Developing Individuals, Teams and Organisations: HR Advisory Report

This report delves into the critical aspects of HR advisory roles, skills, and development, using Hightown Housing as a case study. It begins by outlining the knowledge, skills, and attributes essential for HR advisors, followed by a personal skill audit and a professional development plan aimed at enhancing competencies. The report then explores the importance of a learning and development culture within organizations, defining individual and organizational learning. It further examines the elements of a High-Performance Worker (HPW) system, HPW practices, and the benefits of such practices within Hightown Housing. The report concludes by highlighting the roles of performance management, collaborative working, and effective communication in supporting a high-performance culture. This comprehensive analysis provides valuable insights into fostering a productive and efficient work environment.

Developing Individuals,
Teams and
Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................1
SECTION 1......................................................................................................................................1
A) Knowledge, skill and attributes needed for HR Advisory. ...................................................1
B) Personal Skill Audit...............................................................................................................3
C) Professional Development Plan ............................................................................................4
D) Learning and development culture in an organization. .........................................................6
SECTION 2 .....................................................................................................................................8
A) Elements which make up High Performance Worker System (HPW) .................................8
B) HPW practices........................................................................................................................9
C) Benefits of HPW practices in Hightown Housing ..............................................................10
D) Performance Management, Collaborative working and effective communication support
high performance culture .........................................................................................................11
Definition of Performance Management ..................................................................................11
CONCLUSION .............................................................................................................................13
REFERENCES .............................................................................................................................14
.......................................................................................................................................................15

INTRODUCTION
Organisation is the process in which individuals or groups combining the work and
contribute their best effort towards the achievement og common goal or purpose in an effective
and efficient manner. Along with this, it is concerned with the process of determining activities
which may be necessary for achieving an objective and arranging them in suitable groups so as
to be assigned to individuals. Thus, talented or skilled individuals or team members are
considered as best asset for company's growth or success (Agarwal and Brem, 2015). However,
for obtaining maximisation of profit in impressive way a company is also equally responsible to
render a best working culture which boost up the mind of employees and it improve their
performance. This report is based upon Hightown Housing that is one of the successful
charitable housing association and it is founded in the year of 1960. It operates in Hertfordshire,
Bedfordshire, Buckinghamshire and Berkshire with a purpose to help and enhance the people
who cannot afford to buy or rent a home. This study includes knowledge, skill and attributes of
HR Advisory role, developing personal audit skill and professional development plan to evaluate
manpower potentiality. Finally, the importance of High Performance Worker and Performance
Management within an organisation is also mentioned here.
SECTION 1
A) Knowledge, skill and attributes needed for HR Advisory.
Role of HR Advisor
An organisation is a systematic set up where two or more individuals from diverse
background, different educational qualification and various interest come together to accomplish
a common pre determined goal or objective. Along with this, employees are regarded as valuable
asset and the useful key to success who put their best attempt for enhancement of company's
productivity (Ali and et. al., 2016). Although, each employees has their own roles and
responsibilities that determines their job profile. Likewise, HR Advisory role plays a crucial role
in Hightown Housing as they provide proper guidance and direction to HR team members and
other subordinates for accomplishing their task within prescribed time period without any
obstacle or conflict within business premises. Moreover, they also advise management for
appropriate modification in HR strategies and practices in order to bring trenchant working
environment and enhance satisfaction level.

Knowledge, Skill and attributes of HR Advisory
Every organisation wants to attain high productivity and profitability ratio in a right time
without any hindrances in business operation and function. For attaining the same, they require
best and skilled workforce who put their valuable or innovative ideas and enable firm to achieve
pre determined goal in creative manner. In same manner, Hightown Housing also give
importance to have highly capable employees who can help organisation to perform outstanding
and can attain proficiency. Hence, knowledge, skill and attributes of HR Advisor of Hightown
Housing are as follows:
Knowledge
Updated with firm's HR policy and process: IN every company, HR policies and
procedure plays an integral role as it prevent them all liabilities and unfair trade practices which
effect their brand image and reputation (Arbon, 2014). Hence, Hightown Housing's HR Advisor
must be updated with all company's obligations under national and local legislation. Along with
this, they should acquire firm's HR policies in order to guide or advise HR function for
accomplishing their objective in effective way.
Employment laws and legislation: It is considered as an important document for company
which render them proper direction regarding accomplishment of organisational goal and make
them understand the importance of healthy working environment within business premises.
Thus, HR Advisor should contain all required knowledge of Employment laws and legislation so
that they can easily manage employees queries and can provide best solution for their issues. BY
this they can enrich Hightown Housing image and reputation among industry.
Skills
Resolving conflicts: This skill is considered as on of the crucial role as it is directly
connected with employees satisfaction and perception. However, HR Advisor should take
initiative in analysing or evaluating the issues and provide the freedom of sharing views to
grieved parties which helps HR Advisor to understand accurate scenario and enable them to
make best decision for enhancing their morale (Coutinho and et. al., 2015).
Communication: It signifies the exchange of ideas or information from one person to
another, if it not properly maintain in organisation it lead to big disputes or grievances among
subordinates. Hence, Hightown Housing HR Advisor should not be bias in nature while sharing

the information related to HR strategies or policies to employees which helps them in smooth
functioning of business operation or function without any conflict of interest or ambiguities.
Attributes
Encouraging employees: Motivation plays a vital role in employees performance and
satisfaction. Hence, HR Advisor should encourage their manpower to contribute their best effort
towards the organisational pre determined goal and boost them to follow firm's laws and
regulation which build impressive corporate culture and help them to perform professionally
during work process (Dabale, Jagero and Nyauchi, 2014).
Sensitive towards business issues: As the word mention, it is very crucial for organisation
as it relate with being empathy to employees conflicts or problems and implement effective
decision from their point of view in order to enhance their morale. Thus, HR Advisor's should
imply best strategy and examine subordinates problems very carefully and provide equal
treatment to them. This will lead them to attain high level of proficiency and satisfaction level as
well as can maintain better working condition within Hightown Housing.
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 Resolving
conflict
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
n.
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 months Senior
manager
and
colleagues.
 Time
manage
HR
Advisor is
HR
Advisor
HR
Advisor
Senior
manger
15 days Senior
manager

ment very low
in time
manageme
nt which
creates
workload,
stress and
at the
same time
it
decreases
the
productivit
y.
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.
make use
of time
manageme
nt
programm
es like
several
workshops
, seminars
which
enable her
to
understand
the
efficiency
of time
manageme
nt.
and co
workers.
 Commun
ication
skill
HR
Advisor
has
medium
verbal
skill which
leads to
confusions
and
conflicts
among co
workers.
HR
Advisor
has treat to
share her
opinions
and ideas
in business
meetings
which
improves
her
confidence
HR
Advisor
attend
several
seminars
and
business
conference
s in order
to improve
her
communic
Senior
manager
3-5
months
Co
workers
and Senior
managers.

level. ation skill.
 Resolvin
g
conflicts
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
.
D) Learning and development culture in an organization.
Definition of individual and organisational learning
Learning means acquiring knowledge or skill through study, instruction or experience in
order to attain development and growth. As this concept is classified into two within company
i.e. individual and organisational learning (de Jong, Curşeu and Leenders, 2014). Hence
individual learning defines it is process in which personnel obtains or gain more information
from various sources, experiences in order to enrich their knowledge regarding accomplishing
pre determined goal of company in innovative and creative style (Individual and Organisational
Learning, 2018). On the other hand, organisational learning is a process in which managers and
employees within company or organisation learn to deal with new situation and problems in
order to become more skilled and experienced in achieving their goal or objective.

Difference between individual and organisational learning
Individual learning Organisational learning
 It mainly focus on enhancing individual
knowledge, skill and potentiality which
enable them to accomplish better
outcome of differentiated task of an
organisation.
 It enable company to identify or
analyse current and emerging trends of
employees that help them to build
better working culture and satisfy the
morale of diverse culture manpower.
Training and Development
It is regarded as essential element for attaining high level of proficiency and efficiency
within a prescribed time period. Training is a structured process of upgrading an individual's
knowledge skill and competencies by offering various tools like on the job and off the job
training which enrich company's brand image and reputation (Dietz and et. al.,2015). Whereas,
development is a long term view in which it prepare employee for current and future jobs by
rendering them with learning opportunity for increasing their capacity to undertake more
challenges and complex task (Training and Development, 2019).
Difference between training and development
Training Development
 Training focus on short term as it s
faces an immediate challenge and
teaches the skills needed to resolve it
within a short duration of time.
 Development centring on long term as
it prepares strategy to put in place those
issues which takes several months or
days to provide effective solution to
business complex issues.
Therefore, training and development plays a vital role in Hightown Housing that helps
them to facilitate a better corporate culture by improving employees performance as well as can
attain high efficiency and reduce employee turnover and absenteeism (Duffield and Whitty,
2015).
How would inclusive learning and development culture within Hightown Housing

Every firm is a combination of diverse culture workforce who has unique way of
attaining high proficiency. Thus, Hightown Housing is obliged to provide an effective working
culture as well as proper training so that they can enhance their skill and can obtain high
productivity and efficiency. There are few ways which Hightown Housing should imply in their
business function:
 They should provide enormous business opportunity which improves their morale
and enrich their satisfaction.
 Hightown Housing encourage their subordinates to take involvement in business
decision making and problem solving process which generate positive attitude
among them.
 Thy should motivate staff to adapt latest technology and make them understand to
be more flexible in acquiring changes.
Kolb's learning cycle model
The explanation this model are as follows:
Activist: In includes those people who learn through doing and prefer activity based
development like learning from exercises, problems tasks etc.
Reflector: IN this, employees enjoy reviewing and considering situations and events as
they feel uncomfortable if they are put into time-limit without prior warning ( Ghislieri and et.al.,
2017).
Theorist: Under this, personnel like to know theories behind a piece of leaning as they
prefer to acquire information from research, data, models etc. and they will be uncomfortable
with high emotion and feelings.
Pragmatist: In this, manpower prefer practically knowledge and learn effectively when
they are able to apply learning to situation and real world.
Therefore, Hightown Housing can enrich their profitability ratio and helps them to
identify each individual potentiality and interest which lead them to accomplish pre determine
goal (Hasu and et. al., 2014).
SECTION 2
A) Elements which make up High Performance Worker System (HPW)
Definition of HPW