HR Advisor Skills, Development, and Organisational Performance

This report delves into the critical aspects of HR Advisor roles, focusing on the essential skills, knowledge, and behaviors required for success. It examines the importance of professional development and provides a detailed analysis of a personal SWOT analysis to identify strengths, weaknesses, opportunities, and threats. The report further explores the differences between organisational and individual learning, training, and development, emphasizing the need for continuous learning to drive sustainable business performance. It also investigates how a high-performing workforce contributes to employee engagement and competitive advantage within a specific organisational context, evaluating different approaches to performance management and demonstrating how they support a high-performance culture and commitment. The report uses Hamleys as a case study to illustrate these concepts.

Developing
Individuals, Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR Advisor.............................................................................................................................3
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role...........................5
TASK 2............................................................................................................................................9
P3. Analyse the differences between organisational and individual learning, training and
development.................................................................................................................................9
P4. Analyse the need for continuous learning and professional development to drive
sustainable business performance..............................................................................................11
TASK 3..........................................................................................................................................12
P5. Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation..............................................12
TASK 4..........................................................................................................................................13
P6. Evaluate different approaches to performance management and demonstrate with specific
examples how they can support high- performance culture and commitment..........................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Each and every organisation is depending on the prominent performance of their individuals
and staff members that effectively contribute towards the overall performance of an organisation.
Along with the performance development undertaken as the prominent solution in terms of
fixing any sort of problem and also leads to enhance the gap of job insecurity in the performance.
Moreover, the development of employees depicts the enhancement of capacity of individuals
regarding the overall performance and prominently contribute towards the organisational goals.
Moreover, the development of team organisation and individual depends on the prominent
teamwork that contribute towards the overall improvement of organisation and individuals.
Besides this overall performance of an organisation motivate employees to contribute effectively
towards the objective of company (Rupprecht and et. al., 2019).
Moreover, it also depends the sense of belongingness and prominent support for each other
so that effective teams are developed within the given period of time. To carry forward this
report Hamleys is considered which is a British company that deals in toys and company was
developed in 1760 by William Hamley. Besides this the report tends to cover effective
knowledge behaviour and prominent skills which is required in the HR advisor and also conduct
personal skill audit along with personal development plan. Moreover, the comparison is
identified among the individual and organisational learning and training and development.
Report also cover the requirement of continuous learning and professional development by
considering how high performing workforce contribute in the employee involvement considering
the various approaches of performance management.
TASK 1
P1. Determine appropriate and professional knowledge, skills and behaviours that are required
by HR Advisor
The human resources of an organisation undertaken as the prominent asset of company
who works at the back side of an organisation in terms of accomplishing prominent goals and
objectives. For this HR advisor prominently possessed itself towards the suitable knowledge
skills and behaviour that move towards them to manage their staff and retaining them within the
company (Rothwell and et. al., 2020). In regard of this the knowledge skills and behaviour which

is required within the HR advisor in terms of effectively managing their staff members is
mentioned in terms of Hamleys:
Job Description
Job Description
Position Title: HR Advisor
Responsible To: Legal and Organisational Development
Classification Level: Salaried, Level 5
Professional Summary: Responsible towards offering interviewing tips to the recruiting
manager by undertaking the researching performance and evaluating methods by effectively
designing policies. Highly effective for incorporating creative leadership skills in terms of
achieving business objectives and enhance efficiency in terms of meeting deadlines and budget
requirements.
Skills and Knowledge:
 Research and recommend performance evaluation methods.
 Effective management of time by meeting deadlines.
 Well known about the proper management and administration work.
 Organise internal survey in order to collect employee feedback and identify areas of
development.
 Techno friendly as it is important in order to survive in digital world.
Qualification:
 Bachelor's degree in Business Administration.
 Master's degree in Human Resource.
 Diploma in Law.
Skills: HR advisor of Hamleys prominently possess itself with the prominent skills by which
they can effectively monitor direct plan and control there workforce effectively. For this the
suitable skills required are mentioned as underneath: Active listening: This skill is prominently present among the HR advisor of Hamleys in
terms of concentrating and paying attention towards their workforce that suitable share
effective and reliable information and problems without any hesitation. In regard of this
the HR advisor need to take time in terms of understanding that what the speaker is

saying and does not interrupt in the process of delivering information to the staff
members. Time management: The HR advisor of Hamleys must consider this skill in terms of
managing prominent work within the given period of time by effectively using their own
time and coordinating with others as well to complete work before the deadline (Scott-
Young, Georgy and Grisinger, 2019). Therefore, it is helpful for HR in terms of using the
prominent resources and delivering suitable information within the given time period.
Knowledge: The HR advisor of Hamleys need to consider the suitable knowledge among them as
it is helpful in their working towards the betterment of company by bringing out best from their
workforce. The suitable required knowledge is mentioned as below: Administration and management: The HR advisor must have the management
knowledge in terms of acquiring and having effective management of working manner
and prominently plan the allocation of resources. In regard of this it also undertakes
prominent leadership technique to manage their workforce and co-ordinate among the
employees so that it suitable goals of an organisation are acquired prominently. Personnel and human resources: It undertake the factor knowledge of hiring and
selection of the productive staff members to accomplish suitable growth and running of
company (Brennan and et. al., 2020). Along with this that are professional of company
also need a suitable training development compensation and so on in terms of retaining
their talented staff members towards the best candidate of an organisation.
Behavior: It depicts the prominent behavior which should be present in the HR advisor in terms
of managing and controlling their workforce which is useful to manage performance and
involvement of employees in the company. In regard of the HR advisor of Hamleys they must
have suitable behavior which is discussed below: Solution oriented: The HR advisor of Hamleys must have solution-oriented behavior in
terms of offering solution to each and every problem that prominent satisfy the
individuals who are involved in conflict. This behavior needs effective level of creativity
which prominently solve the issue by breaking traditional thinking and also bring
something new in the company. Moreover, HR advisor need to be problem-focused in
terms of reducing issues in the company.

 Techno Savvy: The advisor of Hamleys must have updated and advanced technology in
terms of surviving with the dynamic business environment. They must possess the
prominent behavior in terms of opting new technologies within the system of an
organisation by balancing the technology with artificial intelligence (Stewart, Langer and
Erasmus, 2019).
P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Personal SWOT Analysis
The HR advisor of families must achieve the prominent skills behavior and knowledge at
the time of performing their roles and responsibilities effectively. Along with this the prominent
skills knowledge and behavior are essential in terms of professional development and workforce
for the effective career opportunities. Moreover, the personal SWOT analysis is helpful for the
HR advisor to identify effective strength weaknesses threats and opportunities bi prominently
working for the weakness and threats by effectively using opportunities and strengths for the for
the development.
Strength Weakness
 As a HR Advisor, my principle strength
is undivided attention. I mindfully tune
in to other people and afterward share
my view focuses with the goal that I
can comprehend the view purpose of
others.
 Another strength is that I can control
and oversee well. As a HR Advisor, I
will use this solidarity to deal with my
labour force so I can add to
authoritative objectives adequately.
 My principle shortcoming lies in
absence of time the board ability. I can't
deal with my time and contribute my
significant chance to irrelevant
undertaking. So, I have to chip away at
my time the board abilities.
 Another shortcoming is arrangement
situated information. I can't discover
speedy answers for the issues which
become an obstacle in my general
viable execution.
Opportunities Threats
 I search for new open door in  I consider major to be of rivalry as

innovation as I am normal in this. To
work productively, I have to become
innovation canny so I can use the
apparatus and human power
successfully for the association.
 Another open door lies in learning the
staff and human asset information so I
can deal with my labour force with full
focus and viability so their profitability
can be expanded.
these days’ individuals have gotten
more serious and vocation situated. My
shortcoming may permit my rivals to
abandon me and secure what I will
merit.
 Another danger is the dynamic culture
where individuals' need and requests
changes over night. The absence of
good statistical surveying is the danger
which is to be adapted up to become
productive HR Advisor.
Personal skill audit
It is a process which is useful in terms of identifying the skills behavior and knowledge
among the individual in which they are weak and what they possess. Along with this is the HR
advisor of Hamleys must have the personal skill audit in terms of identifying their prominent
knowledge skills and behavior which is mentioned as underneath:
Skills/
knowledge/
behaviour
Poor Average Good Excellent
Active listening
skills
*
Time
management
skills
*
Administration
and management
knowledge
*

Skills/
knowledge/
behaviour
Poor Average Good Excellent
Personnel and
human resource
*
Solution oriented *
Technology
Savvy
*
Personal development plan
It is undertaken as the effective Action Plan which is useful for an individual in terms of
improving their skills in which they lack (Bonfanti and et. al., 2019). Along with this is the HR
advisor of Hamleys need to develop this plan in terms of becoming more competent and skilled
at the time of performing their job role. For this the prominent personal development plan on the
grounds of SWOT is discussed as underneath:
Skills Current
ability
Target ability Developing
opportunities
Judging
criteria
Time frame
Time
management
skills
Poor I need to gain
this expertise
promptly so I
can use my
time
adequately in
dealing with
my labour
force.
I can build up
this aptitude
by perusing
articles of
master writers
so I can get
stunts and
strategies to
deal with my
time.
Furthermore, I
will build up
the timetable
My
advancement
will be
decided by my
friends, family
and associates
who will
manage me
improving my
aptitudes.
Further
criticisms
from
3 months

Skills Current
ability
Target ability Developing
opportunities
Judging
criteria
Time frame
to deal with
my time so I
can rehearse
the board of
time.
subordinates
and bosses
will likewise
support me.
Solution
oriented
Average I have to build
up this
aptitude at the
earliest
opportunity as
I need to
become
arrangement
situated as
opposed to
issue arranged
so my
attention will
be on
discovering
arrangement.
I can gain this
expertise by
rehearsing on
theoretical
circumstances
where
arrangement
can be brought
to non-existent
issues.
The decision
making about
standards will
be
subordinates
and bosses
who will help
me in giving
criticisms.
3 months
Technology
savvy
Poor The objective
capacity of
this aptitude is
high as I need
to embrace the
innovation
quick and
I can build up
this aptitude
by going
through a
confirmation
course with
the goal that I
The making a
decision about
standards will
be my
outcome from
the test which
I will attempt
9 months

Skills Current
ability
Target ability Developing
opportunities
Judging
criteria
Time frame
bring
innovation
arranged
methodology
into the
association to
choose and
enroll the
staff.
can gain
proficiency
with the
moment
subtleties in
Information
innovation
area. Further
books and
articles will
likewise help
me in gaining
the equivalent.
while going
through
confirmation
course.
Moreover, my
companions
and partners
will give me
input on my
advancement.
TASK 2
P3. Analyse the differences between organisational and individual learning, training and
development
It depicts the concept of continuous learning which is essential for the professional and
personal development of both company and individuals. In terms of Hamleys individual and
organisational learning contribute towards the development of employees and growth of
company. In regard of this training and development also helpful for the individual learning and
also contribute towards the accomplishment of organisational success (Fransen and et. al., 2020).
The prominent comparison is mentioned as underneath:
Individual and organizational learning
Basis Individual learning Organizational learning
Meaning Depict the process in which
employees feel quite
It is undertaken as the
effective process that put

motivated in terms of
bringing changes towards the
effective knowledge and also
observed individuals within
the company.
emphasis on the
transformation and retaining
of the skills and knowledge of
the company. It prominently
focuses on the overall
development of company
considering the innovative
skills which is created for
company (Rowe, Karg and
Sherry, 2019).
Purpose The prominent purpose of
individual learning is to
enhance the knowledge and
skills of individuals by which
taken effectively perform
their job.
In regard of this the objective
of company is to solve the
issues in terms of improving
their overall performance.
Benefit It is beneficial for individuals
in terms of increasing their
performance and productivity
effectively in terms of
performing in the better
condition.
It is helpful in terms of
developing the culture of
learning in an organisation by
which employees feel quite
satisfied at the time of
working (Nurius and Kemp,
2019).

Training and Development
Basis Training Development
Meaning Training referred as effective
process by which individuals
develop their abilities and
competencies in terms of
performing their job role in
an effective manner.
The process which is
prominent related with
overall growth of company.
Purpose The objective is to enhance
the performance of work
force.
Make sure employees are
prominently developed to
face suitable challenges for
future.
Focus It prominently focuses on the
current requirements in terms
of making suitable
development of employees
and their performance to
effectively perform their roles
and responsibilities (Waddell
and et. al., 2019).
It focuses on the prominent
requirements that make
employee more competent for
the future opportunities.
Orientation It is prominently job oriented
in terms of their manpower
towards the specific job.
It is career oriented and
prominently on the upcoming
opportunities.
P4. Analyse the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning is undertaken as a Process that permanently motivate employees in
terms of accomplishing suitable competencies and knowledge in terms of expanding their skills
and also ready in terms of getting upcoming challenges and opportunities. It is undertaken as the