Hightown Housing HR: A Skills Audit and Development Plan

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DEVELOPING INDIVIDUALS,
TEAMS AND ORGANISATIONS

INTRODUCTION......................................................................................................................1
Section 1.....................................................................................................................................2
a) Appropriate knowledge, skills and attributes (KSA) required to carry out your role as H
R Adviser...............................................................................................................................2
b) A detailed personal skills audit completed for yourself....................................................3
c) A professional development plan with a reflective statement of your development needs
................................................................................................................................................5
d) You have been asked to a table a briefing paper on creating an inclusive learning and
development culture within the organisation.......................................................................10
Section 2...................................................................................................................................14
a) The key elements that make up the HPW systems, and how these systems work on the
ground..................................................................................................................................14
b) How employers use HPW practices to improve organisational performance and how can
they demonstrate success/impact.........................................................................................15
c) To what extent/how will HPW practices enable better skill utilisation in Hightown
Housing................................................................................................................................15
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...............................................................................................................17
CONCLUSION........................................................................................................................20
REFERENCES.........................................................................................................................21

INTRODUCTION
Developing individuals and organisation is important to accomplish desired goals and
objectives of providing quality services and increasing profitability. The report is based on
Hightown Housing is a charitable association operating from Hertfordshire, Bedfordshire,
Berkshire and Buckinghamshire. The report will cover professional knowledge, behaviour
and skills required by HR professionals including personal audit to determine skills,
knowledge and behaviour including professional development plan for HR advisor.
Difference between individual and organisational training and development and learning and
need for continuous professional development will be discussed. Finally, the report will
assess how HPW contribution towards competitive advantage and employee engagement and
approaches to performance management.
1

Section 1
a) Appropriate knowledge, skills and attributes (KSA) required to carry out your role as H R
Adviser
There is some knowledge, skills and behaviour an individual requires addressing to become a
HR professional. This helps to manage the roles and responsibilities effectively. In this
regards, KSA model is provided below to understand and determine qualities required in a
HR professional:
Figure 1 KSA Model
Knowledge: Knowledge can be described as information towards a subject which is acquired
from education and experience. It is a theoretical knowledge of any topic or subject
(Knowledge, Skills and Abilities (KSA’s), 2019). An HR professional needs to have
knowledge of managing employee relationship, laws and performance management within
Hightown Housing. In addition, knowledge of software to control daily operations, IT and
communication technology is also essential. TUPE transfers, performance management and
Employment Tribunal outcome knowledge is required in the HR advisor so that they can
manage the employment law implementation at the workplace.
Skills: Skills are important in order to execute the knowledge and complete work effectively.
It is an ability to make effective use of knowledge within tasks. An HR professional requires
some skills such as communication, decision making, teambuilding, interpersonal,
recruitment and leadership skills etc. This helps to manage human resources within
organisation. In addition, critical thinking is also a crucial skill in order to formulate and
implement strategies in different situations (Lewin and Stuart, 2016). This are some essential
skills required in an HR professional in order to manage and control their work effectively
and efficiently. Relationship management, email writing, proposal writing, communication
with team members, letter writing are the skill which are required in me as the HR advisor.
2

Behaviour/Attributes: Behaviour can be described as a way in which a person behave or
conduct oneself. The positive behaviour is a quality of an individual to remain effective in
front of others. Behaviour relates to the characteristics, quality and character of HR
professional towards others. In this regards, an HR professional must have some attributes
such as communication, speaking, honesty, transparency and professionalism. This will help
to make an effective environment within Hightown Housing in order to manage positive
behaviour of others effectively. Polite and calm is required so that I can manage the positive
working environment at the workplace. My behaviour towards my team members need to be
soft and for this I need to use soft skill rather than hard skills.
b) A detailed personal skills audit completed for yourself
Skill audit is important in order to assess skills that are required to achieve the professional
and personal goals. It is a systematic process that helps to determine the skill gap within an
individual to be developed (Trevillion, 2018). Skills audit for organisation helps to identify
the performance level and utilisation of skills possessed by employees to achieve goals and
objectives.
The personal skill audit is crucial to determine the skills required in me to become an
effective HR professional or advisor. My personal skill audit will be based on skills,
knowledge and behaviour. In order to complete that, I will use SWOT analysis tool which
will help me to analyse my strengths, weaknesses, opportunities and potential threats for
further development.
Table 1: Skill audit
Strength
I have good computer and information
knowledge including skills of team building and
leadership activities. In addition, time
management, data recording and interpersonal
skills including business skills.
Weaknesses
I have some weaknesses in my communication
skills including verbal and written skills.In
addition, I have no proper knowledge and
experience regarding HR software. My decision
making and problem skills are also weak.
Opportunity
I can improve my hob performance to reach
higher position by enhancing my knowledge and
skills within organisation. Certificate in HR
management field.
Threat
The lack of skills affects my performance and
standard. In addition, competitiveness in industry
also is a threat for me.
3

According to the skill audit some of the skills are required in me as the HR advisor:
The most important skill required in me as the HR advisor is communication skill so that I
can interact with my team members and discuss the points with them. Addition to this,
coordination with my team members also required so that all the efforts will be put in the
same direction and through that objective of the organisation to enhance their homes in the
other places can be achieved. It is also essential for me to use the quality of the recruitment
and selection methods so that equality at the workplace can be managed. As the HR advisor
of the Hightown Housing I need to more promote the equality at the workplace so that
discrimination acts can be avoided.
The key skills that are achieved by me are- technical skill in respect of the MS Office,
communication skill by using professional Emails and formal culture maintenance at the
workplace. Still there are some improvements which are required in me is related to the
Communication skills including verbal and written, Decision-making and Problem-solving
skills and Knowledge of Microsoft and HR software.
4

c) A professional development plan with a reflective statement of your development needs
According to my personal audit, I have analysed that I have some skills to perform the HR
advisor role. However, there are some skills which need improvement. In order to achieve my
weak skills, I will plan a continuous development plan in order to develop goals that I needed
to undertake some activities.
5

6
sponsibilities: HR Advisor
ning needs Development plan
n what area do
need to
mprove my
performance?
How does this link to other
objectives (eg employer,
school etc)?
What do I
need to learn
in order to
achieve this?
What will I do
to achieve this?
What are the likely
resources and
support that I will
need?
How will I eval
a succes
outcome?
Knowledge of
Microsoft and
HR software.
Daily activities associated with
HR department including
presentation and reports to
seniors.
Training of
software.
Participating in
training programs
with online
studies and
research.
2 months effective
training to gain
skills in HR and
Microsoft software.
By working
software progr
and assessing w
details from sen
Communication
kills including
verbal and
written.
Reports for senior management,
drafting employment contract
and letters outside the
organisation.
Verbal communication is
required to take developing and
training sessions including
interview and presentation.
Online
tutorial videos
and training.
Training to
improve
communication
skills including
courses such as
notes-taking,
hearing,
employee
training and
recruitment
process etc.
Training
programme for
approximately 4
months to develop
the communication
skills.
Through ma
effective
communication
my peers
seniors to
letters
vocabulary skill
Decision-making
and Problem-
olving skills.
Problem solving skills to handle
information. To take actions and
make decisions at the right time.
It helps to Provide more than
one solution for consequences
or situation.
Decision-
making and
thinking
ability.
I can attend the
training sessions
towards problem
solving organised
by business. Also
the course work
by solving case
study.
1 month session of
problem-solving to
develop the skills
more effectively.
By analysing
facts and m
decision withi
short time period

7

Table 2: Continual professional development plan
Name:
Job role and responsibilities: HR Advisor
Development activity Evaluation
Details of CPD
activity
Dates Effective
learning
time
Dev. Plan
ref.
Key Learning Points Key Benefits/Value added Further comments:
Was the plan successful?
How can I improve it in future?
Improving skills
related to HR
software.
17.04.1
9
13.06.19 Effective use of HR
software to carry day to
day operations.
This will help to improve
the skills for job and
performance improvement.
The plan was effective in order to
handle the software effectiveness.
Further it will be improved with quality
practicing.
Grafting of
employment
contract, making
report,
presentation
including
18.04.1
9
16.08.19 HR course books which
will help to assist in
drafting employment
contract. Presentations
and public
This will help to develop
abilities to provide training
sessions, drafting
employment lows.
Yes the plan is successful. Yet further
improvements are to be taken acre of in
order to take notes for high position
management and leadership roles.
8

interviews and
recruitment skills.
communication skills.
9

d) You have been asked to a table a briefing paper on creating an inclusive learning and
development culture within the organisation
Organisation learning, training and development can be described as a process of retaining,
creating and transferring skills and knowledge within organisation. It helps to gain
experiences to accomplish desired goals (Cherry, 2017). On the other hand, individual
learning, training and development are a process of understanding and building knowledge,
behaviour and skills with the help of personal experiences.
Organization and individual learning
As per the analysis it is identified that individual learning improves the learning of the
organisation because capabilities of the employees will put impact on the performance of the
organisation. The improvement in the working quality will be done by the individual learning
but its outcome is related to the organisation learning. High town Housing is the organisation
which has implemented some tactics so that they can observe the individual learning and
which is considered as the learning of the organisation as a whole.
Training helps to acquire new knowledge and skills regarding operational activities for a
particular purpose. It is also a teaching and learning activity carried out by both organisation
and an individual to apply their knowledge and skills to increase the level of their
performances. Development is the process ofacquiring something new.It is also a strategic
plan towards learning in order to become more advanced and manage strategies for the
growth in an individual and organisation.
Difference between training and development: Training helps employees of Hightown
Housing to learn something new in terms of skills and knowledge regarding their job.
Development is the process of providing training to existing employees to enhance their
capabilities and abilities (Evans, 2016). Training is short term process whereas development
requires time to grow. Training is focused on skills and knowledge regarding job while
development assist in enhancing skills to overcome challenges.
Both training and development activities are focused on improving organisational activities to
improve performances. This helps to achieve desired goals and objectives. The aim of
development and training is to ensure performance of both employees and organisation is
improved to increase productivity and profitability. It also helps to gain competitive
advantage to achieve success over competitors.
10