Developing Individual Teams and Organizations: HR Advisor Report

This report, written from the perspective of a Human Resource (HR) advisor, explores the critical aspects of developing individual teams and organizations, specifically within the context of Hightown Housing Association, a charitable housing provider. The report begins by outlining the appropriate knowledge, skills, and attributes (KSAs) required for the HR advisor role, emphasizing the importance of communication, ethical conduct, and strategic planning. A detailed personal skills audit is then presented, identifying strengths, weaknesses, opportunities, and threats relevant to the HR role. A professional development plan is included, highlighting objectives, activities, and resources for skill enhancement, with a focus on time management and communication. The report further addresses the creation of an inclusive learning and development culture, followed by an analysis of High-Performance Work Systems (HPWS), their benefits, and applications within Hightown. Finally, it evaluates different approaches to performance management, providing examples of how these can support a high-performance culture and commitment within the organization. The report concludes with a summary of key findings and recommendations for improving organizational effectiveness.

Developing Individual
Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
SCENARIO 1...................................................................................................................................3
1. Appropriate knowledge, skills and attributes (KSA) required to carry out your role as HR
adviser.........................................................................................................................................3
2. A detailed personal skills audit completed for yourself..........................................................5
3. A professional development plan with a reflective statement of your development needs....6
4. You have been asked to produce a briefing paper on creating an inclusive learning and
development culture with the organisation. ...............................................................................8
SCENARIO 2.................................................................................................................................10
5. The key elements that make up the HPW systems and how these systems operate within
organisations, giving examples.................................................................................................10
6. Analyse the benefits of applying HPW practices improving Hightown's performance........10
7.Evaluate different approaches to performance management and give specific examples of
how they can support a high performance culture and commitment within Hightown Housing.
...................................................................................................................................................10
Conclusion.....................................................................................................................................10
References......................................................................................................................................12
Books and Journals...................................................................................................................12

INTRODUCTION
For an organization to work efficiently and achieve its aims and goals the organization
must have a strong team. A good team work is the most important because if the team works
together then work gets distributed equally and the work can get finished faster. Only if the team
is together the development of the organization will happen.
Hightown housing association is a charitable housing (Eder, Antonucci and Monk, 2019).
The association helps those people who can not afford or rent a house on the market value.
Hightown housing association has 6,500 house which they are managing currently. There
employee strength is 900 and this association does not compromise on the safety of people but
provide them home by building them for the people in need.
This report is from the point of view of a human resource advisor. The actions taken by
the HR advisor to control situations or to make the business work efficiently. Human resource
advisor plays an important role so there are a set of skills, attributes and knowledge that is
required. There are set of strengths, weakness, opportunities and threats which they must be
aware of so that they can make the organisation work efficiently. The human resource must
know how to make the departments of the organisation work and how to manage them so that
they can increase there efficiency. These are few of the fields that will be covered through this
report.
SCENARIO 1
1. Appropriate knowledge, skills and attributes (KSA) required to carry out your role as HR
adviser.
HR advisor plays a very important role in an organization because the human resource
department brings in employee's for the organization. The major knowledge, skills and attributes
that a HR advisor must have-
Knowledge-
The human resource adviser must have the knowledge of how to treat the people well and
must have a little knowledge about the other organizations and full knowledge about their own
industry. Hiring new employee's the High town housing association HR advisor makes sure that
the people who are in need for employment get this job preference first and then the other people
(Otter and Paxton, 2018). The strategic planning or policies making is not in the hands of the HR

advisor but the HR advisor makes sure that whatever they are, they are being followed in the
organization. The HR advisor can even suggest the designation of the employee or promotions
too. The HR advisor must make sure that the people in the organization are following the rules
and regulations and the strategic planning of the association. The knowledge of knowing
everything in the association and measures to be taken if there is any misunderstanding or
situation which comes ahead of them.
Skills-
The communication skills of the HR adviser plays a very important role because it is on
them for getting in new employees and the first impression on any person or employee is of the
HR department. Hightown housing association needs good employees because the association is
charitable house providing and such people who believe in this purpose of life are difficult to
find. HR also has to have an ability to solve issues and problems in any kind of situation or any
department (Onal, Inan and Bozkurt, 2017). HR is the face changing organization of any
association and Hightown housing association. The HR advisor should be multitasking and
Hightown housing association HR advisor is very good with that because sometimes there has to
be a change in the association and the employee may like it or may not like it but the HR advisor
acts like a bridge between the two and Finds a solution for the problem and makes the
association work smoothly.
Attributes-
The HR advisor of Hightown housing association makes sure that the all the ethics and
culture of the association is followed not just by the association but even themselves. The HR
advisor must be experienced in this field because the association needs more professional
workers in the organization. Leadership quality of the advisor must be good because that will
affect the work of the organization and also efficient work will not take place. Any of the
employee is having any difficulty then the advisor must resolve it (White and et.al., 2016). The
communication gaps in the association must be fulfilled and the way of communicating with the
business managers or the employees must be good. HR must make sure that all the employees
are sharing a good relationship with everyone.
2. A detailed personal skills audit completed for yourself.
Strengths-

HR advisor strengths according to me would be that they can take any measures related
to anyone in the organisation (Schuchmann and Seufert, 2015). The employees coming in the
organisation are due to HR selection and the dealing of them with the organisation is the work of
the HR. They have a major role in the association like making the people know the changing in
the strategic planning of the association and make sure that the new changing are being accepted
by everyone. The employees having any problem with the association and the HR is aware of
that then the gap between the employee and the management team is filled in by the HR team.
The HR team has direct association with the management of the organisation whereas the other
employees do not have that privilege.
Weaknesses-
HR is supposed to work efficiently because if they do not do so then that can create major
issues for the association. The HR has to be really careful while selecting new employees
because that effects a company or organisation majorly (Liljenberg, 2015). Charity is not always
provided by the people and there can be ups and downs regarding the charity and getting charity
is also a task for the HR. People working with a charity firm is very difficult to handle and that
could be a major drawback for the company. The communication skills is a major draw back for
the association (Hawkins, 2017).
Opportunities-
HR advisor has to very well groomed and qualified so that they can select people
properly. The opportunities regarding this organisation would be that they can gain experience
from this company and use it somewhere else. Hightown housing is charity based and getting the
right staff is the biggest task for them. A lot of techniques and HR qualities can be learnt from
this organisation or association (Johnson and et.al., 2019).
Threats-
There are sudden situations in the association which the HR has to deal with and that
could turn out to be threat for the HR advisor and the entire team. Charity money could be a
great threat for the association and the HR advisor will have major problems regarding that field.
3. A professional development plan with a reflective statement of your development needs.
Development
Objectives
Priority Activities to
be
Resources Target
Start
Target
End Date
Criteria for
Success

undertaken Date
Time
Management
Medium Tasks pick
up by the
organisation
should be
time specific.
Planning of
each task,
how much
time it will
take and
efficient
worker.
1st October 31st
December
The events will
be well planning
and if the time
management is
done then the
tasks will get
finished before
and there will be
lesser work load.
Tasks will get
over and will not
get accumulated
up for the last
day (Brewer,
and Holmes,
2016). HR must
make sure that
everyone is
following those
planned
processes so that
the organisation
can gain profit
and help more
and more people
of the society
(Limwichitr,
Broady-Preston
and Ellis, 2015).

Communicati
on
High The HR
department
should
undergo
communicati
on practices
including
written and
verbal.
Resources
required
would be
written and
oral
communicati
on
1st
November
28th
February
If the
communication
skills improve
then the
company will
find it easier to
deal with the
donors and get
in more people
who believed in
charity and are
welling to
contribute to it.
The first
impression
weather on the
client or the
people coming
in for interview
makes a lot of
difference and if
the
communication
skills are
improved then
more people will
be attracted to
this association.
Conflict
resolving
Low Calming
down all the
employees
Knowledge
of the
working
1st October 31st
December
There will be no
conflicts within
the association

and working
with peace in
the
association.
hours and the
industry's
environment.
so that the
association can
work efficiently
(Gillard and
et.al., 2017). If
there are
conflicts within
the association
then the work
process reduces
and also the
employees could
leave too.
Change in
Management
Medium One to one
conversation
with the
employees.
A
relationship
between the
HR and staff.
Change the
mentality of
the
employees of
how the
organisation
works. It's the
work of the
HR.
1st January 30th April The association
will not be
affected by the
working pattern
if the
management
wants to change
or they want to
get in any other
changes in the
association.
4. You have been asked to produce a briefing paper on creating an inclusive learning and
development culture with the organisation.
Organizational and individual learning-
The individual learning from this association are new ideas and skills and as they gain
expertise they work productively (Newman, Lower and Brgoch, 2019). When someone learns
something from the organization then they must share the knowledge because that could come in

use for the other employees and when the individual does not share then that is a loss for the
association. According to the study, the work the individual does becomes for professional and
specialized in that certain department.
Organizational learning is there in all the fields of the association and the only difference
is that the process can be slow or fast. The major goals of association learning are those that the
efficiency increases, getting use to the changing environment and to adapt to uncertain situations.
Training and developments
The training and development of an individual of an association is that the employees
learn to deal with changing jobs and roles in the industry. Training helps the employees to get
skills, knowledge and attitude for dealing with the job designation. The learning is that they are
job related and gives the bases of the job. When the employees are well trained then it gets easier
for the association to work efficiently and achieve its goals and aims. The development can only
happen when there is an understanding between the employees and the management. The
employees have to be well trained so that the organisation can be understood by the employees
and the work procedure can be matched to its standards (Flint-Taylor and Cooper, 2017).
Need for continuous learning and professional development
Diverging
Diverging people look at things from a different point of view and are very sensitive.
These type of people prefer to watch instead of doing anything and use there imagination for
doing things. They have a take on situations in different ways and many ways (Görgüt and
Tutkun, 2017).
Assimilating
The importance is more towards the ideas and concepts more than the people of this type.
They need a clarity over things rather than practical opportunities. The excellence is in
understanding the information and organising it clearly and in a logical format (Mosadeghrad,
2015).
Assimilating type of people are less concern about other people but focus on the concept
and abstract. Assimilated type of people are not attracted to practical values but are rather
attracted towards logical sound theories. This type of people have time to think over things,
prefer reading, attending lectures, etc.
Converging

This type of people can solve problems and through there personal learning will find
practical solutions to situations. They are lest concern about people and prefer technical tasks.
This type of person find ways to use theories and ideas into practical use. Through questions and
problems they can find solutions to problems and making decisions.
Accommodating
They usually follow up on 'gut' feeling as opposed to sensible study. Individuals with a
helpful learning style will in general depend on others for data than do their very own study. This
learning style is common inside the overall public.
The helpful learning style is 'hands-on,' and depends on instinct instead of reasoning.
These individuals utilize other individuals' study and like to take a down to earth, experiential
methodology (Zuofa and Ochieng, 2017). They are pulled in to new difficulties and encounters
and to carry plans out.
SCENARIO 2
5. The key elements that make up the HPW systems and how these systems operate within
organisations, giving examples.
(Covered in PPT)
6. Analyse the benefits of applying HPW practices improving Hightown's performance.
(Covered in PPT)
7.Evaluate different approaches to performance management and give specific examples of how
they can support a high performance culture and commitment within Hightown Housing.
(Covered in PPT)
Conclusion
Hightown housing is a charity based association and have 6,500 house under its control.
They are becoming successful in there aim and goal because they are just trying to make the
living of the people worth living in which they are not being able to afford. The HR of Hightown
housing association is trying to improve on its weaknesses so that they can become more
efficient in there working and interactions between the management, employees and clients. The
HR is not that bad therefore they are not doing that bad but they are being able to achieve the
goal they plan each year because they are not getting much charity and to get that lot of contact
is required and lot of interrelations and interactions are required. The associations needs to make

the surrounding countries or the world to be aware of this initiative to get in more charity in for
the association.

References
Books and Journals
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Student Engagement, Team Dynamics, and Learning Outcomes Using ERPsim. Journal
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enhanced collaboration in an interdisciplinary team. International Practice Development
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