High-Performance Working and Employee Engagement: A Case Study

Desklib provides past papers and solved assignments for students. This report explores HR professional development and high-performance work strategies.

Developing Individuals and
Organisations

INTRODUCTION......................................................................................................................1
TASK 1......................................................................................................................................1
P1 Evaluating professional skills, knowledge and behaviours required by HR professionals
................................................................................................................................................1
P2 Analysing personal skills audit to determine skills, knowledge and behaviours to
develop a professional development plan..............................................................................1
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation........................................................................................................1
TASK 2......................................................................................................................................1
P3 Analysing the difference between individual and organisational learning, training and
development...........................................................................................................................1
P4 Analysing the need for continuous learning and professional development to drive
organisation performance.......................................................................................................1
M2 Apply learning cycle theories to analyse the importance of implementing continuous
professional development.......................................................................................................1
D1 Produce a detailed and coherent professional development plan that appropriately sets
out learning goals and training in relation to the learning cycle to achieve sustainable
business performance objectives............................................................................................1
TASK 3......................................................................................................................................1
P5 Demonstrating how HPW contributes to competitive advantage and employee
engagement............................................................................................................................1
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation..................................................................................................................................2
TASK 4......................................................................................................................................1
P6 Evaluating various approaches to performance management using specific examples to
support high-performance commitment and culture..............................................................1
M4 Critically evaluate the different approaches and make judgements on how effective
they can be to support high-performance culture and commitment.......................................1
D2 Provide valid synthesis of knowledge and information resulting in appropriate
judgements on how HPW and mechanisms used to support HPW lead to improved

employee engagement, commitment and competitive advantage..........................................1
CONCLUSION..........................................................................................................................1
REFERENCES...........................................................................................................................2

INTRODUCTION
Developing teams, individual and organisation is important for the achievement of desired
goals and objectives. It can be said that every business requires improvement and
development to accomplish their production and profitability goals. In this context, the report
will cover professional skills, knowledge and behaviours required by HR professionals
including personal skills audit to determine skills, knowledge and behaviours to develop a
professional development plan.
In addition, difference between individual and organisational learning, training and
development and the need for continuous learning and professional development to drive
organisation performance will be discussed in this report. The report will also demonstrate
how HPW contributes to competitive advantage and employee engagement and various
approaches to performance management using specific examples to support high-
performance commitment and culture effectively.
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TASK 1
P1 Evaluating professional skills, knowledge and behaviours required by HR professionals
An effective HR advisor requires various skills, behaviour and knowledge regarding business
operational and overall activities to manage overall performance. Some of the essential
behaviour, knowledge and skills required by a HR advisor given below as per the skills and
knowledge given in the Appendix A of the High town housing association job description:
Knowledge required by HR professional
Employee relations: Employee relationship management is a key to business success that
HR advisor requires to manage effective relationship with them at workplace by addressing
factors such as gender, sex, nature, race and religion etc.
Performance management: HR advisor also requires knowledge to manage performance of
workers to increase profitability and productivity (Nolan and Garavan, 2016). It can be
completed by measuring their performance, behaviour and working style.
Teamwork: Collaboration and team work activities are crucial for business with employees
to achieve desired goals and objectives. In this regards, HR advisor must manage
collaboration activities to make sure the work is done collaboratively.
Project management: Project management is important for both business and workers to
achieve their individual goals. Adequate knowledge regarding project management helps to
complete project on time.
Skills required by HR professional
Business skills: Business skills such as calendar, time and record management are required
by a HR advisor to manage and complete work of various departments and people within
business.
Communication skills: Communication skills are important for a HR advisor that it helps to
manage conflicts between employees and also make better understanding with them. Clear
writing and critical listening is crucial to provide guidance and task details.
Adaptability skills: Adaptability skills such as self-assessment, bigger thinking and change
management are required by a HR advisor in order to implement necessary changes and
continuous improvement of organisation (Swanwick and McKimm, 2017).
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Behaviours required by HR professional
Transparency: Transparency and trustworthiness helps to lead employees regarding
competing different things in and around operations. It also helps them to make crucial
changes for the growth in career.
Purpose and people oriented: HR advisor requires understanding the initial purpose of
organisation in order to take actions regarding employee’s task. It is also required for them to
be people oriented to determine their needs and provide sustainability accordingly.
Personally credible: An HR advisor must be professionalism in nature that it helps to bring
values to peers, employees, business and stakeholders effectively. A positive behaviour is
also required to manage ethics, security, morality and compliance.
Decision maker: An HR advisor must be a good decision maker in different conditions
within firm. In this regards, he or she must be able to analyse data and information effectively
and quickly (Hawkins, 2017). Critical thinking towards decision making is also important to
face different situations.
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P2 Analysing personal skills audit to determine skills, knowledge and behaviours to develop
a professional development plan
The personal skills audit of an HR advisor based on skills, knowledge and behaviour is
provided below:
Personal skills audit
Strength:
 Good knowledge regarding computer
and software.
 Good skills of leadership and team
building activities.
 Effective interpersonal skills.
Weaknesses:
 Lack of communication confidence to
others within business.
 Lack of management and critical
thinking skills.
 Lack of knowledge regarding HR
activities.
Opportunities:
 To conduct, management
programmes and seminar.
 Can grab opportunity towards
appraisal procedures annually.
 There are lot more opportunities
including performance management,
time skills etc. are available as an HR
professional.
Threat:
 Lack of effective communication can
be a threat towards by professional
and development goals.
 The process of recruitment and
pending works can be affected
because of my insufficient
knowledge.
A comprehensive professional development plan is prepared by me after my skills audit in
order to improve and develop my skills and knowledge.
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Table 1: Professional development plan
Skills Activities Feedback Time Scale Improvement
Communication
skills
I am able to
participate in
different
meetings, group
discussions,
seminars and
development
programs in
order to improve
my
communication
skills and
knowledge. This
will help me to
interact better
with people
around me.
I am able to take
my reviews from
my peers, seniors,
colleagues and
people around me
in order to
measure
performance and
improvement.
Within 3-5
months.
I have evaluated and
identified my
improvement level
while interacting
with people, taking
interviews and
started working with
them. I also
improved my verbal
and non-verbal
communication
skills.
Critical
thinking
I am able to
engage in
various activities
such as solving
research papers
related to case
studies which
will help to
increase my
critical thinking
abilities.
My seniors and
mentors can help
me to improve
my critical
thinking towards
various
situations. They
can provide me
valuable
feedbacks to
guide my
improvement and
development
level.
In 1-2
months
I have identified,
after working on my
critical thinking
skills that I have
improved a deep
understanding
towards facts and
consequences to
come up with their
effective solutions.
2

HR-software
knowledge
I am able to take
classes in order
to improve and
develop my
technical skills
regarding
computer and
software
knowledge. In
addition,
guidance from
online videos
and websites
will also help to
learn different
things.
I am able to start
working on
computer and
software in order
to evaluate and
determine my
performance
level. My
colleagues and
peers can provide
me feedbacks on
my work to
improve more
effectively.
Within 5
months
I can see the
development in my
technical knowledge
and skills that I can
access HR software
to manage and
control performance
and information of
employees.However,
I require some extra
effort on this activity
to be an efficient
user.
From the above self-assessment of knowledge and skills, I have evaluated my personal skills
audit to determine my weaknesses and strengths regarding the skills required for the job. I
also identified my area of weakness in which I need improvement. In this regards, a
professional development plan is prepared by me who will help me in assisting available
resources to overcome my weaknesses. I can say that, I have improved a lot of skills within a
specific time period by taking feedbacks and suggestions from others regarding my
development process effectively.
3

M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation
SWOT analysis is an analytical tool which is essential for me to evaluate and determine my
strengths and weaknesses which will also help me in achieving my professional goals as an
HR advisor. I have analysed my strengths and weaknesses through my personal skills audit
which are given below and will help me in my career for further improvement.
Strengths: I have evaluated that there are some skills possessed by me which is required
essentially to become an effective HR advisor. These skills are knowledge regarding
computer and software activities including Microsoft and Excel, team building and leadership
skills that are effective in managing employees at workplace effectively (Niemi and Pekkola,
2017). I have also interpersonal skills and attributes which will help me in assisting my goals
of professional career.
Weaknesses: I have also analysed some weaknesses such as lack of knowledge and skills
towards self-assessment activities that is essential to become an effective HR advisor. I have
also some issues regarding my critical thinking, communication and handling HR software
properly.
1

TASK 2
P3 Analysing the difference between individual and organisational learning, training and
development
It can be said that training, learning and development are three different aspects which are
important for both an individual and business in order to improve and develop their
knowledge, abilities, skills and behaviour to perform better and achieve desired goals. There
is a common advantage of training and development for business and an individual that it
helps to enhance motivation and competitive advantage through practicing and learning
different skills and activities of development (Bourne, 2016). The difference between
organisational and individual learning, training and development is described below:
Individual learning, training and development: Human resource management is a crucial
part of every business and learning, training and development plays a major role in improving
and developing individual growth. It helps an individual working within firm to enhance their
ability to perform better in tasks and accomplish desired goals and objectives. It helps
business to enhance their productivity and profitability. In this regards, HR management and
professional is responsible for managing and organising training and development programs
to provide effective learning regarding business activities (Boughzala and De Vreede, 2015).
It helps to assess the requirement of an individual to improve skills and knowledge for the
completion of work. Employees are also able to improve their technical knowledge to reduce
amount of stress. It can be said that development is focused on growth and maturity of
managerial personnel.This process is very important for business to enhance their competitive
advantage by engaging workers in their job to compete others in the market efficiently. The
management must focus on strategic and tactical goals in the learning process which should
be informed by GAP analysis and evaluation of skills. Formal and informal learning across
the firm is helpful in developing individual, team and organisation skill set.
Organisational learning, training and development:It is a process which helps to create,
transfer and retain skills and knowledge within business. It is crucial for firm to enhance their
experience regarding operational activities. This experience is beneficial for both workers and
organisation (Olaisen and Revang, 2017). It can be said that training and development is very
important within business in order to improve motivation and morale of employees so that
they can feel connected with various organisation activities.it helps to improve motivation
and overall performance of business in terms of productivity and profitabilityeffectively.
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Formal and informal learning across the firm is helpful in developing individual, team and
organisation skill set. Training is very different from development in various aspects such as
protracted skills, knowledge and timescale increased during the training period. The
management must focus on both development and training activities to gain abilities of
employees for the completion of tasks effectively.
Thus, it can be said that both organisational and individual training, learning and
development is crucial to increase stability, flexibility, morale of workers, relationship
management and capabilities (Pareek and Purohit, 2018). These are some important aspects
that are required for both organisation and an individual to improve their overall performance
and achieve desired goals. It also helps to determine the need of change to implement
strategies within operations to achieve desired goals and objectives. This will definitely help
to enhance productivity and profitability.
2