Developing Individuals, Teams, and Organizations: A Report

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DEVELOPING INDIVIDUAL,
TEAMS AND ORGANISATIONS

Contents
INTRODUCTION............................................................................................................................. 3
Section 1........................................................................................................................................ 4
a) KNOWLEDGE, SKILLS AND ATTRIBUTES (KSA).....................................................................4
b) PERSONAL SKILLS AUDIT.....................................................................................................6
c) CONTINUOUS PROFESSIONAL DEVELOPMENT PLAN..........................................................8
d) Continuous Professional Development.............................................................................10
Section 2...................................................................................................................................... 11
a) ELEMENTS OF HIGH-PERFORMANCE WORK SYSTEM (HPWS)..........................................11
b) USES OF HPW PRACTICES BY THE EMPLOYER TO IMPROVE ORGANISATIONAL
PERFORMANCE........................................................................................................................ 13
c) HPW PRACTICES ENABLE BETTER UTILISATION OF SKILLS................................................14
d) EFFECTIVE COMMUNICATION, COLLABORATIVE WORKING, AND PERFORMANCE
MANAGEMENT IN HPWS......................................................................................................... 15
CONCLUSION............................................................................................................................... 16
REFERENCES.................................................................................................................................17

INTRODUCTION
Human resource department is one of the major departments in an organization because it's
the responsibility of the human resource department to take care of all the humans or
employees in the organization. It is the only department which is responsible for the
recruitment and selection as well as all the employee-related issues like employment
legislation, holidays, payments etc. In today's competitive world every organization is seeking to
recruit the best talent in their company in order to grow continuously, and for that, it is
necessary to have the best HR professionals who are versatile and capable of recruiting and
maintaining the best talent in the organization (DeCenzo et al., 2016). This assignment focuses
on the roles, responsibility and the key skills of an HR advisor.
The assignment has two sections. In the first section, the organization given is High town
housing association, which is a charitable housing association operates in Hertfordshire,
Bedfordshire, Buckinghamshire and Berkshire. The main aim of this association is to help needy
people. The mission of this organization is to build homes to help and support people. High
town association is very strict in terms of their values; they never compromise with the safety
standards and respect each and every one. As one is recruited as the HR advisor so this section
focuses on the KSA or knowledge, skills and attributes needed in an HR advisor. Current skills
and skill audit and the creation of the professional development plan for the growth of the HR
advisor (DeCenzo et al., 2016). The second section contains various aspects of High-
Performance Work System which influences the employees to perform well in the organization.
It describes various elements and its uses in getting the best performance of the employees.
The report also shows various uses of HPWS by the employers in using the skills of employees in
the best possible manner and the various practices of HPWS for getting higher results by the
organization.

Section 1
a) KNOWLEDGE, SKILLS AND ATTRIBUTES (KSA)
Human resource advisors as those who are responsible for organising the recruitment and
selection process in an organization as well as the training and development of the
employees and the overall development depends on the human resource advisor. They can
also advise the higher management on the employment legislation rules as well as they
maintain all the records regarding the employees. In any organization, the roles and
responsibility for a particular task are pre decides and they are updated and changed
according to the business changes. The part of knowledge, skills and attributes is also
predefined by the organization according to the job role (Macnamara, 2018). The basic skills
and abilities that are needed for any job role are communication skills, management of
one’s own time, implementation of the task and inability they are the ability to manage and
prepare the documents, process handling, ability to complete the work within or before the
deadline etc. KSA or knowledge, skills and attributes for an HR advisor are as follows;
KNOWLEDGE, SKILLS AND ATTRIBUTES (KSA)
Knowledge
 The HR advisor should have the knowledge of different task related to Human resource
departments like recruitment and selection, training and development, staffing,
employment legislation, HR policies and practices.
 The HR advisor should also be aware of the business because only according to the
business the advisor can advise the higher management and what the higher
management r the business manager is planning to do (Ho and Teo, 2015).
 The HR advisor should have the knowledge of all the employees in the organization
with the details like contact no., address etc.
 HR advisor should be up to date with the rules and regulation changes in employment.
 Strong knowledge of employment laws.

Skills
 Excellent communication skills (verbal as well as written),
 Interpersonal skills,
 Negotiation skills,
 Training and development skills,
 Critical and logical Reasoning ability,
 Skills to analyse the things and circumstances,
 Skills to take a decision in complicated situations,
 Leadership as well as teamwork skills,
Attributes
 Trustworthy,
 Time management,
 Ease in maintaining the social connection with the employees as well as the higher
management,
 Supporting,
 Tolerance and adaptability.

b) PERSONAL SKILLS AUDIT
Personal skill audit is the process of analysing the skills one has and needed in accordance
with the organization and identifying the gap between the skills required and currently
having (Schiemann, 2017). Skill audit is very in every term, as it gives a goal to achieve in
order to increase the skills. Through skill auditing one is going to know and learn about the
skills they need to survive in the business world and grow more and more. Personal skill
auditing is very crucial for an organization because through skill auditing employees would
be going to know what the areas are where they need improvement, and once they will
improve those areas they would get the job satisfaction as well as growth. Skill auditing is
also advantageous for the organization as the employees are upskilling their skills, the
organization would also be going to grow. Skill auditing of HR advisor is very crucial, HR
advisor is the person who is responsible for taking care for all the employee-related issues
and for advising the higher management (Ritter et al., 2018). The skill auditing of HR advisor
includes-
Skills Existing Required
Communication skills
Good Excellento Verbal
o Written Moderate Excellent
o Listing Basic Excellent
Managing skills (leadership,
team handing)
Good Excellent
Interpersonal skill
(teamwork, behaviour)
Excellent Excellent
Computer or technological
skills (MS word, powerpoint,
excel)
Moderate Needs improvement

Training and development
skills
High Excellent
As the personal skill auditing is done, the identified area of improvement is the listening
skills as well as the spoken skills, spoken skills play a crucial role in any job. In the job of HR
advisor, the most important skill that an HR need is a communication because HR advisor is
responsible for recruiting as well as for the advising the higher management and
supporting the HR team and for all this the main thing which needed is communication.
Other than the communication skill the second skill for improvement is managing skills,
managing skills includes leadership and teamwork, these are also the very basic skill for an
HR advisor (Ritter et al., 2018). To improve all these skills I would prepare a professional
development plan or PDP, which would include various courses related to the
communication skills as well as managerial skills. This professional development plan
would give me a chance to enhance my skills and help in achieving professional and
development goals.

c) CONTINUOUS PROFESSIONAL DEVELOPMENT PLAN
Personal development plan or PDP is the method used by the managers to develop the
skills of the team members as an individual. The professional development plan first
includes the self-assessment of each and every candidate. After the self-assessment, only
the candidate would be going to know about the skills in which they need improvement.
And after the assessment, the professional development plan is prepared. The professional
development plan includes the documentation of the goals, required skills, timeline,
courses required for the skill improvement (Perry, 2017). This plan gives the candidate
continuous learning and enhances the chances of success for both(organization and
individual employee) The professional development plan based on the KSA and skill
auditing is as follows;
PERSONAL DEVELOPMENT PLAN
Skills Course Duration Starting from Key learnings
and benefits
Communication Personality
development
course
3 months 12 July 2019 Learning about
effective verbal
communication
within a group
Managerial
skills
(leadership and
team
management)
Seminar and
workshops on
managerial
skills
1 month 1 August 2019 Learning would
be about how to
manage a team
with the
leadership
Computer skills Workshop
related to MS
Office, MS word
and MS excel
2 months 20 July 2019 Fluency in
computer
knowledge

This development would help in learning a certain skill set in order to enhance oneself.
This professional development plan would benefit the HR advisor as well as the
organization. By enhancing the communication skills, communication would be no barrier
in any type of meeting or in leadership and the HR advisor can fluently give the advice to
the HR team or share the ideas easily. Other than this the improvement in the computer
skills would help the HR advisor to maintain the records easily, and as the HR advisor have
the computer knowledge the can also share the documents digitally or communicate
digitally (Perry, 2017).

d) Continuous Professional Development
Training and development are a vital part of any organization. Through the training the
employee is prepared for the upcoming challenges in the environment, training could be
related to the technological improvements or it can be managerial as well as sales training.
Training provides the overall development for the employee. It improves the performance
of the employee; it fills the gap between the needed skills and the existing skills, increases
the productivity of the work and provides continuous learning. Organization and individual
leanings are not so different, they depend on each other. This is an era of continuous
learning and to survive in this competitive era continuous learning is the tool. The
organization is made up of individuals and individual learning is very necessary for an
organization (Bournois et al., 2017). This would help the organization grow as well as
individual growth. Along with it, individual learning includes the growth of the individual
according to their needs and requirement and organization learning means learning based
on the organizations' current situation and future goals.
Continuous Professional Development
Continuous professional development (CPD) refers to the process of continuous tracking
the skills of the employees and providing them learning in order to enhance their skills for
the organizational benefits. CPD or continuous development process helps an individual to
manage their own development without affecting the work, as this development is related
to their job only. The CPD is not about the tracking ion the skills of the individual but also
keeps a record of the thing s what an individual has learned. As it is a documented process
so it has records. It is a self- driven process, an individual can handle it. It helps in setting
the development goal and includes both the formal and informal leanings. The continuous
development plan would help in the personal as well as professional development
(Boroughs and Palmer, 2016).
As an HR advisor continuous professional development plan is very necessary to be aware
of the market scenario as well as learning the new technologies. As the CPD provides the
continuous learning and the skills which the HR advisor needs to improve our

communication skills as well as the managerial skills so it would help to learn that skills by
implementing the proper goal and objective and keep tracking the activities.
Section 2
Organizations main business is to achieve high continuous performance. These are
achieved with the help of people through the system of work. Consequently, High-
Performance Working is developing the performance with the help of people by
establishing a High-Performance Work System (Garg and Punia, 2017). HPWS is a practice of
management which tries to create an atmosphere in which employees of organization work
with better participation and responsibility.
a) ELEMENTS OF HIGH-PERFORMANCE WORK SYSTEM (HPWS)
The HPWS combines the practice of human resource, the structure of the work, processes
by which the understanding, knowledge and ability are used highly and their alignment.
The key elements of HPWS and its working are as follows:
 Participation in Decision Making: The ability to participate in the process of decision
making is one of the key elements of HPWS because it permits them to make a decision
which affects their working environment, which is the organization. This helps the
employees to feel more empowered and motivated which give the organization a loyal
and committed workforce ( Noe et al., 2017).
 Training: With the help of training of employees, the organization provides them with
the necessary skill and education in performing their tasks in a more effective way. This
made employees more responsible. And the training of employees in different fields
makes the employee better to perform his role in the organization.
 Incentive: The first two elements Participation and Training make the employees
capable of their roles but these are of no use if the employee is not driven towards the
implementation of work which can be done only with the help of incentives. The
organizations should connect the work of an employee with the rewards. It can be in
any form like a bonus, time off, promotion, profit sharing, and increase in salary, stock
options and many other rewards.