HR Skills, Knowledge, and Professional Development Report

This report delves into the essential skills, knowledge, and behaviors required of HR professionals, emphasizing communication, decision-making, and organizational abilities. It explores the importance of a professional development plan, including a SWOT analysis to identify strengths, weaknesses, opportunities, and threats for an HR manager. The report differentiates between organizational and individual learning, training, and development, highlighting the need for continuous learning to drive sustainable business performance. It also examines how High-Performance Work Systems (HPWS) contribute to employee engagement and competitive advantage, as well as various approaches to performance management that support a high-performance culture. The report concludes with a reflection on enhancing the professional development plan for improved HR performance.

Developing individuals, teams
and Organizations
1

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals...............................................................................................................3
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......................5
P3 Determine the difference between organisational and individual leaning, training and
development ..........................................................................................................................7
P4 Identify the need for continuous learning and professional development to drive
sustainable business performance...........................................................................................9
P5 Explain how HPW contributes in employees engagement and competitive advantage in
organizational context..........................................................................................................11
P6 Explain the different approaches to performance management and how they can support
high performance culture and commitment..........................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15
2

INTRODUCTION
In today's time of intense competition, there are many options available with an employer
to recruit a person for any post (Barratt, 2018). Therefore, it becomes very important that an
individual is developing skills and capabilities. These qualities help managers and employees to
take on the operations more efficiently. This also helps an individual to take on operations in
more diverse ways and methods. This helps to make the end result more efficiently. This
improvement of skills is done not only in personal segment, but also in professional view. In
light of this discussion, professional development plan comes in force. Professional development
plan is the process of assisting an individual in identifying skills and qualities those will be
needed so as to work in the direction of achieving desired goals and objectives. This report is
focusing on discussion regarding several skills, behaviours and set of knowledge that will be
required to take up the role of HR manager in efficient manner. In this report consist of SWOT
analysis on the basis of skills identified and this will help in developing professional plan. Apart
from this professional development plan is evaluated in order to enhance skills and capabilities.
MAIN BODY
P1 Determine appropriate and professional knowledge, skills and behaviours that are required by
HR professionals
Human resource development is a functional unit of any organization. This department
helps in managing human resources of the place. Through this department, management will
ensure that employees are giving their full potential to the place. The main motive of this unit is
to direct workers in such a way that their each and every activity is moving towards achieving
desired end result. To achieve motives and mission of human resource department, it is necessary
that HR managers is having specific skill set so that they can take on their job responsibilities in
efficient manner. These skills and aptitude qualities will ensure that HR managers are managing
employees in efficient and creative manner. Different skills, knowledge as well as behaviours
that is required by HR manager is mention below so that they can manage business activities as
well as employees (Davenport and et.al., 2016).
Skills
 Communication skills: Main responsibility of human resource department is to establish
cordial relationship with employees. To achieve this objective, it is necessary that
3

manager is having strong communication skills. This quality will help managers to
perform their jobs and responsibilities in more effective manner. Through good
interaction skills, HR managers will be able to convey clearly with their sub ordinates.
HR managers are responsible for informing employees about every little detail that is
related to their stay in the organization, therefore, it becomes very important that they
have strong communication skill (Hubers and et.al., 2018).
 Decision making skills: Manager is also responsible for formulating decisions and
making them implement in the company. To formulate any policy or decision, it is
necessary that manager possess some important decision making skills. Decision is taken
with an objective of making any required changes in the company and also to direct every
effort of employees towards achieving desired end result. This is important for a HR
manager as they are responsible for most important asset of any business and they are
workers or employees.
 Organisational skills: This skill is related with organising different operations in
organisation in an appropriate manner. It is very important for a HR manager to possess
skills that will help in performing tasks and activities in an efficient manner.
Knowledge
 Personal and Human Resource- To manage employees of an organization, it is important
that a HR manager is having knowledge of all related theories and models. This will help
a HR manager to perform practices and functions of a HR manager efficiently. For
example, if a human resource manager is well aware of different approaches of
recruitment and selection, than efficient employees will be employed. Ultimately, this
will result in improved productivity level in company.
 Administration- Mere possessing knowledge of all models and theories is just not
enough. HR manager must also know the how to apply these models and theories to
practical situations. This process of applying different models and theories is called as
administration. This process will assist a human resource manager to administrate and
monitor operations of the organization in an efficient manner. Laws- In business world, there are a few laws and guidelines those oversee
representatives and furthermore different laborers of the organization. These laws are
named as work laws. It is fundamental for HR supervisors to keep these laws in
4

association in order to keep any mediation from organizations like worker's guilds. For
utilization of these laws, it is basic for HR figure out how to have suitable information
about laws and government approaches (Moxen and Strachan, 2017).
Behaviours
 Transparency and trustworthiness- HR oversee should be dependability demeanor just as
straightforward. These practices will uphold in creating solid relationship with different
representatives.
 Technology savvy- HR manager needs to be technology savvy as well as have positive
attitude towards technology used by company. These behaviours will help in managing
task and employees in creative manner.
 Solution oriented - these practices of HR chief will help in giving suitable answer for
issues of business. There are different provokes that should be settled by HR chief so this
practices is significant
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
In an association, it is imperative to devise powerful procedures for self-
improvement and advancement that will help in distinguishing aptitudes and
characteristics those are needed to be an effective HR administrator. Proficient
improvement plan is an explanation that helps with building up those aptitudes and
capacities which will contribute in self-awareness of that person too. This isn't just
zeroing in on deciding positive parts of the cycle, rather, it additionally centres around
downsides and constraints that an individual go over in the way of development. For the
above reason, model of SWOT investigation is applied in order to decide strength,
shortcomings, dangers and open doors too:
 Strengths- HR chief need to have various aptitudes and characteristics to be a superior
administrator. In the above piece of assessment of various abilities, information and
conduct sets of an individual working in the function of HR administrator, there are
different qualities. Correspondence aptitude is consider to be the most solid purpose of
this profile (Scott-Young, Georgy and Grisinger, 2019). This quality will assist them with
passing on errands, musings, obligations and different thoughts in more viable way.
5

Another solid point in this setting is that HR chief of HSBC possessions will have solid
information on all work laws that will guarantee moral activities at organization. HR aide
is an innovation astute as they can oversee distinctive undertaking with the assistance of
new and advancement innovation.
 Weaknesses- The most obvious constraint of HR chief in the picked organization is their
authoritative aptitudes. They are not equipped for defining a proper arrangement and
approaches those can assist the workers with working in effective and coordinated way.
Another downside in the picked organization is that HR trough needs organization
abilities and the board exercises. This occurs because of absence of regulatory
information in HR staffs. This will prompt have adverse effect over character and
development of HR supervisor. This HR director can't give fitting answer for issues and
difficulties looked by organization (Stanton and et.al., 2017).
 Opportunities - There are different open doors for HR supervisor that will help them in
improving their character just as accomplishment of objectives. HR chief necessities to
build up their social just as mentality towards other. This will prompt making solid
relationship with the representatives just as gain their trust. This will help in improving
dependability conduct of HR chief. It is basic to create dynamic abilities as this will
uphold in taking better and powerful choice for association. Organization information
will help in leading business task in powerful and proficient way.
 Threats – There are different danger that could be looked by HR administrator while
leading assignment and exercises. HR oversee have significant danger from regulatory
aptitudes and capacity. At the point when HR administrator can't successful deal with its
workers just as association assignment will prompt have significant effect on their
character. Absence of aptitudes, information just as social will prompt have contrary
effect over development and advancement of HR character.
According to the above examination of SWOT distinctive aptitude and capacity has been
distinguished that should be created by HR the executives. The significant territories in which
HR chief requirements to create are organization information, dynamic aptitudes and
authoritative abilities to upgrade character just as accomplish proficient objectives. HR chief
requirements to build up an appropriate proficient advancement plan to recognize just as dissect
distinctive region that should be produced for achieving wanted objectives. There are different
6

open doors that could be accomplished by HR chief by fruitful leading various exercises of HR
work. This will help being developed of aptitude and abilities of HR administrator so they can
perform HR job and duties in better and successful way.
Reflect on how you could improve your professional development plan.
Calling advancement plan can be portray as an activity plan which incorporates various advances
those necessities to create character. This is exceptionally useful in accomplishing just as picking
up explicit focuses just as understanding the best possible knowledge to arrive at wanted targets.
I have recognized that by drafting a viable expert advancement plan HR director will have the
option to achieve set objectives and gain proficient development (Thornton, 2019). This
arrangement will help in deciding the key learning focuses of HR supervisor just as
distinguishing various open doors that could be achieve. Proficient improvement plan
incorporates rules of judgment that will help in giving appropriate criticism to HR director.
Proficient improvement plan in regard to advancement of different aptitudes and capacities to
advance character of HR supervisor is notice beneath
P3 Determine the difference between organisational and individual leaning, training and
development
In the business organisation the employees are working with the motive to earn profits
and to improve their performance in order to provide more effective results to the company. The
organisation would be able to accomplish its goals and objectives simply because of the
contribution of the employees in the carrying the business operations in the most effective and
efficient manner (Zighan, 2020). With the help of various strategies and proper guidance
employees within organisation try to improve their performance and carry operations in effective
manner. The learning within the organisation helps in providing learning to employees where
with the use of different processes and techniques focus is on making employees efficient and to
increase their productivity. In context of the business organisation learning refers to focusing on
acquiring new skills with the motive to increase the productivity level of staff members and
accomplish success.
The main difference between the training and learning of individuals and organisation as
whole is as the training program for everyone is with the motive to achieve the set of objectives
on desire time. Whereas the individual learning is totally dependent on the perspective of
individuals who want to develop and enhance the set of skills and abilities. Moreover the
7

learning concept in the business organisation helps in establishing the strong relationship
between the management and the staff members with the motive to focus on the growth and
development of the organisation. The growth graph of the employees within the organisation
should be increasing for the betterment of the company and also for the betterment of the
employees (Serrat, 2017). The effective strategies are been formulated as the employees and
organisation both want to achieve success and fulfil their goals. In context of the HSBC the main
focus of the company is to develop the effective strategies and provide the right direction to its
staff with the motive to achieve the individual goals and objectives. Moreover they are focusing
on making new strategies with the emotive to provide high growth opportunities to employees
and to provide job satisfaction. Furthermore by providing safe working environment and
effective implementation of rules and regulations within the operations of company helps in
increasing the productivity of the employees. The company follow friendly culture so that
employees feel free to communicate and express their viewpoints as it helps in the growth ad
development of the organisation.
The focus was to improve the performance of the employees as it helps in increasing the
production capacity and result in increase in revenue and profits. The learning methods and
techniques used by the individual and by the organisation is different as employees implement it
for their own benefit tat is to develop and enhance their skills and abilities to grow in the
business (Davis and Daniels, 2016). The plans and strategies formulated by the management of
company is with the motive to grow and expand the business which is attainable only when
employees focus on performing better and with the growth of employees they feel motivated and
helps in accomplishing the goals and objectives of business. In respect of HSBC the focus of the
company is to provide proper training and development sessions so that new employees would
able to understand the functioning within the organisation that is chances of mistake and errors
are less. Moreover the main focus of the company is to provide right direction to employees in
the beginning so that they would not face any difficulties and focus on their growth by providing
benefit to the company. They focus on measuring the performance of employees within the
company in order to identify the areas where they are lacking so that steps can be taken in order
to correct them and make them effective and improve their performance (Zighan, 2020). As
proper learning and training sessions are been provided to employees in the beginning as they get
the knowledge which they would use whiling performing their business operations. These small
8

steps and actions helped the company and the individuals to get success and able to accomplish
their dreams. With the changing business environment the operational activities keep on
changing due to which the employees have to change their methods which helps in developing
new skills (Prpić and et.al., 2015). The performance measure techniques helps the business
organisation in understanding the current state of employees so that they would able to know
their capabilities and allot work according which is helpful for both that is for the company and
for the employees. Moreover this also helps employees to know their level and help them in
understanding the week areas which they need to focus in order to become more efficient and
able to accomplish their goals and objectives. As it also helps in improving the skills and abilities
of employees which result in providing effective results to the business organisations. Moreover
the effective training and development programs helps the organisation to great extend that is
employees would be able to perform their job roles in the most appropriate manner.
P4 Identify the need for continuous learning and professional development to drive sustainable
business performance
Continuous learning is define as the process where employees are involved in learning
new facts and figures within the company which helps in developing their skills and abilities.
Whereas professional development is define as the process where while working in the
organisation one is able to enhance their skills and become more efficient in performing their job
roles (Liao, 2017). The continuous learning and professional learning both are important and
play important role as it helps individual to grow and on the other hand helps the organisation in
to improve its overall performance. In context of HSBC it is one of the leading investment bank
which focus on the growth of employees and consider them the important asset and contributor
in the success of the organisation. The company is organising various growth plans in order to
ensures focus on the learning of the employees so that according to latest trends they would be
able to develop their skills and abilities. Moreover if employees would be able to know the latest
trends and develop skills accordingly then it will help them in performing their role in the most
effective manner which is beneficial for their growth and for the growth of the company.
Continuous learning play important role because it helps employees to remain
competitive and aware about the ongoing trends in the marketplace and within the operations of
organisation.
9

As the changes are taking place in the business environment on continuous bases so its
important for the organisations belong to different industries to focus on continuous learning.
This is important for the business organisation to consider all the factors which are important to
function according to the latest trends as it helps in increasing the sales and profits of the
company (Whitley, 2018). Moreover continuous learning helps in developing the skills of the
employees to know the various factors and figures whiling dealing with different problems in
order to identify the various situations and take corrective measures. As a result the business
would be able to carry its operations in effective manner and will experience increase in
profitability. Employees who are quite serious about their professional development pay
attention to the ongoing activities and focus on acquiring knowledge and skills to enhance their
abilities.
In context of the HSBC organisation they focus on the professional development of the
employees so that they would be able to carry the business operations in most effective and
desirable manner. Moreover the monitoring and controlling activities are carried in the effective
manner in order to identify the areas which requires attention and to identify the employees who
are providing quality work as they are the important assets of the business. Hence this helps in
retaining the talented and skilled employees with the organization (Hall and et.al., 2018). They
focus on maintaining the healthy and safe working environment as it helps in increasing the
morale of employees so that they would be able to come up with new ideas and provide solutions
to the business issues or problems. In context of HSBC the management invest their time on
developing the professional skills of the employees as it results in providing value to the
employees. The company which is able to provide support to its employees by increasing their
morale and make them feel valuable in the organisation so in such cases they cooperate with the
management and helps in accomplishing the desire results. Hence it is beneficial for both that is
for the company and for the employees as they would be able to grow and develop. The
companies which do not provide growth opportunities and cooperate with the employees the
chances of problems are high and they are putting the profits and revenues in the risk. In context
of the HSBC, these activities helps in increasing the overall productivity level and the turnover
of the company. They organise various growth workshops or sessions in order to focus on the
skills and abilities of the company so that they would be able to cope up with the present market
and operation situations.
10

Furthermore the employees in the current business environment are expecting various
opportunities and the various monetary benefits so that they would be able to grow their career in
the respective field. The primary motive of the professional development strategy within the
organisation is to provide proper knowledge and learning so that they would able to focus on
their development and growth (Killingsworth, Xue and Liu, 2016). Within the business
organisation it is important to focus on developing strong relationship with other employees or
management as it helps in providing effective learning and knowledge to employees in formal
and informal manner. The main purpose of focusing on the professional skills is to focus the
improve and develop the set of new skills and enhance the existing skills so that business
operations are carried in the most effective manner. Management of the organisation is
responsible to identify the gaps which are taking place so that they can be addressed properly in
order to provide benefit to the employees and to improve the performance of the business. This
will help in building the learning culture within the business where employees will always try to
involve and take active participation in the activities of business and contribute their maximum
potential in the success of the business. Along with this the morale among the employees is high
and they would be able to work in the effective manner with helps the organisation in attaining
the goals and objectives. Hence it can be concluded that continuous learning and professional
development is important for the organisation as both helps to gain benefit and earn high profits.
Moreover it also helps in creating the positive and healthy working environment within the
workplace.
P5 Explain how HPW contributes in employees engagement and competitive advantage in
organizational context
High performance work system is one of the most important activity performed in the
organisation in order to improve its brand value and performance that is by taking step to
improve skills and abilities of the employees (Israel and et.al., 2017). The HR department play
significant role in the organisation as they are responsible to motivate the employees so that
work in most effective manner and help the company in achieving its objectives and goals. The
HR department is responsible to organise various training sessions, focus on active participation
of employees and focus on teamwork in order to provide job satisfaction. In context of HSBC,
the following strategics helps in providing benefit to the company and to focus on employee
engagement.
11

Continuous training- It is important for the management to focus on developing the
knowledge and skills of the employees which is possible by providing effective training and
development sessions (Al-Sakkaf and Stilley, 2019). In context of HSBC, the management is
focusing on providing off the job and on the job training programs on order to make its
employees more efficient and independent so that they would be able to perform their job roles
in desirable manner.
Team work- In this changing business environment where uncertainties are taking place
on frequent bases it is essential to have good relation with other members so that work will be
carried in the most effective manner. In context of HSBC, the steps are taken by the management
to focus on developing effective teams so that better decision can take place and task are
completed on timely bases. Moreover while performing in the team the chances of mistake are
less and provides competitive advantage to the company (Stout-Rostron, 2018).
Rewards- There are many monetary and non monetary benefits which are been provided
to employees by the management with the motive to motivate employees to work in the most
effective and desirable manner. In context of HSBC, they provide benefits and rewards to
employees on the bases of their performance so that they would be able to perform better and
motivate other employees to focus on improving their performance.
Feedback- It is essential activity as it helps in improving the performance of employees
and also of the organisation. In context of HSBC the company take feedback from its potential
customers in order to identify the various areas where they need to work in order to become
more efficient and effective. Moreover it helps in maintaining good and effective relationship
among the different departments and helps in increasing the speed of employees.
From the above explained points, it has been analyse that high performance work system
is crucial for the company s they would be able to enhance their performance in marketplace and
provide job satisfaction to the employees. Moreover the feedback approach help the company in
knowing their week points where they need to pay more attention so as to improve its
performance and make its position strong in marketplace.
P6 Explain the different approaches to performance management and how they can support high
performance culture and commitment.
In an organisation the management uses various corporate management tools in order to
monitor and evaluate the work of employees. The primary objective of the management and the
12