Strategies for Enhancing Employee Performance and Engagement: A Report

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DEVELOPING INDIVIDUALS, TEAMS AND ORGANISATIONS

Table of Contents
INTRODUCTION........................................................................................................................2
TASK 1...................................................................................................................................... 3
TASK 2.................................................................................................................................... 11
TASK 3.................................................................................................................................... 14
TASK 4.................................................................................................................................... 24
CONCLUSION.......................................................................................................................... 28
REFERENCES........................................................................................................................... 29
1

INTRODUCTION
The report analyzed the skills and capabilities of a Human resource professional who has
good experience and knowledge of finance, audit, management, and other behaviors. The
concept of personal skill audit is discussed in the report along with producing a professional
development plan. The level of performance is examined and the skill audit of a professional
is undertaken by the report. In order to achieve sustainable business performance, the
relevance of training and development is examined by analyzing the distinction between the
process of development and training. The difference that is made by a skilled workforce
within the business entity for giving the company a competitive edge in the market is also
explained. The report further discussed the engagement of the employees and their
commitment level in the company. The significance of collaborative working within the
business entity for achieving its goals and objectives.
2

TASK 1
Human resource management is the practice of business where the right employees are
selected by the management for the right job at the right time. The activities of training,
development, recruitment, selection, orientation, etc. are undertaken by the HR
professional within the company (Rouse, 2019).
Employee knowledge, skills, and behaviors required by HR professionals:
Knowledge
 The human resource professional requires appropriate knowledge of the industry
and its current trends along with the information of the economy and its downturns
and upturns.
 He should have knowledge of technology and have commercials sense to detect the
behavior of employees and consumers.
 He should possess the required knowledge for the development and changes in the
employment legislation in order to manage the team and employees (Eccleston,
2014).
Skills
 To fill the gaps of employees according to their skills and knowledge within
Alexandra- Reisse.
 To monitor the performance of the employees within the company so that the goals
and objectives of Alexandra- Reisse can be achieved.
 To provide a better work environment for the employees and staff for increasing
their morale and to provide motivation.
 To maintain employee relationship and to conduct proper communication process
with the employees, the HR professional should have communication skills and
interpersonal skills.
 To face the challenges of the human resources within the company the skill of critical
thinking and analyzing is required by the HR manager.
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Attributes
 The professional of the human resource department of Alexandra- Reisse should
possess a positive thinking attitude for resolving business issue and problems.
 He should have an ethical approach for ensuring honesty and integrity within the
work processes and will motivate the employees to work with honesty and to deliver
greater accountability.
The importance of CPD to HRM and why it should be recorded and evaluated.
CPD or Continuing Professional Development is very useful for the company in order to
enhance the capabilities and skills of the employees. The learning process within the
business enterprise is increased with the help of Continuing Professional Development. The
confidence level of the employees by employing the procedure of Continuing Professional
Development in Alexandra- Reisse. Currently, the employees of Alexandra- Reisse are facing
an issue of low confidence due to the practices of management for not taking the
participation of staff members and employees in the decision-making process of the
company. The opportunities and areas of development can be effectively understood with
the help of CPD by Alexandra- Reisse for getting maximum benefit for the employees (CPD,
2016).
Personal skill audit is the assessment of personal skills and capabilities possessed by an
individual for the development of their own personality and the skills and competencies
needed by them in the future.
STRENGTHS
 Professional knowledge about human
resource management of Alexandra-
Reisse.
 Excellent interpersonal and
communication skills.
 Wide information and knowledge
about the legislation of employment
and other related laws.
WEAKNESSES
 Less experience to handle the team or
to manage a group of people.
 The latest technological software and
their uses are not known.
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OPPORTUNITIES
 To manage the employees and team by
using motivational methods and
develop management capabilities.
 Develop the quality to face challenges
and threats in the business
environment.
 Has the opportunity to expand
knowledge about staff management
and financial management.
THREATS
 The threat of low pay and other
benefits.
 Degrade in current position and image
in the company.
 The threat of non-completion of tasks
within the required time.
Professional Development plan
SKILL DETAILS PRESENT
COMPETENC
Y LEVEL
EVENTS
PLANNED FOR
IMPROVEMENT
PERSONAL EFFECTIVENESS
Personal
qualities
Enthusiasm Enthusiasm is the
keenness to
something or to
do some work and
how effectively it
is done.
Average To improve
enthusiasm
company can
provide
incentives like a
bonus,
medicinal,
insurances, and
others.
Perseverance Perseverance is
the determination
that results in not
to think about the
difficulties, failure,
and hurdles and
continue doing
hard works.
Good To improve
perseverance,
one should be
more though
and do work
which seems
difficult and
achieve the work
wisely.
5

Integrity Integrity is the
ethics of the
employees which
makes him honest
in the work and
bare moral
fundamentals.
Very Good To improve the
integrity, I will
do faith in all
and rather than
believing in
selfishness.
Self-confidence Self-confidence is
the inner feeling
of faith and trust
that you are able,
qualitative, and
morale or also
self-assurance of
inner strength.
Good To improve self-
confidence, I will
believe in one’s
self and have
judgments
nature in the
work.
Self-reflection Self-reflection is
the thoughts
about one's own
feeling and action
or seeing one's
self in our own
thoughts.
Good To improve self-
reflection I will
use Gibb’s
reflective
learning cycle.
Responsibility Responsibility is
Comes with the
authority and is
like duty with
Power or demand
and the
answerable.
Very good By being
commanding
and I will be
answerable for
my own work.
Professional
and career
development
Career
management
Career
management is
said to be one’s
own self-
awareness of
future career with
occupation and
financial condition
to be strong.
Needs
Improvement
By initiative
thinking of
future and
career and be
serious about
life.
6

Continuing
professional
development
Continuing
professional
development is
the development
of skills, expertise,
capability, and
knowledge of
one’s self.
Average By getting more
knowledge and
skills of my work
and profession.
Responsiveness
to opportunities
It is the activeness
of the individual to
respond to any
goal, or
opportunities
quickly.
Good By taking
initiative to work
and not to leave
any
opportunities
another way.
Networking Networking is the
skill which used to
make contacts
with others and be
of use at any time
or in business to
make a profit.
Average By meeting
more people and
making more
contacts with
the proper
initiative to
attract people.
ENGAGEMENT
Working with
others
Supervision Supervision is to
guide or provide
the right way to
do things, and also
to achieve goals of
the organization,
to the Sub
managers and
people’s under
him.
Good By achieving
more expertise
and knowledge
of the field and
work.
Collaboration Collaboration is
the process of
working together
with a team or
teamwork. It is a
good leader who
Need
improvement
By creating a
friendly
environment
and helping or
guiding
teammates to
7

walks together
with its team
(Business
Dictionary, 2019).
work.
Equality and
diversity
The HR should see
employees equally
in the diversity of
employees which
gives equal chance
to all.
Average By promoting
equal
opportunities for
everyone.
Mentoring Mentoring is the
guidance, consult
or advice by more
knowledgeable to
the less
knowledgeable for
his growth and
development.
Average By helping and
talking to my
subordinate.
Engagement
and impact
Teaching Teaching can only
be done if
someone has a
good knowledge
of what he is
teaching which
shows his
perfection on it
and knowledge
about it.
Need
improvement
By gaining more
knowledge and
skills.
Public
engagement
Public
engagement is the
ability to talk or
motivate the
public as orators
do.
Average By listening to
orators or public
leaders.
Society and
culture
Society and
culture should be
seen by HR as they
are an important
Good By spending
some time on
society and
understanding
8

part of the
customer’s life.
its welfare.
KNOWLEDGE
Cognitive
abilities
Analysis The analysis is the
skill which should
be accurate to
evaluate any data
or conclude
conclusion.
Very Good By reading and
writing more
data.
Synthesis It leads to
combine or
synthesize of
anything or data
or information to
deal to achieve a
managerial goal.
Good By making more
suitable and
various
Combinations.
Critical Thinking HR needs critical
thinking to think
about all the
positive and
negative effects of
anything. It also
helps when he is
stuck in any
situation.
Average By evaluating
more situations
and their effect.
Evaluation Evaluation is the
skill which helps to
break any
information or
data by doing
various processes.
Good By analysis of
more data.
Problem-solving HR must be
problem-solving to
solve problems
and help its
employees also to
solve problems.
Need
improvement
By thinking of all
the pros and
cons of the
problems.
9

Creativity Innovation Innovation is new
or international to
anything and it is
most important to
be innovations to
deal with any
dispute or
problem.
Good By learning more
new techniques
and skills.
Inquiring mind An inquiring minds
make a person to
ask a question and
find their answers
this skills is the
benefits to
evaluate persons
and read him.
Average By exploring
some questions
or problems.
KOLB’S LEARNING CYCLE
1. Concrete Experience: is the experience of the employee which is gained while
working in an activity.
2. Reflective Observation: is the second step in Kolb's learning cycle which include the
good or bad experience of activities which has effect in the learning process.
3. Abstract Conceptualization is the stage where the individual makes a comparison of
current and past knowledge to develop his skills in the future.
4. Active Experimentation: is the step where an individual tries to improve his
understanding process according to his past good or bad experience of the learning
process.
10

TASK 2
Difference between organizational and individual learning
 Individual learning is the self-oriented process which results in increased capacity
and skills by observing current performance. Organizational learning is a process
where the employees learn the skills, knowledge, and creativity within a business
organization.
 The involvement and participation of the employees are increased within the
functions and operations of the company with the help of individual learning.
Organizational learning helps the company to fulfill the expectations of the
customers in a better manner (Maisel, 2018).
 The individual learning in the development and growth of a particular individual or
employee while the organizational learning help in the development and growth of
the company as a whole in the industry.
TRAINING VS DEVELOPMENT
 Training is provided for making the employee learn particular skill, knowledge or
competency for completing a particular task. But development is provided with a
motive to achieve overall growth and development of the employees and staff of the
company.
 Training lays emphasis on short term goals and objectives of the business entity
while development focuses on long term business goals.
 The main aim of the training is to enhance the working capabilities and work
performances of the employees and the workforce. While the main aim of the
process of development is to prepare the staff and employees of Alexandra- Reisse
to face the challenges or issues of the company effectively.
 Only one individual is involved in the process of training but in the development
process, many individuals and employees are involved.
Learning should be focused on strategic and tactical goals and informed by, for example,
GAP analysis or a skills evaluation
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