Report on HR: Developing Individuals, Teams, and Organisations

This report focuses on the development of individuals, teams, and organizations within the context of Hightown Housing Association. It begins by exploring the knowledge, skills, and behaviors (KSA) required by HR professionals, utilizing the KSA model to define competency requirements. The report...Read More

DEVELOPING
INDIVIDUALS, TEAMS
AND ORGANISATIONS

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
A. Knowledge, skills and behaviour that are required by HR professionals.........................1
B. Personal skills audit...........................................................................................................4
C. Personal development plan................................................................................................6
D. CPD for sustainable business performance.......................................................................9
Section 2.........................................................................................................................................10
A. Key elements of HPW system.........................................................................................10
B. Use of HPW practices for improving the organisational performance............................11
C. Extent upto which HPW practices enable better utilisation of skills...............................12
D. Ways through which the high performance culture can be maintained..........................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Development is an important aspect for an organisation through which the company can
sustain in the market for a long period of time. It is also important for sustaining better position
in the highly competitive and dynamic business environment. This development in teams and
individuals in terms of skills and performances also encourages the employee engagement in
business activities which also improve their skills and knowledge. This report is based on
Hightown housing association which is an UK based charity organisation providing house to
needy people at affordable rates. This report will discuss the KSA model determining the
knowledge, skills and behaviours required by HR professionals along with the personal skill
audit and personal development plan for self-development and learning. This report will also
cover the learning cycle models along with the key elements of HPW systems and their impact
on organisational performance. In the end, this report will cover the ways through which the
performance management, effective communication and collaborative working can enhance the
working culture and performance of the organisation.
TASK 1
A. Knowledge, skills and behaviour that are required by HR professionals
Human resource department of an organisation manage and controls the activities
performed by the workers of that organisation. HR advisor are the people who performs a
number of functions such as hiring, training & development, compensation and many more.
These functions are also performed by the HR advisor of Hightown housing association with the
help of some skills, knowledge and attributes. These knowledge, skills and attributes can be
understood with the help of KSA model. Knowledge, Skills and Abilities (KSA) is a competency
model which is used by the organisations and its HR departments for recruiting and retaining the
qualified individuals for successful job performance. The KSA requirements are developed as
per the job vacancy. This model is very useful for the HR advisor of Hightown housing
association in selecting the suitable candidates who possess the required set of skills. This model
is important for determining useful and talented people who are good in performing their
assigned work (Succar, Sher and Williams, 2013). This model is useful for Hightown housing
association in determining the skills, knowledge and attributes which are required by the HR
professionals for performing their work in proper manner. These skills, attributes, and
knowledge are as follows:
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Knowledge Law & government: A HR professional for Hightown housing association needs to have
knowledge regarding the laws and regulations of employment implemented by the
government of UK. The HR professionals need to have knowledge regarding the working
condition, health & safety law, employment law, etc. so that they can develop their
policies and strategies in an ethical and legal manner.
 Personnel management: The HR professionals of Hightown housing association need to
have the knowledge regarding the methods through which they can manage and monitor
the activities and performance of the employees who are working in firm. They should
have knowledge regarding the maintaining staff handbook, administrating payroll of
employees, handling remuneration issues related to promotion and benefits, arranging
training & development programs etc.
Skills
 Negotiation skills: These skills are essential for the HR professional of Hightown
housing association through which they can resolve the issues of their employees
regarding the pay (Wates, 2014). Also these skills support the HR professional of
Hightown housing association in avoiding the legal issues that may arise when trade
union also get involved in conflicts of employees.
 Communication skill: These skills are also important for HR professional in order to
convey the policies and strategies to employees properly. This is also important for HR
professionals of Hightown housing association as through this skill; they can maintain
effective relation with other department and employees. Through this, the other
departments can implement the policies and developed by HR department.
Attributes Coordination: The HR professionals of Hightown housing association are responsible for
managing the employees by coordinating them effectively. This is essential for
maintaining healthy relationships with them so that they can work properly. This is also
helpful for HR professional for maintaining their performance and productivity.
 Critical thinking: This is also essential for HR professionals of Hightown housing
association so that they can develop and implement better strategies for achieving the
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organisational goals. This attribute is also essential for them in recruiting talented
individuals who can perform their work in effective manner.
Through this KSA model, the Hightown housing association can recruit talented HR
professionals who possessed the required attributes, skills and knowledge for performing
their role. Also my SWOT analysis as a HR advisor is as follows:
SWOT analysis
Strength Weakness
 As a HR advisor, I am having good
knowledge about internet through
which I can gather the required data
from online sources effectively.
 Also I am good in planning so as a HR
advisor, I can prepare good training
programs and plans for improving the
skills among employees. Through these
improved skills, they can maintain
good relations with other co-workers.
 As a HR advisor, communication is not
an essential element but however, this
skill lacks in me.
 My problem solving skills also lacks
due to which I find it hard to resolve the
issues sometimes in complex situations.
 My presentation and IT skills also lacks
due to which I face problems in
presenting the work in an effective
manner.
Threats Opportunities
 The threat of replacing with other
professional is there which can arise
due to weak communication skills.
 Also due to weak technical skills, I
could not use the software which
impacts my performance negatively.
 Opportunities are there if the
communication skills can be improved
which can leads to better career.
 Also if the technical skills are
improved, then I can handle the
equipment and software for improving
my performance and efficiency.
Continuous learning and professional development (CPD) refers to the process of
developing skills and knowledge for the future success of the career of the individuals. CPD is
also essential for the HR advisor in developing their potential so that their future career can be
3

enhanced (Mittal and Dhar, 2015). Through CPD, I can handle my work effectively in future
time due to having experience of handling such work in past and present.
B. Personal skills audit
Personal skill audit refers to the method which is used by the individuals for analysing
their existing skills and weak areas which needs improvement. As an HR advisor, it is also
essential for me to analyse my skills and weak areas in order to strengthen them for effective
performance at the workplace. Through this skills audit, individuals like me can determine their
weak areas and do some changes for achieving better performance at the workplace. The
personal skills audit for HR advisor is as follows:
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Use Microsoft
office word
✔
Use Excel Spread
sheet
✔
Use specialist HR
software
✔
Use a database ✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicati
on skills
Drafting
contracts of
✔
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employment
Taking notes
of disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training
session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on
HR issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Good in
verbal
reasoning,
capable of
handling
complex data
and capable of
using suitable
information.
✔
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Capable of
exploring
more than one
solution for
problem
solving.
✔
Considers
idea from
other people
in resolving
the issues.
✔
C. Personal development plan
Personal development plan refers to the legal and structured document in which the
existing skills and weak areas are discussed. Through this plan, individuals can measure the gap
between skill possessed and skills required for performing the job role (Landy and Conte, 2016).
In this plan, different measures for improving the concurrent are given through which the
individual can make improvements in those skills. Various sources such as training, books,
seminars, presentations etc. can be used for improving the skills.
Sr
.
N
o
Learning
Objective
Current
Proficiency
Target Proficiency Development
Opportunities
Judging
criteria
Time
Scale
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1 Commun
ication
skills
I lack these
skills sometimes
due to which
these affect my
interaction with
the employees.
I want to improve
these skills so that I
can effectively
convey the policies
and strategies to the
employees.
I can develop
these skills by
using the help
from online
sources,
seminars
which are
related to
communicatio
n, etc.
Subordinates
and Manager
2 months
2 Problem
solving
skill
As Hightown
housing
association is
providing
houses to needy
people at less
rates, then it is
essential for HR
professionals to
resolve the
issues and
conflicts in least
time possible. I
lack the problem
solving skills
sometimes due
to which I my
working get
I want to improve
these skills so that
the conflict among
the employees can
be resolved and
harmony can be
maintained at the
workplace.
These skills
can be
improved by
dealing with
the practical
challenges
and situations
as well as
from proper
guidance and
support from
managers.
Higher level
authorities
and
managers.
3 months
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affected.
3 IT skills I also have weak
IT skills due to
which I face
issues in
handling the
updated
technical
software and
equipment.
I want to develop
these skills for
recording and
analysing the
information and
performance of the
employees in order
to provide the
incentives and other
benefits.
These skills
can be
developed by
taking the
online
courses,
training ,
certification
course etc.
IT manager 6 months
4 Presentat
ion skill
These skills also
lacks in me due
to which I could
not be able to
present my work
in front of the
employees.
These skills also
impact my
presentation in
front of new
employees when
providing the
overview of the
organisation.
I want to improve
these skills for
properly presenting
the HR policies and
plans to the new as
well as old
employees in an
effective manner.
These skills
can be
improved by
properly
practicing the
work as well
as by properly
attending the
seminars and
mock
presentation.
Peer members
and managers
4 months
D. CPD for sustainable business performance
Learning is the process of acquiring new knowledge through various sources which assist
in better understanding the concepts. This process is essential for the individuals, teams and
8

organisations such as Hightown housing association. The learning process is not the same in
individuals and organisations which are discussed below:
Individual Learning: This learning is termed as the capabilities of individuals in
gathering the information and knowledge through various sources present in external
environment (Huczynski, Buchanan and Huczynski, 2013). The knowledge is gained by
individuals through personal reflection. This knowledge or learning can be gained by interacting
with other individuals too which are present at workplace or outside of it. Through this learning,
the HR advisors can generate new ideas and solution for bringing change at the workplace so that
they can enhance their skills and performance.
Organizational Learning: It is the continuous process of providing learning
opportunities to employees at the workplace. In this type of learning, concepts are generated,
retained and conveyed within the organisation through which the company can enhance its
performance. This learning enables the employees of Hightown housing association in enhancing
their skills due to which the company can retain them for a long period of time and build better
relationships with them. Moreover this will enhance the performance of these employees too.
Organizational Learning Theory
This theory was given by Argrys and Schon in 1996 which states that the organisational
learning is the process which is divided into three levels of learning which are present in the
organisation. These three levels are as follows:
 Single loop learning: This learning consists of one feedback loop when the strategies are
modified in response of an unexpected result (Hislop, 2013). For example: When the
Hiring is not in enough amount then HR advisors needs to inquire into the cause, and
modifies the strategies accordingly in order to enhance the recruitments.
 Double loop learning: This type of learning is the result of change in theory-in-use. The
values, strategies, and assumptions which governs the actions of HR advisors are changed
for building a more effective environment at the workplace.
 Deuterolearning: This type of learning helps the organisation in improving the learning
system itself. This type of learning consists of structural and behavioural components
which determine the way through which the learning takes place.
Continuous learning and professional development
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Continuous learning and professional development is important for an organisation in
improving the competitiveness of the business as well as the profitability in the marketplace. The
organisation i.e. Hightown housing association can improve the productivity of the employees
through this process which will also help the business in enhancing the efficiency.
Continuous Learning: This is the ongoing process through which organisation and its
employees improve their knowledge for bringing changes in their business environment and
coping up with the latest industrial developments. The Hightown housing association can
become more competent if this concept is used which will also lower the training costs and better
commitment from employees towards the organisation.
Professional Development: It is the process through which the workers can enhance their
capabilities and skills through the use of training opportunities within the company as well as
outside it (Hartnell, Ou and Kinicki, 2011). Professional Development in Hightown housing
association will improve the performance and efficiency of workers which will also bring better
results to the organisation.
The HR advisor of Hightown housing association can use the CPD process and KSA
model for improving their working efficiency and performance. Also through these models, they
can perform their work in effective manner for achieving the desired organisational goals. Also
the company can sustain for a long period of time in the market if the employees are ready to
learn. The business of Hightown housing association can sustain in the competitive business
environment by using the CPD and individual as well as organisational learning. Through the
learning, employees and organisation can adapt to changes through which favourable results can
be obtained for improved performance.
Section 2
A. Key elements of HPW system
High performance working in business refers to the environment in an organisation which
encourages transparency, trust and proper communication among employees. Through this
culture, hierarchy level in an organisation can be reduced for motivating flat structure. In such
type of environment or culture, workers stay happy and comfortable in their working which
results in improved performance (Choi and Ruona, 2011). There are several elements which
make up the high performance work system and are important for providing good working
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condition to employees so that they can improve their efficiency and satisfaction level. These
elements are as follows:
Organisational structure: HPW encourages the flatter organisational structure which is
useful in communication process of employees and leads to execution of task in given time.
Task design: This element states that the task should be assigned according to
capabilities of employees through which better outcomes can be obtained.
People: People refer to employees which are performing their role for achieving the
organisational goals. When the employees are provided with good environment, they stay happy
and satisfied which also improve their performance.
Reward system: It is considered as a best technique for motivating the employees to
improve their skills for establishing good environment at the workplace. These can be in form of
incentives and appraisals based on performance.
Information system: This includes channel and way of communication. For HPW, both
formal as well as informal way can be used for communication among the employees.
B. Use of HPW practices for improving the organisational performance
HPW practices refer to the methods which can be used by the organisations for improving
their performance and culture (Cerovsek, 2011). These HPW practices can be used in different
forms and some of these practices are discussed below:
Work allotment based on capabilities: Through this practice, employees of Hightown
housing association are executing their assigned work effectively due to having knowledge of
field in which they are working. Through this practice, better performance can be obtained from
employees through whom the company can achieve competitive advantage in industry.
Reward system based on performance: This practice is also improving the culture and
environment of Hightown housing association. Through this practice, the company is providing
the rewards and incentives to the employees according to their existing performance. Through
this, the employees stay motivated and encouraged in their working for bringing more efforts.
C. Extent upto which HPW practices enable better utilisation of skills
High performance working is very essential for the organisations in improving their
performance and productivity. Through the HPW practices, the management can obtain
favourable and improved results which can assist the firm in enhancing the profitability and
11

productivity. These HPW practices of Hightown housing association can enable better utilisation
of skills of the employees in following manner as discussed below:
Work allotment based on capabilities: Through this practice, Hightown housing
association is utilising the suitable and existing skills which may not be used when assigned with
another field work. Through the assigning of work according to capabilities, employees are
performing their work in an effective manner along with the contribution of their maximum
efforts.
Reward system based on performance: Through this practice, Hightown housing
association is encouraging and motivating their employees to perform better in order to take the
benefits of these rewards provided to them. The employees in deed of rewards are trying to
perform their work with highest accuracy.
D. Ways through which the high performance culture can be maintained
Performance management system is the method of measuring, determining and
improving the performance of the workers in an organisation. The main aim of performance
management system is to enhance the performance of the workers by connecting them to their
organisational goals (Performance Management, 2018). Hightown housing association is doing
various activities and strategies for enhancing the performance of their workers which is also
supporting them in maintaining a healthy working culture at the workplace. Some of these are as
follows: Reward & remuneration: It is one of the mostly used strategies for improving the
performance of employees by motivating them through rewards based on performance.
In this strategy, HR advisor of Hightown housing association is providing rewards to the
employees based on the level of their performance. These act as the motivational factors
for employees and they try to improve their performance so as to get the benefits. Performance appraisal: It is the process in which HR department of Hightown housing
association is evaluating the performance of their employees in order to compare it with
the benchmark to determine the gaps between performances. Through this, the
management can take effective measures for improving the weak areas. Performance objectives and standards: In this strategy, the HR advisor of Hightown
housing association divide the work into small tasks and assign them by setting up over
12

specific objective or standards. This is useful for them in providing a proper course of
action to employees for achieving the desired level of performance.
These all activities are used by the HR manager of Hightown housing association for
maintaining the motivation among the workers. Through this motivation, the employees provide
support to each other for better coordination. Through this better coordination, the employees are
communicating with each other in effective manner (Bolman and Deal, 2017). These all aspects
are supporting the improvements in the performance of employees which is also helping the
company in achieving sustainability at the marketplace.
CONCLUSION
It has been concluded from the above report that there are some requirements of specific
skills, knowledge and behaviour for HR professional at specified job place. As in HR
professional, various aspects are required such as coordination, communication skills etc. for
performing the work better. Personal skills audit and PDP can be used by individuals and teams
for improving the weak areas. The companies can also use the continuous learning and personal
development for improving the performance of employees and company. HPW is useful for the
firms in improving the relation among employees through employment engagement and achieve
good brand and compete in firm. Behavioural approach of performance management is suitable
for the business for judging the performance of employees.
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