Alexandra Reisse Case Study: Enhancing Organizational Performance

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DEVELOPING INDIVIDUALS, TEAMS
AND ORGANIZATIONS
ALEXANDRA REISSE
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Table of Contents
INTRODUCTION......................................................................................................................................3
TASK 1.......................................................................................................................................................4
TASK 2.....................................................................................................................................................10
TASK 4.....................................................................................................................................................15
CONCLUSION........................................................................................................................................20
REFERENCES........................................................................................................................................21
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INTRODUCTION
The business environment has been evolving rapidly and the organizations in the
industry have been experiencing several challenges. In addition to this, the individuals
in the business environment at also experiencing significant challenges which impact
their growth at the professional level. A study has been initiated so that required
information regarding the areas could be collected which would help in developing the
knowledge and skills that assist in achieving the high performance in the organization.
The role of high-performance is vital in the growth and development of the organization.
In addition to this, performance management is also a vital element for the organization
which lead to improvement of the individual, team and organization. Also, it is vital for
the individual that they assess their knowledge, skills, and abilities effectively so that
they could improve at a significant level. It would be helpful for the individual in attaining
the desired position. The study focuses on the business functioning of Alexandra-
Reisse such that the measures have been discussed for enhancing the performance of
the organization.
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TASK 1
WHAT IS HRM
It refers to the process of hiring, selecting, providing training to the employees in order
to maintain competent employees in the organization to achieve the goal of the
organization in an effective manner.
According to Flippo, “Human resource management is the process of planning,
organizing, directing and controlling hiring requirement of the organization for the
purpose to accomplish individual, organizational and social objective of the
organization”.
SKILLS, KNOWLEDGE AND BEHAVIOUR REQUIRED BY HR PROFESSIONAL OF
ALEXANDRA-REISSE
HR professional of any organization must have a specific set of skills in order to
manage and developed workforce of the organization to achieve better results and
enhance performance. Following are the skills that should be possessed by HR
personnel of the organization (Noe, et al, 2017).
COMMUNICATION SKILLS-HR personnel should possess effective communication
skills because the HR manager has to communicate with different level employees in
the organization to inform and direct them to accomplish a task. Effective interaction
with employees enables HR manager to gain the confidence of the staff and this result
in the positive interrelationship at the workplace (Ruth Mayhew, 2019).
CONFIDENTIALITY SKILLS-This is one of the important skills that should be
possessed by the HR manager of the organization. As the HR manager has to manage
some of the confidential corporate information such as compensation, budget and offer
letters. The HR manager should make sure that this information should not be disclosed
and maintain professionalism (Lo, et al, 2015).
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ADAPTABILITY SKILLS-HR manager of the organization is responsible for formulating
policies and they should know when to modify and change policies for the betterment of
employees. This skill help HR manager to make an improvement to keep workplace
modernized and reduce employee turnover. For example, announce some additional
benefits and creative rewards (Do, et al, 2016).
DECISION-MAKING SKILLS-This skill is very important for the HR manager to take
decisions in a critical situation. The HR manager is responsible for recruiting the right
kind of people HR manager should have effective decision-making skill that helps them
to decide who is the right candidate for a particular job. There are many matters in the
organization on which HR manager has to make a decision and not only to make a
decision but also the decision was taken by him/her should be in the interest of the
organization and employees (Ruth Mayhew, 2019).
TRAINING AND DEVELOPMENT SKILLS-HR manager is responsible for providing
adequate training to employees of the organization and it is very important skills for the
HR professional in order to enhance the performance of employees. This is the most
important function of the HR department of the organization that enables employees to
improve their skills and emerge as a competent and qualified employee of the
organization (Lo, et al, 2015).
BUDGETING SKILLS-This considered as an important skill for the HR manager
because the HR manager has to decide compensation and benefits to employees and
as there is a scarcity of resources so the HR manager has to use them wisely.HR
manager should not spend much on unnecessary activities and has to do limited
expenditures (Lo, et al, 2015).
All the above-mentioned skills should be possessed by the HR professional of
Alexandra-Riesse in order to develop a collaborative work culture in the organization.
IMPORTANCE OF CPD TO HRM
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CPD stands for continuing professional development this helps in the systematic growth
and development of an individual. The main purpose of CPD is to enhance skills and
knowledge through exposure to new experiences that would be beneficial for both
individuals as well as for the organization.CPD serves as an effective tool for the growth
of employees and helps the organization to stay ahead in the competition and to gain
profitability. This is very important for HRM, as the main aim of HRM is to make
employees able to do a particular task by providing appropriate training and make them
capable to adapt changes (Kitto, et al, 2018).
Importance of CPD for employees/learner
This helps individuals to improve their confidence, intellectual skills and learning abilities
and provide excellent opportunities for employment in future. This enhances practical
qualifications that will be very helpful to impress current and becoming an employer.
Importance of CPD for the organization
CPD is plays vital role to bring learning culture and improves productivity in the
organization. This helps to develop a staff of the organization by setting a high standard
as well as allow the organization to keep pace with the latest technology and trends.
Most important thing is that it helps to reduce employee turnover and maximize
retention of employees (Kitto, et al, 2018).
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PERSONAL /PROFESSIONAL SKILL AUDIT
Skill audit help ones to analyze own skills in order to understand that he/she is capable
of doing a particular job or not. As a staff development manager at Alexandra-Reisse, I
have analyzed my personal and professional skills that will help me to lead and guide a
team of eight staff members.
STRENGTHS WEAKNESSES
My strengths as a staff development
manager are good communication skills
that helped me to communicate important
information with my staff members and my
organizational skill that helped me to
manage my work and task effectively.
As a staff development manager, I am
lacking in problem-solving and adaptability
skills that I cannot accept changes
immediately and take time to solve
problems and sometimes it is very difficult
for me to solve major problems.
OPPORTUNITIES THREATS
I have opportunities to develop my
personal and professional skills to become
competent and expert in my field. I have an
opportunity to learn new skills that can help
me to emerge as a successful person at
the workplace.
Dynamic environment and change in
technology work as a threat to me. This
creates a challenge for me to make pace
with changing technology.
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PERSONAL/PROFESSIONAL DEVELOPMENT PLAN
The personal and professional development plan represents the skills that I need to
improve to become a successful staff development manager and to guide the team
effectively to achieve better results.
OBJECTIVE ACTIONS TO BE
UNDERTAKEN
TIME PERIOD RESULT
Technical & IT
skill
Coaching and
learning
1 month This will help me to make
pace with changing
technology and implementing
advanced technology to
enhance performance and
productivity.
Adaptability skill Practical approach
and mentoring
Ongoing
process
This makes me comfortable
to initiate change in the
organization in order to get
success.
Leadership skill Classes and practical
implementation
1 month This enables me to ensure a
better leadership style and
Teamwork skill Need to understand,
managing and leading
team in critical
situations.
2 months I have teamwork skill but in
order to get the optimum
result in future I have to work
on these skills and this
enables me to manage a
team and getting work done
by team effectively.
Decision-making
skill
Need to make
decisions quickly
under different
2 months This helps me to make
decisions regarding different
aspects quickly and enhance
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situations with the
help of Practical
Approach.
my analytical thinking.
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TASK 2
LEARNING ORGANIZATION
This refers to the organization that creates a culture which facilitate continues learning
and transformation in employees in order to sustain and survive in a dynamic
environment. This also helps the organization to compete with competitors.
TRAINING
A very useful tool that enables employees of the organization to perform their task and
job correctly and effectively. It can be said that training is the act that enhances
knowledge, performance and skills of employees in order to make them able to do a
particular job in an effective manner (Cohen, 2017).
DEVELOPMENT
It refers to the process where employees of the organization undergo various training
program with the support of employer in order to acquire new skills and knowledge to
face future challenges (Cohen, 2017).
DIFFERENCE BETWEEN ORGANIZATIONAL LEARNING AND INDIVIDUAL
LEARNING
INDIVIDUAL LEARNING ORGANIZATIONAL LEARNING
It refers to the process in which an
individual in the organization try to learn
new things and skill which is needed by
him to perform better.
It refers to a process in which an
organization learns from employees and in
this, learning of an individual makes a
positive impact on the organization.
Not all employees of the organization get
benefits from this process
All employees of the organization get
benefits from this process.
Sources of individual learning are reading,
listening, observing etc.
Sources of organizational learning are
seminars, training and development
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programs and workshops.
There is no role of the manager in this
process.
In this, there is a major role of manager
and towards an employee feedback
manager has to be honest (Camps, et al,
2016).
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
TRAINING DEVELOPMENT
Training is a process which focuses to
develop skills, knowledge and
competencies of employees.
Development is the process which focuses
on the overall growth of employees.
The objective of the training is to enhance
the work and performance of employees.
The objective of development is to make
employees ready for future challenges
Training is job oriented and focuses on
present conditions and situations.
Development is career oriented and
focuses on future situations and conditions
(Larsen, 2017).
Training is a short-term process and group
focused on which more than one person
can participate (Larsen, 2017).
Development is a long-term process and
not for the group it tends to be a
personalized experience.
To drive sustainable business performance, learning and development can be created
in Alexandra-Riesse by implementing various training programs, workshops and
seminars that can help employee of the organization to learn new skills and improve
performance. This also provides an opportunity for employees to grow and progress in
the organization as well as in their career (Boccia, et al, 2017).
HOW LEARNING IS DETERMINED AND IMPLEMENTED AND SKILL EVALUATION
Learning is determined by analyzing skills and find out which skills needs to be improve
and posses in order to grow and achieve success in specific field. Learning can be
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implemented by doing and focusing on improving the skills required by a person to
achieve something great in life.
CURRENT
COMPETENCIES
RATING IMPROVEMENT NEEDED
Communication skills 7 I have developed
communication skills
working as staff
development manager but
still, I need to improve it to
make my communication
effective.
Leadership skills 7 I have developed skills to
lead the team but still, there
is a need to enhance
leadership skill in order to
encourage the team to
achieve better results.
Problem-solving skills 6 I have to make more efforts
to improve this skill in order
to solve problems quickly.
Decision-making skills 7 As staff development
manager I have developed
my decision-making skills at
Alexandra Riesse but there
is some situation where I am
not able to make a decision
quickly and I need to
improve it.
Adaptability skills 6 I am afraid to adapt changes
and not easily accept
changes being a part of the
organization I really need to
improve this skill that will
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