High-Performance Work Practices and Employee Engagement: A Report

Desklib provides past papers and solved assignments for students. This report explores high-performance work practices and their impact.

Developing Individuals, Teams and Organisations

LIST OF TABLES
INTRODUCTION....................................................................................................................1
TASK 1......................................................................................................................................2
P1 Knowledge, skills and behaviours required by HR professionals....................................2
P2, Personal skill audit to determine skills, knowledge and behaviours including
professional development plan...............................................................................................4
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation........................................................................................................7
TASK 2......................................................................................................................................9
P3 Analysing difference between individual and organisational learning, training and
development...........................................................................................................................9
P4 Need of professional development and continuous learning to drive business
performance..........................................................................................................................11
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development.....................................................................................................13
D1 Produce a detailed and coherent professional development plan that appropriately sets
out learning goals and training in relation to the learning cycle to achieve sustainable
business performance objectives..........................................................................................14
TASK 3....................................................................................................................................15
P5 Demonstrating understanding of how HPW contributes towards competitive advantage
and employee engagement...................................................................................................15
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation................................................................................................................................16
TASK 4....................................................................................................................................17
P6 different approaches to performance management.........................................................17
M4 Critically evaluate the different approaches and make judgements on how effective
they can be to support high performance culture and commitment.....................................19
D2 Provide valid synthesis of knowledge and information resulting in appropriate
judgements on how HPW and mechanisms used to support HPW lead to improved

employee engagement, commitment and competitive advantage........................................19
CONCLUSION.......................................................................................................................20
REFERENCES.......................................................................................................................21

LIST OF FIGURES
Figure 1 Approaches to measure performances.......................................................................17

INTRODUCTION
It is important for firm to develop an individual and team for its own development and
growth to increase profitability and productivity effectively. The report will cover
knowledge, skills and behaviours required by HR professionals along with personal skill
audit to determine skills, knowledge and behaviours including professional development
plan. It will also analyse difference between individual and organisational learning, training
and development and need of professional development and continuous learning to drive
business performance. The report will demonstrate understanding of how HPW contributes
towards competitive advantage and employee engagement and different approaches to
performance management.

TASK 1
P1 Knowledge, skills and behaviours required by HR professionals.
It can be said that a HR professional requires effective skills, knowledge and behaviour in
order to manage business operational activities effectively. Here are some essential skills,
behaviour and knowledge described below:
Knowledge required by HR professional
Employee relations: HR professional required knowledge about employees in order to
manage effective relationship between them. This includes their nature, gender, sex, religion
and race etc.
Performance management: HR professional must have knowledge to manage performance
of employees within firm to enhance productivity and profitability. It can be done by proper
evaluation and measurement of their working style while performing task.
Teamwork: Teamwork and collaboration is important between employees in order to
accomplish objectives and goals (Passmore, J. ed., 2011). HR professional must establish
collaboration between them to make sure they will work together.
Project management: Project management helps both employees and business to
accomplish their goals. Thus, HR professional must have adequate knowledge regarding
managing different projects.
Skills required by HR professional
Business skills: Business skills are required by HR professional such as time management,
record management and calendar management in order to complete task by various
department and people working within firm.
Communication skills: Communication skills are required such as clear writing, critical
listening and conflict management in order to interact with employees to provide details and
guidance regarding tasks effectively.
Adaptability skills: These are some important skills required by HR professionals such as
bigger thinking, change management and self-assessment which helps towards continuous
improvement and predicting and implementing necessary changes.
Behaviours required by HR professional
Transparency: Trustworthiness and transparency helps HR professionals to become an
example for their employees regarding how to do things around operations. It helps to make
changes faster in their own career.

Purpose and people oriented: A HR professional required to understand the initial purpose
of business in order to deliver task to employees. They also must be people oriented to
understand requirement and needs of them to provide sustainability within tasks.
Personally credible: It is important for HR professionals to show high level of
professionalism. This will help to bring values to employees, business, peers and stakeholders
effectively (Stewart, 2014). They require a positive behaviour to manage job security,
compliance, ethics and morality.
Decision maker: HR professional must be able to analyse and understand information and
data quickly and effectively. They are the driver of decisions regarding business and
employees. It is important for them to have thinking of critical decision making to face
various situations within company.

P2, Personal skill audit to determine skills, knowledge and behaviours including professional
development plan
The personal skill audit that is based on the knowledge, skills and behaviour required
for being an HR professional are:
Personal Skill Audit:
Strength:
 Good computer and software
knowledge.
 Good leadership and team building
skills.
 Have an good interpersonal skills that
are required
Weaknesses:
 Lack of confidence while
communicating to others.
 Lack of critical thinking skills.
 Lack of Hr software knowledge.
Opportunities:
 To conduct a seminar, management
programmes.
 Can grasp the opportunity in annual
appraisal process.
 There are lot more opportunities
available as an HR professional.
Threat:
 Lack of communication can create a
threat for my development to achieve
my professional goal.
 Pending works and recruiting and
hiring process can be affected because
of my lack of technical knowledge.
After skill audit, I have prepared a comprehensive professional development plan in
order to improve my skills and knowledge.
Skills Activities Feedback Time Scale Improvement
Communication
skills
In order to
improve my
communication
skills, I can take
participation in
different seminars
and Group
discussion
programmes. I can
also keep
In order to evaluate
my performance, I
can take feedback
from my peers,
colleagues and
seniors regarding my
improvement.
Within 4-6
months.
I have identified
improvement while
interacting with
people, have
started taking
interviews. Along
with this, I have
also improved my
non-verbal
communication

interacting with
people in order to
enhance my
communication.
skills also.
Critical thinking To improve my
critical thinking
skills, I can engage
in solving different
case studies,
research papers
which assist in
enhancing my
thinking abilities.
I can ask my
mentors and seniors
to guide me in order
to improve my
thinking skills. Other
than this, I can also
ask them to provide
valuable feedback to
guide my
improvement level.
In 2-3 months After working on
my critical
thinking skills, I
have identified that
now, I am
improved in deeply
understanding the
fact and
consequences
regarding any
situation and then
coming up with an
effective solution.
Hr-software
knowledge
In order to
improve my
technical skills, I
can either take
coaching classes;
ask seniors for
guidance or can
learn from internet
and online videos.
In order to evaluate
my performance, I
can start using the
HR software and ask
my colleagues to
give me feedbacks to
improve mores.
Within 6
months
After learning and
developing my
technical
knowledge and
skills. I have
identified that now
I can access the
HR-software to
manage the
employee’s
information.
However, I can
also say that, I still
need to work on
this kills in order
to become efficient
user.

From the above self –assessment of skills and knowledge to be a HR advisor, I have
evaluated my person skills audit in order to determine my strength and weaknesses regarding
the skills required for the particular job. After assessment of my skill audit, I have identified
my weaknesses and the areas in which I need to improve. Later, I have prepared a
professional development plan which will assist me in identifying all the available resources
and activities that I can undergo in order to improve and overcome my weaknesses. Within a
specific time period, I have improved some skills by taking appropriate feedbacks regarding
my improvement process.

M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation
SWOT analysis can serve as an essential tool in order to evaluate my strength and
weaknesses which will assist me in attaining my processional goals of being HR advisor.
Following are my self-assessment with regards to my strengths and weaknesses. Through my
personal skill audit, I have analysed that following are my strength which will assist in
getting a head in my career and my weaknesses which are required to be improved.
Strength: I have analysed that, I possesses some skills that are essentially required for an
HR advisor. Some of those skills are, computer and software knowledge such as effectively
using Microsoft Excel effectively etc (Passmore, 2011). Other skills that I have are effective
leadership and team building skills which are required to manage the employees in a
workplace more effectively. Apart from this, I also have some interpersonal skills and
attributes which will assist me in leading my professional goals in career.
Weaknesses: From my skill-audit, I also analysed some of my weaknesses or lacking in
skills and knowledge that are essentially required to be an HR advisor. As per the self-
assessment I have evaluated that I lacked the skills of excellent communication, critical
thinking and problem in properly handling the HR software.
Opportunities: The opportunities during the skill are also analysed which shows that further
there are various types of opportunities that I can use for my future growth and development.
The major opportunity which I have while working for the organisation is the active
participation in the seminars and management programs so that I can also put my opinions
and views in respect of the business decisions. I can also use the annual appraisal process so
that my performance in the organisation will be appreciated through various benefits. I also
have opportunities regarding HR professionals (Passmore, 2011).
Threats: My biggest threat which I can face during my professional performance is related to
the poor communication and due to that I sometimes get failed to achieve my professional
goals and objectives. Sometimes due to low technical knowledge it becomes difficult to
deliver the outcome within the specified time limit.
With the help of the above SWOT analysis I can use all the points in from further personal
and professional development so that high growth can be achieved by me at the workplace.
On the basis of the above analysis it is identified that with the help of using my opportunities

I can increase my strengths and reduce my weaknesses and with the help of my strengths I
can overcome the threats so that problems can be avoided.