HR and Skill Analysis Report: Strategies for Employee Development

This report delves into the critical role of Human Resources (HR) in enhancing employee quality and organizational success. It emphasizes the importance of skilled employees and the HR department's function in recruitment, compensation planning, and employee relations. The main body of the report analyzes the essential skills for HR professionals, including communication, HRM knowledge, and proactiveness. It also highlights the significance of employee relations and the need for skill auditing to identify areas for improvement. The report concludes that HR departments are increasingly becoming advocates for employees, focusing on employee voice and experience, and managing internal conflicts. References to academic journals and books support the analysis.

Learning journal

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
The organisation should have employees that will help them in increasing the quality (Sembiring,
2016). The employees are important to the organisation because they will help them to achieve
success. The organisations want to select the employees that are skilled to improve the needs and
they should help them in giving quality products. The HR is the most important factor that will
help the organisation to select the employees. HR helps the organisation in making the plans for
salary and employees pay which sets the organization compensation with different organizations
in the zone, same industry and the organisation who want the employees with comparable
aptitudes. The organisations have the employees pay and to keep up the remuneration cost in
accordance with the organization's present monetary status and extended income. They will help
the organisation in selecting the employees that will help them in increasing the quality. The
report includes the reflection of the HR and the skill analysis.
MAIN BODY
Human resource is a person who needed to carry out different business practices in effective
manner in order to attain business goals and objectives. I have analysed that human resource
professional plat crucial and important role in organisation that is significant for effectively and
efficiently conducting business practices. The major role of human resources professional
increase recruiting, screening, interviewing, managing employee, compensation as well as other
task related to employees and various other resources of business (Creamer and Austin, 2017). It
is important that human resources of an organisation are successfully and correctly conducting
business practices as it will lead to have major impact on performance of organisation as well as
capability to attain business objectives. I have analysed that human resources needs to have
accurate skill set and capabilities to conduct required task of task. Proper understanding and
knowledge about the human resource concept or functioning is significant for conducting
business practices in effective and efficient manner. I have determined that human resources of
organisation should have strong communication skills (Quendler and Lamb, 2016). This is one of
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the most crucial skills that is required by HR professional to carry out business practices in better
manner. Communication is fundamental in Human Resource Management, as the HR
professional is the connection between the business and the representative. From HR perspective,
human resources professional is the link between business as well as employees that are working
for organisation (Pasban and Nojedeh, 2016). HR professional are additionally a wellspring of
data for workers. At the point when they have questions with respect to taking a vacation day or
some other business issue, they will come to HR professional. So it is essential that for human
resources to effectively deal with their inquiries and grumblings is critical to most generalist
jobs. Through this it has been analysed that for successful and effective functioning of human
resources practices it is important that person have effective communication skills.
HRM information and expertise is additionally referenced as a basic HR skills. Past work insight,
or education background in Human Resource Management or Industrial-and Organizational
Psychology are exceptionally useful. This helps in enhancing the knowledge and understanding
about the successful functioning of human resources and it will lead to have significant affect on
overall practices of business (Mcdonnell and Sikander, 2017). Education qualification in the field
of human resource management assist person to correctly perform HR professional practices
along with this helps in carry out different task in correct and accurate manner. HRM
information helps in doing the vast majority of different abilities and skills referenced in this
article. It assists with getting carrying out major practices of human resource such as recruitment,
selection, interview data collecting or reporting, information announcing, and other personnel
processes. I have analysed that proactively is one of the essential skills that should be within in
individual who is performing human resources practices. Proactively is regularly viewed as all
the more a character attribute as an aptitude. It is surely something you can create over the long
haul. As a HR proficient, you are the organization between the business and the worker, in this
manner proactively can help you in spotting potential issues early and keeping them from
heightening. Through this skills human resources professional will be able to deal with the
different issues and problems in significant and successful manner. There are number of other
skills which should be with in human resource professional so that they are able to carry out
required set of practices in successful and effective way. I have analysed that Human resources
practices majorly includes dealing with employees. so it is essential that human resources
process have high capabilities tp develop strong employee relation. This skill will assist in
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smoothly functioning of the individual as well as assist in correctly management different
employees of business (Chelladurai and Kerwin, 2018). Employee relation capabilities of HR
profession lead to support in developing strong relationship with employees along with this
support in connection development. Through this HR professional is able to develop positive
working environment with in organisation and encouraging employees.
In order to determine my capabilities to carry out human resources practices in required or
significant manner. I have analysed that I need to audit my skills as this will be significant for me
to determine and analyse all those skills which are lacking in me as well as I need to improve
(Lee and Lee, 2019). Skill auditing will assist me in enhancing my overall potential and
capabilities to perform different task and activities in accurate manner.
Skill Auditing
Assessment
against CIPD
Band 1
requirement
List what is
required for
you to able to
meet Band 2
requirements
Priority Activities
to be
undertake
n to
achieve
the targets
Resources
required
Key
performance
indicators
Target dates
Collect and
collate data
regarding
resource and
talent gaps.
In order to
develop
resources and
talent
management
practices I
need to
carefully
analyse and
determine the
needs and want
of company to
fill the vacant
position. I need
Identificat
ion of
business
needs as
well as
analysing
skills or
capabilitie
s of
candidate
s
I need to
develop a
proper
plan that
includes
skills or
capabilitie
s
expectatio
n of
organisati
on for the
new
candidate.
 Checkli
st
 Paper
 Pen
 Expect
ation of
compan
y form
candida
te
Key
performance
indicator for
this includes
helping
manager in
identifying
skill or
capabilities
which they
need to
deliver
through
current and
1 month
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to increase my
potential for
identifying
skills and
capabilities
that are
required to
deliver current
and future
work. I have to
analyse and
evaluate the
skills or
knowledge of
the candidate
along with this
analyse it with
the
requirement of
business in
order to select
the most
accurate
employees
I need to
develop a
checklist
which will
assist in
evaluating
and
analysing
skills of
candidate
with the
expectatio
n of
company
future work
The HR should
have
communication
skills
The HR should
communicate
to the
employees and
make the plans
according to
the needs. The
The Hr
should
have the
communi
cation
with the
employee
I will
increase
my
communic
ation skills
to help the
employees
 Employ
ees
relation
s
 Increasi
ng the
quality
Increasing
the quality of
the work of
the
employees.
7 months
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employees of
the
organisation
have different
needs and they
want the
organisation to
give the quality
products. The
HR should
have the skills
that will help
them in
communicating
with the
employees.
s form top
level to
lower
level and
they
should
help then
in
increasing
the
performan
ce.
in the
organisati
on
(Wehrmey
er, 2017).
CONCLUSION
From the above report it is concluded that the organisations is having the employees that the
HR group has gotten a greater amount of a promoter for workers. In a period where the spotlight
is well and genuinely radiating on organization culture, it is more basic than any other time that
the employees have the voice and that their encounters and the worries are the searched out and
tuned in to additional in any organization. The HR office is answerable for keeping up
organizations with employees in a unionized workplace. It likewise centres on reinforcing the
connections among workers. Thus, the HR division is in a situation to determine a wide range of
contentions that emerge inside the organization.
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REFERENCES
Books and Journals
Sembiring, R., 2016. Impact of human resources' knowledge and skills on SMEs' in Medan City,
Indonesia. International Journal of Management, Economics and Social Sciences, 5(3).
Creamer, A.M. and Austin, W., 2017. Canadian nurse practitioner core competencies identified:
An opportunity to build mental health and illness skills and knowledge. The Journal for Nurse
Practitioners, 13(5), pp.e231-e236.
Quendler, E. and Lamb, M., 2016. Learning as a lifelong process-meeting the challenges of the
changing employability landscape: competences, skills and knowledge for sustainable
development. International Journal of Continuing Engineering Education and Life Long
Learning, 26(3), pp.273-293.
Pasban, M. and Nojedeh, S.H., 2016. A Review of the Role of Human Capital in the
Organization. Procedia-social and behavioral sciences, 230, pp.249-253.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Mcdonnell, L. and Sikander, A., 2017. Skills and competencies for the contemporary human
resource practitioner: a synthesis of the academic, industry and employers' perspectives. The
Journal of Developing Areas, 51(1), pp.83-101.
Lee, G.Y. and Lee, D.Y., 2019. Effects of a life skills-based sexuality education programme on
the life-skills, sexuality knowledge, self-management skills for sexual health, and programme
satisfaction of adolescents. Sex Education, 19(5), pp.519-533.
Wehrmeyer, W. ed., 2017. Greening people: Human resources and environmental management.
Routledge.
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