Human Resource Management and High-Performance Work Practices

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Developing Individuals Teams and
Organizations
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................4
P1: a)Find out the appropriate knowledge, skills and behaviours (KSB) that are needed by HR
professionals................................................................................................................................4
P2: b)Analyze the personal skills of the employee to develop a training strategy......................5
P2: c) Professional development plan for MAGDALENA FARTADE......................................6
M1: Professional skills audit that demonstrates evidence of personal reflection and evaluation8
P3: d)Study differences between organisational and individual learning, training and
development.................................................................................................................................8
P4: e) Why continuous learning and professional development is needed and how it can
enhance the business performance...............................................................................................9
M2: Apply learning cycle theories to explore the importance of CPD.....................................10
D1 A detailed PDP to achieve sustainable business performance.............................................11
Task 2.............................................................................................................................................11
P5 Demonstrate an understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.............................................11
M3 is required to analyse the benefits of applying HPW with justifications to a specific
organisational situation..............................................................................................................13
P6 Evaluate different approaches to performance management and using specific examples
showing how they support high-performance culture and commitment...................................14
M4. Critically evaluate the different approaches and make judgments to support high-
performance culture and commitment.......................................................................................15
D2. A valid synthesis that how HPW can lead to improved employee engagement,
commitment and competitive advantage...................................................................................15
Conclusion.....................................................................................................................................16
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
Reference.......................................................................................................................................17
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
Introduction
The growth of a company depends on the performance of the employees and its business
strategy. The HR professionals and management should agree to build the employee
development plan and business plan for the company. An HR should have efficient skills,
knowledge and appropriate behaviour for managing the professionals in a department
organization. Further, the HR executives can use High-performance work Practices (HPW) and
Continuous Development Plan (CPD) to enhance the individual performance of the employees.
HR should closely monitor all the employees to discover their work-related and skills related
issues to develop an effective development plan. In the process, all the employees will be
engaged, and it will form a mutual understanding, which will lead to better teamwork. It will also
help to build a positive work culture in the organization. When the commitment level of the
workers is increased, the overall productivity of the employees and the organization will be
amplified automatically. Thus, a company can expand its competitive advantage.
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
Task 1
P1: a)Find out the appropriate knowledge, skills and behaviours (KSB) that are needed
by HR professionals
The HR executives with excellent communication and motivation skills can develop the skills of
the employees in an effective manner.
A well-developed company usually have many employees scattered in various departments of
the organisation. As a newly appointed HR trainee, MAGDALENA FARTADEshould
understand the mentality of these employees and their issues to deal with them. As she does not
have professional experience, she can take guidance from senior staffs of the organisation
(Albrecht et al. 2015). However, she must have sufficient theoretical knowledge about
professional behaviour, skills and knowledge to handle the employees.
Knowledge needed:
To become a HR professional, MAGDALENA FARTADEshould be a graduate in Business
Administration, or she can have a higher qualification such as MBA or post-graduate degree.
She should have good knowledge related to HR policies and various legal affairs such as safety
rules and employment laws. She should have a good interest in learning new concepts from
others, which is CPD (Continuous Professional Development).
The HR officers should have proficiency in handling company databases. It means, the newly
appointed trainee should have relevant knowledge to handle the professional and personal data of
the employees.
The most important factor is the HR trainee should understand the requirements of the company
to search new candidates for appropriate job role (Ellinger and Ellinger, 2014). She should able
to prepare interview questions to filter appropriate candidates from a large group of applicants
In addition, all the HR professionals including the trainees should understand the importance of
HPW to develop effective training programs.
Skills Required:
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
A Human Resource officer should have excellent communication skills to engage with the
employees. Otherwise, they might not be able to understand the issues of the employees. It
includes both oral and written skills.
The HR officer should able to motivate the employees. It can be done through communication or
with compensation policies.
The trainee should have strong analytic skills to understand the problems and make effective
decisions. Apart from this, critical thinking is also necessary (Bengtsson and Carlson, 2015).
Further, the HR must have strong convincing power so that they can negotiate with the
employees. It can be applied to handle complex situations
Expected Conduct:
A HR must be polite and diplomatic. Especially, in the case of newly joined trainees they should
follow assertive behaviour. They must not react in complex situations as it can create conflict
with the employees.
HR As an employee of a large organization, the HR should be responsible enough to manage the
employees.
The HR officials should be proactive and flexible so that that they adjust their schedule as per
requirements of the company.
Further, they should follow the rules of the organization to set an example for the employees. It
includes dressing style, giving respect to employees regardless of their ethnic background.
P2: b)Analyze the personal skills of the employee to develop a training strategy
The primary job role of the HR team is to manage the workforce of the organization. To utilize
all the resources effectively, the individual skills of the employees should be developed.
However, before applying the Professional Development Plan (PDP), the HR should analyze her
personal skills first. MAGDALENA FARTADEcan execute a personal SWOT analysis for this
purpose.
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
Strength: I am a qualified graduate in Business stream. I am proficient knowledge of managing
database software of the company. I have good analytic skills and problem-solving abilities,
which will help me to manage difficult situations. Further, I am not aggressive, and it is an
advantage.
Weakness: I follow the organizational rules strictly and not tolerate with others if they violate
the rules. It can make serious conflict with the employees.
Opportunity: I am good with advanced technologies, and I can handle the online databases and
extract relevant data of the organization or employees very easily. It is a significant advantage.
Further, as I am a hard-working employee and follows the professional and organizational rules,
there is a huge scope of career growth.
Threats: If she does not update her skills as per industry requirements, it might affect her job
role. New standards or employee rules are to be considered and implemented in the organization
to improve productivity and legal aspects.
P2: c) Professional development plan for MAGDALENA FARTADE
She should develop a PDP for improving her professional skills such as interpersonal skills,
management skills and problem-solving skills. The plan can be broken into various parts, such as
follows:
Setting Objectives
The primary objective of PDP is to develop professional as well as personal skills. Further, PDP
enhances the time management ability of an employee as multiple tasks can be there in an
organization, and all the tasks should be completed within a specific time (Angrave et al. 2016) .
Jane should design a daily schedule so that she can manage her time according to work pressure.
Further, she should research the new and advanced technologies that are ruling the market. It will
help her to gain additional knowledge and help her to manage the business affairs more
accurately. If the PDP schedule is regularly followed, Jane can master the professional skills
Use authentic sources
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
If the skills or strategies are not learned from proper sources, it could create an adverse effect.
The resources available in the organisation can be used to learn about the new trends or skills.
Further, a HR can learn new concepts such as rules or skill enhancement programs by studying
business strategies of other organizations (Watson, 2014).
HR professionals should omit traditional learning styles such as reading. Visual learning is much
more effective to learn a concept. Various videos regarding professional skills can be viewed to
grasp the concepts quickly. Additionally, Jane should also practice the skills. Otherwise, the idea
behind the learning will fail. The practice will also help her to analyze the effectiveness of the
newly learned skills and how it can be applied in a real-time situation.
The standards and measures to assess the objectives
She can use the standards, which can be easily accepted by the employees. Further, she must
recognize the following factors to apply proper standard
i) Employees learning preferences: The objective the organization must realize the
understanding capacity of the employees so that efficient training strategy can be developed. The
idea is to educate them regarding the objectives of the organization so that they can understand
their roles and responsibilities.
ii) The developmental objective in question: to measure used to asses achievement the
development object will be in the focus of the business objectives and related goals organization.
The organization will allow the employee to learn the objectives of the company and it will be
under the development of the organization.
iii) The organization's available resources: The plan must be developed according to the
availability of resources. It must be a cost-effective strategy. The HR team can use online
sources for training. Moreover, senior professionals can hire their individual experience to
improve the skills of junior employees. The key areas should be focused on are analytic skills,
leadership abilities and other interpersonal skills
In order to check whether the employees have learned accurately or not, HR officials can execute
some assessment tests.
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
M1: Professional skills audit that demonstrates evidence of personal reflection and
evaluation
Many employees are assigned job roles without considering their appropriate skills. It reduces
the overall productivity of the organization. Therefore, as a HR I should monitor the activities of
employees to find out the skills related issues. It might happen due to improper understanding of
job or ineffective communication. In addition, the employees might not be able to use the latest
technology, which will definitely affect his or her personal productivity. Various challenges of
the employee also can be recognized by their performance report. To overcome these issues, I
can apply PDP for all the employees, and it will help them to improve their performance. PDP
will focus on improving the required skill sets.
P3: d)Study differences between organisational and individual learning, training and
development
Organizational learning Personalized learning Training and development
The strategy is focused on the
enhancement of productivity of
the company or a department.
Analytic skills and
communications skills can are
improved.
The culture of the company is
specifically designed with it.
Employment policy and Human
Resource Policy can affect the
learning process
The employee engagement is
increased through organizational
It is used to improve
professional or personal skills
of an individual (Reychav and
Wu, 2015).
It cannot improve
communication.
It only concentrates on
personal skills and behaviour.
The learner can learn new
ideas or concepts from
anywhere and at any moment
The strategy is purely focuses
on the weak skills of an
employee.
All kinds of required skills can
be developed with appropriate
resources.
Organizational and Personal
skills both are improved with
training.
The management or HR team
decide what type of training is
required for an individual
Good understanding is required
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
learning. Thereby, collaboration
and mutual respect are very much
increased (Ogbonnaya et al.
2017).
Continuous Professional
development is an integrated part
of Organisational learning
Collaboration and engagement
are not necessary.
CPD is not mandatory. But in
order to improve various skills,
an individual should update
them on a regular basis
CPD is required to improve the
level of training
P4: e) Why continuous learning and professional development is needed and how it
can enhance the business performance
Various kinds of technology regularly come in the market to simplify the efforts of the
employees. The HR officials should research regarding these strategies to manage the sustainable
performance of the organization.
The employees should be encouraged to CPD
CPD focuses on personal growth as well as improvement of performance. If an employee does
not have sufficient skills, the company will eliminate him. The skill gaps may be related to
behavioural issues, technical aspects and various other relevant factors. As a result, it might
affect the performance of employees. Therefore, the management of the organization must
motivate the employees to take an active part in CPD. The employees should view all the latest
trends and the meaningful contribution of those factors in the current industry (Kobayashi et al.
2017). The CPD can be achieved by organization learning as well as training. The employees can
also learn various innovative ideas independently through their IoT devices.
The CPD has the following advantages:
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
Improve performance: The productivity of a sincere employee may be affected due to
insufficient knowledge. However, with CPD and proper training, the employee will learn new
innovative technologies and its usage. The strategy will direct to higher performance.
Sustain performance in current job: The skill gap of employees is a negative factor for any
organization. To maintain the performance ratio, the associated methods should always be
updated, and it is achieved with CPD.
Prepare employee for advancement: All the employees should advance their skill level for
their personal growth as well as career growth. With effective use of CPD, employees can
become flexible with modern skills (Wu et al., 2015).
Enrich employee’s work experience: If someone learns a concept, it is added to his or her
experience. Work experience adds a significant advantage in the job role of an employee. With
CPD, they will gain more experience
M2: Apply learning cycle theories to explore the importance of CPD
Various learning theories can be applied to analyze the significance of CPD. The theories are
discussed as follows:
Behaviourism Theory: It helps a person to structure the characteristics of personality of an
employee (Floyd, 2018). The employee can realize what type of behaviour is suitable in a
professional environment. The inborn behaviour of an employee might be not appropriate.
However, with CPD, they can improve their attributes and behaviour.
Cognitive theories: The theory helps a person to gain critical thinking abilities. With continuous
learning experience, a person will recognize different types of problem-solving skills. Moreover,
he will learn how to communicate with others in problematic situations. As opined by
Meichenbaum (2017), use of CPD helps an employee to make decisions more wisely.
Constructivism: It is stated that the learning is often achieved with experience. CPD focuses on
overcoming certain behavioural issues and professional challenges of employees. With regular
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DEVELOPING INDIVIDUALS TEAMS AND ORGANISATIONS
practices of CPD, the employees can relate their experience with emerging problems within the
company (Anderson, 2016). It will be very helpful to enhance the productivity
D1 A detailed PDP to achieve sustainable business performance
Adequate training should be provided to the employees to enhance the performance of the
workers. The training should be offered to the employees based on the business objectives. The
relevant methods and the technologies, which can increase their skills or productivity, will be
explained in detail during the PDP session. Further, the importance of effective communication
and leadership policy should be illustrated to the employees. It will help to enhance the
performance.
Task 2
P5 Demonstrate an understanding of how HPW contributes to employee engagement
and competitive advantage within a specific organisational situation
HPWS (High-performance Work System) is the group, which is separated, but interconnect to
the human resource practices which are related to the Training, performance appraisal,
compensation and the selection procedure of the workers in the organization (Kelly and
Cherkowski, 2015.). It has been designed to improve the effectiveness of the employees. By
which the employee would get the better skills, and they will feel motivated moreover, the
employees will get the opportunities to excel when the mentioned HR practices aligned. It is
required for MAGDALENA FARTADE to find out the elements of the HPWS for the
organization
The elements of the HPWS are mentioned below:
Employee Security: it has been seen that many of the organization are not practicing the
partnership with the employees. the HPWS advocate the creation of the trusted partnership with
the employees that will build the commitment and promote the extra-role behaviour which is
critical for the organization
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