignment and adaptability. In order to succeed in modern
environment, the entity needs to incorporate effective HRM system and HPWS to encourage the
performance of individual. Thus, top manager of the enterprise are responsible authority to create
an effective HPWS. This is defined as key to organisational profitability and productivity.
Ensuring employee security
Selective hiring
Decentralize decision making
High result based compensation
Sharing key information
Advantages of HPW
 By use of HPW, an entity can have better financial result that can aid to the enterprise in
terms to enhance the profitability and growth level.
 It leads to gain competitive advancement by attracting the customer to buy more
commodities.
c. Evaluation of different approaches to performance management with help of specific
examples.
Performance management defined as tool that aids to communicate about the goals of the
organisation to employees individually. Therefore, this is defined as process that provides
feedback, accountability and documentation of performance outcomes. It is very helpful for the
employees to channel their talent towards organisational goals. Henceforth, this is defined as
systematic approach to measure the performance of employees. Therefore, different approaches
to performance management defined in below contexted manner as-
 Self evaluation- This is requires by employee to judge his or her own performance
against the predetermined criteria. It is taken into the consideration at the time of official
performance review. This method is very subjective as this truly reflect the performance
of work. It is a effective way that aids to track the progress of own performance.

 360 degree method- This is termed out as feedback review technique that provides
comprehensive review about the performance of employee by pulling feedback from
outside sources. Under this, feedback can be taken from peers, non- direct supervisors
and direct report with whole employees work regularly. This is one of the effective
method as this aids to undertake evaluation of the employees character and leadership
skills.
 Management by objective- It is defined strategic management that assist to High Town
housing to bring improvement in the performance. With the help of the use of this model,
the employees and management can able to identified about the objective towards the
organisation. It motivates workers of the enterprise to be involve in the process of
planning and to take steps towards to accomplish organisation goals. Henceforth, this is
defined as systematic method as this aligns all operational activities of the enterprise.
However, this is also termed as MBO, performance appraisal technique is a modern
approach that aids to undertake performance review as this aids to employee into the goal
setting process. This is one of the effective approach that is very helpful in order to define
the success and failure.
CONCLUSION
Henceforth, this can be concluded that knowledge, skill and behaviour plays crucial role
to carry out the day to day task effectively. Henceforth, continuous professional and leaning
considered as one of the vital aspect that aids to bring out the proficient result.
The present report has covered the activities as to personal audit skill and professional
development plan to enhance core learning and proficiency within the individuals. Lastly, report
has focused on to undertake approaches to the performance management.

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