High-Town Housing: HR Advisor Skills, Audit, Development Plan Report

This report, prepared for High-town Housing, analyzes the essential skills, knowledge, and attributes required for an HR advisor. Section 1 discusses the mandatory skills, knowledge, and attributes necessary for the role, including collaboration, project management, and knowledge of relevant legislation. It also includes a detailed personal skills audit, highlighting strengths and weaknesses, and a professional development plan with reflective statements. Furthermore, it outlines a briefing paper on creating an inclusive learning and development culture. Section 2 examines High-Performance Work (HPW) practices within the organization, measuring their benefits and distinguishing approaches to performance management to support a high-performance culture. The report emphasizes the importance of developing individuals, teams, and the organization to achieve competitive advantages and overall success within the housing association context. The report concludes with an overview of key findings and recommendations for the HR advisor role.

Developing Individual,
Teams and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
a) Discuss appropriate skills, knowledge and attributes mandatory to carry out job role of
human resource adviser...............................................................................................................1
b) Explain detailed personal skills audit.....................................................................................3
c) Design a professional development plan with reflective statement of self development
needs............................................................................................................................................4
d) Design a briefing paper on creating an inclusive learning and development culture within
administration..............................................................................................................................6
SECTION 2......................................................................................................................................7
a) Throw-light on key elements which make up HPW practices and how these systems
operate in High-town Housing....................................................................................................7
b) Measure the benefit of implementation HPW practices so as to raise High-town's
performance.................................................................................................................................7
c) Study distinguish approaches to performance management and how it support high
performance culture and commitment within High-town Housing............................................8
CONCLUSION ...............................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Developing individual, team and organization is mandatory task which need to be
performed by firm's management in intense competitive world. By enhancing them organization
is able to gain productive results as compare to rivalry (Cherubini and Nielsen, 2016). Upgrading
skills of staff members assist organization to gain competitive advantages against rivalry. To be
in the leading position it is essential to develop and grow individual, team and organization in
effective manner. For this project High-town Housing is undertaken. This is a charitable housing
association whose aim is to aid people who can not effort to purchase home at market value. It is
operating in Bedfordshire, Berkshire and Buckinghamshire. This project includes skills,
knowledge and behaviour needed by HR professionals in open market place. Personal skill audit
is prepared in order to identify skills, knowledge and behaviour so as to frame professional
development plan. Additionally, how HPW system operate within organization as well as their
benefits are studied. Also, how various approaches supports performance management is
examined.
SECTION 1
Scenario:
Employer has been recruited as a human resource advisor in High-Town Housing
Association in order to advice management team. Selected nominee will be attending board of
governors(BOGs) for first year performance appraisal and future development (Flint-Taylor and
Cooper, 2017).
a) Discuss appropriate skills, knowledge and attributes mandatory to carry out job role of human
resource adviser.
In an organization sub-ordinate should have essential skills, knowledge and attributes so
that effectively job role can be performed by them. By moulding and training oneself according
to the dynamic environment proves to be productive in nature. In order to play the role of HR
advisor in High-town Housing certain skills, attributes and knowledge are required such as,
collaboration skill, project management plan, general data collection act, health and safety act,
time management skill, communication skill and so on. With the growing time frame the loop
holes in skills, attributes and knowledge should be overcome so that co-worker can stand at the
organization expectation level (Gee and Cooke, 2018). Lacking behind in necessary skills,
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attributes and knowledge results in unproductive outcomes. Also, the survival and sustainability
in the enterpriser come on stake. Below are the knowledge, skills and attributes (KSA) needed to
perform the role of HR advisor in High-town Housing that are stated as:
Skills mandatory for human resource adviser in High-town Housing are:
Efficient in building employee relation: The HR advisor of High-town Housing should
acquire the skills of building strong and healthy relation with sub-ordinates in order to perform
the work appropriately. Employee possessing this skills are capable in solving staff members
quarries easily. Along with this they are able to bind potential and skilled employees for longer
time duration in the companies premises (Hawkins, 2017).
Project management skills: It is mandatory for HR adviser to in-build within. In High-
town Housing handling all the assigned work in the set time is essential to run the day to day
operation effectively without any kind of interruption. In order to gain perfection HR of the firm
need to work on this skill regularly to upgrade them. Employee should acquire this skills because
they can easily negotiate reasonable and achievable deadlines across teams and stakeholders.
Knowledge mandatory for human resource adviser are:
Equal act, 2010: As HR advisor of High-town Housing employee should hold the
knowledge regarding equal opportunity act. HR holding knowledge in this regards aid them to
eliminate any kind of discrimination performed in an organization on the basis on caste,
religion, race, language, background deserving candidate should be given equal opportunity to
grow and flourish in their career graph. HR holding knowledge in this aid employees to work
unitedly under one roof (Hawkins, 2017).
Data protection act, 2018: Human resource advisor of High-town Housing must have
the knowledge regarding data protection act so that employees personal data are not leaked in
any condition. Employee holding this knowledge regarding this aspect is a positive mark for the
firm as it assure co-workers that information are safe and secure and will not be used in illegal
manner.
Intelligence Test: At the time of hiring candidate own intelligence level should be there
in HR advisor of an organization as it aid them to select the right candidate. Own intelligence
and experience is important to perform the job role effectively and efficiently.
Attributes or behaviour skills mandatory for human resource adviser in High-town
Housing are:
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Professionalism: Candidate having this attribute is a plus point for them. It helps them to
perform their task professionally despite of any circumstances. In the working environment it is
important to have formal attitude so as to showcase professionalism. This behaviour can be in-
build gradually while Working in a company. As HR advisor nominee should have this attitude
towards their work as it motivate other to be like them. It brings formal decoram in the working
premises (Hosseini and Baroudi, 2015).
Confident: It is another behaviour which must be there in human resource advisor. They
should be confident in every condition. In order to assure other that the assigned is correct HR
advisor should be confident in nature. This type of attribute creates positive image for other and
boost them to perform better in order to attain set goals and objectives.
Equality: Candidate being in the post of human resource advisor should treat every
single employee equally. There should be feeling of discrimination of male and female in the
working premises. Equal opportunity should granted to the deserving candidate this assist to
create goodwill in the eyes of the existing staff members.
b) Explain detailed personal skills audit.
It is a platform where human resource (HR) adviser's strengths and weaknesses or
positive and negative sides are showcased for improvements this is known as personal audit.
This is prepared in order to increase the overall efficiency of the employees. Personal audit is
important for an organization because it can be conducted in every aspect of management of
human resource (Jenkins and Anstey, 2017). By this skill gaps can be filled and tough
competition can be formulated for other individual working in a firm. Below is the personal
skill audit explained:
Strengths Weaknesses
 I am good in treating everyone equally
despite of any background, gender,
colour, religion etc. It has helped to
grow the business to the next level in
the market. As well as successful in
building diverse culture and stimulating
them to work under one roof with
 I am good in many aspect but I lack
behind in confident attribute. Due to
which work is not completed in the set
time duration with expected result.
 Handling the project in time is my
weak point. I need to work on my
project management skill in order to
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harmony.
 I hold good understanding regarding
data protection act due to which I able
to retain staff members for longer time
period. As HR advisor in the firm I
posses this understanding turned out
positive mark for me while performing
the job role.
 Understanding regarding training and
development concept is broad. It has
assist me to handle the issues and
quarries related to training and
development in proper manner. As I
was holding enough knowledge in this
field best sessions for training was
conducted for employees in order to
enhance their workforce efficiency.
 I have efficient skills in maintaining
employee relations by giving them a
participative working environment so
that they can work together and suggest
new and innovative ideas.
 I also have good project management
skills that are essential in managing
various projects that take place in
company which help me in directing
teams effectively so that projects can be
completed on time.
provide effective and efficient results to
the client.
 I work on the set formate designed by
the company (Limwichitr, and Ellis,
2015). I really use my intelligence level
to judge the candidate mental sate.
During interview I does not use
intelligence test to measure weather
the selected nominee is fair or not.
 Patience level is very low in me during
work burden. In this phase of time I get
nervous soon when my work is not
completed as per the requirements.
 I am not good in building healthy and
long term relation with my teammates.
This is the negative side in me which
has created many trouble in-front of me
while convening co-workers to
complete the task in the set deadline.
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c) Design a professional development plan with reflective statement of self development needs.
Professional development plan or staff members development plan is stated as this is the
path to accomplish short and long term career goals. PDP is prepared to uplift carrier objective
and design strategies to meet them effectively (Martin and Manley, 2018). The professional
development plan is elaborated under:
Developmen
t objectives
Priorit
y
Activities to be
undertaken
Resources Target
start date
Target end
date
Criteria for
success
Confident Long
term
In order to uplift
my confident
skill I am taking
part in debate
competition
actively.
Watching
online
debate
competition
taking place
in the local
area.
03/04/19 03/06/19 In the past
days I was
not
confident in
my work but
now I
perform all
my task
confidently
with less
error. Due
to which
best results
are attained.
Intelligence
level
Long
term
I am spending
quality time
with seniors in
the firm in order
to use the
intelligence in
smart way.
Experts are
hired from
outside so as
to train and
guide
employees
to use their
intelligence
in adverse
10/07/19 10/08/19 As my
intelligence
level has
raised I am
able to
judge the
mental sate
of co-
workers in
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condition
for safer
side.
effective
way. That
resulted in
productive
outcomes.
Building
healthy
relations
Short
term
Numerous you
tube video are
seen regularly
regarding how
to build good
relations with
employees,
what are their
benefits etc.
Various
motivational
video are
related to
employees
relations are
shown in the
premises of
the
company.
20/11/19 20/12/19 By building
healthy
relations
with co-
workers the
assigned
project is
completed
in the set
time frame.
d) Design a briefing paper on creating an inclusive learning and development culture within
administration.
A briefing paper is prepared for the next meeting with BOGs HR adviser of High-town
Housing that covers summery of facts highlighting an problem along with recommended course
of action . This briefing paper is important in a meeting as it discover a particular problem with
goal of getting others to address the problem (Mosadeghrad, 2015). It basically proposed
solution for given difficulty. In the briefing paper certain points need to be illustrated which are
discussed beneath:
Organizational learning: This is the core element to study as this learning directly or
indirectly helps to accomplish formulated or designed standards. Organizational learning is
deeply evaluated by co-workers so that they can easily adopt to ever-changing environment.
However, it assist in raising workforce efficiency of the staff members.
Individual learning: This is the next topic in briefing paper that will be discussed in
meeting with BOGs. So as to grow the business of housing it is important to focus on individual
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learning. Enhancement in this particular aspect aid the firm to sustain for longer time duration in
open market place.
Training: It is the path through which skills of staff member can be raised accordingly.
Effective training boost existing co-workers performance in comparison to competitors. By this
act sub-ordinates are capable to perform their job role smoothly. As per the requirement it should
be conducted for employees so as to create tough bench mark for others.
Development: It is a never ending process and is carried regularly in the premises.
Various sessions are conducted so as to develop the skills and abilities of the worker . By this
High-town Housing HR adviser is able to retain potential employees (Moxen and Strachan,
2017).
Need for continuous learning: David Kolb has founded kolb's learning styles came into
existence in the year 1984. This is illustrated as learning involves acquisition of abstract concepts
that can be executed smoothly in numerous conditions. Through continuous learning High-town
Housing is successful in flourishing the business of providing home to those who are incapable
to purchase them on market value.
Professional development: Klob's learning styles helps in professional development as
it executed in any condition for productive outcomes. As this four-stage cycle of learning and
four separate leaning styles is analysed properly they lead in running the business functions
smoothly of the High-town Housing. By effectively implementing this model professional
development for sustainable business performance is done.
SECTION 2
a) Throw-light on key elements which make up HPW practices and how these systems operate
in High-town Housing.
High Performance Working (HPW) is an approach which is applied in organisations so
that an effective working environment can be created for employees which can help in increasing
employee engagement in company. This also help in increasing their commitment towards the
company so that they can perform better which can help in gaining a competitive edge in market.
High Performance Work Systems (HPWS) is explained as creating value for employees,
enhancing productivity and creating value for an organization by reducing costs. This is
implemented by High-town's Housing in order to improve the overall workforce efficiency in
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open market place (Mansson and Lindahl, 2017). Here, are the key elements that make up HPW
practices are explained as under:
Ensuring employee security: This key element of HPW practices executed by High-
town housing in their working premises so as to retain workers. Management ensure security to
the co-workers in order to mould them to work more hard day and night to meet goals.
Selective hiring In High town housing this is performed in order to select right nominee
for the post. Selective hiring is done in order to raise overall performance of workers in
competitive world and boost them to create tough bench mark for others.
Decentralized decision making process: On the abilities and capabilities of individual
person management of High-town housing is distributing work . Decentralize decision making
process is carried out in a company so as to complete the allotted work easily. Moreover, this
uplift performance of co-workers which assist them to compete with rivalry (Payne and Calton,
2017).
b) Measure the benefit of implementation HPW practices so as to raise High-town's
performance.
The benefit of HPW practices are illustrated below:
Increase in productivity: This is the benefit which is attained from HPW practices by
successfully enforcing them in the High-town housing premises. As the productivity increases
firm is able to gain competitive advantages against rivalry. It is very essential to analyse HPW
practices so that accordingly supervisor can frame strategies to resolve the quarries.
Better financial results: Effective following HPW practices in High-town Housing it
uplift performance of employees which lead in making customers satisfactory. It result in
maximization of huge revenue for further growth and development. As the sales volume
increases better financial results are gained as compare to rivalry. It make firm financial stable
in the global market (Schuchmann and Seufert, 2015).
Employee engagement: HPW help in creating a participative work culture in the
company which help in boosting the confidence of workers as their views and opinions are
considered while taking decisions. This help in increasing their commitment towards company
so that they use their efforts in achieving company goals in an efficient manner. They also try to
increase company profits by giving their best performance so that goals are achieved in an
efficient manner.
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Competitive advantage: A HPW help in increasing the commitment of employees
towards company it also help in increasing their job satisfaction so that the turnover of company
gets reduced. Also the workers improve their performance so that goals can be achieved on time
which help the company in increasing its productivity and profitability thereby increasing its
competitiveness in market.
c) Study distinguish approaches to performance management and how it support high
performance culture and commitment within High-town Housing.
Distinguish approaches are analysed in order to support high performance culture within
High-town's Housing. Some of the approaches are, Collaborative, attribute etc. approaches that
are used by firm according to their business type. The approaches are explained as follows:
Collaborative working includes whole spectrum of ways which support two or more
administration can work together. This can last for fixed length of time. This approach provide
numerous benefits to the firm like, enhanced stakeholder relationship, higher employee
productivity , increased learning possibilities more flexibility in project direction etc. Whereas,
Partnership working influence performance culture because it support two or more company to
work unitedly.
Attribute approach to performance management showcase characteristics or traits
believed to be essential for organization success. To motivate staff member High-town Housing
execute this in their working environment so as to attain the set standards. Effective training is
given to the co-workers so that their nature and behaviour changes with circumstances (Turner
and Baker, 2017).
CONCLUSION
From the above discussion it can be ended that in order to perform the job role effectively
and efficiently it is very essential to have appropriate skills, knowledge and attributes. By
working on this aspects they can be upgraded with the phase of time and best outcomes can be
served to the organization in up-coming years. Personal skill audit is prepared in order to
improve the weak skills so that productive results can be attained as compare to competitors in
cut throat competitive world. High performance work practice is studied in order to uplift the
overall performance of employees in an organization. Both positive and negative side of HPW
system is deeply examined in order to assure staffs it's importance in the working premises.
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Collaborative working approach is discussed as it supports high performance culture within a
company for better output.
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