Developing Individual, Teams, and Organisation: A Report

Desklib provides solved assignments and past papers to help students succeed.

Developing Individual, Teams and Organisation
1

Table of Contents
Section 1- Reflection on the role of HR professional: 1500......................................................3
a) Appropriate knowledge, skills and attributes (KSA) needed for HR advisor of High-
town Housing Association:....................................................................................................3
b) Detailed personal skill audit:.............................................................................................4
c) Detailed professional plan and reflective statement based on personal audit:...................5
Reflective statement based on personal audit:...................................................................6
d) Creation of inclusive learning and development culture within High-town Housing
Association for sustainable business performance:................................................................6
Section 2- Implementation of different approaches in High-town Housing Association:.........8
Introduction:...........................................................................................................................8
a) Identifying fundamental elements of “High Performance Work Systems (HPWS) and
their significance in an organisation:.....................................................................................8
b) Evaluating the way of using HPWS practices to improve organisational performance:.10
c) Role of HPWS practices in utilising better skill in High-town Housing Association:....11
d) Identifying the ways, through which performance management, collaborative working
and effective communication can be used to implement high performance culture in High-
town Housing Association:..................................................................................................12
Conclusion:..............................................................................................................................13
References:...............................................................................................................................14
2

Section 1- Reflection on the role of HR professional: 1500
a) Appropriate knowledge, skills and attributes (KSA) needed for HR advisor of
High-town Housing Association:
According to the job description of High-town Housing Association, it has been seen that the
HR advisor of the firm will be responsible for supporting both the managers and senior
managers in all the matters related to human resource management. In addition, the HR
manager will also be responsible for implementing effective policies and procedures in High-
town Housing Association for the sake of initiating wellbeing of the staffs. Thus, the HR
advisor should have various skills and attributes, which can help him to monitor both the
internal and external business process and thus attain desired outcome. Noe et al. (2017)
commented that firstly, the HR manager should be a good listener and listen and understand
the requirements of the staffs before taking any kind of decision. In addition, the HR advisor
should also be transparent while implementing any kind of policies and procedures.
Discrimination based on caste, religion, age, sex and race needs to be avoided by him while
dealing with the employees. According to Cascio (2015) strong communication skill is one of
the major skill, needs to be hold by the HR advisor. This is the way, through which he or she
can be able to maintain good relationship with the employees and thus align them within a
single platform. As per the observation of Armstrong and Taylor (2014) strong knowledge
over upcoming rules and regulations is one of the major skills of HR professional. It is
imperative for the HR advisor of High-town Housing Association to have strong knowledge
over Equality Act in order to implement policies and procedures. This is the way, through
which a strong sense of security can be generated among the staffs. Managing any kind of
negative situation is one of the major steps to be implemented for the sake of preventing any
kind of obstruction in business process. Bratton and Gold (2017) highlighted that there lies
the significance of conflict management skill.
The HR advisor of High-town Housing Association should have conflict management skill.
This is the way, through which the HR advisor would be able to respect the values, ethics and
perception of individual employees. DeCenzo et al. (2016) put stress on the fact that it is
imperative for the HR advisor to give proper value to the decision taken by individual
employees. This is the key way, through which internal conflict within a firm can be
resolved. At the same time, Mello (2014) shaded light on the fact that the HR supervisor must
3

also have in-depth negotiation skill, which will help in developing effective business process
in a timely and cost effective manner.
b) Detailed personal skill audit:
As per the observation of Storey (2014) personal audit is one of the major ways, through
which comprehensive action in accordance with degree of efficiency can be attained. SWOT
is a major framework, through which personal skill audit can be initiated. My personal skill
audit is as follows:
Strengths Weaknesses I have strong communication skill,
through which I can easy create
strong boding with people from
different background. I have sound time management skill I have intense problem solving skill. I
can place multiple solutions to any
impending problem.
 Lack of leadership skill is my greatest
weakness.
 I cannot even handle stress properly.
 One of my greatest weaknesses is that
I get irritated shortly.
 Short temper is another great
weakness.
Opportunities Threats As technology is increasing in a rapid
manner, I have the opportunity to
implement them in my organisation
and thus promote speed in business. Flexible working environment is
another great opportunity, through
which I can easily balance my
personal and professional skill. I can also apply my analytical skill,
which can help them to figure out the
requirements of customers easily.
 Intense competition is the greatest
threat in contemporary times.
 Competition among the organisation
within the global market is another
biggest threat.
 Declining cost of budget in order to
provide training to the staffs.
Table 1: Personal Audit
(Source: As created by author)
4

c) Detailed professional plan and reflective statement based on personal audit:
Based on my personal SWOT analysis, it is worthy to mention that I can easily handle my job
as HR advisor. It is true that, I am not too much sound in leading people, still I have effective
management skill. The inclusion of such management skill will serve me with the ability to
assess the internal business process properly and take necessary action in order to modify the
same. In addition to that, good management skill will also help me in identifying any kind of
business related issues and take prompt action accordingly. Based on the weaknesses, I am
creating my professional development plan, which will help me in accomplishing my career
goal. My personal development plan of 6 months is as follows:
Mission Activity Timeframe
Lowering
degree of
stress
 As meditation is the greatest way to reduce stress; I will
start practicing meditation regularly.
 At the same time, I will also take comprehensive in order
to reduce anxiety in professional area.
 Improving listening skill and empathy and thereby
understanding the requirements of the staffs properly is
also a greatest way to reduce stress.
 Reading books is a great way to reduce stress as it will
help in increasing concentration level.
2 months
Developing
leadership
skill
 In order to improve leadership technique, I will join in
training session.
 I will also read books related to leadership in order to
improve the same.
 I also follow up books in order to gain knowledge
regarding the way of managing team.
3 months
Maintaining
cordial
interaction
with people
 Development of analytical skill is the greatest way of
interacting with people properly.
 I will also take necessary action in terms of making
effective conversation with the people and thereby explore
their requirements. Through this way, I can create a
positive vive among them.
 I will also put consistent effort in order to amplify my soft
skill. Through this way, I will be able to maintain verbal
1 month
5

communication with the people.
Table 1: Professional Development Plan
(Source: As created by author)
Reflective statement based on personal audit:
From my personal SWOT analysis, it is quite evident that, my leadership skill needs to be
improved. In addition, as the uncertainty in the business environment is increasing in a rapid
manner, I have to advance my managerial skill. This is the way, through which I can be able
to monitor the internal functionality of my company properly. It is true that, I am sound in
both formal and informal communication; still I have to make it more effective in order to
cope up with the international market. I have also to develop my assertive behaviour for the
sake of controlling my temper and thereby maintain cordial relationship with my co-workers.
d) Creation of inclusive learning and development culture within High-town
Housing Association for sustainable business performance:
In this section of the paper, Kolb Learning Cycle will be used. According to this framework,
it is imperative to be involved in consistent experience plays a major role in learning new
things. Brewster et al. (2016) this model also shows that reflection is one of the most integral
parts of learning. There are four different parameters of this learning cycle which are
discussed below:
6

Figure 1: Kolb Learning Cycle
(Source: Kramar 2014)
 Stage 1- Concrete Experience
Tyson (2014) observed that concrete experience covers factual description of the event,
which has happened in the course of working. While working as the training consultant in
High-town Housing Association, I have experienced that how comprehensive learning and
development session plays a major role in accelerating skill and competency level of
individual people.
 Stage 2- Reflective observation
Brewster et al. (2016) perceived that this stage shows that, it is imperative for the individual
people to reflect on the observation relayed to their own experience. This is the experience,
which I have gathered while working as learning and development consultant in High-town
Housing Association. Being the external learning and development consultant I feel that it is
imperative to provide consistent training both the new and existing staffs in order to make
them highly competitive. I have felt that strong skill and competencies of all the staffs plays a
major role in accomplishing organisational objectives.
 Stage 3- Abstract conceptualisation:
In this stage, new idea and conception can be gathered from the past experience (Morgeson et
al. 2019). I have experienced that it is important to involve the staffs in consistent learning
7

and development process. I have considerable level of confidence which shows that I have
the ability to cope up with different work structure. The inclusion of productivity and
accountability has made me able to operate the internal business operations properly and
thereby attain desired business outcome.
 Stage 4- Active Experimentation
Active experimentation is the process is the process of applying own knowledge and skill in
the professional area. It is worthy to mention that with the assistance of effective
communication, I have become able to acquire experience and thereby increase my morale
and productivity. Effective communication skill has empowered me to be connected with all
the staffs of High-town Housing Association. However, it is imperative for me to include
actions that can help me to improve my leadership skill.
Section 2- Implementation of different approaches in High-town Housing
Association:
Introduction:
According to the perception of Wilton (2016) High performance work system (HPWS) is one
of the most significant aspects of strengthening core value of business in a timely and cost
effective manner. This section of the paper will put forth the discussion of high performance
work system and its impact on organisational productivity. Different approaches of HPWS
will be discussed and how these approaches are being used to accelerate the skills and
competency of the staffs. Role of performance management, collaborative working and
effective communication in improving organisational culture will also be discussed in this
part of the paper.
a) Identifying fundamental elements of “High Performance Work Systems
(HPWS) and their significance in an organisation:
According to Renz (2016) High performance work system (HPWS) is one of the most
significant managerial approaches, being used by the organisations with the intension of
generating commitment among the staffs to involve in the decision making process. This is
8

the way, through which the degree of performance of the staffs can also be improved
(Gatewood et al. 2015). There are different elements of HPWS, which are as follows:
 Maintaining employee security:
Ensuring safety and security of the employees is one of the major factors of HPWS. In the
contemporary times, it has become general tendency among the employers to hire staffs in
contractual basis. In addition, Al Ariss et al. (2014) observed that the employers also used to
hire part time staffs. The fundamental aim behind the employers behind executing such
practice is to avoid any kind of practice to avoid any kind of obligation to the employees
along with their wellbeing. However, evidences show that this is creating a negative vive
among the human resources and thus generating dissatisfaction among them. Thus it is
imperative for the organisation like High-town Housing Association to hire full time
employees. This will help the firm to have long term involvement of the staffs, which is very
much needed in terms of promote sustainable growth of business.
 Selective hiring:
Hiring the most efficient employee plays a major role in running the internal functionality of
a business in a timely and cost effective manner. Identifying skills and competencies of the
staffs before hiring them is one of the most significant aspects of training and development
process (Snell et al. 2015). Thus, the HR department of High-town Housing Association
should identify the skills like character, sense of respect for the others, service orientation
before hiring staffs.
 Decentralised decision making process:
Involving all the staffs within decision making process plays a major role in generating work
related motivation among them. High performance work system shows that, it is the prime
responsibility of the higher authority of corporate entities to delegate decision making process
throughout the organisation (Bamberger et al. 2014). The employees must also be empowered
to place their objectives and perception within decision making process. Through this way,
commitment for providing outstanding service can be generated among them. In addition to
that, supportive, well-trained and self-managed team must be included within decision
making process.
 High Results-Based Compensation:
9

Reward based on performance plays a major role in stimulating satisfaction among the staffs
and creates driving force among them to improve their performance level. A comprehensive
compensation system need to be developed that reward the employees. This is the way,
through which intense commitment for accomplishing shared goal can be integrated among
them. Increased awareness among the employees will drive them to put their best effort
towards organisational success. Contingent compensation system needs to be developed as it
helps in creating fair and equal compensation structure for all the employees without making
any kind of discrimination.
 Reduced Status Barrier:
HPWS shows that is practicing any kind of discrimination while dealing with the employees
has a negative impact on the growth of business. HPWS shows the fact that employee from
every level are equally responsible for promoting success of business. Thus, wage equality
needed to be stopped immediately. The management should behave with the staffs in such a
manner, so that they can feel valuable. It is imperative to implement trust culture by
maintaining transparency with them (Wright et al. 2014). Treating employees by lowering
any kind of status barrier will support in building trust and commitment. Empowering
employees in decision making process is also a major factor in building trust and
commitment among them.
b) Evaluating the way of using HPWS practices to improve organisational
performance:
The fundamental aim behind designing HPWS is to accelerate organisational effectiveness.
HPWS is basically acts as a support system of an organisation. This is also a culture which
comprises of people management process along with operation. Appropriate staffing is one
of the most significant ways of improving organisational performance. It is imperative for the
HR department of the corporate entities to evaluate knowledge, skill and attributes of the
candidates. In addition, the HR department must also explore the extent to which a candidate
can be fit with the job requirements. Selective screening and in-depth assessment about the
technical and interpersonal skill need to be done before hiring a staff. This is the way,
through which right candidate can be recruited, who can put their best effort towards
organisational success.
10

Building self managed team is another vital practice of HPWS, through which degree of
productivity of an organisation can be accelerated. The higher authority of an organisation
should practice redistribution of power among the employees by implementing team
structure. Employee participation practice is a vital way, through which such culture can be
created in an organisation (Deer and Jago 2015). It is imperative for the higher authority to
divide team and assign responsibility to them in accordance with the skill and competency of
the team members. Through this way, larger assignments can be divided into small and thus
can be completed in a timely and cost effective manner. Flexible working assignment is
another vital way of HPWS, through which organisational effectiveness can be improved. It
is imperative to provide individual staffs with the opportunity to broaden their skills,
knowledge and attributes. Strong knowledge and expertise level will act as a driving force for
them to put their best effort towards organisational success. Job rotation across the team is
needed to be considered in this context. This is the way, through which a feeling of boredom
towards work can be mitigated from the staffs (Omotayo 2015).
Creating healthy communication across the organisation is another significant matter of
consideration in this context. According to the ideology of HPWS, it is imperative to open
both vertical and horizontal communication channel. This can pave way for staffs to access
necessary information along with the opportunities in order to place their values and
perception. The inclusion of such communication channel will also serve the staffs with the
ability to access every level of operating result. Employee suggestion system needs to be
implemented in the organisations (Bamberger et al. 2014).
c) Role of HPWS practices in utilising better skill in High-town Housing
Association:
HPWS is one of the most significant ways of amplifying skills and competencies of the staffs
and thus enable them to be more productive. With the assistance of HPWS, it will be easy for
the staffs of High-town Housing Association to accelerate their skills and competency level.
HPWS supports in creating a high performance working culture across the organisation.
Through this way, the staffs can be allowed to engage in the working culture. As the notion
of ideology put stress on the fact that motivation plays a very important role in attaining high
degree of engagement among the staffs (Omotayo 2015). Thus, the inclusion of HPWS will
help High-town Housing Association to generate motivation among the staffs. Increased level
of satisfaction will make it easy for the higher authority of High-town Housing Association to
11

utilise the skills and competency of the staffs. Thus, through HPWS, High-town Housing
Association can offer learning and development opportunities to the staffs, which is the key
of increasing skills and competency level of them. In addition, learning and development
program will also encourage the staffs to improve their performance level as it supports them
to satisfy their career goals (Deery and Jago 2015).
With the assistance of HPWS, High-town Housing Association can provide learning and
development opportunity to the staffs, which is very much needed in order provide them with
more opportunity to accomplish their career goals. Through HPWS system, the behaviour of
the staffs can be modified and thus enable them to improve work related commitment. HPWS
also put stress on providing flexible working assignment to the staffs as it supports in
boosting energy level of them. Thus, it is imperative for the HR department of High-town
Housing Association to introduce flexible working environment as it supports the staffs to
maintain a balance in their personal and professional life and thereby utilise their skills to the
fullest extent permitted.
d) Identifying the ways, through which performance management, collaborative
working and effective communication can be used to implement high
performance culture in High-town Housing Association:
 Performance management:
Performance management is one of the most significant aspects to boost organisational
performance. Performance management program is the essential factor in stimulating
motivation among the staffs, which is very much needed to improve work related
commitment among them. With the assistance of performance management strategy, the
degree of effectiveness among the staffs can be improved. Effective employees will put their
best effort towards organisational success (Gatewood et al. 2015). This is the way, through
which high performance working culture can be created within High-town Housing
Association.
 Collaborative working:
Collaborative working is a key factor in improving organisational productivity. Collaborative
working acts as a driving force behind companies to move towards its predetermined goals
12