Developing Individuals, Teams, and Organizations: A Report

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DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS

Table of Contents
INTRODUCTION............................................................................................................................. 3
SECTION 1 – PORTFOLIO AND A BRIEFING PAPER.........................................................................4
(A) APPROPRIATE KNOWLEDGE, SKILLS AND ATTRIBUTES (KSA) REQUIRED TO CARRY OUT
YOUR ROLE AS H R ADVISER...................................................................................................... 4
(B) A DETAILED PERSONAL SKILLS AUDIT ..................................................................................7
(C) A PROFESSIONAL DEVELOPMENT PLAN WITH A REFLECTIVE STATEMENT OF YOUR
DEVELOPMENT NEEDS...............................................................................................................9
D) YOU HAVE BEEN ASKED TO TABLE A BRIEFING PAPER ON CREATING AN INCLUSIVE
LEARNING AND DEVELOPMENT CULTURE WITHIN THE ORGANISATION.................................11
SECTION 2 – BRIEFING PAPER......................................................................................................15
(A) THE KEY ELEMENTS THAT MAKE UP THE HPW SYSTEMS AND HOW THESE SYSTEMS WORK
ON THE GROUND..................................................................................................................... 15
(B) HOW EMPLOYERS USE HPW PRACTICES TO IMPROVE ORGANISATIONAL PERFORMANCE
AND HOW THEY CAN DEMONSTRATE SUCCESS/IMPACT........................................................17
(C) TO WHAT EXTENT/HOW WILL HPW PRACTICES ENABLE BETTER SKILL UTILISATION IN
HIGH TOWN HOUSING.............................................................................................................19
(D) WAYS IN WHICH PERFORMANCE MANAGEMENT, COLLABORATIVE WORKING AND
EFFECTIVE COMMUNICATION CAN BE USED TO SUPPORT A HIGH-PERFORMANCE CULTURE
AND COMMITMENT WITHIN HIGHTOWN HOUSING...............................................................21
CONCLUSION............................................................................................................................... 24
REFERENCES.................................................................................................................................25
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INTRODUCTION
Learning is a lifelong process and the individuals who plan to improve their knowledge and
current skills are successful in improving the performance of their teams and organisation
where they are working. This report provides a detailed account of the process of the
continuous professional development process and high town housing. Initially, the roles and
responsibilities of an HR adviser are explained. Next, a detailed self-analysis is done regarding
the skills and compatibilities of my own and how these personal skills and knowledge matches
with the job description of an HR manager. The identified weaknesses need to be eliminated in
a phased manner and a professional development plan is also prepared which has a timeline of
different activities to be done to remove weaknesses. Later the High-performance work and its
importance at the current organisation are discussed.
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SECTION 1 – PORTFOLIO AND A BRIEFING PAPER
(A) APPROPRIATE KNOWLEDGE, SKILLS AND ATTRIBUTES (KSA) REQUIRED
TO CARRY OUT YOUR ROLE AS H R ADVISER
INTRODUCTION
A range of skills, knowledge and personal attributes are required by an HR adviser to carry his duties at
High town housing. This role is associated with managing a team of employees and taking care of their
motivation, performance and the grievances related to the work. The HR adviser has to make sure that
the human resources of the organisation are able to work in a positive environment and get enough
opportunities to enhance their knowledge.
Importance of Continuing Professional Work (CPD)
CPD is important because it works as a means to initiate a personal development process. The
learning process may include both formal and informal training. The training process is a self-
directed and complete documentation of individual compatibilities is done (Boud et al., 2013).
CPD requires maintaining a log which contains the learning experiences and the experiences
gained in the whole exercise. Shadowing a professional to learn an additional skill is also done.
KNOWLEDGE SKILLS AND ATTRIBUTES REQUIRED FOR THE ROLE OF HR ADVISER AT HIGH
TOWN HOUSING
 High Town Housing HR Adviser has to ensure employee engagement by keeping them
motivated. It can be done by better reward management and allowing the employees to
participate in the decision-making process
 To keep himself updated with the most relevant legislation related to the labour laws
and provide necessary advice to the company in case there are any legal disputes
 To handle a team of line managers and supervisor and resolve their management
related issues by providing the right guidance (High town housing, 2019).
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 Understand the individual needs of the employees and take proactive steps to solve
their grievances so that they can show better productivity in the work.
 To manage the recruitment and selection programs of the company so that a better
workforce can be included in the team and the employee retention rate is increased.
 Continuous expansion of the knowledge is also important for an HR adviser so that new
methods of managing the day-to-day activities can be applied and problems can be
solved in an innovative manner.
EXPLANATION OF WHY THIS RANGE OF KNOWLEDGE, SKILLS AND ATTRIBUTES ARE REQUIRED
FOR THIS JOB ROLE
The job role of an HR manager is important in many respects. He is the person who will take
care of the performances of the employees and make sure that they are giving their peak
performances. The importance of the job can be understood by the level of skills, knowledge
and attributes demanded in the job advertisement for the role of an HR adviser. He should be
able to coordinate with the other department that is why communication skills are the most
important attribute for the HR adviser (High town housing, 2019). The HR adviser also needs to
understand different rules and legislation related to the employment laws. By having a deep
understanding of these laws the HR adviser can give useful advice to the management in case
there is a dispute with the unions.
The HR adviser also needs to have abilities to learn new things and enhance his knowledge base
on a regular level. The focus of knowledge indicates that the work of an HR adviser requires
deep knowledge about the issues and better knowledge can help him find innovative solutions.
The personal attributes such as positivity, enthusiasm and self-discipline have great importance
for an HR adviser (Hedin, 2010). A leader works as a role model for the employee and he has to
set an example by being punctual at work and behaving in a calm and composed manner at the
time of difficulties. All these skills make a complete package for the role of an HR adviser and
hence it is necessary for a person to have all these qualities to work efficiently as an HR adviser.
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(B) A DETAILED PERSONAL SKILLS AUDIT
PERSONAL SKILLS AUDIT
PERSONAL SKILL EXCELLENT GOOD AVERAGE LOW
Critical Thinking 
Flexibility 
Eagerness to learn
new things

Self-motivation 
Interpersonal skills 
PROFESSIONAL SKILLS AUDIT
PROFESSIONAL SKILL EXCELLENT GOOD AVERAGE LOW
Problem-solving skills 
Communication skills 
Financial management 
IT Skills 
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Managerial skills 
The above personal and professional skills audit gives an account of the most crucial skills which
are necessary for an HR Adviser at High town Housing. This audit shows that my interpersonal
skills are excellent which help me make effectively communicate with the people on a one-on-
one basis. An HR manager needs to interact with a large number of people daily and this skills
help me make a perfect impression. The audit also discusses critical thinking skills, these are the
skills which are required to look at a problem in a critical manner in which both sides of the coin
are assessed to take a decision. My critical thinking skills are good but I think I need to work on
improving these skills further.
The professional skills discussed in the audit include communication skills, managerial, IT and
problem-solving skills. My communication skills are quite effective and this is the reason I have
stable a positive rapport among peers and other team members. Regular communication with
the team members makes the administration process effective. I think, my Financial
management skills are not quite effective and I need to improve these skills to manage the
work of the Human resource department better.
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(C) A PROFESSIONAL DEVELOPMENT PLAN WITH A REFLECTIVE STATEMENT
OF YOUR DEVELOPMENT NEEDS
PERSONAL DEVELOPMENT PLAN
DEVELOPMENT
OBJECTIVES
PRIORITY ACTIONS TO BE
UNDERTAKEN
RESOURCES TIMELINE CRITERIA
FOR
SUCCESS
Managerial
skills
MEDIUM To improve this skill I
will try to get more
organised in my
work.
I will read
management
books written
by successful
CEOs
4 Weeks Be able to
understand
the concerns
of the team
members.
Business
writing and
presentation
skills
MEDIUM I will practice writing
on different topics to
manage my writing
skills better.
I have planned
to join a
training
session where
I will improve
my basic
writing skills.
2 weeks Be able to
send perfectly
written
business letter
to the
concerned
authorities
Time
management
HIGH I will try to make a
priority list for the
most important tasks
and complete them
without
procrastinating.
High town
Housing is
offering a
session to
improve time
management
skills.
Being able to
manage things
perfectly
according to
the proposed
schedule.
Flexibility MEDIUM I will try to broaden
my viewpoint and try
to understand the
perspective of others
Encouraging
breaks
between work
and limiting
5 weeks Enforcing a
more flexible
work schedule
for the
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meetings employees.
Financial
Management
HIGH Monitoring the
financial position of
the company on a
daily basis.
Training
programs
offered by
high town
housing.
2 weeks Being able to
understand
the cost-profit
figures.
PERSONAL REFLECTION AND EVALUATION
Overall, this personal and professionals skills audit was an interesting experience for me to
explore my strength and weakness. The audit made it clear that the KSA required for an HR
manager are very diverse in nature and to fulfil the responsibilities of the job position
effectively need to improve my existing skills and learn some new skills. Having adequate
knowledge is also important for the Job of HR adviser. Having better knowledge is helpful in
finding out of the box solution for the problems. From this skills audit, I came to experience that
my managerial skills, time management and business writing skills need to be improved a lot
and to manage these gaps in knowledge and skills I have created a detailed personal
development plan. The primary goal is to improve my writing skills so that I can enhance my
business communication. Below average time management skills have caused problems in the
management and I need to work on these skills.
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D) YOU HAVE BEEN ASKED TO TABLE A BRIEFING PAPER ON CREATING AN
INCLUSIVE LEARNING AND DEVELOPMENT CULTURE WITHIN THE
ORGANISATION
INDIVIDUAL LEARNING ORGANIZATIONAL LEARNING
Personal development is at the centre of the
individual learning process.
Needs of the competitive market are at the centre
of the organizational learning
The strength and weakness of the individual
becomes a source to identify the area for
development (Sessa and London, 2015).
The sales of the company and customer
satisfaction are the driving force which decides
where the learning process needs to be focused
It aims to fill the knowledge and skill gaps by
different tools and techniques.
It aims to create better products and service for
the customers and increase organizational
effectiveness.
TRAINING VS DEVELOPMENT
Training and development are the terms which are often taken consecutively while defining the
aims and objectives of human resource departments, but there is some basic difference
between these two terms. Training is an immediate step taken to fulfil the current needs. For
example, a new technology related to construction is introduced in the business and High town
housing feels that the employees do not have the necessary skills to work on this technology. In
such a situation, a training program is offered by the company (Swarnalatha and Prasanna,
2013). Development programs are focused on the long term needs of the employees where
they have to take larger responsibilities and the employee need to be prepared for this role.
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WAYS TO CREATE AN INCLUSIVE LEARNING AND DEVELOPMENT CULTURE AT HIGH TOWN
HOUSING
High town housing can develop a culture of continuous learning and development by offering
regular training programs for employees. These training programs may aim to impart necessary
skills to solve a particular business problem (Van Dooren et al., 2015). To make a culture where
individuals are ready to expand their personal knowledge base, the management at high Town
housing need to encourage the employees to ask questions and give suggestion. Asking
questions and earning to find their solutions is an excellent way to learn new things and can
develop a habit of exploring new work methodologies.
Continuous Professional Development (CPD)
Individuals can move in the carrier hierarchies when they are ready to acquire knowledge and
find new applications of the knowledge that they already possess. CPD is a process of
continuous observance of one’s personal skill making a record of these skills and improving
them. There are a number of methods through which CPD can achieve these methods include
raining programs, shadowing or watching others.
KOLB’S LEARNING CYCLE
CPD can be achieved by individual or teams by understanding the basics of the learning process
by the help of Kolb's learning cycle. This model defines the basic steps which are involved in the
learning process which are discussed below:
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Figure 1: Kolb’s learning cycle
[Source: Kolb 2014]
1. Concrete Experience: in this phase, the learner reiterates the whole experience so that
he can understand the reason behind different activities and initiate the process of
learning (Willingham et al., 2015).
2. Reflective Observation: the second step in this cycle is of reflective observation where
individuals try to reflect on the whole process. The experiences are defines as it is, they
may be positive or negative.
3. Abstract Conceptualization: Next is the conceptualisation step in which the person tries
to interpret the situation. He draws a conclusion by mixing his past experiences and the
present activity. This conclusion will guide him in his future experiences.
4. Active Experimentation: After all the learning process is completed, now it’s time to
once again get prepared for the next experience and try to do better than the last effort
(Rolfe and Cheek, 2012).
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