HR Advisory Role and High-Performance Work in Hightown Housing Report

This report focuses on the role of an HR advisor within Hightown Housing, a charitable housing association. It begins by outlining the knowledge, skills, and attributes required for the HR advisory role, emphasizing the importance of understanding HR policies, employment laws, problem-solving, and communication. The report then presents a personal skill audit and a professional development plan, identifying areas for improvement in skills like presentation, time management, and communication. The report also explores organizational learning and development, with a focus on creating a learning culture within the organization, and the concept of a High-Performance Worker (HPW) and HPW practices, and performance management, concluding with a discussion of the benefits of these practices for Hightown Housing. The report highlights the essential role of HR advisors in guiding employees, improving HR processes, and fostering a productive work environment.

Developing Individuals,
Team and Organisation

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
A) Knowledge, skill and attributes required for the role of HR Advisory role. ........................1
B) Personal Skill Audit ..............................................................................................................3
C) Professional Development Plan ............................................................................................4
TASK 2 ...........................................................................................................................................6
D) Learning and development culture within the organisation ..................................................6
TASK 3 .......................................................................................................................................10
A) High Performance Worker ..................................................................................................10
B) HPW practices ....................................................................................................................11
C) Benefits of HPW practices in Hightown Housing .............................................................11
D) Performance Management ..................................................................................................11
CONCLUSION ............................................................................................................................12
REFERENCES .............................................................................................................................13
.......................................................................................................................................................14

INTRODUCTION
An organisation is the form of two or more personnel who come together and identify,
defines and delegating the responsibility and authority s with an aim of attaining common
purpose or goal in an effective and efficient manner. Along with this, for achieving goal in
productive way every company should have skilled and professional individuals as well as
dedicated team members who contribute their best effort toward the achievement of high
profitability and productivity (Agarwal and Brem, 2015). For attaining the same, firm is also
obliged to provide a satisfactory and impressive working environment in order to obtain
maximisation of profit. However, an individuals and team is an essential element for
accomplishment of higher level of proficiency in an innovative and creative style. This report is
based upon Hightown Housing which is charitable housing association and serves in
Hertfordshire, Bedfordshire, Buckinghamshire and Berkshire. It is established in the year of
1960 with an aim is to help people those who are in need as well as provide homes to people
who cannot afford to buy or rent at market values. In this document, it covers the knowledge,
skill and attributes required for HR advisory role, preparing personal audit skill and professional
development plan to evaluate employees presentation within an organisation. Finally, need or
importance of continuous learning and High Performance Worker in company is also mentioned
here.
TASK 1
A) Knowledge, skill and attributes required for the role of HR Advisory role.
Role of HR Advisor
An organisation is a combination of group of individuals who collectively impart their
full potential for obtaining profit maximisation with the optimum utilisation of resources. In
every firm, employees are considered as the biggest asset lifeblood for the business growth and
development (Ali and et. al., 2016). Hence, organisational culture has a great influence on the
motivation or encouragement of subordinates which lead company to great success and enable
them to gain competitive advantage. However, each individuals has unique role and
responsibilities which define their job profile. HR Advisor plays an important role in
organisation human resource department as they act as a consultants to help and enhance HR
processes, improve employee relation and encourage staff development. They work closely with

management to implement changes and develop reports regarding HR strategies and practices
which summarise current process outline suggestion for improvements.
Knowledge, skill and attributes of HR Advisory role.
For attaining high productivity and profitability, an organisation should have expert and
skilled workforce who act as the backbone of company's growth and enhancement in an
impressive way (Arbon, 2014). Hence, knowledge, skill and attributes is regarded as basis for
the establishment of firm that combines these elements all together in one accord and bring
higher level of success . Likewise, the role of HR advisory also plays a integral part in Hightown
Housing's human resource department in terms of guiding and advising HR policies to
employees for attaining effective efficient growth. Therefore, the knowledge, skill and attributes
for Hightown Housing's HR Advisor are as follows:
Knowledge:
HR policies and procedures of company: It is regarded as important tool of firm as it
protect them from liabilities concerning claims of unfair employment practices. Along with this,
it is related to company's obligations under federal and local laws and regulations. However,
Hightown Housing's HR Advisor should be update with its policies and procedure in order to
give proper advise to HR leaders or employees and provide appropriate suggestion for changes
whenever needed.
Employment Laws and legislation: This is one of the most essential document for every
organisation which enable the company to deal effectively with employee issues and provide
them better working atmosphere in order to enhance their morale. Likewise, HR Advisor of
Hightown Housing must be well versed with employment laws for solving subordinate
complaints without harming their values or mental state.
Skills:
Problem solving: It is very and crucial and requires distinct type of mental skill,
analytical and creative in order to bring higher level of satisfaction among employees (Coutinho
and et. al., 2015). However, HR Advisor should not be bias in nature but rather understand the
issues of subordinated and take corrective course of action for generating healthy working
environment within Hightown Housing.
Communication: This is primal key for organisation as it reduces the confusion or
ambiguities among employees and there will no possibility of arising conflict of interest. Hence,

Hightown Housing HR Advisor should have effective and impressive communication skill for
advising subordinates in aspects of their unfair practices like whistle blowing, absence mind etc.
and make them realise to maintain firm's code of conduct. Along with this, they should exchange
all updated information regarding HR policies from top level to low level for smooth functioning
of business functions.
Attributes:
Manage: It is concerned with handling or supporting employees or team members to put
their full effort towards organisational goal and encourage them to keep positive attitude on
company's goal. Thus, HR Advisor should be able to motivate and make them understand to to
adhere to firm's laws and legislation and behave professionally to team members in order to
maintain healthy working condition ( Dabale, Jagero and Nyauchi, 2014).
Empathy: This is very critical part of every firm's superior as it signifies that keep
yourself in other person shoe and walk a mile with it. Hence, Hightown Housing's HR Advisor
should analyse the issues clearly and implement a solution which provide the equal treatment for
both grieved parties. By this, they can attain high level of employee satisfaction and improve
overall performance in productive manner (de Jong, Curşeu and Leenders, 2014).
However, from the above discussed KSA(Knowledge, skill and attributes), it help HR
Advisor of Hightown Housing to build strong relationship between employer and employees and
can gain competitive advantage effectively.
B) Personal Skill Audit
S.No Competencies
and Skills
Start of the
subject
End of the
subject
Variance
1 Presentation skills Very good Adequate Negative
2 Working to
deadline
Good Adequate Negative
3 Written technical
report
Adequate Good Positive
4 Employment laws Adequate Good Positive

5 Communication Good Good Constant
6 Problem solving Good Good Constant
C) Professional Development Plan
S.no Development
objective
Priority Activities
to be
undertake
n
Resources Criteria
for
judging
success
Time scale Evidence
1  Presentat
ion skill
HR
Advisor is
not able to
do
impressive
presentatio
ns as they
has low
confidence
which
appear in
her body
language
And it
create
complexit
y to
audience
while
presentatio
HR
Advisor
target is to
take
presentatio
n on
company
conference
so that
company
can get
clear and
updated
informatio
n.
HR
Advisor
attend
several
seminars
and
conference
to improve
her body
confidence
and gained
confidence
.
Senior
manager
2-3
months
Senior
manager
and
colleagues.

n.
 Time
manage
ment
HR
Advisor is
very low
in time
manageme
nt which
creates
workload,
stress and
at the
same time
it
decreases
the
productivit
y.
HR
Advisor
prepare a
plan which
includes
task along
with
specific
time
period. By
this she
can easily
handle the
task and it
increases
the
productivit
y of
company.
HR
Advisor
make use
of time
manageme
nt
programm
es like
several
workshops
, seminars
which
enable her
to
understand
the
efficiency
of time
manageme
nt.
Senior
manger
25 days Senior
manager
and co
workers.
 Commun
ication
skill
HR
Advisor
has
medium
verbal
skill which
leads to
confusions
HR
Advisor
has treat to
share her
opinions
and ideas
in business
meetings
HR
Advisor
attend
several
seminars
and
business
conference
Senior
manager
2-4
months
Co
workers
and Senior
managers.

and
ambiguity
among co
workers.
which
improves
her
confidence
level.
s in order
to improve
her
communic
ation skill.
 Problem
solving
skill
HR
Advisor is
medium
in
handling
complex
business
situations
which
result into
grievances
and
dissatisfac
tion.
HR
Advisor
analyse
the
situation
and take
corrective
course of
action
which
improves
the
satisfactio
n level of
co
workers.
HR
Advisor
actively
take part
in decision
making
and
problem
solving
situation
which
provides
the better
working
condition.
Senior
manager
3-5
months
Senior
mangers
and other
employees
.
TASK 2
D) Learning and development culture within the organisation
Individual and Organisational Learning
Learning is the procedure of adapting innovative ideas, thoughts and modifying the
present state of company in order to obtain high level of proficiency. AS it divided into two i.e.
individual and organisational learning (Dietz and et. al.,2015). These both characters have
crucial link among each other as it enable the firm to maintain, develop business operation and
functions for achieving organisational goal or objective in a precise way which enhance
company's brand image and add value to employees (Individual and Organisational Learning,

2018). However, individual learning is defined as the capacity to build knowledge through
individual reflection about external stimuli and sources, personal re- elaboration of each one's
knowledge or experience in light of interaction with others and environment. On the other hand,
organizational learning is the process or procedure of creating, retaining and transferring
knowledge within business premises as it enhance their decision making ability and enable them
to delegating resources in a impressive style.
Difference between individual and organisational learning
Individual Learning Organisational Learning
 It deals with personal development for
enhancing each personnel capabilities
in order to attain high productivity.
 It enhance the individual capabilities or
potentiality according to the specified
job role for completing their task on
time (Duffield and Whitty, 2015).
 It cops with overall needs for change of
organisation according to the necessity
within business market.
 It develops the overall skills and
performance of firm which helps in
future growth and development.
Training and Development
It is regarded as one of the constituent component for organisational success and
maturation as it enable them to examine individuals ability and conduct effective program to
enrich their skill and can obtain maximisation of profit by make use of available resources
(Training and Development, 2019). Furthermore, training is a well organised or planned
continuous process of organisational improvement which attempts to make beneficial changes
through modifying employee's skill and attitudes as it describes the activities ranging from
acquisition of simple skill to the development and alteration of complex socio emotional
attitudes (Ghislieri and et.al., 2017). However, Hightown Housing should be very attentive
towards identifying each personnel talents or interest and develop productive training and
development tools to attain business goals or objectives trenchant manner.
Difference between training and development
Training Development

 It is a program which is conducted by
organisation to enhance knowledge and
skill in employees as per the
requirement of job (Williams and
Lazzarini, 2015).
 In training, employees impart technical
knowledge or skill related to particular
work profile and stress on improving
each worker's abilities.
 It focus on present state, thus it's a short
term (Hasu and et. al., 2014).
 It is an organized activity in which
manpower learn and grows as it more
of self- assessment act.
 Development is kind of educational
process that focuses on growth and
maturity of managerial personnel.
 It centring on future goal and hence
development is regarded as long term
vision of company.
Moreover, training and development program has an effective part in Hightown Housing
which allow them to build a healthy working culture and enrich its overall performance in an
impressive manner.
How would inclusive learning and development culture within Hightown Housing
Inclusive learning and development culture harnesses the diversity in the workplace foe
accomplishing organizational goal. Every organisation is encompasses of diverse workforce with
a good mix of human differences and it contains several factors like age, gender, ability and
culture etc. To make diverse manpower work in a unified manner, there is a need for Hightown
Housing to embrace various elements like training and development, employee involvement,
motivation, positive attitude and many more which generate impressive corporate culture
(Henttonen, Kianto and Ritala, 2016). Some of the ways which Hightown Housing applies to
develop strong working environment are as follows:
Providing opportunity: This is the platform where each personnel tend to modify their
skill by adapting all available resources in order to achieve high level of efficiency. However,
Hightown Housing should provide enormous business opportunities to subordinates so that they
can enhance their potentiality and can add value to themselves as well as to company's brand
image.
Employee participation: In this, management invites manpower to take part in business
decision making process which build positive attitude among them towards firm's goodwill.

Hence, Hightown Housing must involve their subordinates in all major problem solving process
and encourage them to provide their effective views or opinion for solving specific issue.
Adapting innovative technology: It is regarded as acquiring new ideas or ways to enrich
organisation potentiality to gain competitive advantage. Furthermore, Hightown Housing
encourage their manpower to be flexible in nature i.e. always ready to receive latest technology
for accomplishing high profitability (dris, 2014).
Identify individuals skills: It is concerned with determining the each employees
potentiality and take corrective course of action to develop their skill. Thus, Hightown Housing
should examine individuals interest and ability and provide them proper training in order to
enrich their hidden talents and can accomplish their objective in a given time.
Continuous Professional Development (CPD)
It refers to the process of tracking and documenting skills, knowledge and experience
which ca gain formally or informally as it helps the management to manage development on on
going basis. It is broader concept than training as it's main function is to help firm to record,
review and reflect each employees performance in order to improve their shortcomings in an
efficient way (aaron and Backhouse, 2014). However, CPD ensure Hightown Housing to
maintain and enhance knowledge and skill in order to deliver professional service to customer,
clients and community.
Implement CPD within Hightown Housing
It contains several steps which help Hightown Housing to enhance its employees
knowledge and skill throughout the career which is given below:
Self – assessment: In this stage, every individuals identify their present state as well as
determine their capabilities, skill and interest in order to make effective decision for future.
SWOT analysis: After examining ability then the next step is to analyse their strength to
face potential opportunity or threat for addressing all issues (van den Berg, Curseu and TH
Meeus, 2014).
Current roles: IN this, personnel is asked to pick out the areas of current work from self
assessment and concentrate on those areas and develop them for attainment for effective success.
Future aspiration: Under this, manpower should consider immediate career prospects an
think beyond them to the limits of appetite and ability to make a mark as a professional.

Goals: In this, establish goals to accomplish long term aspiration as well as they should
be compatible with immediate personal circumstances and opportunities (Johansson, Miller and
Hamrin, 2014).
Learning and development needs: After identifying their goals then they should break
those goals into what you need to learn or how you want to develop to achieve them.
Kolb's learning cycle model
This learning style model introduced in the year of 1984 as it is sequential process for
both learning and instruction. However, Hightown Housing applies this model to enrich their
productivity and profitability in an impressive way is given below:
Concrete Experience: Every manpower acquire some kind of experience from their daily
life operation I.e,. from their professional personal life where they get enormous opportunity to
kick start the learning cycle.
Reflective Observation: In this, people gain information from their past experiences and
understand the facts behind success and failure which help them to perform their best in an
organisation (Lateef, 2018).
Abstract Conceptualization: Once getting an idea from reflective stage, those reflections
give rise to new ideas or modification of an existing abstract concept which an individual learn
from its experience.
Active experimentation: In this, learner applies their ideas in action in order to
accomplish business objective in an effective manner.
The above discussed model enable Hightown Housing to provide concise, logical
approach and clear explanation of their goal rather than practical opportunity in efficient style.
TASK 3
A) High Performance Worker
Definition of HPW
It contains acquiring practices which is shown to enhance overall performance of
organisation to efficiently select, hire and train the personnel as it is also has connection between
organisational social system and technical system which need for major up front investment in
various from such as in training session (Mahembe and Engelbrecht, 2014).
Elements involved in HPW system