Analysing HRM Skills and Development for Alexandra Reisse

This report provides a comprehensive analysis of human resource management (HRM) practices within the context of a financial institution, Alexandra Reisse. It begins by identifying the essential knowledge, skills, and behaviors required of HR professionals, emphasizing the importance of societal, organizational, and functional objectives. The report then delves into the significance of continuous professional development (CPD) for HRM, highlighting its role in maintaining standards, enhancing service delivery, and fostering business growth. A personal skill audit is conducted, assessing communication, analytical, planning, and behavioral skills. The report includes a detailed professional development plan outlining learning needs, action plans, and timelines for skill enhancement in areas such as leadership, business ethics, and managerial skills. The report concludes by evaluating different approaches to performance management and their impact on organizational effectiveness, providing a practical guide for improving HRM practices.

Developing Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................2
Analysing the employee knowledge, skills and behaviours required by HR professionals. . 2
Analysing the personal skill audit.........................................................................................4
TASK 2..........................................................................................................................................10
Analysing the different between organizational and individual learning training and
development.........................................................................................................................10
Analysing the need for continuous learning and professional development to drive
sustainable business performance.........................................................................................13
TASK 3..........................................................................................................................................15
TASK 4..........................................................................................................................................15
Evaluating the different approaches to performance management......................................15
CONCLUSION .............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource management is the process of job analysis, planning personnel needs,
recruiting the right people for the write job. Continuous professional development is necessary
for employees to bring new concepts and thoughts. Present study will be based on the topic
Developing teams and individual where the study will be considered Alexandra Reisse which is
financial institution company. Further in this study will be outlining the different terms such as
high performance working, performance management and continuous development.
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TASK 1
Analysing the employee knowledge, skills and behaviours required by HR professionals.
Majorly the purpose of the HRM is to gain the productivity level of employees
effectiveness (Albrecht and et.al., 2015). However, There are some objectives of HRM which is
crucial for a HR manager to attained that are Societal objectives which is relatable to work ethics
and social responsibilities. As per this goal, HR manager of Alexandra-Reisse should deal fairly
with employees and provide them equal growth opportunities and equal pay for equal work to all
employees. Another objective of HRM is relates to organization, that define some responsibility
of HRM towards its firm. For that, HR manager needs to conduct training, hiring right person for
the job, maintained the high employee retention etc. So all of that, organizational profit can help
to maintained the effective performance and healthy working environment within the
organisation. Functional objectives of HRM enable to sustain the all functions of HRM.
HR Employee Knowledge.
Personnel and Human Resources : Knowledge of HR principles and procedures for
recruitment, selection, training and compensation should have in the HR Professionals.
Alexandra-Reisse should look for some candidates whose professional knowledge is excellent
(Antonacopoulou, 2017).
Administrative and Management : Knowledge of business and management principles
involved in strategic planning at Alexandra-Reisse. Resource allocation, human resource
modelling. All such knowledge required to become a successful HR manager.
Laws & Government legislations : knowledge of laws, act, regulations should be very
specific and required in HR professionals. Legal legislations are very necessary and important
that helps to protect the business environment and surroundings of Alexandra-Reisse.
Training & Development : Knowledge of unique trainings and concepts that can
improve the employee performance quality. Such kind of creative work can helps to be more
specific towards the organisation goals.
HR Employee Skills
Active Listening : Giving a full attention to what other people are saying. This is the
most important and required skills in HR professionals. That helps Alexandra-Reisse to better
communicate the business plan within the organization and goals.
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Management & Personnel Resources : HR managers must be self motivating, directing
people towards the correct path at Alexandra-Reisse. This skill helps HR manager to maintain
the good relation with other (Arulrajah, Opatha and Nawaratne, 2015). Good personnel resources
can help Alexandra-Reisse to better meet out the company aims and objectives.
Coordination : Adjusting other people, make them comfortable within the business
environment. Basically HR manager should know how to make employees energetic and
understand their needs. That can help employees of Alexandra-Reisse to certainly meet the
company performance standards.
Critical Thinking : This is the another skill that HR manager should have just to
measure the strengthen and weaknesses of alternatives solutions, conclusions or problems.
Negotiation : Most essential skills for HR managers are known for that is Negotiation.
Negotiate people at the cost and benefit. Negotiation is the process which might reduce the
Alexandra-Reisse cost and time expenses and can provide the best deal for the future growth.
HR Employee Behaviour
Calm & Polite : Calm and politeness is the key to success. To gain the human interest
and better understanding. Manager of Alexandra-Reisse should need to be more polite with their
subordinates. This behaviour is very good for the healthy working environment.
Self Motivates/confident : Self motivation and self-confident is very much required
among the employees of Alexandra-Reisse specially in HR professionals. This behaviour is very
positive which is more required and provoking (Bratton and Gold, 2017).
Optimistic : Optimistic thinking and thoughts has always be very much essential in HR
professionals of Alexandra-Reisse. Positive thinker are more knowledgable, creative thinker and
work very calmly in under pressure. That makes the environment more productive which can
easily adopt the changes and sudden situations.
Importance of CPD to HRM
 CPD programme can also be very much required for the company to maintained the long
term success in the future. However, this is the ongoing process throughout the business
organization.
 CPD ensures the capabilities and keep maintained the pace of current standards. Along
with that, CPD enable to maintain the performance level of HRM to deliver the
professional service to the customers.
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 CPD can help Alexandra-Reisse to raise the business sustainability and growth in future.
 It can help to perform the business activities to motivate employees by the help of
effective HRM practices.
 CPD is very essential for HRM to strengthen the HR activities and make the good
platform for HR professionals.
 CPD can also help to HR professional to make the business more productive and
effective.
 CPD ensures the new changes and productive changes within the HRM policies that
makes the strong relationship between employer and employees within Alexandra-Reisse
Analysing the personal skill audit
Personal Skill Audit
Communication
Skills
Very Skilled Moderately In need of Training
I am comfortable to
speak with others.
Evidence : I am moderately good at talking with other people. As I am moderately good so I
need to work upon this skill to build up a team faith.
I can speak more than
one language.
Evidence : This is my plus pointy that I have knowledge for more than 2 languages
that can help me for my future career as a team leader.
Analytical Skills
I am able to gathering
information
Evidence : I have good knowledge of data sources through I can gathered many
information from. However, this is required very much essential task
that I can meet the things.
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Planning and
organisational skills
Evidence : I need to improve my planning and organisational skills as this is
moderately fair to being a good team leader.
I am able to identify
my own work and
modifying my
performance
accordingly.
Evidence : To analyse the own performance can be the difficult task for me. For
which I need to learn how to make itself effective and approachable
towards the better performance.
Behavioural Skills
I am very respectful
for others
Evidence : I am nicely to handle the situation and give respect to others Eg: my
subordinates, seniors, managers etc.
I am fair and kind with
others
Evidence : I am fairly deal with people and try to understand their concern which
is vert necessary for a team leader to be.
Technical Skills
I am able to access the
computer functions.
Evidence As I learned computer courses before that helped me to gain the
technical knowledge. I am very good to access the computer very
smoothly.
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I have knowledge of
technical skills that
contains of different
other software's.
Evidence : I need to work on other technical skills that must have in team leader.
That can help me access the data base, through I can prepare the data
sheet for the team.
Professional Development Plan (For Team leader Staff manager)
Learning and
Development Need
Type of
development
Timescales Who is
responsible?
Further,
comments
Discipline Interpersonal
development
2 months Senior
Manager
Discipline is
the most
essential task
which should
have in all
team leader
and staff
manager.
Team leadership skills Leadership
skills and
leadership style
should be had
in all leaders to
understand the
employee
needs and
wants.
1 month Senior
Manager
Leadership
skills and
knowledge of
leadership style
is very much
required in
leaders that
helps to better
understand the
target
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opportunity.
Business ethics Team leaders
and staff
manager
should have
knowledge of
work ethics to
make the
workplace
environment
more effective
and productive.
1 months Senior
Manager
Business ethics
is the another
essential skill
which needs to
be learned by
the Team
leaders and
staff managers
that helps to
avoid risk
happening
situation.
Professional Skill audit
DESCRIPTION ANALYSIS OUTCOMES/ACTIONS
EXPECTATIONS In order to increase the
professional development the
expectations will be high and
energetic also it engages the
business opportunity and
gained. Expectation will
develop the managerial skills,
technical and analytical skill
management.
In order learn new skills and
knowledge employees needs
to get training, mentoring
from seniors, or taking new
workshop.
PERFORMANCE Performance of the current
employees is low and less
generating the business
opportunity and gain. In order
to accelerate business it makes
the business less effective.
In order learn new skills and
knowledge employees needs
to get training, mentoring
from seniors, or taking new
workshop.
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For professional development plan
Skills
Objectives(w
hat I am
able to do
and better
Action to
develop skills
Success
criteria ( how
to recognize
achievement?
How do I
review and
measure it?)
Time Scale
Actions
(what
methods can
I apply to
meet my
learning
goals)
Evidence for
Developed
skills
Implementati
ons (how can
I put in
practice what
I have
learned)
Target date
for
achieving
my objective
Actual of
achieving
my objective
Managerial
skills
I need to
learn how to
plan goals for
the team and
manage as
per the
specified
time.
Training,
Guidance
from Seniors
I can better
serve my
team towards
company
objectives.
Now I have
learned how
to manage
the work
given by the
senior
management
team, how to
make
employees
work as per
their skills.
17/06/2019 16/07/2019
Technical I need to Training, Through I 18/06/2019 16/07/2019
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skills learn new
software.
Guidance
from Seniors
can save
extra
expenses and
time-
consuming
cost of the
company. I
have learned
technical
skills through
I can make
my work
more
productive
and
efficiently.
Analytical
Skills
I need to
learn how to
measure the
own
performance
Workshops,
By seniors'
guidance.
18/06/2019 16/07/2019
Review Date:
19/08/2019
Professional skill audit is the process where the person or an individual get to know about
the gap between its professional career and what are the requirement areas they need to work on.
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Personal skill audit can show the actual strength and weaknesses of an individual. Similarity
between of these two term is continuous growth that person has for their future (Charoensap-
Kelly, Broussard, Lindsly and Troy, 2016).
On the basis of my personal skill audit it can helped me to measure my actual
performance and guide me for my weaknesses which is very necessary for my future. I prepared
my development plan through I can make my career more bright and productive.
Kolbs Learning cycle
Experience: Sometimes, a person can learn a lot from their bad or good experiences
which is very important for improving self understanding and confidence.
Reflection: To become more deliberate is very significant for reviewing the situations. It
is also called observation.
Conceptualise: Conceptualization term of Kolbs define that, how people gathered
concepts and reason behind the and every experiences of their life. This is another kind of
learning people gain from the different circumstances.
Plan: By applying different formulas, plan and strategies all such activity is the another
way to learn something new and different which sometimes never happened before.
Therefore Alexandra Reisse has been using Inclusive learning and development in order
to drive the sustainable business performance. Inclusive learning and development process is the
tool that diverse workforce environment with a good mix of human differences. That can help for
the company to put all adopt all such environmental task. Diversity in work has always prove
positive for the organization growth (Chen and et.al., 2016).
TASK 2
Analysing the different between organizational and individual learning training and
development.
Inclusive learning is the important part of the modern learning culture in the workplace
that contribute the best developing results and effective learning process outcomes. Inclusive
learning approach has always motivating the business culture and try to make the environment
more diverse and energetic. Diversity itself is the most challenging and competitive business
style to make the business more energetic and growing. In other words, Inclusive learning or
planning is the process that keeps on changing the learning environment never repeated the same
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