Strategic HR Development: Skills, Learning & Performance at Aviva

This assignment focuses on developing the human resource department at Aviva, a multinational insurance company. It identifies essential knowledge, skills, and behaviors (KSB) for HR professionals, emphasizing cooperative skills, equality promotion, and safety maintenance. A professional development plan for an HR officer, Jane Cambridge, is detailed, outlining goals and activities for skills enhancement. The report distinguishes between organizational and individual learning, highlighting the importance of continuous professional development for sustainable business performance. It also explores the contribution of high-performance work practices to employee engagement and competitive advantage, discussing various approaches to performance management that support a high-performance culture. The analysis underscores the vital role of training and development in enhancing employee performance and achieving organizational goals at Aviva.

DEVELOPING INDIVIDUAL, TEAMS
AND ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................................3
LO1..............................................................................................................................................................4
P1 DETERMINE APPROPRIATE KNOWLEDGE, SKILLS AND BEHAVIOURS (KSB) THAT ARE REQUIRED BY
HR PROFESSIONALS ACROSS THE DEPARTMENT.....................................................................................4
P2 PROFESSIONAL DEVELOPMENT PLAN FOR JANE CAMBRIDGE AS HR OFFICER ROLE..........................6
LO2- REPORT.............................................................................................................................................10
P3 DIFFERENCES BETWEEN ORGANISATIONAL AND INDIVIDUAL LEARNING; TRAINING AND
DEVELOPMENT......................................................................................................................................10
P4 THE NEED FOR CONTINUOUS LEARNING AND PROFESSIONAL DEVELOPMENT TO DRIVE
SUSTAINABLE BUSINESS PERFORMANCE...............................................................................................13
LO3 & LO4 – ESSAY....................................................................................................................................15
BODY.....................................................................................................................................................15
P5 CONTRIBUTION OF HPW TO EMPLOYEE ENGAGEMENT AND COMPETITIVE ADVANTAGE WITH
RESPECT TO AVIVA................................................................................................................................15
P6 DIFFERENT APPROACHES TO PERFORMANCE MANAGEMENT AND USING SPECIFIC EXAMPLES
SHOWING HOW THEY SUPPORT HIGH-PERFORMANCE CULTURE AND COMMITMENT........................18
CONCLUSION.............................................................................................................................................20
REFERENCES..............................................................................................................................................21

INTRODUCTION
This assignment is focused on the development of the human resource department of Aviva. As
an HR officer of Aviva, the understanding of the development of skills and knowledge has been
made for the achievement of high performance. The assignment will focus on having the
efficient understanding of the development of needs that will assist the organization to
implement the strategy at Aviva. In this report, this will focus on discovering the employee
skills, knowledge and behaviours that are needed by the HR managers and professionals of
Aviva. It will also describe some factors that will evaluate the development and learning needs
by generating a professional development plan for the Aviva. The high working performance
will also be described that boost up the engagement of employee and gaining competitive
advantages. The evaluation of effective communication and better performance management
in context with the Aviva will also be discussed (Dong, et al. 2017).
Aviva is a UK based company which is British multinational insurance company which is
headquartered in London, UK. It has approx. 33 million customers in about 16 countries in the
UK. Aviva is the leading pension provider in the UK and the biggest general insurer.

LO1
P1 DETERMINE APPROPRIATE KNOWLEDGE, SKILLS AND BEHAVIOURS (KSB) THAT ARE
REQUIRED BY HR PROFESSIONALS ACROSS THE DEPARTMENT
As a human resource officer of the Aviva the fundamental skills, knowledge and behaviour that
are needed for an HR professional will be described as follows:
 There are some knowledge and skills that are needed by the HR professional at Aviva
that includes the cooperative skills and working which will keep the employees and HR
in coordination that enhances the performance of the organization.
 An HR officer should promote and boost the unity and equality in the organization which
can assist the organization to maintain the diversity of the organization.
 The officer will maintain the safety and hygiene of an organization by increasing the
concern towards their staff and employees (Serrat, 2017).
The interpersonal skills of the workforce management will help to maintain the good
relationship and implementing the better management and work culture.
 As an HR officer, he/she should have recruiting skills and effective planning skills that
will enhance the productivity of the organization with the help of the right, talented and
capable candidates.
 He/she should have the capability of solving the conflict within the organization and give
training to the employees so that they can learn the work quickly and will be able to
provide the development training to ensure the personal development.
 The main skill that is being required in the HR recruiter is to be updated in terms of the
knowledge of the HR activities. He/she should aware of all policies and procedures of
the organization (Van Dooren et al. 2015).
There are some other skills that should be present in the HR professional to manage the human
resource department such as decision making and IT skills that will help in ensuring effective
decisions to achieve the objectives of the organization. He/she should have the high level of
confidence and motivation level so that he/she can enhance the morale of the employees.

HR professional should be equipped with the proper knowledge that is required for the
effective operation of the human resource department like knowledge of information
management. He/ She should be competent in the safety customs and the policies of the
organization. HR professional should maintain the code of conduct within the organization and
ensure that all the employees and staffs are working effectively with the follow up of the rules
and regulations of the organization (Bolden, 2016).

P2 PROFESSIONAL DEVELOPMENT PLAN FOR JANE CAMBRIDGE AS HR OFFICER ROLE
An audit of the personal skills is useful for a people to identify the strengths and the
developments that need to be fulfilled over time which can help in achieving the height of the
success.
A development plan will assist the employee of Jane Cambridge to implement the strategies
that can be useful for playing a role of an HR officer at Aviva. A professional development plan
is a document which depicts the required goals and skills that will need to achieve in the tie for
the development of the career and the goals of the organization. It will also help out to assess
the strengths and improve the weaknesses to cope up the competition with the individual in
the same field (Stewart, 2014). It can also assist in the development of the areas of
improvements and review the knowledge and skills that are needed to attain the desired skills
and objectives. Following is the professional development plan which can be prepared for Jane
Cambridge:
 A form will be requested of the self –assessment from the Jane Cambridge which
includes the assessment of personality traits, skills and values.
 Along with the personal observation and self-assessment form, the individual skill will
be determined of Jane Cambridge with the help of social, technological and other skills.
 After above step, this stage will focus on the matching the organizational goals with the
individual skills.
 Some actions will be taken to meet the opportunities of the development of Jane
Cambridge and considering her development and training opportunities.
 This step will keep the record of the performance and progress for the evaluation and
monitoring of the performance and development of the Jane Cambridge (Raes, et al.
2015).
A professional development plan will be prepared by following the above-mentioned steps
of the Jane Cambridge.

Name: Jane Cambridge
Job role Human Resource Officer
GOALS TYPES PERSONAL GOALS PROFESSIONAL GOALS
LONG TERM GOAL
(3 YEARS)
To attain standard and high-
quality life at Aviva
To achieve the position of
Human Resource Manager
and to boost the quality of life
in 2-3 years
SHORT TERM GOAL
(6-12 MONTHS)
To experience the
opportunities by discovering
learning prospects
To attain the senior HR
officer’s job role in next 6 to
12 months

Needs for the
Development
Planned Activities Planned
activities’
objectives
Timefram
e
Impacts of
activities on
learning
Required skills/
knowledge:
 Communicati
on skills
 IT skills
 Employment
contract
drafting
 Delivery of
Making interaction
and appearing
classes of
personality
development
Attending IT
workshops
Exploring knowledge
and professional
legislation
Effective
utilisation of
verbal, reasoning
skills and
information
To increase the
knowledge of IT
and learn the
use of Software
To learn and
teach them the
significance of
efficient
communication
by training
sessions.
To prepare and
2.5
months
1.5
months
2 months
3 months
Development
of effective
communicatio
n and listening
abilities
Help to attain
command on
IT skills and
proficiency in
IT
It will help to
efficiently
make a
contract of
employment
which will
consider
legislation at
the
organisation

Training
session
 Resolving and
advising skills
Introducing the skills
of mentoring and
presentation
Resolving conflicts
and rendering
services by attending
situational programs
motivate for
effective training
delivery sessions
Solving
organisational
problems and
disputes
effectively
1 month
Developing
presentation
skills
It will help in
becoming
better HR
officer by
effectively
solving issues
(Megginson and Whitaker, 2017)

LO2- REPORT
INTRODUCTION
Individual learning will help in achieving organizational learning at the organization and
workplace. Aviva can learn continuous development and learning programs with the help of
development and training sessions and bring creativity and innovation. The following report will
focus on the understanding of the differences between organizational learning and individual at
the workplace.
P3 DIFFERENCES BETWEEN ORGANISATIONAL AND INDIVIDUAL LEARNING; TRAINING
AND DEVELOPMENT
Development and teaching will help the association to have an understanding of individual and
organizational learning Following are the differences between development and training as:
BASIS TRAINING DEVELOPMENT
MEANING It is a practise of learning in
which employees and staff
develop their competency,
knowledge and skills
according to the job
requirement(Woodcock, 2017)
It is the process of education
that is associated to the
growth of the employees.
SPAN Short period of time Long period of time
EMPHASES ON Current situation Upcoming growths
Orientation Profession focused Career-focused

AIM Job stated Increased general knowledge
and concepts
OBJECTIVE Improving the performance
at workplace
Preparing employees for the
future challenges
NUMBER OF INDIVIDUALS Many individuals One
Following are the differences between organizational and individual learning:
S.no. Organisational learning Individual learning
1
2
3
Organisational learning is achieved
with the help of the individual
learning and having the various
number of applicants.
It assists in the development of
overall performance and employee
motivation
It is accomplished through meetings
and professional seminars.
It assists the organisation in achieving
It is carried out to achieve personal
objectives and have one single participant.
It is used to boost up the confidence and
enhance the motivation among them.
Individual learning is achieved through the
learning, training and coaching programs
at the workplace.
Helps in achieving the enhancement of
knowledge in the individual and personal

4 the stability of the organisational
performance
growth(Magee and Webb, 2015)
Aviva focuses on the individual learning and providing good working environment by various
ways like providing flexibility in working hours and implementing the good policies and
procedures. Aviva focuses on the good communication skills and training programs for their
employees.