Developing Individuals, Teams and Organizations: HR Report

This report provides a comprehensive analysis of HR skills and capabilities, focusing on a human resource professional's expertise in finance, audit, and management. It begins by discussing the importance of personal skill audits and the development of a professional development plan, assessing the professional's strengths, weaknesses, opportunities, and threats. The report then examines the relevance of training and development in achieving sustainable business performance, differentiating between organizational and individual learning, and exploring the impact of a skilled workforce. Furthermore, it delves into employee engagement and the significance of collaborative working within the business entity to achieve its goals. Task 1 focuses on the knowledge, skills, and attributes required by HR professionals. Task 2 focuses on the difference between organizational and individual learning. Task 3 discusses the contribution of High Performance Working in employee engagement. Task 4 explores different approaches to performance management and its role in transforming an organization, concluding with a detailed analysis of the HR professional's skills and a plan for continuous improvement.

DEVELOPING INDIVIDUALS,
TEAMS AND ORGANIZATIONS

Contents
DEVELOPING INDIVIDUALS, TEAMS AND ORGANIZATIONS...................................................................1
INTRODUCTION.....................................................................................................................................3
TASK 1....................................................................................................................................................3
Knowledge.........................................................................................................................................3
Skills ..................................................................................................................................................4
Attributes...........................................................................................................................................4
Personal Skill Audit and PDP analysis.................................................................................................4
Professional and personal skill audit analysis....................................................................................8
Professional Development plan.........................................................................................................9
............................................................................................................................................................18
TASK 2..................................................................................................................................................18
Difference between organizational and individual learning............................................................18
TRAINING VS DEVELOPMENT...........................................................................................................19
Formal learning and informal learning.............................................................................................19
Use of formal and informal learning................................................................................................20
CONTINUOUS LEARNING.................................................................................................................20
Need of continuous learning and professional development:-........................................................21
HONEY AND MUMFORD THEORY....................................................................................................22
Task 3 ..................................................................................................................................................22
Contribution of High Performance Working in employee engagement...........................................22
TASK 4..................................................................................................................................................22
DIFFERENT APPROACHES TO PERFORMANCE MANAGEMENT........................................................24
Organizational culture.....................................................................................................................25
Performance management can be used to transform an organization...........................................25
CONCLUSION.......................................................................................................................................25
REFERENCES.........................................................................................................................................27

INTRODUCTION
The report analysed the skills and capabilities of a Human resource professional who
has good experience and knowledge of finance, audit, management, and other
behaviours. 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 analysing 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.
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 HR
professional within the company (Rouse, 2019) undertakes the activities of training,
development, recruitment, selection, orientation, etc.
Employee knowledge, skills, and behaviours 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 analysing is required by the HR manager (Serrat, 2017).
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 (Woodcock, 2017).
Personal Skill Audit and PDP analysis
Personal Skill Audit can be defined as a way or method through which an individual
can identify his personal strengths and weaknesses and identify those areas upon
which the need to work. This is carried out when the need for improvement arises
(Blanchard, 2018). Personal skill audit is an extremely healthy way to improve an
individual' strengths and weaknesses after their identification. There is a complete

procedure for carrying out this kind of audit involving several steps through which it is
implemented.
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 (Parmenter, 2015).
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.
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.

Personal Skill Audit :- the table blow is developed for a better analysis of my strength
and weaknesses as an HR manager and how I can improve my efficiency by working
on certain aspects to minimize the weaknesses that I possess.
Need to work on it. Not totally sure Confident
TIME AND SELF MANAGEMENT
Timely performance of all the activities completing them before time.
Knowledge of different ways to help and support during difficulty in
performance of task.
Keeping a reminder in calendar for reminding the dates of seminars to be
attended and identification of other important dates.
Arrival on time for different appointments and meetings.
Synchronization of current objectives with all the mission and targets related
to the career.
Avoiding unnecessary time wastage during completion of task.
CRITICAL THINKING AND PROBLEM SOLVING
Using different techniques to find solutions of problems and considering all
other available views and options.

Evaluating many alternative solutions and identifying the best one for
solution.
Simplifying Complex problems in smaller divisions.
Conducting productive teamwork for solving problems.
Ability to identify the expected return from myself in a particular task.
ORAL COMMUNICATION
Ability to value suggestions and respecting others in a Group Discussion,
even in cases of disagreement.
Confidence to place and contribute ideas and opinions while in a group
discussion.
Ability of cross questioning the people after they complete their speech.
Confident in explaining new concepts and topics to the people.
Confidence level while presenting a topic.
WRITTEN COMMUNICATION
Ability to structure a particular assignment in paragraphs and using different
signs and symbols to communicate ideas more effectively.
Converting notes from the presentation that are capturing key points.

Ability to write in appropriate style for my subject.
Confident in making no grammatical and spelling errors in writing
assignment.
Able to use effective planning and organizing methods to use the information
that has to be written.
Ability to avoid plagiarism through references in a work.
Ability to make effective use of sources for making my argument more
convincing and being considered well-informed about any topic.
Confidence in writing letters and reports and frame CV as according to the
format and formal style of articles.
INFORMATION LITERACY: READING
Ability to collect information from different sources including journals and
magazines, Online databases and internet.
Understanding the required article or information for completing a task before
implementation of any step further.
Ability to convert complicated and vast databases into simplified and
convenient notes while completing any particular project.
Identifying those points that convey author's main arguments and
distinguishing them from supporting examples and references.
NUMERACY

Ability to formulate statistical and numerical data required to attain goals and
objectives of the firms.
Ability to analyse and study the information that is presented in graphs,
tables and charts.
Professional and personal skill audit analysis.
A Professional skill Audit take into account only professional skills of an individual
which they ned to develop or work upon. In professional skill audit, only professional
aspect of the skills required by an individual is taken into account whereas in
personal skill audit, all the skills of an individual are taken into account. In both
professional skill audit and in personal skill audit, the skills of an individual are
compared where the expected level and the actual level is evaluated to determine
the skill gap.
However, in both the cases, I have observed that extremely high expectations of an
individual does not help in achieving good results and the goals must be set in lieu of
the capability of a person (Baldwin, 2016). When the targets to be achieved are
formulated as per the capabilities of team members; it gets easier for me to direct
them so that they can perform better for achieving the tasks assigned to them.
By conducting th eskill audit I was able to analyse myself better. It helped in
developing a plan for improving myself so that the weaknesses that I have could be
minimized. This has helped me in achieving the tasks in a more efficient and
effective way.
Professional Development plan
SKILL DETAILS PRESEN
T
COMPET
ENCY
LEVEL
EVENTS
PLANN
ED FOR
IMPROV
EMENT
EXPECTED
TME
ACTUAL
TIME TAKEN

PERSON
AL
EFFECTIV
ENES
5 July, 2019 5 July, 2019
Personal
qualities
Enthusias
m
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.
Persevera
nce
Perseveran
ce is the
determinatio
n that
results in
not to think
about the
difficulties,
failure, and
hurdles and
continue
doing hard
works.
Good To improve
perseveran
ce, one
should be
more
though and
do work
which
seems
difficult and
achieve the
work
wisely.
Integrity Integrity is
the ethics of
the
employees
which
makes him
Very
Good
To improve
the
integrity, I
will do faith
in all and
rather than

honest in
the work
and bare
moral
fundamental
s.
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.
Responsibi
lity
Responsibili
ty is Comes
with the
Very
good
By being
commandin
g and I will

authority
and is like
duty with
Power or
demand and
the
answerable.
be
answerable
for my own
work.
Professi
onal and
career
develop
ment
Career
managem
ent
Career
managemen
t is said to
be one’s
own self-
awareness
of future
career with
occupation
and
financial
condition to
be strong.
Needs
Improve
ment
By initiative
thinking of
future and
career and
be serious
about life.
Continuing
profession
al
developme
nt
Continuing
professional
developmen
t is the
developmen
t of skills,
expertise,
capability,
and
knowledge
of one’s
self.
Average By getting
more
knowledge
and skills
of my work
and
profession.
Responsiv It is theGood By taking