HR Skills, Personal Development, and Organizational Growth Analysis

This report delves into the crucial aspects of human resource management, focusing on the knowledge, skills, and behaviors essential for HR professionals. It highlights the importance of continuous learning and professional development within an organization, using Apple Inc. as a case study. The report analyzes the required competencies for HR managers, including knowledge acquisition, skill development (like communication and problem-solving), and behavioral traits. Furthermore, it presents a personal skills audit, identifying strengths and weaknesses for an HR officer role, and outlines a detailed professional development plan to address skill gaps and enhance performance. The plan includes specific learning targets, proficiency goals, development opportunities, and evaluation criteria, aiming to improve the HR officer's effectiveness in various areas, such as database management and specialist HR software usage. The report underscores the significance of adapting to evolving HR practices and the value of continuous improvement for both individual employees and the overall organizational success.

Developing Individuals,
Teams and Organisations

INTRODUCTION
A company needs to accentuate on aptitudes, learning and conduct of their
representatives who are working inside the association. As it assumes an essential job for the
development and execution of the firm. An organization needs to concentrate on the learning
abilities of individual through which they can pick up information and enhance conduct that can
build up a group too to upgrade the profitability and execution of association. Mac Inc., is an
American innovation organization which was established by Steve Jobs, Steve Wozniak, and
Ronald Wayne in the year 1976. Its headquarters is arranged in California and it bargains in
different items and administrations, for example, Macintosh, iPhone, iPad, Apple Store, iTunes
Store et cetera. Hence, the report supports the information, abilities, practices, individual
aptitudes review, proficient improvement plan, contrasts between authoritative, singular learning
and preparing and advancement too. Further, it additionally covers consistent learning and expert
improvement, HPW commitment in representative commitment and upper hand alongside
execution administration (Belbin, 2012).
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals.
A human resource manager needs to have some information, knowledge, abilities, skills
and behaviour to work in a productive way. As HR has a few duties to deal with the workers
they must learn new aptitudes and information that can helps to complete their exercises in a
fitting way. While working in Apple Inc., the HR officer has a few duties that needs do their
undertakings with a few abilities.
Knowledge: It refer to pick up the data with statistical data points. As learning can be
secure from different mediums, for example, through perusing books, magazines, blog entry and
so forth. In any case, an individual can likewise receive it through the perception and
environment (Curtis and O'connell, 2011). For a model, a HR director of Apple can get the
learning about the working territories of a human asset division. To pick up the learning, they
have to consider and get a degree since it assumes an imperative job to land the position in an
association. As they get the graduate degree in human asset administration, they wind up subject
to land the position in Apple Inc. Thusly, human asset chief picks up the information about their
duties that must be complete while working in the association. Human asset chief has

information to actualize the approaches and methodology, keeping up uniformity and decent
variety in the association. They offer the occupations subsequent to cooking the data from
different divisions and enroll the staff through giving set of working responsibilities and
individual determination. The chiefs gain the information to enlist the new staff and after that
they readies an expected set of responsibilities as per their insight to enhance the profitability of
the association (Liljenberg, 2015).
Skills can be characterized as the center of the profession competency which needs to
secure by learning rehearses as it were. An individual can get while working inside Apple Inc.,
HR needs to oversee impart the data in a powerful way, for example, meeting a competitor. On
the hand, they can utilize delicate correspondence expertise while speaking with the wannabes.
There are a few abilities that should behave in a human asset administrator while working, for
example, critical thinking and observing the execution record of the representatives. These are
real abilities that can be picked up by the director while working in Apple Inc.

Behaviour can be characterized as decorum’s of an individual that speaks to their
identity like dressing sense and correspondence style. There are a few factors that can impact
conduct of an individual like discernments, inspiration, learning and capacity can effect on a
man's conduct. For a model, the human asset supervisor of Apple, can take in a few things from
others, for example, the speak with their workers. As administrator can watch other's exercises to
take in the method for communicating with workers. This will enhance their conduct towards
their representatives which reflects in the enhanced proficiency and profitability of the
association. Like a HR at Apple Inc., they should be delicate with the representatives to deal with
a positive domain at the work environment. The director ought to act well since it maintains a
strategic distance from the inconsistencies among individuals and in neighbourly environment,
they can improve their profitability. Consequently, information, aptitudes and conduct assume a
fundamental job for human asset chief while working in an association. As there are a few things
which needs to complete the undertaking in a proper way (Anagnostopoulos and Byers, 2014).
.

P2. Analyse a completed personal skills audit to identify appropriate knowledge, skills and
behaviours and develop a professional development plan for a given job role
Personal skill audit – This is utilized to cater the data about the aptitudes, skills and
learning, knowledge of an individual. With the goal that an association can estimated their
required endeavors that necessities to meet the objectives of the association. It is a critical
perspective since Apple Inc., can perceive the procured abilities and learning of their workers.
There might be some extra abilities and learning are required to accomplish the destinations and
objectives of the association. With the end goal to fill this, hole the organization can give
preparing and advancement sessions that can help in enhance proficiency of an individual
(Pardey, 2016).
Personal skill audit assist an individual to identify their own strength and weaknesses for
specific job role. These kind of plans assist in determining future requirement of specific skill
that assist in attaining desired objectives and opportunities easily. It has been proven very
effective for those who wants keep themselves on the career track for their personal as well as
professional career development practices. These auditing practices are based on particular area
of job role on which an individual wants to keep themselves by their own choice. This personal
skill plan is of Jane Cambridge for her HR Officer role. For this, she requires to analyse some
major area that determine the skills she requires to have being an HR. It will also assist in
determining her existing skills as well as major areas that she needs to develop properly.
A personal skill audit plan can be prepare as shown :
Name: Jane Cambridge
Job role: Human Resource Officer

Very good
Good
Adequate Little or no
experience
Information Technology
Use Microsoft
Office
Word
✔
Use Excel
spreadsheet
✔
Use a Database ✔
Use specialist
HR
software
✔
Use the internet ✔
Use e-mail ✔
Use
PowerPoint
✔
Very good Adequate Little or no

Good experience
Communication Skills
Drafting
contracts of
employment
✔
Taking notes
of
disciplinary
hearings
✔
Write reports ✔
Produce
material to
support
presentations
✔
Delivering a
training
session
✔
Resolving
disputes/
complaints
✔

Interviewing ✔
Advising on
HR issues
✔
Very good
Good
Adequate Little or no
experience
Problem solving skills
Make good use of
verbal reasoning
skills,
able to handle
complex
data and make
selective use of
information
✔
Explore more
than one
solution in order
to
✔

solve a problem
Consider the
ideas of
others to help
solve
problems
✔ ✔
SWOT analysis
Strength – On the basis of above analysis it has been identified that Jane Cambridge
have some major strengths that assist her in managing professional working approaches as an HR
officer. These major strengths are knowledge to use Microsoft Office Word, Use Excel
spreadsheet, Use the internet, e-mail and Power Point as well. She also have knowledge to Write
reports for employees as well as taking Interviews properly that helps her in managing business
operations properly.
Weaknesses - Jane Cambridge requires to enhance some of her skill for her professional
career development approach as an HR officer. She has lack of knowledge to Use a Database,
Use specialist HR software and Drafting contracts of employment. In addition she requires to
work on delivering a proper training session to employees and to pay attention towards
considering the ideas of others that help to resolving them properly.
Personal development plan – Personal development plan is a structured format that
assist in determining in conducting planning practices for the individual's development. Its I
required for individual to make an proper personal development plan that assist in reducing
weaknesses and threats that can create conflicts in individual's career and professional
development duration. With the help of personal development plan, Jane Cambridge gain new
skills or learning which helpful in achieving better outcomes in career. A personal development
plan is given below -
S. Learning Present Target Development Criteria for Time

No. target Proficiency Proficiency Opportunities Judging
Attainment
Scale
1 Use a
Database
6 10 By categorised
information properly
in separate folders in
order to keeping
records of each
individuals safe and
securely.
Senior manager 60 days
2 Use
specialist
HR software
5 10 By getting training of
effective uses of HR
software that assist
providing knowledge
to implement them
properly in HR
working activities.
Peers or
colleagues
80 days
3 Drafting
contracts of
employment
6 10 By analysing
working categories
of HR while
conducting
employment
sessions. In order to
enhancing drafting
features it is required
for to short-listing
each candidate
properly.
Superiors and
colleagues
120
days
4 Delivering a
training
session
5 10 By enchaining
communication skill
with employees as
Seniors 90
Days

well as making notes
upon particular topic
that assist in
determining what to
include in training
sessions for skills
enhancement
practices of
employees.
5 Consider the
ideas of
others to
help solve
problems
5 10 By maintaining
proper
communication with
peers and conducting
regular conference
sessions that assist n
identifying problems
of other in order to
providing them
proper solutions.
Employees 90 days