Developing Individual, Teams and Organizations: HR Skills and Analysis

This report provides a comprehensive overview of human resource management, focusing on the skills and behaviors required for HR professionals. It includes a personal skills audit, a professional development plan for an HR officer, and an analysis of the differences between organizational and individual learning. The report also explores the need for continuous learning and professional development, highlighting the importance of high-performance working and performance management in enhancing employee engagement and organizational success. Key areas covered include recruitment, performance evaluation, benefits, compensation, and training programs. The analysis emphasizes the value of these components in fostering employee growth and driving sustainable business performance.

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS

Table of Contents
Introduction......................................................................................................................................3
Section 1:.........................................................................................................................................3
Lo1...................................................................................................................................................3
Knowledge, skills and behaviors that are required by HR professionals across the department
(P1)..................................................................................................................................................3
A complete personal skills audit for an employee (P2)...................................................................4
Create a professional development plan for HR officer (P2)..........................................................5
Analyze differences between organizational and individual learning (P3).....................................6
Analyze the need for Continuous Learning and Professional Development (P4)...........................7
Section 2:.........................................................................................................................................7
LO3 and LO4...................................................................................................................................7
How HPW contributes to employee engagement within an organization (P5)...............................7
Evaluate Different Approaches to Performance Management (P6)................................................9
Conclusion.......................................................................................................................................9
Reference List................................................................................................................................11

Introduction
The aim of this assignment is to provide opportunity to gain knowledge and skills in the field of
human resource management. This assignment has provided detail information about the skills
and behavior required to be in a HR professional across any department. This will also provide
knowledge about the department and will help to understand the different needs that a person
must have to become a successful management employee. This assignment will also help to
boost the performance for any person who is working in a team and the organization they are
working in. This topic is based on the skills that person should have in order to be an HR
employee and how to create professional development plan. There is a need for continuous
learning and also personal development for being the perfect professional. There are multiple
ways of continuous learning as well as professional development which is required to drive
sustainable business performance. The aim of the essay is to discuss the different usage of high
performance working and performance for any organization. This essay will help to learn the
different methods of how HPW contributes to employee engagement and how it can help to
develop to increase the flow of the work. There are different advantages of having HPW in any
organization as it not only boosts the speed of the work but also helps the organization to grow
from the level it has been on. This essay will also share the different approaches to performance
management and how high performance work culture can develop the thinking and working
level of an employee.
Section 1:
Lo1
Knowledge, skills and behaviors that are required by HR professionals across the
department (P1)
Human resource management department is designed to maximize an employee performance in
regards to the strategic objectives of the organization. This department primarily concern about
employee recruitment, training and development, management of people within organization and
focusing on policies. The essential HR manager’s skill set should cover the following main
competency areas:
 Recruitment and hiring: A strong inter -personal skill and good communication skill is
required to carry out the whole process of recruitment. It requires effective strategy to
identify the best talents to be incorporated in the organization. The HR team has to

undergo the whole process of recruitment of new talents and presenting them the
company's outlook and also goes through the training session of the new employee.
 Performance evaluation: It is very much important for an organization to carry out
employee’s performance evaluation in order to retain the best talents for long term and to
develop program to engage employee for their professional development (Bolman and
Deal, 2017). To provide a productive evaluation of performance the HR needs to be very
dynamic and should have innovative ideas with Strategic plans to be implemented.
 Benefits and compensation: In the profession of HR the person needs to keep himself
updated on industry trends in order to provide benefits and compensation offering to the
employee in a way to retain the best employee and support acquisition. Some top
organization also expects that the professionals applying for \HR management should
have the potential to provide the best benefits and compensation within the organization
budgetary guidelines.
 Training and self-development program: It also required for a HR to have the skills to
being an effective trainer as it requires knowledge and engagement skills. They require
conducting effective training program for the employee and for the managers also in
respect for the growth of the organization (Herrmann and Herrmann-Nehdi, 2015). It is
very much necessary that the team members feel their growth within the organization.
With the help of proper training program such goals could be achieved.
These are the key skills and behavior that a professional applying HR should pursue in order to
get indulges into that position and could provide an effective result for the organization.
A complete personal skills audit for an employee (P2)
In this assignment the personal skills of Jane Cambridge has been observed and based on those
observations this personal audit is being conducted. It has been seen that Mrs. Cambridge has a
clear idea about using Microsoft word and has adequate knowledge about excel spreadsheets.
She has less idea about database and is also not much familiar with HR specialist software’s. She
has a clear idea about the usage of internet and also knows how to use the emails. Mrs.
Cambridge has more or less good idea in the field of technology related works and she also has a
basic knowledge about making PowerPoint presentations. Thus it was being observed from the
audit that Mrs. Cambridge has adequate knowledge about today's modern technology. The major

drawback of her is that she has lesser idea about database and HR software which might affect
her working confidence.
In case of communication skills Mrs. Cambridge has very little knowledge about making draft
contracts of employees. This can affect her working environment as this is a key skill which is
required for any HR based jobs. It has been observed that she has adequate knowledge of taking
notes of disciplinary hearings. It has been observed till now all the skills of Mrs. Cambridge is
the basic skills which any type of employee can have. Her basic skills can be pointed as a major
drawback in her career (Ford, 2014). She is good at writing reports and producing materials to
support presentations. Mrs. Cambridge's communication skills can be pointed out as a very skill
which is very common in today's generation. She is not much familiar with delivering a training
session to the new employees. Thus it can be said that she has never done any such type of jobs.
Though she has resolved adequate amount of disputes and complaints still Mrs. Cambridge has
adequate quality for taking interviews of the people who are coming for interviews. Due to her
knowledge level she has adequate level of knowledge on advising on HR issues. It is being also
observed that she has made good use of verbal reasoning skills and has been able to handle
complex data’s as well made use of the information’s provided to her. She has been able to solve
more than one problem and also have ideas for helping others to solve problems. This audit has
helped to understand the overall knowledge of Jane Cambridge and it can be said that she has
adequate knowledge but lacks certain skills in the field of HR which has to be covered up for
bringing more quality work for her.
Create a professional development plan for HR officer (P2)
There can be multiple ways of creating the perfect development plan to help the new HR officer
in her new job. The development plan must have the following plan:
 The perfect way for making a professional development plan is to consider business
goals. It is important to set different objectives for the employees and bring development
in the company's business needs (Katzenbach and Smith, 2015). It is also important for
the new HR to identify the skills, knowledge and competencies to support their goals.
Employee development is an important factor that can save time and money on recruiting
and also can help in training outsiders. This will help to make a clear path in
advancement and opportunities for the employees and will also help to retain top talents.

 Another important factor of creating development plan can be interacting with the
employees. This will help HR to understand to understand the abilities of the employees
and their career aspirations (Woodcock, 2017). This will enable them to interact with the
HR and create a bond where they will discuss the challenges they are facing in their
current position. Some employee may have already developed their personal goals inside
their mind but does not know how to execute those plans and other employees may not
also realize their potentials. There is a need of encouragement which might help them to
boost their performances.
 The moment the objectives are known it is time for the employees to learn on how to
acquire new skills. It is important to hold Development programs which would help the
employees to develop new skills. Classroom training and online courses are the ways to
help the team to develop new skills (McCleskey, 2014). There are employees who are
eager to get engaged in acquiring new skills and also gain knowledge. This is why
development programs are very much important for the employees to expand their
talents.
Analyze differences between organizational and individual learning (P3)
There are many differences between organizational and individual learning. The differences can
be considered in different ways and points which might be professional learning and amateur
learning. The main difference can when it comes to individual learning these types of learning
are being adopted from different places it can be the internet and different other places. These
types of learning are being developed inside a person and people tend to follow these learning as
from the beginning they have only been guided from different mediums and the knowledge is
thus based from extraction of the ideas which the person has found. The major problem with
these kinds of learning are that it can be wrong or it can also be right. There is a minimum
chance of these ideas being right (Jackson, 2014). Most of the people keep developing their
learning’s and then it also makes the employee to know about itself. Individual learning has a
huge difference from organization learning as organizational learning is where a group gains the
same knowledge and skills. In organizational learning there is a cooperative environment
because the learning’s are same and has lesser chances of accidents. Individual learning has
many advantages as there is a chance of gaining more knowledge than others. In this type of
learning there is no chance for having any type of teamwork as all the jobs require personal skills

which is being developed as a an individual(Hunter, 2014). In individual learning plan a person
is able to understand his/her capabilities of working and it also helps that person to develop the
skills which he/she already has. This also helps the candidate to get a productive learning
experience from the job. In organizational learning the whole team gets the chance to learn,
create and retain knowledge from the organization.
Analyze the need for Continuous Learning and Professional Development (P4)
There are certain advantages of continuous learning which can help in driving sustainability in
business programs. There are many ways continuous learning has helped many organizations and
also have kept their employees happy. This has also resulted in high retention rates. The reason
of such outstanding performances is due to the continuous method of learning where the
employees are interacting with the managers and are learning and adapting new skills (Leahy and
Wilson, 2014). This has helped the employees to work more efficiently than those who do not
get such chances. It is a very effective method which can also help the organization to grow.
Continuous learning is being adapted by many of the organizations to bring a greater flow in the
work process. These methods have also helped in increasing the productivity of the organization.
There is organization that focuses on continuous learning which in return helps in increasing the
profits of the organization (Knechel and Salterio, 2016). Many companies have realized that they
do not need professional development from the employees in return if the employees can focus
on continuous learning, it can help in acquiring and creating new ways for gaining more profits.
The creation of a team of lifelong learners is important because this will help the organization to
gain more profits. The team will able to bring more profits as they are already in a process to
extract more knowledge and implement them in their work as a result of which the outcomes can
be outstanding. The company will invest more development programs and trainings so that later
on they will get leaders who will help the company to achieve their goals. A company must stop
thinking the cost of training and workshops because they also have to see the outcomes of the
training and workshops offered (Wongpinunwatana and Panchoo, 2014). There are companies
which do not offer much training to the employees. Thus providing different development
programs and continuous learning can help the organization to grow.
Section 2:
LO3 and LO4
How HPW contributes to employee engagement within an organization (P5)

High performance working culture relates with managing organization that aims to project more
effective employment engagement and commitment in order to achieve high level of
performance. Organization adapts this HPW culture approach in a way to improve their work
involvement and increase their level of skill for quality production within adequate time frame.
Some of the example of HPW is like appraisals, flexible working and other practices also that
deliver business result (Katzenbach and Smith, 2015). The main work practice of HPW is
employee engagement which encourages a good communication between employers and
employee and also by building strong level of trust. The inclusion of HPW practices the
organization also acquires competitive advantages such as cost, productivity and sustainability. It
has become highly as a source of competitive advantage in today’s business world. HPW
practices involve in attracting qualified employee, enhance their skills and productivity in such a
way that employees become a source of competitive advantage. HPW can also be defined as the
HR practice that can facilitate more employee involvement, skill improvement and productivity
which in return turns out to improve the trust in work place and raising the organizational
commitment (Kehoe and Wright, 2013). The practice also motives for production of quality
products in less time which involves in introducing modern techniques and equipment which
result in making technology as the competitive advantage. The most important competitive
advantages from all time is capital and natural resources for example transport. Implementing
HWP practices helps the organization to focus on optimum use of capital and natural resources
thus helping in boosting the source of competitive advantages. Employment engagement is one
of the key factors in running an organization smoothly. The use of HWP practices helps the
organization to create a good working environment and also by providing job vacancies which
help in indulging more employees. The practice also include employment motivation programs
by introducing performance contingent pay and appraisals which also contribute in retaining top
performers and introducing new and talented employee for the organization. Employee
empowerment is one of the most important factors in employee engagement. Some HR practices
like employee participation, effective formal complaint resolution system and teamwork that are
designed to express every employee's opinion and perception leads to higher employee retention,
flexibility and production. High performance work practices are therefore influential in
developing and maintaining culture in the organization this type of strategies helps in shaping
and molding the organizational culture.

This practice include various practices including selective recruitment, internal job posting,
performance-contingent pay, higher studies provided to employee during work, flexible work
environment and employee participation are further divided in terms of their knowledge, skills
and abilities which in turn can also increase an employee’s commitment and motivation for the
organization. By the adapting the modern practice of high performance works now companies
could aim for high organizational goals, indulge more employee, enhance their production and
thus by creating a decent work environment. High performance work culture has helped in
increasing the profit of an organization (Jiang and Liu, 2015). These can only happen when
companies start to work on training programs as well as workshops to evaluate the quality of
work of the employees. This can only happen when there is constant engagement of the
employees and there is less risk of loss. Employees tend to get more interested in working for
company which helps the employees to grow as well as their skills (Pulakos, et al, 2015). This is
the reason why conducting such programs are important for the organization as it helps to bring
more profit to the organization and also helps to grow the employees and develop high
performance culture. Thus it can be said HPW contributes a lot to employee management.
Evaluate Different Approaches to Performance Management (P6)
There are many ways to evaluate different approaches to performance management which can
help to boost up the work for every company. There are many ways to approach performance it
can be by appraising the staffs. The potentials of the employees for the future performances can
be enhanced by appeasing them. Appraising will help the company to retain their employees and
achieve their goals (Epstein and Buhovac, 2014). Performance appraisal is called as systematic
evaluation of the individual. This will help the employee to work more with seriousness and
confidence. The other approach can be measuring performance of the employees this will help to
keep a track on the employee's work growth. It is important to have objectives so that it will help
in appraising the work they are doing will also help the organization to grow strong. It is
important to focus on development appraisals and also let the employees appraise their own
performance (Selden and Sowa, 2015). These methods will help to enhance the performance of
the organization and in return the organization can profit a lot. This is why this type of
performance management programs are being held to keep increases the amount of high level
performance.
Conclusion

Thus it can be concluded that from this assignment the role of an HR can be understood. This
assignment has helped to understand the ways to understand the different ways to adopt with an
organization and the different techniques that can be used to understand ways to create a better
working place. In this assignment the knowledge, skills and behaviors which is needed that are
required to be a professional HR has been described. An audit is being made of an employee
named Jane Cambridge to understand they skills and knowledge which she has and the behavior
she has and also to identify the task which is required to become a successful HR officers role. It
has been also analyzed the differences between organizational and individual learning, training
and development. Thus this assignment has helped to understand the key roles of an hr and also
the responsibilities which an hr should have to run a group in any organization. Thus we can
conclude that this assignment can help to understand the keys methods to evaluate high
performance working framework. The idea of HPW has helped to understand that the working
culture can be enhanced with the help of different methods which are very helpful in achieving
and developing a company's goals and employees. This essay has also defined how HPW has
contributed in employee engagement and brought competitive advantages to any organization.
High performance culture has helped to set the organizational goals high and thus leading to
major growth opportunities in the organization and approving risk free future for the employees.

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