HNC Business: Developing Individuals, Teams and Organisations Report

This report delves into the crucial role of human resource (HR) professionals in fostering the development of teams and individuals within an organization. It begins by outlining the essential knowledge, skills, and behaviors expected of HR managers, including organizational skills, communication, decision-making, and the ability to handle sensitive employee information. The report then explores the importance of skill audits, individual and organizational learning, and continuous professional development. It further examines continuous learning, worker engagement, and various approaches to performance management. The report concludes by emphasizing the significance of high-performance work practices and performance measurement in enhancing productivity and achieving customer satisfaction. References are provided to support the findings.

Developing
team and individuals

Table of Contents
INTRODUCTION................................................................................................................................................... 3
MAIN BODY........................................................................................................................................................ 3
P1 KNOWLEDGE REQUIRE IN HR PROFESSIONAL.................................................................................................................3
P2 SKILL AUDIT............................................................................................................................................................5
P3 DEVELOPMENT PLAN................................................................................................................................................6
P4 CONTINOUS LEARNING..............................................................................................................................................8
P5 WORKER ENGAGEMENT............................................................................................................................................9
P6 approaches of performance managment.......................................................................................................12
CONCLUSION..................................................................................................................................................... 14
REFERENCES ..................................................................................................................................................... 15

Introduction
Development of team and individual is the duty of human resource manager of the
company. Manager has to do various roles and functions to find the need of their members of
team and provide them exact sources which helps them in improving their skills and knowledge.
This assignment explains different abilities, learning and conduct that a HR chief must needs to
perform its operations all the more effectively (Woodcock, 2017). Further it, clarifies contrast
between individual and organizational learning and preparing and improvement alongside the
significance of continuous learning and expert advancement inside and association. This report
also define high execution functioning practices and execution estimation help in improving the
profitability and operational activities to their representatives to accomplish consumer loyalty.
Main body
P1 Knowledge require in HR professional
HR professional
HR professional is a special person who are responsible for screening, recruiting,
interviewing and palace workers. They also have to handle relations with the employees, their
payrolls and training and benefits. Managers of human resource plan, coordinate and direct the
functions of organisation administratively(Bolden, 2016).
Knowledge Skills behaviour
Managers have to be organized
and this is important
characteristic of so many
managers, the nature of HR is
typical to force manager to
access every case with the help
of efficiency and planning
(Woodcock, 2017).
Relations with the employees
is the main thing and HR have
to maintain this relationship
effectively. They have to
manage relationship with the
employees very perfectly
because they know that
employees will going to work
HR managers are actually
leaders who shows to
employees that how they are
working here. Expectations
from HR professionals are that
they have to deal with the high
sensitive issues and benefits or
personal challenges which will

for the company. The main
skills for the HR that they can
able to tell their thoughts or
express themselves clearly
without getting any problem.
impact work. Expectation from
them is that they have to
perform these tasks fairly and
with professionalism. The
behaviour of HR is like that
every employee can easily or
openly share their feelings and
thoughts to them and if they
have any problem than they
can consult with their HR and
the behaviour of Hr towards
their problem is clam and they
will handle it
easily(Woodcock, 2017).

Software companies of HR
also serves communication
between employees and
different managers (Moxen
and Strachan, 2017).. In the
other things, oral
communication and strong
written skills are important
elements of HR professional
because it is responsibility of
them to clearly provide
information to every employee
of the company (Woodcock,
2017).
Decision making skills and
involvement of HR in decision
taking is important. The best
example is during at the time
of recruitment process because
their it will show that HR is
capable or not in good decision
taking when they have to
recruit people. Recognise good
talent is the skills of the Hr and
it is not easy to choose perfect
candidates for the company. It
needs lots of patience
experience, strategy and
intuitions. This is something
that any HR must have.
HR have the calm behaviour
when they will take interview
through video conferencing by
messaging or any other
software. HR must have to
give attention to the
technology that how it is
shaping the workplace
according to the 21st century.
The step towards the success is
that find the correct balance
between these emerging
technologies and the touch of
human. Technology is just for
the better connections to
humans not to replace them.

The responsibility of the
personal information of each
employee is handled by HR
managers in the organisation.
This information is actually
sensitive and it is necessary for
the HR professionals to keep
this information private and
keep it safe and protected by
other third parties. They have
to need discretion to keep this
personal information safe and
private and out from
knowledge of public.
One more function of HR is
training and development. The
managers in HR have the
responsibility to develop
opportunities of employees to
increase the value. The tasks
which are provided to the
employees are actually
enhancing their growth and
supporting them at the same
time (Moxen and Strachan,
2017)..
The managers who are
successful and excellent in
finding solutions to problems.
Every time they have to seek a
resolution to satisfy al the
parties. Adopt a approach
which is solution focused and
it will help to manage
problems which requires so
much high creativity, and once
they enables the team and
individuals to give solutions
which will break the traditional
boundaries and thinking.
P2 skill audit
knowledge Rating Skill Rating Behavior rating
communication When I interact
with the
candidates I
little bit feel
nervous. I
think that there
is a lack of
communication
so I give 3 out
of 5 rating to
myself
(Woodcock,
2017).
management I am good in
management
and able to
manage time
effectively
an complete
all task in
time. So I
give 3 out 5
rating in this.
trustworthiness I have to
deal with
high
sensitive
issues and I
can able to
overcome
from
challenges
so I give 4
out of 5 in
this.
Leadership I am not god at Teamwork I am average Technology I can able

knowledge leading teams
somewhere I
feel that I don’t
have that
potential to
lead the team
so I give 2 out
of 5 rating in
this to myself.
to get down
with others.
Average in
receiving and
giving ideas
and not able
to participate
in teamwork
every time so
I give 2 out
of 5 rating in
this.
to use
technology
easily, take
video
interviews,
chats etc an
in this I rate
myself 3 out
of 5.
Organization
knowledge
I am good at
keep every
knowledge
which is
related t the
organization
whether it is
for the losses
or incomes or
other activities
so in this I
give 4 out of 5
rating to
myself.
Problem
solving
Good in
ideas to
solve the
problems
wisely and
able to
handle
situation so I
give 3 out of
5 in this.
Solutions
oriented
I know what
to do in
which
situation
and how to
handle and
provide
solution to
the
problems so
I myself rate
4 out of 5 in
this.

P3 development plan
The self-improvement is exercises of fabricate human capital, for example, with self-
awareness plans and expert advancement is assembles bunches with proficient aptitudes.
Personal development is the basic and adding professional qualities benefits the organization to
reach optimization(Waddell and et.al., 2019).
The Organizational and Individual Learning
Individual
The significance of individual learning for authoritative learning without a moment's delay
evident and unremarkable clear since all associations are made out of people; unaffected in light
of the fact that associations can learn autonomous of a particular individual yet not free
everything being equal. Clinicians, etymologists, instructors, and others have forcefully inquired
about the subject of learning at the individual level. They have made revelations about subjective
confinements just as it seems that endless limit of the human personality to adapt new
things(Moxen and Strachan, 2017).
Organizational
Authoritative learning is more unpredictable and dynamic than a minor amplification of
individual learning. The degree of complexity increments extremely, when we go from a
introverted individual to a huge accumulation of assorted people. Issues of inspiration and
reward, for example, which are a fundamental piece of human learning, become doubly
entangled inside associations. In spite of the fact that the significance of the expression
"learning" remains basically equivalent in the individual case, the learning procedure is in a
general sense distinctive at the authoritative level (Moxen and Strachan, 2017).. A model of
hierarchical learning needs to determine the situation of bestowing insight and learning
capacities to a nonhuman element without improving it. Self-learning or deep rooted learning
and expert aptitude improvement requires both individual and expert achievement the
accomplishment of the association as entirety(Raes and et.al., 2015).
The total arrangement of preparing and advancement plan and material incorporates the
additional:-

Preparing needs evaluation
Grown-up learning standards
Created learning destinations
Structured preparing materials
Created preparing materials
Usage procedure of preparing
Assessment and techniques for preparing
Vital reiteration of preparing
P4 continous learning
Continuous learning in a workplace very important as it encourages skills and helps in
developing skills knowledge. As by continuous learning the current skills of employees are
enhanced and help them in performing day to day business tasks (Moxen and Strachan, 2017)..
When the skills of the employees are good they will perform each task in innovative and desired
manner. Continuous learning in an organization helps in boosting employee engagement and
raising their motivation level. As when workers have great skills and talent they feel motivated
and it helps in raising their morale. Learning is important to maintain performance of the
company as when employees keep on learning and seeking new things they get idea about what
situation can come and how to deal with that situation (Marić, 2017). Learning new things help
in increasing the knowledge of the person. As new idea and thoughts can be gathered which
enhances the knowledge and assist in changing g the mindsets of employees. Continuous
learning is important to success of the organization because the economic conditions keeps on
changing , so when employees keeps on continuous learning they new ways to deal the changing
economic conditions. By regular learning employees in the organization becomes highly skilled
and their knowledge also enhances which results in better output. As when employees have good
knowledge and skills they can take some decisions by their own and they don’t have to concern
their sub ordinates. Thus. the decision making is also becomes fast and helps in improving
organizations productivity. By regular learning employees get new innovative ideas through

which the working of the company can be improved and they gives their suggestions to
management by which they can lead to better decision making (Jackson, 2015).
it is the tool is helpful in managing the career of person in effective manner. Continuous
leaning develops capabilities of person and help them to get more development opportunities in
near future. By focusing on gaining new knowledge individual must focus on surroundings and
have to keep in touch with new technologies. Use of internet, google helps in knowing more
about job tole and finding best way to perform the job in effective manner. Apart from this
continuous learning is the approach which is helpful in finishing the allotted work on time and
developing professional skills. By this way person can prove itself better and can gain more
rewards in business unit (Moxen and Strachan, 2017)..
Professional development is needed for business as giving training and arranging various
development plans assist in team building and creates confidence among employees, this helps in
retraining key performers in organization and contributes in increasing staff morale and job
satisfaction. Professional development is beneficial for the organization as when workers are
trained and they are motivated they will work with their full effort and helps in increasing
productivity of the organization (Gerken, Beausaert and Segers, 2016). Any new challenging
situation comes in business so when workers are professionally developed they will not be
confused and work very smartly with their skills. Thus, giving best results to business. Setting
training and development plans helps in opening lines of communication and promotes
transparency among employees and an understanding about what are the requirement by which
organization can be succeed. As when staff in an organization is highly skilled and talented they
perform very well in their assigned job roles and helps in increasing overall
productivity(Cherubini and Nielsen.,2017).
P5 worker engagement
Worker Engagement brings about representatives' dedication and steadfastness to the
association, arrangement with the association's objectives and destinations, representative
fulfillment, maintenance of ability and efficiency, in addition to other things. This prompts better
client care and subsequently, more prominent consumer loyalty, dedication and maintenance.
What's more, this prompts expanded piece of the overall industry, more noteworthy benefit,

deals development and expanded investor esteem (Moxen and Strachan, 2017).. A few
examinations have shown this connection between Employee Engagement and business results.
One surely understand study directed by the American retail chain, Sears Roebuck quite a long
while prior, indicated that for each 5% expansion in worker commitment, consumer loyalty
expanded by 1.3%, and the organization experienced income development of 0.5%( O’Boyle,
2015).
 Perform 20% superior to separated representatives and are 87% more averse to leave
their association.
 Work more earnestly, are progressively faithful and are bound to "go the additional mile"
than separation representatives.
 Are multiple times less inclined to have a security occurrence and multiple times more
averse to have a lost-time mishap than withdrew workers(Ellis, 2018).
Representative Engagement brings about workers' responsibility and devotion to the association,
arrangement with the association's objectives and targets, representative fulfillment, maintenance
of ability and profitability, in addition to other things. This prompts better client care and
subsequently, more noteworthy consumer loyalty, unwaveringness and maintenance.
Furthermore, this prompts expanded piece of the overall industry, more noteworthy gainfulness,
deals development and expanded investor esteem(Thorpe, 2016).
 A representative well disposed hierarchical culture
 Great work/life balance
 Important work
 Steady supervisors and associates
 Satisfactory assets to carry out the responsibility
 A culture of trust, regard, honesty and learning
 Clear reliable and fair correspondence from administration

 Positive administration/representative relations
 Dynamic human asset rehearses
Another source recommends the accompanying four drivers:
 Authority: setting clear destinations for the association
 Advancement: furnishing representatives with open doors for proficient development and
improvement
 Correspondence: successful, auspicious, transparent correspondence with workers
 Collaboration: assembling a culture of cooperation and joining forces
One more counseling firm has distinguished five keys that, they recommend, open worker
potential:
 Know Them. Be as acquainted with representatives as you are with clients. Utilize that
learning to shape work environment programs that success their hearts and psyches.
 Develop Them. Challenge and build up the workforce (Moxen and Strachan, 2017)..
Individuals need to learn and exceed expectations in their employments, and they resolve
to organizations that help them.
 Rouse Them. Set up an enthusiastic association. At the point when individuals' work has
meaning, they are progressively disposed to take the necessary steps to guarantee
achievement.
 Include Them. Discuss plainly with representatives, assemble their info, and let them act.
Learned, esteemed specialists include more worth.
 Reward Them. Convey a "bargain" that is reasonable and significant. At the point when
individuals accept they are dealt with right and acknowledged, they give a greater amount
of their time and imaginative vitality(Fagerholm and et.al., 2015).
HR’s Role in Improving Employee Engagement