Developing Individuals, Teams, and Organizations: A Report

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Developing Individual, Teams and Organizations 1
Developing Individual, Teams and Organizations

Table of Contents
Introduction................................................................................................................................3
Section 1.....................................................................................................................................4
a) Reflect on appropriate knowledge, skills, attributes that are needed to conduct the role as
a HR adviser...........................................................................................................................4
b) Description of personal skills.............................................................................................6
c) Professional Development Plan..........................................................................................7
d) Description of learning and development culture in the organization...............................9
Section 2...................................................................................................................................13
a) Determine different key elements that make up HPW system and how it performs on
ground...................................................................................................................................13
b) How HPW practice is adopted by employers to enhance organizational performance?. 15
c) HPW system practice impact on the utilization of skill in terms of High Town Housing
..............................................................................................................................................16
d) Determine how HPW supports high performance culture and commitment within High
Town Housing......................................................................................................................17
Conclusion................................................................................................................................19

Introduction
The report aim is to determine the High Town Housing Association development needs. This
report is divided into two parts section one and section two. In section one, employees skills,
knowledge, and behaviour is analyzed that are required by HR professional. In section
second, High-Performance Working ways is determined.

Section 1
a) Reflect on appropriate knowledge, skills, attributes that are needed to conduct the
role as an HR adviser
HR advisor is the individual that provides advice to the other organizations or the senior
management team of particular organization as how to recruit, manage, as well as retain the
employees in the organization. To be an HR advisor appropriate knowledge, skills as well as
attributes are required this is discussed as below:
Knowledge
For playing the role of HR advisor the deep knowledge is required by the individual so that
he/she can handle all the things in an effective manner in the organization. In order to be
successful in the role of HR advisor, he should have knowledge regarding the HR process so
that he can advice others. The knowledge would be helpful for the HR advisor in sorting out
the issues of the employees (Parry and Tyson, 2011). As an HR advisor, I had the knowledge
that helps me to guide the senior management team of the High Town Housing Association. I
can also guide them tips to hiring managers as well as researching performance evaluation
methods and designing the policies of the company. As I have professional and academic
background in HR so I have good understanding to guide the senior management team.
Skills

For the HR advisor, skills are also required and they can be collected with the help of
practical knowledge rather than theoretical knowledge. As an HR advisor, I have different
skills such as work experience as an HR consultant and HR advisor, knowledge of labor
legislation, capability in designing fair policies of company and problem-solving attitude.
These skills will be helpful for me to give advice to senior management team of High Town
Housing Association (Joo and Lim, 2013). I can advice them to motivate the employees in
enhancing their development of skills.
Attributes (Behaviour)
For being an HR advisor, the attribute is also important as the performance is on the basis of
attribute. HR advisor main responsibility is to analyze the attributes of each employee and
assign them work accordingly. HR advisor should also treat everyone equally and this shows
the positive behavior of employee. Higher capabilities are required by the HR advisor so that
he/she can guide others in an appropriate manner. As being an HR advisor, I can advice the
company to assign the role according to the behaviour of employees.
b) Description of personal skills
I was recruited as an HR advisor by High Town Housing Association in the past years to
advice senior management team. Therefore, it is required for me to ensure that I had skills
that would help me in providing the company advice. Different skills include capability,
growth, experience, training, learning, knowledge, attributes, competence and etc. I have
different skills that are such as handling a different kind of situation, attributes, learning, and
knowledge. In terms of handling skills, I can handle any kind of situation like the conflicts

among the team members as an HR advisor (Yeager and Nafukho, 2012). I also have the
capability of handling the employees of High Town Association.
I have the good learning experience as I have practical knowledge as the HR consultant. I
have also learned different culture communication styles by taking advanced training which
is beneficial in the future perspective. The different culture communication style is learned by
me so that I can easily interact with the employees of different culture. Thus, I am weak at
communicating with the large number of group I sometimes hesitate while handling large
number of group. This skill needs to be enhanced so that I can provide advice with
appropriate confidence.
c) Professional Development Plan
Professional Development Plan is developed by manager working with the member of staff to
analyze the skills as well as resources to support the members of staff career goals as well as
business needs of the organization. Professional development plan is developed as below:
Formation of objective
Firstly, the objectives are to be set that comprises of skills that are not appropriate in me as an
HR advisor. in this step, the lacking skills are identified and they are required to be
established in the HR advisor.
Analysis of Skill
In the second step of PDP, skill is important to be an HR advisor so it needs to be developed.
As per discussed above my lacking part in the skill is communication as I hesitate while

communicating in large group. So I had to enhance this skill by communicating in large
group and practicing communication in an effective manner. This would improve my
communication skill in an effective manner (Werner and DeSimone, 2011).
Action Development
This is the third step which is adopted in order to make improvement of lacking part in terms
of skills as discussed above. The communication skill can be developed by communicating
with the people on a regular basis as well as attending meetings in an appropriate manner.
This would increase strong communication in large number. The hesitation of communication
can be minimized through large number of interaction with the people. As being an HR
advisor it is essential for me to enhance my skills so that I can guide the other companies in
terms of managing their human resources in an appropriate manner (Warrick, 2011).
Moreover, this step in the Professional development plan is essential as this is based on
improvement in one self so that guidance can be properly given to others. In order to enhance
my skill, I can join communication skill program so that I can improve my communication
skills. This would be helpful in learning something new.
Plan execution
This is the last step of professional development plan where the skills are learnt in the
development plan and are matched with the previous skills that are analyzed. In this last step
it analyzes whether the professional development plan is helpful in enhancing the skills or
not.

d) Description of learning and development culture in the organization
For having sustainable business development it is essential for the organizations to have
learned of individual, training and development, required for continuous learning and
professional development. It is described as below in detail:
Training and Development
In the organization training and development is essential as it provides employees learning in
an effective manner. In terms of House Town Association, the company is providing housing
facility for the people. Therefore, it is also significant for the company to provide the
employees training so that they can easily help the people who ever need housing support.
While at the training new things are learned by the employees that are beneficial for them
during the work. Learning is an important part that should be never ended by the employees.
It can be done when they are motivated towards the work.
Individual Learning
Individual learning is also essential in order to learn something new. The employees in the
organization had to manage their learning on the basis of their knowledge and skills. They
had to develop their learning by their own as the organization can only guide them with the
opportunities and rest of the thing depends upon the employees itself and their learning. They
can grow by providing their superior performance in the company (Kolb, 2014). Learning
depends upon the employees organization can only provide resources as well as direction.
Organizational learning

The learning of organization depends upon individual learning as when the employees will
develop learning then it would be helpful in the learning as well as organization growth.
Moreover, the performance of an organization is dependent upon the employees’ individual
performance (Jehanzeb and Bashir, 2013). It is essential for the organization to remain
competitive and it can be through the employees’ continuous learning. In order to train the
employees with updated technology, it is the responsibility of HR manager to analyze
different methods by which the employees can learn something new.
In addition, there is learning cycle model that would be helpful in encouraging continuous
learning and development. For the competitive advantage, the organization should have
continuous learning. The external environment as well as organizational situations helps in
making changes. It is essential to have continuous learning as this would help in the growth
and development of organization. It also helps in developing professionalism in terms of
employees.
This is the Kolb’s learning theory model that helps the organization in learning continuously
in an effective way. The theory is dependent on the basis of fact that is necessary for the
employees in order to experience new learning on a regular basis. The learned things should
be applied in the real life (Kolb, 2014). This theory is helpful in ensuring that the learning is
working or not. Under this cycle model four stages are described which is as follows:

Source: (Kolb, 2014)
Concrete experience
This is the first step where new things are done that would be helpful in learning the
information that is useful. For making the employees learn something new they should be
assigned by different new tasks on a regular basis so that they can have good growth and
have continuous learning.
Reflective observation
This is the second stage of learning cycle model theory where the reflection is in terms of
analyzing the learning in the particular experience.
Abstract conceptualization
This is the third stage where the learning is concluded by the employees by providing
different facts learned in terms of experience. The experiment is concluded in terms of
providing personal viewpoint (Kolb, 2014). Moreover, it has also been determined that most

of the employees learn something different and share their learning in a different manner.
There are different ways to look at different situation.
Active Experimentation
This is the last stage of experimentation where the learning is implementing on the basis of
different situation that is raised in the organization. The impact of learning can be analyzed
by applying organizational situation to different learning. It has also been derived that
situation of organization is changed on the basis of time (Werner and DeSimone, 2011).
There is also a change in the practices of Human Resource. At last it can be said that for
dealing with the changes on the regular basis there is necessity of continuous learning in the
company.
Section 2
a) Determine different key elements that makeup HPW system and how it performs on
ground
High Performance work system is defined as the management practice to develop an
environment where there is greater involvement as well as responsibility. HR practices are
combined with this strategy. It also includes work structure as well as process to influence the
employees’ knowledge as well as skills and organization alignment. While building HPWS it
is necessary to take into consideration different elements which are as follows:
Employee’s decision making process

It is the first element where the employees’ ability is seen of participating in the process of
decision making. Here, the employees are allowing to making decisions which affect the
immediate environment. With the help of this element, positive effects are seen in the
organization. This helps the employees feel more valued in the organization (Alewell and
Hansen, 2012).
Employees training and development
This is the second element where the employees are provided with the training and
development so that they can develop their skills and knowledge towards the work. This is
the important element in terms of High-Performance Work System. For example, Mac
Donald’s is also providing training to the employees so that performance can improve of the
employees. HPWS practice used by Mac Donald’s has helped in terms of profit. It engages
the employees in the decision-making process.
Incentive
This is also the important element as without this element no one would be interested in
participating in HPWS. The evaluation of performance and the incentive is given accordingly
(Alewell and Hansen, 2012).. This element helps the employees in participating for HPWS.
Motivation is also important for the employees as this make them feel that they are valued in
the organization. For example, Toyota is offering incentive to the employees on the basis of
evaluation of their performance.
Technology