Developing Individuals, Teams, and Organisations: An HR Analysis

This report provides an analysis of the knowledge, skills, and behaviors (KSB) required by HR professionals, along with a professional development plan for an HR officer, Jane Cambridge, based on a skills audit. It examines the differences between organizational and individual learning, as well as training and development, highlighting the importance of these elements in driving sustainable business performance and employee engagement. The report emphasizes the need for HR professionals to possess strong communication, problem-solving, and technical skills to effectively manage employee relations, implement HR policies, and contribute to the overall success of the organization. The professional development plan outlines specific training activities and resources aimed at improving Jane's skills in areas such as contract drafting, disciplinary hearings, candidate interviewing, and the use of HR software. This assignment solution is available on Desklib, a platform providing study tools and resources for students.

DEVELOPING INDIVIDUALS, TEAMS AND ORGANISATIONS
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Table of Contents
Introduction........................................................................................................................3
Section 1 (LO1 and LO2)...................................................................................................4
Section 2 (LO3 and LO4).................................................................................................14
Conclusion.......................................................................................................................18
Reference List..................................................................................................................19
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Introduction
In modern days, several business organizations are booming up their business models
through using effective training and development program. In order to accomplish the
business goals and to sustain in this competitive market place, focusing on training and
development program has become necessary. Additionally, by offering proper training
and arranging development program, a company can easily increase its overall
organizational performance level in an effective manner. This assignment will outline the
employee knowledge, behaviours and skills that are required by the HR professionals
and the factors that are needed to be considered while evaluating as well as
implementing inclusive learning and development for driving sustainable business
performance. In addition, the knowledge and understanding to ways in that high
performance working or HPW contributes to competitive engagement and employee
engagement will also be included in this assignment.
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Section 1 (LO1 and LO2)
a)Determine appropriate knowledge, skills and behaviours (KSB) that are required
by HR professionals across the department. Please refer to Appendix A for an
overview of HR Officer responsibilities. (P1)
The human capital department is one of the vital departments in an organization. An
officer of the human capital department needs to have certain knowledge, skills and
behaviour in order to increase expertise in the organization. The collection of behaviour,
skills and knowledge are discussed below:
Knowledge:
 In the organization as well as the department, the human resource officer must
implement policies in order to enhance the productivity of the employees. This
will help the organization to achieve fast growth.
 The chief officer of the human resource department should cooperate with the
chiefs of the other departments in the organization to have a thorough knowledge
about the vacancies so that the officer can draft interview procedures
accordingly.
 Drafting of effective interview procedures is one of the vital responsibilities of the
human resource officer (Armstrong and Taylor, 2014).
 The human resource officer should have a thorough knowledge about the
grievances of the employees so that they can be resolved at the earliest.
 The chief officer of the human resource department should possess thorough
knowledge about how to inspire and motivate the employees. By applying this
knowledge, the human resource manager can improve the employee
engagement and productivity of the employees.
Skills:
 Communication is one of the most vital skills which should be present in an
efficient human resource officer. This help the HR officer to deal with the
employees in a better manner (Bailey et al., 2018)
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 The HR officer should possess excellent skills to promote diversity and equality
in the organization. On the other hand, a HR officer should have the skills to
increase and maintain high values of organizational culture
 Liaising the performance of the staff should be skilfully done by the HR officer.
The HR officer should communicate to the employees as well as the other
departments, the safety measures that needs to taken in the organization in
times of emergency (Kerzner and Kerzner, 2017).
 The HR officer should be skilful enough to draft effective training procedures for
the existing and the new employees
 The HR officer should competent enough to solve the queries of the employees
and should review the salary system of the employees on a regular basis.
Behaviour:
 The HR officer should have a calm and composed behaviour. This will help the hr
officer to deal with different employees in the organization.
 The HR officer should regularly interact with the employees and make them
aware of the recent employment laws.
 The officers of the HR department should be competent enough in dealing with
the queries and confusion of the employees. This will help him or her to eradicate
confusion among the employees and bring in effective organizational culture
 The HR officer should possess coordinative and flexible approach while dealing
with the employees which will help him or her maintain a disciplined environment
in the organization (Snell et al., 2015)
b) Analyse a completed personal skills audit for an employee: Jane Cambridge
(See Appendix B) to identify training and development needs considering the
knowledge, skills and behaviours you identified in task (a).
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In personal audit skills, the skills, behaviour and the knowledge of the employees are
analysed and highlighted. In this assignment, an audit of Jane Cambridge’s personal
skills will be done. The personal audit skills will be analysed in the later part. For
analysing the skills, three important stages needs to be considered. The three stages
are:
 Making a list of skills that the employee needs to have
 Making a list of the skills that are already present in the employee
 Analyzing the obtained results and determining the skills that needs to be
developed
In case, the outcomes of the analysis bears negative results, an effective training and
development programs needs to be designed for the future development of the
employee
A list of the skills that a human resource needs to possess is as follows:
In order to increase the productivity of the human resource department, the human
resource officer needs to have an array of skills which will make his work in the
department easy. The important skills that a human resource officer needs to possess
are as follows:
 It is very important of a HR officer to have good communication skills. When an
officer of the HR department possess good writing skill, it becomes easy for the
individual to draft employee contracts with ease. Good verbal and written
communication skills also help the human resource officer to take interviews
efficiently and effectively.
 All the functions of the HR departments now use software. The HR officer should
be competent enough to use the technical advancements used in the work of the
department. An officer of the HR department should know how to use MS Word,
MS Excel, MS Power point and other software as well (excerpted from case
study).
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 Issues between the employees come up in the organization on a regular basis. A
HR officer should be competent enough to resolve the issues and maintain
employee engagement and satisfaction within the organization.
 Data collection and data reviewing is an important task of the human resource
department. All complex data should be effectively handles by the HR officer so
that effective decisions take be taken which affects the employees (excerpted
from case study).
Jane’s Audit of her Personal Skills is done below:
Skills Very Good Good Adequate Little or no
experience
Skills of
Communication
Drafting of
contract for the
employees
Keep a note of
the disciplinary
hearing
Producing
materials to draft
informative
presentations
Conduct training
sessions
Solving the
grievances and
the complaints
Interview of the
Candidates
Advising the
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department of
HR
Skills Very Good Good Adequate Little or no
experience
Information
technology
Make use of
MS Word
Make use of
MS Excel
Make use of
special
software used
in the HR
department
Make use of
Database
Use the internet
Make use of e-
mail
Make use of
PowerPoint
Skills Very Good Good Adequate Little or no
experience
Skills
regarding
solving of
problems
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Managing of
complex data
and using
verbal
communication
skill
Find more than
one solution for
resolving a
problem
Considering
other’s idea to
resolve a
problem
Jane needs to work on many of her skills in order to become an efficient and effective
human resource officer. The three key skills which are the most important ones in the
HR department are communication skills, problem solving skills and the skills to use
technical advancement in the working process. These three key skills can be subdivided
into many more divisions of skills on which Jane has to work upon. In the
communication skills criterion, Jane does not have any knowledge on how to draft
contract letters for the employees. In addition to this, Jane does not know how to
conduct interviews for recruiting candidates. Jane has does not have any knowledge on
how to resolve the grievances of the employees. In the information technology sector,
Jane has knowledge about how to use MS Word and MS excel. However, she does not
have any knowledge about how to use the data or special human resource software
(excerpted from the case study). Jane knows how to draft emails and use the internet
for getting relevant information. Jane does adequate knowledge about the ways which
are used to handle complex data and information. Jane’s problem solving skills are
good but it needs improvement in order to excel as a human resource officer in the near
future.
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c) Create a professional development plan for Jane Cambridge in her HR Officer
role. Tasks (b) and (c) is linked to (P2)
Professional Development Plan
Development
areas
Developmental
Plan
Objectives
Developmenta
l Activities
Resources Timeline
Drafting of
contract for the
employees
In order to
understand the
hr policies in a
better way
Training
sessions from
the human
resource
manager
Previous drafts
of employee
contracts
15 days
Keep a note of
the disciplinary
hearing
In order to
understand the
hr policies in a
better way
Training
sessions from
the human
resource
manager
Records of
previous
disciplinary
hearing
4 days
Conduct
training
sessions
In order to train
the future
candidates
effectively
Training
sessions from
the human
resource
manager
Attend dummy
training session
1 month
Solving the
grievances and
the complaints
In order to
increase
employee
engagement
and satisfaction
Training
sessions from
the human
resource
manager
Study various
previous cases
of employee
grievances
1 month
Interview of the
Candidates
In order to
recruit effective
employees for
the
Training
sessions from
the human
resource
Attend dummy
interview
session
2 weeks
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organization manager
Advising the
department of
HR
Gain
substantial
knowledge
about the
policies of HR
Training
sessions from
the human
resource
manager
Training
sessions
3 weeks
Make use of
special
software used
in the HR
department
In order to
make the
activities easier
in the hr
department
Training from
technical heads
Practical
sessions
1 month
Make use of
Database
In order to
analyse data in
a better way
Training from
technical heads
Practical
sessions
1 month
Managing of
complex data
and using
verbal
communication
skill
In order to
handle data in
an effective
manner
Training
sessions from
the human
resource
manager
Training from
soft skills
managers
3 weeks
Table 1: Professional Development Plan
(Source: Created by the learner)
d) Analyse differences between organisational and individual learning; training
and development. (P3)
The points of comparison between individual learning and organizational learning has
been analysed in the table below:
Individual Learning Organizational Learning
The learning process which is designed for Organizational learning is defines as the
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individual purpose of learning is defined as
individual learning
learning procedures which is drafted to
enhance the knowledge of the employees
All the plans drafted are designed by the
individual
All the plans drafted here are designed
with the collaborative initiative of the
managers
Individual learning considers the skills that
needs to be improved in the personal life
Organizational learning involves
development of all the skills that are
required in the personal as well as
professional life
Table 2: Comparison between Individual and Organizational Learning
(Source: Created by the learner)
The differences between development and training are as follows:
Development Training
Development is a process which takes a
long time when compared to training. This
is a long term process
Training happens for a fixed period of time.
Generally training needs 3 to 6 months in
general
Development has wide scope of learning
and is career oriented.
Training only includes the points which are
required for a specific job role and has a
narrow scope of learning
Development is an individualistic approach Training is attended by many people in
groups.
Development involves a single person
whose skills needs to be developed
While training occurs between a trainer
and a trainee
In a developmental process, an individual
has to work up on the skills that he already
possesses.
In a training process, the individuals are
taught about what key skills they need to
develop
Table 3: Comparison between development and training
(Source: Created by the learner)
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