HR KSBs and Performance Management: Employee Development Report

This report focuses on the role of Human Resources in developing individuals both personally and professionally to foster organizational growth. It discusses various HR functions, including communication skills and employee motivation. The report analyzes the knowledge, skills, and behaviors (KSBs) required by HR professionals, using a personal skills audit of an employee to identify training and development needs. It also examines the differences between organizational and individual learning, the importance of continuous professional development for sustainable business performance, and how high-performance working contributes to employee engagement and competitive advantage. Furthermore, the report evaluates different approaches to performance management and their support for a high-performance culture and commitment within the organization.

Developing Individual, Team and
Organisation
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Contents
Introduction......................................................................................................................................3
LO1..................................................................................................................................................4
P1-Determine appropriate knowledge, skills, and behaviors (KSB) that are required by HR
professionals across the department.............................................................................................4
P2 Analyze a completed personal skills audit for an employee: Jane Cambridge to identify
training and development needs considering the knowledge, skills, and behaviors you
identified in task...........................................................................................................................6
LO2..................................................................................................................................................8
P3 Analyze differences between organizational and individual learning; training and
development.................................................................................................................................8
P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance..............................................................................................12
LO3................................................................................................................................................14
P5 Demonstrate understanding of how high-performance working contributes to employee
engagement and competitive advantage within a specific organizational situation.................14
LO4................................................................................................................................................16
P6 Evaluate different approaches to performance management and using specific examples
showing how they support high-performance culture and commitment....................................16
Conclusion.....................................................................................................................................17
References......................................................................................................................................18
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Introduction
The overall project has been based upon the focus of the HR on the development of the
individual personally and professionally so as to grow the organization in the future. The various
features of the HR have been discussed that may range from the communication skills and the
way of communicating and working for the employees and eventually motivating them to work
in future. There has been a factor that has been required in order to do the training and
development of the overall process has also been discussed. The various positive and negative
effects of the same on the organization have also been explained. The various measures taken by
the HPW in order to develop the employee and engage them has also been seen. This is done by
making a performance evaluation by the HR so as to improve and sustain the organizational
structure.
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LO1
P1-Determine appropriate knowledge, skills,andbehaviors (KSB) that are required by HR
professionals across the department.
The human resource is the concept of managing all the aspects of the employment, starting from
hiring to the compensation of employee to the labor law to the dealing with the firings and
retirement. The job in the department includes the HR manager, HR specialists, recruiters,
training manager and many others.
The skills which are used in Human Resource
1. Developing planning strategies: This is the main and critical soft skills for the employees who
are working in the human resource department. The human resource manager needs to make
strategies effectively with the employees in the organization. The HR of the company must
explain verbally and in writing all the information related to the policies of the company. In
addition, the employees in the
2. Recruiting staff: Human resources have to conduct the interviews, lead the mediations and give
the presentation. This all includes the strong skills of communication (Benjamin, 2012).
3. Negotiating with the staff: The employees in the HR department make many decisions for the
organization, deciding to whom to hire to how to resolve the disputes among the employees. This
can be said that they are the critical thinkers who can weigh the cons and pros of the program
and take the decision.
4. Administering: The employees of the HR department have to handle the information on
personal and the sensitive information like salary and payroll about the organization and
employees. The HR manager needsto make sure about both the employers and employees that
they are following the regulations.
5. Analysing and training: HR is needed to be relational to all the employees and along with that
there have to be certain other features like any new training need that have to be given to them
inorder to relate to the employees and making the work as per the organization code of conduct
and follow the policies.
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6. Liaoning with the range of people: The empathetic behavior of the HR has to be seen as the
same decides the overall business development and growth of the people, as well as the whole
process, is being covered as per the development and achieving of the goals (Benjamin, 2012).
7. Preparing staff handbooks: The market knowledge and the respectivebehaviorreflect how
aware the HR is about the other competition and the respective changes that were seen in the
system. This might also show the respective expectation that might have been needed from the
employees. This is the process of accepting the responsibility for own actions, decisions and
demonstrates a commitment to the accomplishment of the work in the efficient, ethical and the
cost-effective manner. This is the process for adjusting the planned work by gathering the
relevant information and also by applying the critical thinking to address the multiple demands
and the competing for the priorities in the changing environment.
8. Advising on pay and remunerations:The more there is discussion the more there can be the
clear and confident approach towards the development and the salary structure and needs of the
resources and thus the goals and objectives are being properly explained. Thus using the same in
order to see the effective salary and thus helping the same in the organization.
9. Employee grievance handling:The grievance and the handling of the issues of the employees
show there interest towards the respective fields and the values around (Kooij, et. Al., 2013).
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P2 Analyze a completed personal skills audit for an employee: Jane Cambridge to identify
training and development needs considering the knowledge, skills,andbehaviors you
identified in task
B) The personal skill audit that has been done by Jane Cambridge in order to see the skills and
the effective ways that have been used in order to see the results of the same, there has been an
employee taken and the performance audit has been observed as per the criteria decided by the
HR team. It has been observed that the Jane Cambridge has been having intermediate technical
skills and is thus needed to see the effective way in which she can be trained and used
accordingly. Her MS office skills are good but at the same time is excel knowledge is adequate
enough that cannot be considered as satisfactory. Jane Cambridge has no experience in the HR
software and utility and is thus one of the minus points in her area. Jane Cambridge has been
observed to be the good use of internet and is an effective user to use email and PowerPoint.
Thus he might be given work according to that. There will be negotiated in the job role and the
salary negotiation.
She is weak in drafting the employee contract but at the same time good in communication skills.
Jane Cambridge has been an average user in taking disciplinary notes and is thus not effectively
used in that role. Jane Cambridge is good at writing report sand making PowerPoint
presentations. But poor in delivering training sessions to the new employees and other
colleagues, Jane Cambridge is average in resolving issues and advising anything to the people.
She is an average performer in verbally using the data and analytical skills and is thus good and
efficient in using more than one option whenever the issues arrases. Jane Cambridge is
considerate in taking new ideas and suggestions from others. Being less than 6 months of
experienced worker it is difficult to judge from that, thus Jane Cambridge can be hired in the HR
role on probationer basis.
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c) Professional development plan
Goals Purpose Time
Frame
Review Date
MS Excel and HR
software skills to
be improved
The main purpose of
this is to improve
the excel skills and
develop the future
policies effectively
of Jane Cambridge
3 to 4
months
4thNovember 2018
More
communication
skills
development
Properly
communicating the
company policies to
all the employees
and drafting
contracts by Jane
Cambridge
2 months 10thOctober 2018
More training
delivery skills to
be used
Through this skill to
communicate and
resolve the issues
fastly and
effectively , it is
important for all.
3 months 20thNovember 2018
Complex
situation
handling skills to
be enhanced
Handling the
grievances by Jane
Cambridge and the
respective issues
that might arise in
the whole lifetime
the employee has
been associated
with the
organization
2 months 7thSeptember
The development plan indicates the time that will be required by Jane Cambridge she is being
given responsibility. Thus after approximately 3 months the review will be done and used and
will give affective performance.
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LO2
Introduction- The report has been made in order to determine the various features that have to
be considered by the HR that has been using the same in the development of the organization.
There have been various training and development features to be implemented in the
organization to enhance the skills and productivity of the people and achieving organizational
goals.
P3 Analyze differences between organizational and individual learning; training and
development.
Organizational training and development-
BASIS OF COMPARISON TRAINING DEVELOPMENT
Meaning Ther is the type of learning
process which allows the
employees to develop the
skills, knowledge,and
competency as per the
requirement of the job. They
will take the internaland
external development of the
organization and will sustain
the growth of the company in
the future (Jones and Klin,
2013).
Ther is the process of
education which is concerned
by the overall growth of the
employees. Ther will use
every effective way that can
be used in order to see the
employees performing
towards the expected features.
Terms Ther process is short-term.
Thus the effect has to be done
Ther process is long-term.
Thus the overall process is a
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within the given time frame.
ther is more productive and
highly influencing, the course
content has to be decided
accordingly.
long run process thus there has
to be a course content well
built in order to cover all the
surface and thus has more
long lasting features on the
employee development(Jones
and Klin, 2013).
Focus on Ther process is done at the
present time. Thus the focus is
more on the current quality
development and thus the
same is to be done to cover
maximum in the shortest time.
Ther process is for future
purpose. Thus the process is
detailed and thus the effect is
also on the basis of the same.
Ther has a detailed format and
thus the same will reflect on
the overall process
Orientation Ther process is job oriented
and is mostly used in order to
explain the company policies
and rules and regulations in
the system.Ther will also help
in the development of the
overall process and work
culture development (Jones
and Klin, 2013).
Ther process sis career
oriented. Thus the frequency
of the same should be very
much in the favor of the work
and other resources and thus
develops the overall structure
and performance of the
employee
Objective Ther process is to improve the
performance of work of the
employees
Ther is the process for
preparing the employees for
the future challenges
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Motivation In therprocess, the motivation
is given by the trainer. Ther
makes the basic and the most
common features of the
company clear and thus has
been very effective
In therprocess, the motivation
is done by self. Ther process is
not that common but at the
same time ther has been used
in the development of
organizational structure and
sustain the same.
Individual training and development
BASIS OF COMPARISON TRAINING DEVELOPMENT
Terms Ther is the short term process
which includes 3 to 6 months
Ther is the continuous
process, so ther is known as
the long-term process.
Focus on Ther is the process which
focuses on developing the
skills and knowledge of the
current jobs.
Ther process focuses on
building the knowledge,
competencies, and
understanding for overcoming
with the challenges in future.
Orientation Ther process has the limited
scope,ther is still the
orientation of job.
Ther process is career
orientation and it has wider
scope comparatively to
training.
Objective Ther process has been given
by the trainer who instructs
the employees at the time of
Ther process is done by self as
the manager directs the
employee for their future
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training. assignment
Many people attend the
training program
Ther is the self- assessment
process, means an individual
is a responsibility for its
development.
Motivation The individual is motivated
immediately and thus the same
has been used in the
development of the employee
to see the effect of the policies
and regulations on the same.
The motivation is for the
achievement of the long-term
goals and the effective
utilization of the same on the
clarity of the factors on the
individual (Jones and Klin,
2013).
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P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance.
In every business, there are constant changes. The business has the countless innovations, sifting
of goalposts, a technological development which helps in maintaining the status quo which can
be challenged. Sometimes these changes are implemented for making the business more
efficient.
The importance of the continuous learning
1. Lead from the top- The learning process starts from the top level as there is a battle for
maintaining the productivity and keep motivating the employees for getting the best performance
as well as aiding them for their development in their careers. The employees of the organization
must be convinced about the benefits which the continuous learning can bring for both the team
and the goal of the organization (Taylor, et. al., 2015).
2. Recognize talent-In the department of human resource the employees work effectively, then the
employees in the business are talented and they wait for the challenges. In business, the good
manager identifies the strength of the team and then creates the custom learning programs to
nurture the talent. The good manager finds the new ways of communicating with the employees
and helps them for working in the comfort zone and to create the positive career development.
3. Set clear goals- Every employee and the organization has the goal which is the benchmark for
them. Individual and the team must have their own program of learning for meeting their
requirements. Ther must be discussed in the starting of the activity with achieving the goals
which are set based on the amount of time dedicated to learning and the resources which need to
be available.
4. Provide resources-Most of the managers hope that the members of them could learn skills of the
workplace by themselves in their free time. But the employees don’t want to learn by themselves
in their free time, ther is impractical. The learning materials are provided in the workplace which
is something setting the library for the specific learning material. The most important resources
which can be provided to the employees is to help them better themselves is time(Taylor, et. al.,
2015).
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