Developing Individuals, Teams and Organizations: HR Advisor Report

This report, focusing on the role of a HR Advisor, begins by identifying the essential professional knowledge, skills, and behaviors required, including knowledge of PCs, leadership, and management principles, along with strong interpersonal, organizational, and empathetic skills. It then analyzes a personal skills audit, highlighting strengths like communication and empathy, and weaknesses such as technical and decision-making skills, leading to a professional development plan. This plan outlines activities and resources for skill enhancement, such as computer skills and decision-making, with target dates and success criteria. The report further examines the differences between organizational and individual learning, emphasizing continuous learning's role in driving sustainable business performance. It also explores the contribution of High-Performance Work Systems (HPWS) to employee engagement and competitive advantage, and concludes with a discussion of various performance management approaches and their effectiveness within an organization.

Developing
Individuals, Teams
and Organizations

Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
P1 Professional Knowledge, skills and behavior which are required in HR professionals.......................3
P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills and behaviors
and develop a professional development plan for a given job role..........................................................5
M1 Professional development plan:.........................................................................................................7
TASK 2..........................................................................................................................................................9
P3 Analyse the differences between organisational and individual learning, training and development. 9
P4 The need for continuous learning and professional development to drive sustainable business
performance...........................................................................................................................................10
M2 Learning cycle theories...................................................................................................................11
LO3............................................................................................................................................................12
P5 The contribution of HPW in employee engagement and competitive advantage in the organisational
situation.................................................................................................................................................12
M3 Benefits of HPW.............................................................................................................................13
TASK 4........................................................................................................................................................13
P6 Various approaches to performance management............................................................................13
M4 Effectivity of these approaches in organisation...............................................................................14
CONCLUSION.............................................................................................................................................16
REFERENCES..............................................................................................................................................16

INTRODUCTION
Consistent employee improvement is a steady cycle of getting the hang of, keeping up
and recording the expert aptitudes which have been created by a worker either officially through
instructing and preparing or casually with the assistance of watching others. This report for
reference purpose has taken an example of Hamleys Company. It is a multinational company
which has engaged its business in the manufacturing of toys. It sells its products worldwide. The
company was started in the year 1760 by William Hamley, London. In the year 2015 the
company was brought up by Reliance Retail. In the accompanying task report, an endeavour has
been made to decide the expert information, aptitudes and practices which are required by HR
Advisors followed by an individual ability review and expert advancement plan. The report
likewise expects to decide the contrasts among individual and authoritative learning and
preparing and advancement. Finally, the report makes an endeavour to decide the significant of
consistent expert improvement in inferring stable business execution with the assistance of a use
of learning cycle hypothesis.
TASK 1
P1 Professional Knowledge, skills and behavior which are required in HR professionals
The accomplishment of any association in the present unique business climate generally
relies upon the effectiveness and efficiency of its human asset or the workforce. Human asset
counsel in an association are liable for overseeing and checking that the real exhibition of the
representatives satisfies the guideline or the normal presentation levels, auditing the sets of
expectations and making vital updates, giving proposals to the administration, exchange of terms
and agreement of work and numerous other key obligations. It makes the activity of human asset
counsel significant as for the money related and operational execution of any association.
Throughout the long term, there have been different endeavors to distinguish and decide the
essential abilities, information and practices which are required in a person to successfully
execute the function of a human asset counsellor (Charlot, 2020). Unmistakable expert
information, abilities and practices which are required in a HR Advisor are depicted as follows:
Knowledge:
Knowledge can be characterized as the comprehension and familiarity with realities and data
procured through training and experience. Significant parts of information on a HR Advisor are
being examined underneath:
PCs and Technology: It is the obligation of the human asset consultant of an association to keep
up enormous information base of the representatives and the workforce so it is basic for a HR
Advisor to have the fundamental information on PCs and innovation. Different review structures
and interior explores are done by the HR Advisors with the assistance of online PC stages which
is unimaginable without an earlier information on PC innovation. HR Advisor of the

organization ought to have fundamental information on PCs for dealing with the information
bases of representatives for giving proposals and dealing with their exhibitions.
Information on Leadership and Management Principles: Management alludes to the specialty
of affecting individuals and accomplishing wanted practices. Human asset consultant are liable
for impacting and spurring the representatives to perform to their best potential. The primary
capacity of HR counselor is to deal with the representatives of an association and the viability of
these capacity increments with the assistance of information about different standards of
initiative and the board which gives direction about the effect of various advisorial and
administration styles on various people inside the association (Dey and Ganesh, 2020).
Skills:
Aptitude can be characterized as the capacity to play out an assignment or a vocation with
ability. The absolute most significant aptitudes which must be procured by a HR Advisor are as
per the following:
Relational abilities: A person who tries to be a HR Advisor must have great relational abilities.
Correspondence and connecting with workers and individuals from the association is the most
significant aspect of a Human asset counsel's activity. The adequacy and the effect of the
collaboration relies upon the capacity and relational abilities of the HR counsel. Along these
lines, the capacity to obviously communicate with the assistance of incredible relational abilities
is an essential prerequisite for each HR Advisor.
Hierarchical skills: Function of a HR Advisor isn't just restricted to enlistment and
determination yet it includes a lot more obligations, for example, execution the executives, a far
reaching preparing and advancement program, legitimate customs, for example, work contracts
etcetera (Gorman, Grimm and Dunbar, 2018). Considering all the organization and cycle
associated with the activity of a HR Advisor, keeping composed aides in expanding the
productivity of HR Advisor and builds the capacity and ability to deal with numerous
assignments simultaneously.
Behaviour:
Conduct can be basically characterized as the manner by which an individual behaves or acts in a
specific condition. A portion of the key conduct angles important from the part of a HR Advisor
are:
Sympathetic Behaviour: Role of a human asset consultant requires a great deal of
communication on a normal premise with representatives in an association dependent on their
interests and issues which may shift from outstanding task at hand to low pay. It is important for
a HR Advisor to have compassion to comprehend the circumstance of the worker and know
where the representative is coming from before settling on any choice or judgment on his

complaint or issue. Having sympathy assists the human asset guide with taking better choices
which are valuable for both the workers just as association.
Arrangement oriented: A HR Advisor ought to be arrangement situated for adequately dealing
with the representatives and the workforce of an association. Being arrangement centered rather
than issue centered helps a guide in looking for a goal or measure which could be fulfilling for
both the gatherings which are included (Ijla, 2020). It is basic for a human asset guide to receive
an answer situated methodology for dealing with the worries of the representatives which
requires an innovative outlook, one which helps groups and people to surface arrangements past
the constraints of traditional reasoning.
Straightforwardness and Trustworthiness: It is extremely essential for a HR Advisor to be
straightforward and have the trust of the representatives of the organization and the workforce.
Having representative trust encourages the HR Advisor to coordinate activities of workers and
deal with the contentions since the representatives who trust the HR Advisor are more likley to
follow the proposals and suggestions of HR Advisor.
P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills and
behaviors and develop a professional development plan for a given job role.
Individual aptitude review can be characterized as a cycle wherein an individual
recognizes or decides his abilities, characteristics, qualities and shortcomings. It is an extremely
crucial advance and cycle which is of most extreme significance of individuals who wish to
become business people or experts in any field to examine and follow their vocation way and
progress. During the cycle of individual aptitude review, an individual assesses his qualities and
shortcoming and a correlation is made with the required range of abilities for the profession
aspirations. Definition of individual ability review as per the vocation aspirations encourages a
person to decide his expert advancement plan moreover (Leupold, Weaver and Hall, 2019). My
own ability review regarding the information, aptitudes and practices required for a HR Advisor
is as per the following:
Personal Skill Audit
Sr. No. Skills and Competencies Self-
assessed
Score
Score from
others
Variances
1 Technical Skills 9 8 +1
2 Communication Skills 9 8 +1
3 Logical and reasoning Skills 8 9 -1

4 Coordination skills 9 8 +1
5 Managing skills 8 9 -1
6 Decision knowledge 9 8 +1
7 Empathetic behaviour 9 7 +2
8 Knowledge related to labour
laws
7 8 +1
9 Trustworthiness 9 8 +1
(In the above table of individual expertise review, negative change between self-evaluated scores
and score from others shows shortcoming focuses while positive difference exhibits quality.)
Based on close to home expertise review, decided shortcomings and qualities are examined in
beneath referenced table:
Strength Weaknesses
 I have great relational abilities
which is extremely useful for me to
interface and speak with different
individuals and workers in the
association during the execution of
my errands and duties. It causes
me to communicate in a superior
manner which is alluring by each
HR Advisor.
 I have a solid compassionate social
perspective which empowers me to
comprehend the position and the
circumstance of the worker before
 I need solid dynamic aptitudes
which is significant for me to have
thinking about the idea of my activity
and its perspectives.
 I am very little recognizable and
mindful about the PCs and
innovation which may help and
improve the adequacy of my activity
and undertaking execution.
 I need essential hierarchical
aptitudes which may make an issue
for me in overseeing enormous
information bases and archives of

shaping any judgment or taking any
choice with respect to his anxiety.
Having sympathy additionally
causes me to expand the fulfillment
of individual needs of the workers.
.
workers of the organization.
 I have an extent of progress with
regards to overseeing individuals and
expanding the effect and impact on
worker conduct which is a significant
part of my expected set of
responsibilities just as occupation duty
(Norcross, 2018).
Analysis:
Based on above close to home aptitudes review and SWOT Analysis, I have gotten
mindful of my insight, abilities and practices in correlation with the information, abilities and
conduct which are fundamental for the function of a HR Advisor. It is significant for a HR
Advisor to know about PCs and innovation which I am missing and is basic for me to create.
Information about different work laws and business contract is additionally fundamental for a
HR Advisor which I am right now deficient. Based on above investigation, I additionally need to
improve my hierarchical aptitudes, dynamic abilities and overseeing aptitudes for me to
successfully build up the fundamental information, abilities and practices for the function of a
HR Advisor (Potnuru, Sahoo and Sharma, 2019).
M1 Professional development plan:
PDP plan can be characterized as outlining the formative cycle of aptitudes and characteristics
which are required for a specific expert field or occupation position. My own PDP for the part of
a HR Advisor is as per the following:
Sr.
No
Development
objective
Priority Activities
to be
undertake
n
Resour
ces
Target
Start
Date
Target
End Date
Criteria for
Success
1. Technical
skills
Medium Understan
ding the
fundament
al PC
framework
Taking
the
classes
through
online
16th april
2020
16th June
2020
Powerful
utilization of
PCs and
innovations
for dealing

and new
innovations
which are
being
utilized in
HR
industry by
taking talks
and
courses.
courses with the HR
of the
association,
for example,
directing on
the web
reviews etc.
2. Skills for
logical
decision
making
High Learning
how to
evaluate a
decision
and the
risk
associated
with it by
tools such
as risk
register
Throug
h
reading
the
case
studies
21th April
2020
21th 2020 Taking quick
and rationale
decisions
related to
important
matters with
a clear
objective
Reflective statement
Skill to be developed Description/Steps Taken
Computer Skills I think having PC abilities will help me in viably overseeing enormous
worker information bases and expanding the effectiveness of inward
correspondence framework also utilizing electronic mail and intranet
network arrangements. The motivation behind why I picked online
talks and classes for creating PC abilities in a time span of one month is
on the grounds that web based learning entryways give a wide scope of
assorted and thorough courses explicitly intended for the part of HR
Advisors and these can be finished in a time period of one month.

Decision-making
Skills
Viable dynamic aptitudes are fundamental for me to report different
issues to the administration of the organization and recommend the
progressions or choices which ought to be taken. Danger register is a
significant instrument which I can apply for deciding the potential
danger related with a business choice and by learning the experience of
my seniors, I can create significant dynamic abilities in a time span of
two months.
TASK 2
P3 Analyse the differences between organisational and individual learning, training and
development.
Organiastional Learning and Individual Learning: Learning can be characterized as a
consistent cycle of gaining aptitudes, information, seeing new ideas and practices by express
considering or experience which helps in close to home and expert improvement of a person. It is
significant for each human to embrace learning as a lifestyle to create toward accomplishing his
objectives and goals. Singular learning can be characterized as the cycle which includes the
improvement of aptitudes or characteristics of a specific individual or individual because of
which his presentation level and profitability upgrades while Organizational learning is a more
extensive idea which includes transmission and move of information and abilities inside the
entire association (Puspita, 2020). From an association setting of Hamley company, singular
learning can be portrayed as the focal point of the board to improve specific abilities of a worker
which empowers him to play out his errands in a superior way while authoritative learning
includes appropriation of arrangements by the administration of the organization pointed toward
improving the competency and aptitudes of the whole workforce for boosting hierarchical
efficiency as a whole. A portion of the significant purpose of contrasts among individual and
hierarchical learning are as per the following:
•Individual learning has the primary target of improving and upgrading the abilities of a specific
representative though Organizational learning expects to build up the competency of entire
association and get a change the range of abilities of its whole workforce.
•Individual learning is more customized in nature though Organizational learning is more
extensive and adjusted in its methodology.
•Individual learning is an idea or a sub-set of Organization realizing which infers that
authoritative learning has an a lot more extensive degree than singular learning (Rebelo,
Lourenço and Dimas, 2019).
•In the setting of Hamley Associations, Individual learning in the association is actualized by
components, for example, work enhancement or growth though Organizational learning is
cultivated with the assistance of preparing and advancement projects of the whole workforce.

Training and Development:
In an authoritative setting of Hamley Associations, preparing and improvement are two
significant parts of worker the executives which helps in improving the presentation and
efficiency of the workforce. Preparing can be characterized as the demonstration of instructing or
training an individual or a person in a specific expertise or quality while Development is a cycle
which has the target of making a positive change or upgrade in the person in general. Preparing
and advancement are regularly utilized as equivalents yet they are altogether different in basics
which are being talked about as follows:
•Training can be depicted as a learning cycle with a goal of improving a specific expertise of a
worker while advancement is a cycle of instruction which has the goal of generally speaking
development of the workforce (Scott and Wildman, 2017).
•Training is a momentary cycle which centers around present though improvement is a drawn
out cycle with significant spotlight on future.
•Training is work arranged cycle while improvement is a profession situated cycle.
•Training is explicit with a fundamental goal and reason for improving the representative
execution though improvement is more broad and applied in nature with a goal of setting up the
workers for future issues and difficulties.
P4 The need for continuous learning and professional development to drive sustainable business
performance.
Essential of establishment of CPD for Hamley’s Company
Continuous professional development is a cycle of steady getting the hang of, creating, keeping
up and reporting the expert abilities or characteristics which an individual grows either officially
with the assistance of different hierarchical preparing and improvement programs or casually
with the assistance of watching others or playing out the activity. From the setting of Hamley
companys, the cycle of consistent learning and advancement of its representatives is of most
extreme significance and hugeness as it encourages the organization to expand the exhibition
level and profitability of its workforce with the assistance of upgrade of abilities which are
needed to play out the errand appointed to an individual (Somech and Naamneh, 2019). The
significance of the cycle of ceaseless advancement for Hamley companys can be better perceived
with the assistance of thinking about the accompanying focuses:
Improved representative maintenance: With the assistance of nonstop expert advancement of
the representatives at Hamley companys, execution level and efficiency of the workforce can be
expanded which brings about an improved activity fulfillment prompting an expanded worker
maintenance which is alluring by the administration of the association for stable business
execution.

Empowering critical thinking: Problem settling capacity of the representatives at Hamley
companys can be expanded astoundingly with the assistance of advancement of aptitudes by
following the cycle of nonstop expert turn of events. A talented workforce is bound to take care
of the issues inside absent a lot of direction from the top-administration or topic specialists.
Improving operational execution: With regards to the Hamley company, the cycle of ceaseless
expert advancement helps in improving the aptitudes which are required by a worker to
successfully finish his assignment and this guarantees an expanded degree of representative
exhibition and efficiency which essentially decides the general monetary just as operational
execution of the association.
M2 Learning cycle theories
Kurt Lewin's field hypothesis of learning:
The administration of Hamley company can allude the learning cycle and cycle proposed
by Kurt Lewin in his Field hypothesis of figuring out how to execute effectively the cycle of
constant expert improvement in the association for improving worker efficiency and determining
stable business execution. According to the Field hypothesis of learning, the way toward learning
in an individual depends and changes as per the communication between the individual and his
field which remembers components for his physiological climate. Learning has been
characterized as an intellectual cycle which relies upon the adjustment in valence or inspiration
of a worker or individual. The degree of want or inspiration to learn relies upon the expected
capacities of the individual and the impact of his field or climate or the gathering which he has a
place with. This strategy for learning cycle can be utilized by the administration of Hamley
company to comprehend the capability of its workforce and animate the quick climate or the
existence space for example field of the worker to impact wanted conduct and results. With the
assistance of utilization of this hypothesis, the administration of the organization can execute a
steady learning measure in the association which helps in inferring steady and improved business
execution.
LO3
P5 The contribution of HPW in employee engagement and competitive advantage in the
organisational situation
High performance working is the approach used by the management to bring the full
productivity in the organisation. It seek focus at achieving the highest involvement of employees
and usage of resources. HPW frameworks have increased greater prevalence and
acknowledgment with associations consenting to the way that a simple increment in the
gracefully of crude materials and assets in an association can't expand the degree of profitability
and effectiveness without a current arrangement of superior working inside the association.

HPW and employee engagement: The HPW system helps the organisation in increasing the
engagement of employees in the following ways:
Employee attitude and selective hiring: The attitude of the employee gets changes in a positive
way, they become very much cooperative and supportive to the company. HPW of specific
employing guarantees employing and enlisting an individual who is most appropriate for
execution of the undertaking and occupation relegated to him which brings about better
representative execution and expanded employment fulfilment inferred because of better
employment execution (Swensen, and et al., 2016). In this way, elite working frameworks
applied in the hierarchical setting of Hamley company encourages the organization to improve
the activity fulfilment because of expanded occupation efficiency which cultivates the uplifting
disposition of the representative. Uplifting disposition persuades a worker to take dynamic
commitment and cooperation in the exercises and activities of the business which additionally
helps in getting a serious edge.
Refereeing group: The administration of Hamley company has delegated a group of individuals
for overseeing and controlling the contentions which may emerge in the association as an act of
actualizing High Performance Working Systems. It causes the organization to keep up a positive
authoritative culture and workplace which permits and urges representatives to effectively
participate in the business tasks and perform to their best potential and profitability levels which
gives a serious edge to the business association.
Mutual duty towards the vision of the organization: The administration of Hamley company has
put forth attempts to build up a common worth framework and confidence in the vision of the
association which inspires the representatives to perform all the more proficiently towards the
accomplishment of authoritative objectives. An association where the HR of the organization are
persuaded enough to keep up superior working framework gets a serious edge which is
exceptionally helpful for improving the market execution of the organization too.
Free progression of data and worker commitment: With a goal of keeping up superior working
frameworks in the association, the administration of Hamley company has permitted the free
stream and trade of data in the organization with no lawful or auxiliary limitations which
expands the representative inspiration and spirit too to effectively partake and participate in the
business exercises of the association and make the tasks of the organization more productive
(Wilk, 2018).
M3 Benefits of HPW
The following can be included as the benefits5 gain from HPW in an organisation:
High productivity: The company would get the high productivity level when the HRW is
properly applied to the organisation. Higher organisation productivity would lead to speedy
attainment of the goals and objectives.

Motivated employees: The employees of the organisation through HPW stay motivated. A
motivated employee’s performance is taken As an asset for the company because the level of
productivity he gives in this performance that no other employee can provide.
TASK 4
P6 Various approaches to performance management
Performance management is an approach through which the managers compare the
standard performance with the actual performance of an employee. Execution the executives
encourages an association to decide if the ideal usage its assets including the most crucial HR is
being done or not which fundamentally decides the operational effectiveness of the organization.
Various methodologies of execution the board being utilized by the consultant of Hamsley to
help elite working society and duty are as per the following:
Relative Approach: Comparative methodology of execution the board infers positioning or
reviewing a representative based on contrasting his exhibition with the presentation of different
workers in a similar gathering or at a similar level. It helps the administration of Hamsley to
rouse workers to perform all the more beneficially in a longing to accomplish the prizes and
advantages according to the exhibition rankings. Similar methodology of execution the
executives being trailed by the consultant is profoundly successful in keeping up elite work
culture in the association.
Aptitude Approach: Under the characteristic methodology of execution the board being trailed
by the guide of hamsley, representatives in the association or the whole labor force is evaluated
on specific ascribes, for example, critical thinking aptitudes, collaboration, imagination,
advancement, relational abilities etcetera. It helps in assessment of the exhibition of
representatives with alternate points of view which adds to the nature of work being finished by a
worker. It rouses superior working society in the association as the representatives are urged to
update their rating on different ascribes utilized for estimation which directly affects the
presentation and profitability of the representatives.
Behavioral Approach: The counselor of Hamsley additionally follow the conduct approach of
execution the board in the association which is likewise probably the most established method
being utilized for estimating and assessment of execution of a worker. Under this methodology,
different measurements or parts of the occupation have certain scales which are utilized to gauge
singular effect of representative execution on every one of the measurement. This methodology
isn't exceptionally viable in commitment to elite working society yet is as yet significant for
powerful estimation of execution.
Result Approach: Under this methodology followed by the administration of Hamsley for
execution the executives, all the representatives in the association are evaluated based on
consequence of their exhibition on four unique perspectives which are money related outcomes,

client results, inner operational outcomes and learning and development results. This
methodology of execution the board is exceptionally powerful in improving the outcomes related
with the presentation of the representatives and it likewise propels the labor force to keep up
superior working society in the association by improving the different sorts of results which are
controlled by their exhibition.
Quality Approach: The quality methodology of execution the executives has the principle goal
of improving the consumer loyalty and the nature of the administration which is being delivered
to the clients and customers of an association. The guide of Hamsleycan assess the presentation
of the representatives with a viewpoint of its probably sway on the consumer loyalty levels and
nature of administration. Under this methodology, amount isn't the significant concern however
nature of work is more significant which persuades the representatives to play out their
assignment all the more productively. It additionally encourages superior work culture since each
representative puts forth attempt to contribute in a superior and subjective way for accomplishing
the goal of the association to improve level of consumer loyalty.
M4 Effectivity of these approaches in organisation
Comparative Approach:
Utilization of this methodology for the administration of Hamsleyidentifies with assurance of
principles against which correlation of individual execution of a representative can be made. For
instance, combined correlation method of execution the executives can be applied by the
administration of Hamsley. Under this methodology, the administration of the organization needs
to look at the exhibition of every worker in the association with each other representative
independently and during examination, a score of 1 point will be alloted to the worker with elite.
Total winning score of every representative structures the premise of positions or gatherings of
superior workers and low-entertainers in the organization under this procedure. Advantages of
applying this methodology of execution the board for Hamsley are as per the following:
•This approach will guarantee appropriate prize and pay for the superior workers in the
association who can be therefore elevated to higher administrative situations later on.
•Skill advancement and preparing system can be actualized successfully by appropriate
assessment and appraisal of the explanation for low exhibitions.
•It gives the administration of Hamsley an opportunity to inspire the low-entertainers to expand
their productivity and win better rewards and remuneration.
•It gives a stage to better examination of individual execution and positioning inside a division or
group.
•It will assist the organization with expanding operational profitability and proficiency.

Nonetheless, the main restriction of this methodology is that it very well may be adequately
applied for just a set number of representatives inside a similar office or a group which should be
considered by the administration of Hamsley before its application.
Attribute Approach:
For the use of property approach of execution the board, the directors of Hamsley can utilize a
graphical rating scale where representatives can be positioned between the scope of 1 to 5
dependent on various ascribes, for example, critical thinking aptitudes, collaboration,
advancement, correspondence, work-abilities etcetera. The advantages of applying this
methodology for the administration of Hamsley are as per the following:
•It will help the administration of Hamsley to successfully attempt an expertise evaluation of the
representative in a significantly more powerful and thorough way.
•It is generally an exceptionally basic technique or approach of execution the executives which
can be applied viably in any association.
•It will assist the administration with persuading representatives and motivate them to improve
different ascribes which can likewise help in improving the nature of work which is being
finished by them.
•It will assist the administration with measuring the characteristics or practices exhibited by
representatives which are fundamental for work achievement.
•It is powerful way to deal with embrace generally and extensive ability advancement of workers
which can cover various perspectives, for example, development, innovativeness or cooperation
basic for development and profitability in the tasks.
Henceforth, this methodology can be successful yet the main constraint is the abstract idea of the
methodology and its viable usage relies upon the aptitude and nature of the evaluator who is
answerable for positioning the representatives. This should be considered by the administration
of Hamsley for guaranteeing its viable usage in the organization and determining positive
outcomes.
CONCLUSION
The report presented above discusses various skills and knowledge which an HR advisor
may require. The knowledge may include technical knowledge, management knowledge where
as the skills may include rational abilities and hierchaical skills and etc. The report also includes
the importance of High performance working in an organisation.

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