Developing Individuals, Teams, and Organizations: HR Skills

This report delves into the critical interplay between individual, team, and organizational effectiveness, emphasizing the importance of personal development in achieving business goals. It highlights the essential skills, behaviors, and knowledge required of HR professionals, including multi-tasking, decision-making, active listening, and teamwork. The report explores the use of personal development plans (PDPs) to enhance HR roles, individual and organizational learning, and continuous professional development. It analyzes the significance of high-performance working (HPW) in boosting employee performance and gaining a competitive edge within various organizational settings. The report includes a skill audit example for an HR manager, identifying areas for improvement such as IT skills and communication, and outlines a personal development plan to address these weaknesses. It underscores the need for HR professionals to understand government regulations, possess comprehensive HRM knowledge, and be well-versed in company systems and processes to ensure effective business operations.

Developing Individuals,
Team and Organisation

Contents
INTRODUCTION...........................................................................................................................2
Task 1...............................................................................................................................................2
P1............................................................................................................................................2
P2............................................................................................................................................4
TASK 2............................................................................................................................................8
P3.....................................................................................................................................................8
P4..........................................................................................................................................11
Task 3.............................................................................................................................................12
P5..........................................................................................................................................12
TASK 4..........................................................................................................................................15
P6..........................................................................................................................................15
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................19

INTRODUCTION
It is a interrelation between the effectiveness of the team, individual and organisation that
warrant an enterprises to consider persons improvement as a business essential. High performing
enterprises are doing work 'above the line' and keep themselves to a strong level of ownership,
responsibility and accountability (Bolman and Deal, 2017). It is a development in which
encourage and giving positive power to the individual and teams to accomplish the goals of
organisation. In this include, behaviour and skills of HR and how to use personal development
plan (PDP) for improving role of HR. In this also consist individual and organisational learning,
training and development, continuous learning and professional development to run sustainable
business performance. And showing that how high-performance working(HPW) contributes to
employees performance and competitive advantage within a particular organisational situation
and different approaches of management.
Task 1
P1
HR professional is a person who is handling different types of workers works in a
company. In every organisations, HR manager plays an important role in a firm as a
systematically policing arm of executive and senior manager. Human resource manager should
have proper knowledge of management of employees as well as business activities. There are
following skills behaviour and knowledge that a HR professional should have to operate their
functions in an organisation:-
Skills
HR professional should have following skills:-
Multi-tasking- HR managers should have quality to perform various activities at a time.
They have skill to manage various jobs like recruitment of candidates, conduct interview,
schedule training program of new joining etc. HR professionals plays an important role for the
growth of a firm because they select best candidate for suitable job. Employees contribution give
best result to company.
Decision Making- It is important skill of HR professional to make decision regarding
company's growth and success. They work closely with various departments and take decisions

with determining all the departments (Chaskalson,2011). They also take decisions which
promote equality and diversity in the culture of environment in enterprise.
Active listening- Another skills of HR professional is to active listening. They listen
issues and problem of employees and give them proper suggestion and find out solution and
make environment of company more comfortable and smoother. They also develop and
implement policies on different issues like working condition, performance management, equal
opportunities to every employee, disciplinary procedure and absence management.
Teamwork and Collaboration- HR managers also have skills to finding and creating an
environment friendly. They promote employees to work in a team make proper coordination with
each other at work place. HR professionals focus on overall vision, mission and objectives of a
firm. Collaboration in HR is often means to work with professionals from various different
departments.
Behaviour
HR professionals should have following behavioural qualities which is essential for a
business enterprise.
Solution Oriented- HR professionals should have qualities to find out the solution of any
problem occur in an organisation. It solve the problems regarding any issues and advice on pay,
and other remuneration issues including promotion and benefit of employees. This formulation is
focus on a definite level of ability and also breaks the limit of conventional thoughts and improve
ideas to find out solution.
Versatility and adaptability- HR Managers must required to have versatile and adaptive
in nature. They should required to determine the way of responding towards changes in market.
Therefore, the HR manager Jane Cambridge should be aware about the changes in working
behaviour and interest of employees through conducting research at work place. This will help in
identifying their actual needs and perceptions towards the policies made by the management of
an organisation. This will enable HR manager to make relevant changes in their existing policies
according to the demand of employees which brings motivation among them to perform well
complying with plans and policies.
Knowledge of HR Professionals
Government laws and regulations: It is very essential for a HR professional to have
adequate information about rules, practices, regulation and processes which company is require

to comply in order to avoid any legal problem and issue. All this ensure effective execution of
business activities and help in maintain global image of enterprise.
Human resource knowledge: It is very important for an HR manager to have basic
knowledge about the various element of concept of HRM. One of the main benefit of this is that
it helps in develop effective policies and strategies which create a positive environment at
workplace.
Systems and process of company: Hr professional require to have adequate information
about the process and system use by company. This help in examine various activities which
company perform to satisfy the needs of its customers.
P2.
Skill audit refers to process to know internal strength and weakness. There is difference
in skills and competencies of every person. This is the process through which individual can
analyse strengths and weakness and actions are taken in order to execute all business activities in
appropriate manner. There is need of improvement of skills so with the help of personal audit
corrective measures. At workplace there is requirement of different skills and knowledge so
personal skill audit provides knowledge about skills which has to be polished. Jane Cambridge is
HR personnel works as HR manager in organisation.
Below mentioned skill audit shows that some positive and negative skills. Such as he has
weak training skills, drafting employment communication, etc. So this document shows need of
improvement in skills and knowledge.
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 Good Adequate Little or no

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
Supervisory
Management
How much
experience < 1 month 1-3 months > 3 months
have you had in
your
placements?
How many people
have None 1-5 Above 5
you managed at
any
one time?
Date 01/09/2017
Following are the strength and weakness as per my personal audit :
Strength Weaknesses
 Jane Cambridge have an ability to  He has decision-making skills and IT
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resolve issues and conflicts of
employees without harming interest of
both conflicted parties..
 He has communication skills are great
as I'm good in interacting with others
having different cultures and
backgrounds.
 Jane Cambridge have good time
management skills as I prefer to
complete allotted work on time and
motivate others as well to be more
punctual.
skills are not good.
 Jane Cambridge was overconfident and
due to this he always ignore advice and
suggestion of workers.
Personal development plan: Personal development plan is one of the important document which helps
to improve weak skills. This helps to make strategies through which knowledge with use of different sources
such as books, online measures, etc. This helps to bridge gap between knowledge and requirement as per
current market.
Sr.
No
Learning
Objective
Current
Proficiency
Target
Proficiency
Development
Opportunities
Criteria
for
judging
success
Time
Scale
Evidence
1 Information
Technology
Jane
Cambridge has
weak IT skills
so he can not
enter
information
related to
employees.
He wants to
improve IT
skills which
helps to
maintain
proper
record of
employees.
This skill can
be developed
with the help
of classes and
certification
courses.
Team
Members
4-5
mont
hs
Colleague
s, team
mates and
subordinat
es are able
to provide
positive
knowledg
e.
2 Decision Jane As HR Jane Live session, This 6 Top level
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making quality. Cambridge is
weak in
decision
making skills.
He is not able
to make fast
decisions
confidentiality
which affects
business
operations.
Cambridge
has to make
fast decision
to perform
operations in
effective and
appropriate
way. .
online sources
are used by
Jane
Cambridge in
order to
improve this
skill.
helps to
make fast
decisions
in
organisati
on. Jane
Cambrid
ge is able
to
operation
s in
appropria
te
manner.
mont
hs
personnel.
TASK 2
P3.
Organisational learning:
Organisational learning refers the process of retaining, transferring knowledge with an organisation.
Learning is a best way which create and improve the knowledge. It is based on applying knowledge for a
purpose and learn from the outcomes and procedure. Failure and success both can create superstitious learning
(DuFour and DuFour, 2013). Tesco use organisational learning rates which are affected by improvements in
company's technology, techniques of coordination, individual proficiency and improvements in the company's
structures. This take place occur as a function of experience within the organaisation. Organisational learning
increase and improve the efficiency, profits and accuracy.
Individual learning:
Individual learning is a technique in which individuals works at their own level and measuring their
performance. It is a process in which an employee increase and improve its knowledge and skills. Individual
learning is based on the autonomous study, developed and tailored explicitly which is used for improve the
individual's skills. Tesco company adopt a education program for individuals to guide them towards their works
and ensuring that they are receiving proper resources and instruction for better learning.
Difference between individual learning and organisational learning:
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Individual learning Organisational learning
Individual learning is a techniques of teaching
in which pace of learning, instructional
technology and content are based on the
interest and capabilities of each employee.
Organisational learning is a process of
transferring, retaining and creating knowledge
within the organisation.
It is an experience in which employees learn
about themselves.
In this learning, employers and employees are
learn about whole organisation.
Individual learning is a process which makes
dynamic goals and review regularly of those
goals.
Organisational learning make goals
challenging and realistic for increase the level
of employee's work.
This learning process is provided for short
term period.
While it is providing for long term period.
Its main objective is teach the employees about
their work and increase their self power.
Its main aim is teach the employees about
environment of the organisation and target of
the organisation.
Training:
Training is a process of improving capacity, performance, capability and productivity of employees in
an organisation. Tesco company also gives training to their existing employees for maintaining their initial
qualification, update and upgrade their ability throughout working life. They provide training to their new
employees for learning the skills and knowledge for performing the specific activity or job (Esposito, Berlin
and Lal, 2012). Training is a process which is provide for a specific ability or behaviour. It is an act, method
and instruction who teach new employees that how to perform a particular task or activity and what skills and
knowledge are required for perform that particular task or work. One of the main benefit of provide training to
employees is that it improves skills and knowledge of workers and encourage them to identify new ways to
complete the given task. Training improve overall performance of employees at workplace which improve
productivity of company and also provide competitive benefit. Training should be offer to workers on
continuous basis so they can perform their roles in better manner.
Development:
Development is a process of technical and scientific knowledge to meet particular requirements and
objectives. Tesco company provide knowledge of both practical and theoretical aspects of a discovery, design,
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invention and concept. In this, overall developing the factor or behaviour of an employee like sociological,
physical, educational, economical and psychological. If Employees are properly developed then organisation
also developed and can easily accomplish the goal of business. This company provide development programme
time to time for maintaining the qualification and sharpening the knowledge of existing employees.
Development programmes provide long term benefits to company.
Difference between training and development:
Basis for comparison Training Development
Meaning Training is a process which is
organized by an organisation
for increasing the skills and
knowledge of the subordinates
according to requirement of the
work.
Development is a self-
assessment process in which
manpower or employees of an
organisation grow and learn.
Focus on Training focusses on present
time.
It is focusses on future.
Term It is provided for short term
period.
While development is a long
term process.
Orientation It is a job oriented programme
for increasing the skills for a
particular job.
Development is a career
oriented programme which is
develop the whole career of an
employee.
Number of individual Training is provided to large
numbers of employees.
Development is mainly focus
on individuals'
Aim Specific job related. General and conceptual
knowledge.
Motivation Trainer Self
Objective Its main objective is improve
the performance of the
workers.
While its main objective is
prepare workers for future
challenge.
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P4.
Continuous Learning
Continuous learning refers to expanding the skills and knowledge of employees through learning from
different sources. It helps to improve knowledge on regular basis and it give positive impact on the performance
of employees (Flint, Zisook and Fisher, 2011). At individual level, continuous learning is all about increasing
the ability to learn by upgrading skills, knowledge and adapt changing work and environment at work place for
sustainable performance at workplace. At organisation level, continuous learning is essential for the success of
an organisation for better growth. Employees should be capable to learn continuously to deal with these changes
and sustainable business performance.
Needs of continuous learning
Continuous learning is necessary to improve knowledge and skills as well as sustainable business
activities. There are following key points which explains the need of continuous learning:-
Prepare for Unexpected- Continuous learning is required to adapt unpredicted happenings. It is another
need for the employees to learn all things and aspects which are essential for them to increase their knowledge
and skills in an appropriate manner.
Sparks new ideas- It is very necessary to acquire new ideas and skills that provide new opportunities of
success. It helps to find out solution of any problem and also helps to earn money. In organisations, it is
important to improve knowledge and upgrade skills for sustainable business performance.
Develop confidence- If employees have adequate knowledge regarding to perform all activities and
tasks , then they feel more confident and motivated. Continuous learning helps to develop confidence and
improve sustainable organisational performance. When employees find out the solution of every problems and
challenges in business operations then it increases sustainability of company.
Relevant Information- As per current scenario, modification are taking place with rapid speed. So,
managers of company have to improve knowledge with help of continuous learning. It is necessary to get
relevant information with present situation and maintain knowledge of employees with current trends. Company
also get information regarding customers needs and fulfil their desire. It helps in long term retention and
sustainable growth of a firm.
Professional Development
Professional development is a process of improving and enhancing the capacity of employees by
providing them education and training opportunities in an organisation or outside business enterprise. It
generally refers to provide special training, formal education and staff learning that improve skills, knowledge
and overall development of an organisation (Ford, 2014). It helps to maintain team spirit and morale among
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