HR Adviser Report: Skills, Development, and Inclusive Culture

This report examines the role of an HR adviser within Hightown Housing, a charitable organization. It details the required knowledge, skills, and attributes (KSA) for the position, followed by a personal skills audit and a professional development plan. The report includes a briefing paper outlining strategies for fostering an inclusive learning and development culture. Furthermore, it explores the key elements of high-performance work systems (HPW) and their application within Hightown Housing, analyzing the benefits of HPW practices for improved performance. Finally, the report evaluates different approaches to performance management, providing a comprehensive overview of HR practices within the organization.

Developing Individual, Teams
and organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Section 1...........................................................................................................................................1
KSA for the role of HR adviser..................................................................................................1
Personal skills audit....................................................................................................................2
Professional development plan...................................................................................................4
Briefing paper to create inclusive learning and development culture.........................................6
Section 2...........................................................................................................................................8
Key elements for HPW system and the way it operates in Hightown housing...........................8
Benefits of applying HPW practices in order to improve performance of Hightown housing.10
Different approaches for performance management.................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
As competition is high in the society, Developing individual, team and organisational
capabilities is very essential in order have continuous development of the organisation(Gillard
and et.al., 2017). Present study is based on an association that is Hightown housing, a charitable
organisation having an aim to help the people who are in need of care and support as they are not
able to afford the same. This organisation is providing housing services to many people and at
present they are managing about 6.500 homes and have approx 900 working employees. Report
will include role of HR professional and the respected knowledge, skills and attributes (KSA)
that HR adviser must have. Further, report will include personal skills audit and professional
development plan with development needs of the HR adviser. Report will include a briefing
paper in order to create learning and development culture in Hightown housing. Further, report
will include the key elements that are needed for High performance work systems and the way
these systems operates in this organisation. There are many benefits of application of HPW in
order to improve Hightown housing performance that will be analysed in the report. At the end
report will evaluate different approaches to performance management.
Section 1
KSA for the role of HR adviser
KSA are different knowledge, skills and attributes that a person working in organisation
have in order to fulfill the duties with respect to the position they have. As a HR adviser of
Hightown housing the respective knowledge required are as following:-
 Having knowledge of different HR policies and procedures going in Hightown housing,
 Knowledge of different and best method for recruiting and selecting the employee.
 Have knowledge about different information that candidate should know during hiring
procedure(Bohatko-Naismith and et.al., 2015).
The different skills required for the position of HR adviser are as follows:- Verbal communication skills:- In order to communicate with the diverse client group,
verbal communication is very important skill for the HR adviser. Written communication skill:- For producing different reports written communication
skills have to very effective of HR adviser(Mariappanadar and Kramar, 2019).
1

 Organisational and administrative skills:- As a HR adviser there is a requirement to have
focus on tasks with effective use of time and capability.
The different attributes for the role of HR adviser are as following:- Trustworthiness:- The most important attribute to be a HR adviser is to be trustworthy
and deal with all matters through integrity and build trust of all level of employees.
 Negotiation skills:- As a HR adviser there is necessity of having negotiation skills during
the recruitment process or dealing with clients(Hunter, Saunders and Constance, 2016).
Personal skills audit
Brunel skill audit:-
Time and self management NO NOT
SURE
YES
I organise my tasks effectively and achieve my targets on
time
I avoid the things that waste my time and energy
I always set my future targets and work hard to achieve
them
I also have my meeting and appointments on time
Problem solving NO NOT
SURE
YES
In every situation I am able to find appropriate solutions.
I have capability to handle complex task in effective
manner
I always work productively with other employees to solve
organisational problems
I am able to handle multiple problems at a same time
Written communication NO NOT SURE YES
2

I am able to write different reports with simple language
My reports are meaningful and useful to all the working
staff members
I am able to write my planning and methods in form of a
report
My formal letters and documents are always in correct
format and style
Verbal communication NO NOT SURE YES
I listen to each and every employees view points and then
speak out
I have confidence to implement new idea in organisation
I easily make employees understand about new targets and
their roles and responsibility
I have confidence in dealing with the clients and to convince
them
SWOT analysis:-
Strength
 I have effective time management skills
that are beneficial to be a HR Adviser
 Have knowledge of four different
languages
 Have good verbal communication skills
 Produce effective communication in
form of letters, reports, emails with
effective written communication skills
 Negotiation skills
Weaknesses
 Not able to handle multiple problems at
a same time
 There are some gaps with respect to
knowledge of some HR policies
 Lack of risk management skills
 Some time not able to meet the
deadlines
 Lack of some organisational skills
 Lack of planning skills
3

 Providing appropriate customer service
Opportunity
 Have opportunity to spread networks
and get connected with all the
employees as this will help in building
effective relationship with them.
 Have opportunity to enhance leadership
by building effective relationship with
the employees
Threats
 Increase in job market competition
 Personal traits may affect career
advancement.
 Limited knowledge and skills in the
same field
Professional development plan
Key responsibility
and Skills
Goals and methods Time taken Its contribution
 Effective
communication
skills both oral
and written
 Negotiation
skills
 I Practice
communicating
clearly and
with
confidence.
 I started
reading novels
in my routine.
 Practice to
have proper
body posture
and gestures.
 I worked to
listen my
clients view
points and then
react
 I practice and
started doing
research before
coming to a
point
It takes about
three to four
months in
building
effective
communication
and negotiation
skills
 It helped me out
to build
effective
communication
in the
organisation
 Effective
planning and
implementation
skills developed
in me with
respect to new
ideas by
listening to
employees view
points
 Developed
confidence to
deal with the
employees as
well as clients
with effective
negotiation
skills
 Time  I started It takes about 6  It helped me out
4

management
skills
 Self
management
skills
planning and
scheduling my
respective tasks
so that I am
able to finish
them on time
 I avoided multi
tasking as I am
not able to
handle so many
tasks together.
I also avoided
procrastination.
 I started
making to-do
list and
prioritize my
work so that I
am able to
manage my
tasks on time
months or more
to develop these
skills with right
methods.
to perform my
tasks in shorter
period.
 My stress level
got reduced as I
was able to
manage my
tasks with
respect to time.
 Problem
solving skills
 Critical
thinking
 I started using
mind maps in
order to
visualize my
problems and
to identify the
respected
solutions for
the same.
 I started doing
proper research
before coming
to a solution
 I used to break
the respective
tasks into
subtasks and
then evaluated
the situation.
It takes a long
period to
develop such
skills that is
about 1 year
 I developed
better risk
handling
techniques and
this increased
my potential to
handle my team
effectively
 It helped me out
to make better
decision for the
organisation
and to improve
my relationship
with other
employees. I
started coming
with better
decisions
5

Briefing paper to create inclusive learning and development culture
Abstract:-
In this report the learning and development culture is produced with the help of learning
cycle model which is beneficial for the employees of Hightown housing in order to have deep
application of content. This briefing paper have included organisational and individual
learnings and different training and development activities in Hightown housing. This paper
also identifies need for continuous learning and professional development(Thomas, 2016).
Introduction:-
It is very important to have inclusive learning and development culture in the
organisation as it develops employees skills and knowledge professionally. Present study is on
Hightown housing that is a charitable organisation. Report will include organisational and
individual learnings. Further report will find different training and development activities in
Hightown housing. Report will also identify continuous learning and professional development
needs.
Organisational and individual learning:-
According to learning cycle model it is very important for the organisation to have
inclusive learning and development culture in the organisation. For the same Hightown housing
uses learning cycle model components in following ways:- Concrete experience:- Most of the learning of the individual working in the organisation
are based on their everyday experiences. Hightown housing have to create an
environment where all the employees and managers are able to learn new things from
their daily working experience that is they have to conduct different activities for their
learnings(Rambla and Langthaler, 2016). Reflective observation:- As employees are involved in new experiences from daily
business activities, they learn to face new challenges. If an employee fails in
accomplishing a task, then HR adviser or other managers can reflect the previous
approaches to help the employee. This is all possible due to previous learning of the
managers. Abstract conceptualisation:- This component in learning and development takes a step
further that is to have focus on theoretical approach. Here managers have to use new
approaches in order to have interaction with their employees in order to raise their
6

learning potential.
 Active experimentation:- Another component that managers use is to test the new ideas
by creating new experience. Here manager may use different tools and resources in
order to have effective decision making in the organisation. This stage of learning helps
in improving the training tools that managers at Hightown housing are using.
Training and development:-
There are different training and development activities that are taking place in
Hightown housing and are helping the employees to learn and develop new skills. These
activities are as following:- Soft skill development training:- Here employees are given training with respect to
presentation skills, communication skills etc. so that they are able to learn and boost up
their soft skills for their professional and personal development. Time management training:- Here employees are trained to work effectively by
managing there work on time. This training activity helps the employees to learn the
way of submitting the respective assigned duty on time. This helps them to develop
professionally(Everett and Oswald, 2018).
 Personal effectiveness training:- This training is for the employees who are interested to
develop their key skills and techniques in order to have effective personal impact while
they deal with clients. This training activities developed the employees' strength and
enhance their talent effectively by making them professionally developed.
Need for continuous learning and professional development:-
These learning and professional development helps the professionals to boost their
respective skills and knowledge that they have. These improvements are seen with a short time
period and the gain knowledge and learnings are relevant for that period. It contributes to the
team and finally helps in development of Hightown housing.
Conclusion:-
From the about study it is been concluded that it is very important for Hightown housing
to having learning and development in the organisation so that employees find opportunity to
develop professional and to enhance there skills and knowledge for there career
development(Bengtsson and Carlson, 2015).
Recommendations:-
7

It is recommended that Hightown housing have to do proper research in order to identify
different learning and development options for the employees. Company have to conduct
activities on daily bases that can boost employees performance.
Section 2
Key elements for HPW system and the way it operates in Hightown housing
High performance work systems are different practices of human resource that are
interrelated with each other. These practices include selection, training, performance appraisal
etc.
Figure:- 1
The key elements for High performance work system are as following:- Organisational goal:- In order to have high performance of Hightown housing, it is
essential to set the respective organisational goals for the working employees. If
8
Illustration 1: HPW system

employees are aware about the goals that they have to achieve, they will work in that
direction only. Organisational goals generally defines the purpose of the company so that
business can work effectively for its growth and employees identifies the course of action
that they have to take into consideration in order to achieve the goals. As a result
organisation have high performance work system(Jayasuriya, Al-Busaidi and Ahmed,
2018). Organisational structure:- The structure of the Hightown housing provide guidelines to
its employees about the relationship that is governing this workplace. The specific outline
that company defines helps to its employees, as they easily get set in new positions with
flexibility. That leads to growth of the employees and also organisation as whole. Information system:- As organisations are having modern technology, it boosts the
business performance as productivity of Hightown housing raises. This helps the
organisation to engage its employees as well as customers that leads to new ways of
generating revenue for the company. Task design:- If task are designed in an effective manner in Hightown housing, it helps in
bringing satisfaction to the employees and it also results in performance maximization. If
employees performance get improved it directly leads to high performance of the
organisation. Reward system:- Hightown housing is having different reward systems in order to boost
the employees' performance. Employees work hard and with efficiency in order to win
these rewards and this positively leads to high performance of the organisation as all
employees work effectively in achieving the business goals. Training and development of working employees:- There are different training and
development activities in the organisation that helps the employees to develop their skills
and knowledge in order to work effectively in the organisation. This helps in the
professional development of the organisation and that results in high performance of the
company(Hafeez and Akbar, 2015).
 Performance:- All these elements affect the employees' performance and that directly
result in over all performance of the organisation. If all these elements work effectively in
Hightown housing that will directly leads to its high performance and brings huge
profitability for the firm.
9

Benefits of applying HPW practices in order to improve performance of Hightown housing
Applying HPW practices in the work culture helps Hightown housing for its high
performance and benefits the business in following ways:-
 Increment and improvement in skills:- The overall performance of Hightown housing
get improved as the key skills of the employees are enhanced with HPW practices.
Employees work effectively in order to have rewards in their hands and for the same they
follow the right path in order to achieve business goals. They enhance many skills in
which they were lacking behind and this boost there morale to work hard in order to gain
more skills.
 It empowers employees:- HPW also helps the employees of Hightown housing to have
important decision in there hand. Empowering the employees leads to there better
performance as they work to make effective decision for the organisation. Not only this,
it also boosts their decision making skills as they work to have control day to day
activities of the organisation(Wang and et.al., 2016).
 Improve motivation:- It also helps the employees to get motivated and make effective
decision for the firm. High performance work system motivates the employees to work
more effectively in order to enhance their skills and knowledge and also to have rewards
by working in direction for the business profitability.
Different approaches for performance management
The different approaches for the management of performance are as following:-
 Establish business goals:- It is very important approach that is used by many
organisations in order to make the team the work effectively. This approach is applied by
Hightown housing in order to make the business goals clear to its employees and
managers. By establishing the business goals, the outputs are clear and to achieve the
same, employees can work effectively.
 Develop a plan:- It is very essential for the firm, to develop an effective plan for the
organisation and for the same Hightown housing create a plan so that business can
achieve the respective goals on time. The business needs have to be developed according
to the priorities and this helps the employees to achieve the targets with different
learning opportunity.
10