Human Resource Management and Employee Development Strategies

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Developing Individuals, Teams and
Organizations
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Table of Contents
Introduction......................................................................................................................................3
LO1 Analysis of knowledge, skills and behaviors of an employee which is needed by HR
department.......................................................................................................................................3
P1 Appropriate and professional knowledge, skills and behaviors that are needed by HR
professionals................................................................................................................................3
P2 Full personal skills audit to recognize proper knowledge, skills and behaviors and a
professional development plan for a given job role.....................................................................4
LO2 Factors to be kept in mind when carrying out and figuring out inclusive learning and
development to drive durable business performance.......................................................................5
P3 The differences between organizational and individual learning, training and development 5
P4 Need for regular learning and professional development to get durable business
performance.................................................................................................................................6
LO3 knowledge and understanding about high-performance working (HPW) contributes to
employee engagement and to get competitive advantage................................................................7
P5 How HPW contributes to get employee engagement and to get competitive advantage.......7
LO4 Performance management, effective communication and collaborative working can support
high-performance culture and commitment.....................................................................................8
P6 Various ways to performance management and how they can support high-performance
culture and commitment..............................................................................................................9
Conclusion.....................................................................................................................................11
References......................................................................................................................................12
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Introduction
Now a day the business scenario has changed. It is more important to contribute as a team than
individual. By developing a team work culture, individual development will automatically
happen. A well developed and skilled employee is always an asset for the organization(Caligiuri
and Lundby, 2015). Individual employee development will help to develop the company as a
whole. It is said that, human capital is the bet capital. Therefore, Human Resource is an
important department for an organization. They deal with the development and overall
workability of every individual employee. HR department helps employee to enhance their skill
sets. As a business organization, sustainable business performance is a key goal. Human resource
department has all the information about every employee. They can have the key information
about the performance of employees as well. High performance working contributes to get
employee engagement and competitive advantage (Salas et al., 2015).
Every business organization has a primary motive to maximize the profit margin. Getting
maximum revenue is a main goal for them. It is not new for the business organization. To get
proper revenue, proper and skilled human resource department is essential. HR persons with
professional knowledge and formal behavior are very much needed. Sometimes they need to
solve the personal problem of a individual employee up to some extends.
LO1 Analysis of knowledge, skills and behaviors of an employee which is
needed by HR department
P1 Appropriate and professional knowledge, skills and behaviors that are needed by
HR professionals
HR professionals are keys to get the maximum output from the employee. HR professionals are
needed to be knowledgeable. They should have proper professional knowledge.HR professionals
should know what they are doing any why they are doing so. Knowledge like payroll, appraisal,
and increment should be known to a HR professional (Cascio, 2015). Moreover he or she should
be enthusiastic to motivate employee. Often it is seen that employees are getting down due to
work pressure. Sometimes they are emotionally down as well. HR professionals can be friend at
that stage. HR professionals can try to solve the personal problem of an individual employee up
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to some extends. A friendly behavior is always needed by a HR professional. Healthy behavioral
practice is a key to success. They should be friendly and helpful all the time. Team spirit should
be maintained throughout the office hour. Human resource department can take appropriate
action to maintain the team spirit. Sometimes they can arrange indoor games to encourage unity.
They can even arrange outdoor games as well. Employees may have professional problem. They
might be suffering from personal problems as well. To ensure that this problem can not affect the
professional work, HR professional should take proper action. HR department of an organization
should regularly organize training and development program to enhance the professional
knowledge and skill of employees (Sommer et al., 2016). They should also take care about soft
skill of employees. Entry level employee should get a professional as well as friendly behavior
from them. HR personals are the first representative of the company with which an entry level
employee encounters.
P2 Full personal skills audit to recognize proper knowledge, skills and behaviors
and a professional development plan for a given job role
Every employee of an organization has some skills. With time they require advance skills. Some
need to change their behavior. Some need to be more polite while talking. The employees have
different problems. Employees come from different socio-cultural background. It is obvious that
their behavior will not be same.
Human resource department can arrange a full personal skills audit. There should be number of
questions to be answered by the employee. Questions should cover the professional knowledge,
skills and behavior of employees. There should be a one to one meeting with HR professional.
The main motive of this meeting is to know the skills and behavior of them (Kim, 2014). Also
from this meeting the HR professional can know the demand of the employee if any. There
should be a form given to the managers by the HR professionals to provide feedback about the
employee. The managers are the person who takes the responsibility of day to day work
distribution for those employees. Feedbacks of managers are very important. It is important but
not mandatory. If any employee is lag behind, HR professional should arrange proper training
from him. This will help to get a loyal employee base without losing a valuable employee.
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There should be professional development plan. At the first level, feedback from the managers
should be collected. They managers should be given a form to provide some advice to improve
the skills of that employee. After getting the feedback and advice, it is the time to analyze those
feedbacks and advices. Based on the feedback HR professionals should make a full professional
development plan. Termination is never a wise option (Boxall, 2013).HR professional along with
managers should try to find out the root of the problem. After several discussion and analysis,
certainly they will find some root cause. After getting the cause, they should make a plan with
managers to improve the workability of the employee. According to the plan a professional
training should be arranged. They should be given cross training. They should be trained with
different technology. Also there should be an option to choose a favorite technology. At the time
of providing training the employee has to be flexible enough to take the training. Termination is
never a good option. Company can get a loyal employee base by cross train them without losing
the valuable employee.
LO2 Factors to be kept in mind when carrying out and figuring out inclusive
learning and development to drive durable business performance
P3 Differences between organizational and individual learning, training and
development
To get a sustainable business performance, HR departments often arrange cross training for the
employees. The main motive of that training is inclusive learning. Learning is continues process.
By arranging only training cannot solve the problem. For durable solution close observation is
needed. Managers should be given responsibilities to guide the employee and observe them on
day to day basis. Managers are the personal who closely work with employees. Therefore they
know a particular employee more than a HR personal (Teece, 2014). While arranging the
training, employee’s individual interest should be considered. In which domain the employee
want to be trained should be the focus. The next factor is manager’s recommendations. Managers
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closely work with the employee on day to day basis. Therefore they know the employee very
well. Their recommendation should be considered. Next is company need. Company may need
people in a special domain. In that case, provide training on that domain should be given
preference. Project requirement is the next thing. If a certain project required some specially
trained people, then employee should be given training (Dermol and Čater, 2013). Creating
skilled employee for the future is also an important factor. In future if there is a change to get
project in certain domain, and it is seen that people with that domain expertise is short. Then
certainly training should be given to make some expertise on that domain. Learning for the
organizational need and for personal interest is two different things. One if for organizational
requirement and the other is for personal development. Sometimes employees want to be trained
and skilled on a new domain. Due to their interest on that specific domain their learning will be
faster and adequate. Therefore, while providing training, employee’s interest should be kept in
mind.
P4 Need for regular learning and professional development to get durable business
performance
This world is a globalized world. Every single company is competing with each other. Whether it
is a global player or a local provider, competition is the same. Both are facing competition.
Every company is searching for sustainable business performance. A sustainable solution for
business problem is a need.
Every employee enters into the organization with some skill sets. They have some technical
knowledge and also have some soft skills. But with year goes, they need some more skills to
sustain in this competitive world. Even soft skills should also be sharpening. We all know that,
every company is competing with each other. Whether it is a global player or a local company,
the competition is same. Even sometimes, global companies are facing competition from local
providers. Every company wants to be ahead of its rivals (Kizilos et al., 2013). They key is
sustainable business performance. To get sustainable business performance, HR personals of
every company arrange cross training and fresh training for the employees. Learning is a regular
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matter. Every new day is for new learning. To observe day to day activity and learning of an
employee, managers should be given special advice. Managers are the persons who distribute
work to them. They can motivate them to work properly and regularly. Regular feedback
collection from the manager is needed. At the time of annual appraisal, employee can see the
affect of those feedbacks. Even employee also should be given freedom to provide feedback for
their managers. There should be a balance. Employee feedback should also be considered while
providing annual appraisal to the managers.
Regular learning is very much essential for sustainable business performance.HR department
often arrange training for the employee. But those trainings are not sufficient. It is said that elf
learning is the best learning. Therefore, employee should be encouraged for self learning (Jiang
and Liu, 2015). There should be ample material for self learning. Also there should be e-library
to get updated information. Employees should be allowed to take part in the company
development process. There should be system to provide feedback about the process and
product. Employee can provide honest feedback about the company. Those feedbacks should be
analyzed and considered for next strategy formulation.
LO3 knowledge and understanding about high-performance working (HPW)
contributes to employee engagement and to get competitive advantage
P5 How HPW contributes to get employee engagement and to get competitive
advantage
High performance working means getting highly skilled employee who can help the organization
to get competitive advantage to sustain in this competitive market. This world is a globalised
world. Business scenario is changing day by day. Every company is trying to get the competitive
advantage. Here, performance is the key. Company’s durable performance can help to get
competitive advantage.
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Highly motivated employee can give his best shot for the development of the company. Good
performer is always an asset for the company. Only make them engaged can make them good
performer. Employee should have freedom of thoughts. They should be given freedom to
provide feedback about the process and the product. The environment should be such that they
should feel the company as their own company. Employee should feel secured while working.
Job security is a big factor. There must be an environment where every employee feels safe.
They should be felt that their job is secured (Albrecht et al., 2015). Human resource department
can arrange regular training to make them engaged. An individual employee may not be a good
performer. But it does not mean that company has to terminate him. Termination is never been a
solution. Rather company should find out alternative way. Making them engaged is an effective
way. They should be given freedom to provide feedback about the project, about the work
quality, about the supervisor and about the manager as well. There should be a channel for
effective communication. There voice should reach at the top level. Top level leadership should
take proper step to make them engaged. Employee engagement is a key to success for an
organization. Every employee might have choice for specific domain. While allocating domain
for the employee, their individual choice should be given importance. It is often seen that,
company generally allocate domain according to its requirement. It is not the best practice. To
get employee engagement, their own likings disliking should be given importance.
Every business organization wants to get competitive advantage (Fu et al., 2015). It is a proven
fact that employee engagement can give competitive advantage to the company. With employee
engagement, company can get a highly motivated, loyal employee base. We all know that a loyal
employee is more valuable than a simple employee. Only hard work is not the key. The key is to
make them engaged and loyal. A loyal employee is more productive. By making a loyal
employee base company can surely get competitive advantage.
LO4 Performance management, effective communication and collaborative
working can support high-performance culture and commitment
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P6 Various ways to performance management and how they can support high-
performance culture and commitment
Performance management is a key to be successful as an organization. Performance of every
employee should be evaluated and tested regularly. There is a tradition of annual performance
appraisal. In some company there are quarterly appraisal systems also. But it is a regular process.
Only appraisal cannot make them engaged and productive. There should be employee
engagement process. Every big company has high level performance culture (Noe et al., 2017).
Performance is a key to be successful personally and organizationally.
There are many ways for performance management.
Assessment center method: The aim of this method is to test the employee is different social
situations. This method is for senior level employees. Usually startups use this method. Senior
level employee who closely works with subordinates supervisors and employees on day to day
basis. Social role play, social game and other activities may be there.
Behaviorally anchored rating scale: this is the most modern method. This method is very
effective. Usually this method is slightly costly but the outcome is guaranteed. This method is
invented recently. It is a combination of narrative technique and quantifiable technique.
Critical incident technique: this method is similar to the essay evolution technique. This
method is helpful for both employee and employer. The statement is recorded over a period of
time. So that it can be easier for someone to evaluate how the employee was. The effectiveness
of the employee is evaluated the determined how he deals with day to day activity (Uddin et al.,
2013). The HR personal can easily direct the manager or supervisor about the appraisal. This
technique is also used for job interviews as well.
Essay Evaluation: the essay evaluation method is cost effective and easy method for apprising
employees. Mainly startups use this method. In this method a details descriptive essay about the
performance of the employee is written. This essay directs the managers and supervisors to take
necessary steps. This essay describes various strength, weakness, and behaviors in the work
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place of a particular employee. Essay also describes and direct in which domain this employee
should be trained.
Human asset accounting method: This is a very effective method. This method is very neutral
in case. This is a commercial method. The employee is measures based on how much revenue he
generate for the company, or how much leads he generate, or even based on how many happy
customers he served. This method is very practical and unbiased. It is based on mathematical
numbers.
Management by objective: This method is cost effective. This method is not time consuming.
Therefore, it saves organizational valuable time and money. It is an interactive method. In this
technique a goal is set for the employee either by employer or by manager or supervisors, or by
both the employee and the employer. The method helps the employee to know his goal and
objective. As the objective is known to him, he can easily perform better. He can deliver the
work assign to him. Here the probability of getting high level performer his more than usual.
Paired comparison method: In this method the performance of an individual is compared with
the employee of same level. A competitive environment can be set in this procedure. An
individual employee is compared with every other employee present in the same team. This
method is very reliable.
Rating scale: This method is useful for startups. There is a set goal for the individual employee.
The employee has to achieve that goal. Based on the performance the employees are given
ratings by the mangers or supervisors. This method can be called a grading method. If the
employee can meet the entire goal then he is given the highest rating. There are one or more
middle ratings which employee can get. An average performer will get a middle level rating. The
performer which is below the average usually gets the lowest rating. This rating scale method is
an easy method of performance management.
Trait focused appraisals: This method is the most ethical method. This method is use for re-
enforcing positivity in work culture. Employee’s helpfulness, positivity, punctuality is measured
here. This method motivate employee to be a good employee and a positive person as well.
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Feedback collection method: This method is very effective. Every individual how is associated
with the employee will be allowed to provide feedback about the employee. Many modern
company and big player follow this method. Also employees are free to provide feedback about
their supervisors and managers as well. This method is highly interactive.
After getting proper feedback, human resource personals have to analyze it. The best performer
will be getting highest rating. The company has to think about the employee who is not up to the
mark. Adequate training should be arranged for that employee without terminating him. This
way company can get employee’s commitments towards work and development of the company.
Conclusion
This world is getting closer. Customers have the option to change the mind and choice another
product with a single mouse click. As customers are the ultimate revenue provider, company has
special focus on customer’s choice. To get competitive advantage every company wants to b
ahead of its rivals. A well behaved and productive employee is always an asset for the
organization (Huxham and Vangen, 2013). To get a loyal employee base, company has to
motivate the employee. Termination is never been a solution. Rather providing cross training and
favorite domain to the employee can be a solution. A loyal employee is an asset for the company.
Company should not lose a loyal employee. Companies should encourage feedback collection
system in every level.
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References
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Boxall, P., 2013. Mutuality in the management of human resources: assessing the quality of
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Caligiuri, P. and Lundby, K., 2015. Developing cross-cultural competencies through global
teams. In Leading global teams (pp. 123-139). Springer, New York, NY.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
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organisational learning and performance. Personnel Review, 42(3), pp.324-348.
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systems influence organizational innovation in professional service firms?. Employee Relations,
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Kizilos, M.A., Cummings, C. and Cummings, T.G., 2013. How high-involvement work
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Salas, E., Shuffler, M.L., Thayer, A.L., Bedwell, W.L. and Lazzara, E.H., 2015. Understanding
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