Individual, Team, and Organizational Development: An HR Perspective

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

Developing individual, teams, and organisation
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Table of Contents
Introduction....................................................................................................................................4
Section 1.........................................................................................................................................5
Section 2.......................................................................................................................................13
Conclusion-..................................................................................................................................17
References...................................................................................................................................18
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Introduction
Human resource management is the administrative level of a department that basically
identify the hiring employees, employee relation, staffing and workforce of the
organisation. The human resource department is responsible for an employee's
performance and the success of the business. To work as a human resource advisory
role there should be adequate knowledge and skills. The assignment is basically for the
skills, knowledge, and behaviour required by professional. As s human resource advisor
of the high town housing association provide senior management to performance
appraisal and future development of last one year. This assignment also focuses on the
continuous development plan; understand the personal skill development plan and
establishing a high-performance work system. This report helps to attain development
skills as an individual of various field of the organisation. The objective of this
assignment basically helps to appreciate the development of knowledge and skills for
personal and professional knowledge.
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Section 1
Appropriate knowledge, skills, and behaviours
The appropriate knowledge, skills, and behaviour basically provide important advice and
suggestion in respective of the success of the business. The knowledge can be defined
as practical and theoretical knowledge which is essential to perform the job properly.
The skills are a personal capability of the perform a job at the highest level. Behaviour is
one of the crucial factors that play a definite role in the success of an HR professional.
The following detail of KSB model for the role as an HR individual (Ulrich and Dulebohn,
2015).
Knowledge- the level of education basically required to be an HR advisor for carrying
out role efficiently in human resource management. In addition to the hr advisor, he
should have a good knowledge of employee and employer relationship, performance
management, HR software. This gives help to enhance knowledge in a particular sector.
It also helps HR professional to prepare staff handbooks and employment terms and
condition.
Skills- the skills are required for the HR professionals, are coaching skills, negotiation
skills, and consultancy skills. The negotiation skill of the hr means that they know the
ability of negotiation in regard to employee salary and compensation particularly in the
matter of new employees joining. Coaching skills mean to communicate a better
relationship with the employee and discover any requirement of the training and
development of the employee. Consultancy skills help to senior level management and
leaders to communicate the development of the hr of the company.
The strategy decision needs to make the planning of various hr functions, workforce
planning and frame strategic plan for a number of employees required for the particular
vacancies.
Behaviour- this is the behaviour of employee and employer relation of each other. They
should make a plan for developing good behaviour in relation to the negotiation,
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interview, and training programs for new employees. Behaviour in relation to hr
planning, training and development are to maintain good relation with the client. The
behaviour tool is important for hr professionals (Wojtczuk-Turek and Turek, 2015).
Whistle blowing- The role of HR assistant to advise the senior management of high
town housing association about any whistles blowing of the organisation. The term
whistles blowing means when the employee shares information to others with an
intention of the wrong act of the business or infringement of laws. Such is supervisor,
middle-level employee and inspector general. The company needs to frame a clear
policy in relation to the employee whistle blowing policy. An organisation should find out
why the Employee encourages to do fraud or wrong act (Kehoe and Wright, 2013).
The role of an HR assistant is to frame policies and procedures to minimize risk in
enterprises. They should describe a plan of minimizing the risk while implementing the
project.
Amalgamation-
Change is an activity of a business that is required for every level of activity. Change
requires a merger. The Acquisition and new leadership is a requirement for a top-level
activity. Role of HR assistant is to give important advice in relation to the
implementation of a project or restructuring the company. There are many rules and
regulation in relation to merger and amalgamation which the company needs to fulfil.
There should be proper communication with staff and the entire system of work should
be transparent. Each firm should discuss its market share, consumer base, and goods
and service detail.
TUPE-
The HR has a responsibility of TUPE transfer of undertaking. TUPE means a transfer of
undertaking to protect the employees. The TUPE refers to all size of organisation and
protection of employee's right when the service or organisation they work for transfer to
a new owner.
Terms and condition under TUPE
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Under TUPE, the owner of the outgoing employer automatically becomes employees of
the incoming owner at the point of business transfer. They carry out their service
continue from the outgoing owner. And it is necessary for the same terms and condition
of employment with the incoming owner (McMullen, 2014).
TUPE protects against any change or modifies terms and condition of employment of
incoming owner of the organisation.
Key performance indicator- it is very important to monitor and analyze HR key
performance indicator which is manager do not fulfil. It provides support to a manager to
performance to particular activity or process.
Important key performance of indicator-
Duration in the position- most of the employees are losing their time which the
organisation keeps them on the same position of the employment. If an employee finds
him as he was not promoted over the period of time, they want to switch over to the
outside place of company.
Absenteeism-
This performance indicator basically measures for absent of the employees due to
delays and leave of sick and excuse or non-excuse leaves. Based on the average value
of the hour worked effect absenteeism in the company cost can be easily quantified.
Retention of talent-
The retention of talent of key performance indicator basically gives stability of the job.
This gives help to identify average employee retention for the company. In another way,
the cost of losing talented employee would prevail to spend time and money on hiring a
new employee.
Education and training-Courses for employee basically give help to the activity of the
company. This KPI gives help to increase the level of activity for every employee of the
company. This strategy is to increase the satisfaction level or loyalty level of an
employee of the company.
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Average time for recruitment
This basically measures the time taken by the company for an employee leaving the
organisation and another individual is hired for his place.
Time for achieving goals-This key performance indicator basically helps to measure
the efficiency of work. This also helps to achieve definite task and goals for the
company.
Accidents in the workforce-
It is being able to, measuring the number of accident in the workplace. It's very
important for the company prospectus. This should be avoiding major issues.
b) A detailed personal skills audit plan
A personal skills audit program is a very efficient way for an individual to discover
strength and needs to identify a healthy environment. The personal skills audit plan
depends on the geographical area of business which individual working and vary with
different areas and environment.
The whole area of personal skills of audit can be done in minimum time by distributing,
which some questions discover the presence of specific skills in individual personality
by each question must get a response. Divide audit into more than five sections i.e.
namely information seeing skills, learn new thing, reading and note taking, general
business skills, information skills, management skills, etc. This is the individual
response to record these skills and shows how this record is essential for a personal
audit program (Henczel, 2013).
Communication skills-
There should be an ability to share view orally and confident about the audit was done
at a personal level. There must be a quality of sharing view to others and appreciate
others.
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Management and leadership skills- an individual should manage his resources and
give best to them. They work like a part of the team as well as the leader of the team.
There have an ability to convince people and get work done. An individual is good at
addressing and motivate teammates.
Information technology skill-
Personal skill audit requires developing an audit program by HR specialist software,
excelling spreadsheet and use of a database. The information skills software basically
requires Microsoft Excel, internet, email, and PowerPoint. Microsoft skill is a very useful
skill that is required for drafting purpose. The excel sheet use to analyze and
interpretation of data (Schwalbe, 2015).
c) Professional development plan
Professional development basically formulated by the manager that working mutually
with staff, they need to discover resources to support the member of staff and help to
achieve their goals and organisation meet their business need. Professional
development starts when a new number of staff begins members. The professional
development plan is a set of required skills, goals and support for regular development
and development of career. The professional development plan should be a review or
re-examined throughout the year on an ongoing basis (Kennedy, 2014).
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Professional development plan
What is the
objective of
development?
[What skills,
knowledge and
behaviour that
individual
missing?]
The activity
required to
achieve
objectives.
Sources of
support are
required to
achieve
objectives.
Target date of
achieving the
target
The actual date
for achieving
objectives
Attain
confidence
talking to a
larger group in
a matter of
work.
Required good
Practices
Assign
assessment
which is
responsible for
work and take
the advice of
work
April 2019
Learn about the
proper use of
ability and use
advice
accurately
New innovation Take demo
session for
understanding
objective
April 2019
Learn more
about the world
of knowledge
Research,
read.
Provide
research link to
the
organisation
Continuing
through
individual life
Learn how to
do individual
work after
graduation
Create a
website,
business cards,
and business
cards.
Implement
advice of guest
appearance of
speakers and
knowledge
March 2019
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d) Continuous professional development- continuing professional development
refers to an ongoing systematic and structured process of learning practices of
professional.CPD gives the ability to an HR assistant to develop. Maintain, increase
personal and professional knowledge, skills, behaviour and increase their personal and
professional skills.
Importance of continuous professional development
 To give importance in relation to use prove based practices and body of research
knowledge.
 There is a need for giving training to new employees who recently hired.
 Greater awareness of client needs.
 Give a framework of individual behaviour of the organisation.
The need for continuous professional development
 It increases the knowledge and helps to gain experience to the professionals. It
provides understanding in relation to the major issue of development.
 Support the professional autonomy and need to change professional practices.
 Give suggestion to the stakeholder in relation to specific skills of development.
 Give benefit to the individual in terms of personal achievement and it includes in the
training and development of hired employees (Van den Broeck, et. al., 2015).
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Source: training industry
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Section 2
a) A key element of high-performance work system
A high-performance work system is a framework of practices of management which is
designed for an employee has significant responsibility and involvement. The strategy
includes the work structure, process to access the knowledge of the employee, HR
structure and alignment to the organisation. For build HPWS following point must
include in employee attributes.
Learning of employee- the first element of HPWS is a training of employee which
requires important skills to a job performing or gives effectiveness to the employee
about job performance. It is used for set responsibility of each employee in the
organisation. Cross training employee is different roles and skills which give a good
understanding of duty in the organisation.
Decision-making tool- this element gives the capability for an employee to participate
in the decision-making process. It basically gives permission to an employee to take a
decision in the immediate environment, this gives to positive impact in the whole
organisation. An employee feels effective when creating a workforce.
Incentives-
The third element is the incentives. Without incentives, a worker is not willing to
participate in a high-performance work system. Employee performance should be
connected to outcomes that are beneficial to them and the organisation. Because the
small companies providing equity plan, profit sharing plan, and stock options. Big
companies likely to pay bonus, increase basic pay when employee are meeting target
performance and monetary incentives.
Familiar with technology- the fourth element is technology. The technology should not
have the leading edge of technology solutions. It must provide the right resources for an
employee to succeed in his job. It should give the facility of sharing information and
communicating in the organisation.
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