Developing Individuals, Teams & Organisations: A Report

Desklib provides past papers and solved assignments for students. This report analyzes high-performance working and professional development in HRM.

DEVELOPING INDIVIDUAL, TEAMS AND ORGANISATIONS

Table of contents
Introduction................................................................................................................................3
Section 1.....................................................................................................................................4
P1 Determine appropriate knowledge, skills and behaviours (KSB) that are required by HR
professionals across the department. Please refer to Appendix A for an overview of HR
Officer Responsibilities. (P1).....................................................................................................4
P2 Create a professional development plan for Jane Cambridge in her HR Officer role. (P2). 6
P3 Analyze differences between organizational and individual learning; training and
development. (P3)......................................................................................................................9
P4. Analyze the need for continuous learning and professional development to drive
sustainable business performance. (P4)...................................................................................10
Section 2...................................................................................................................................13
Essay on ‘Effective use of high-performance working (HPW) framework and performance
management models to support high-performance culture’.....................................................13
Conclusion................................................................................................................................16
Reference list............................................................................................................................17
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Introduction
Human resource is an important part of every business and the firms require maintaining their
human resource efficiently for surviving long-term in the market. In order to manage the
human resource of the business, firms need to focus on the performance standard of its
human resource. At the same time, in order to improve the performance standard, firms
require providing proper training to the employees on regular basis. Training not only
enhances the performance quality of the employees, but it also enhances the confidence level
among the employees which is very important for improving overall performance standard of
the organization.
Here, in this study the focus will be made on the responsibilities of a human resource officer
and along with that the differences between the individual and organizational learning will
also be analyzed. At the same time, the study will focus on the concept of High Performance
Working, which is very popular in the present business environment. The study will critically
evaluate the high performance-working concept in order to identify its contribution in
employee-engagement and earning competitive advantage for the businesses.
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Section 1
P1 Determine appropriate knowledge, skills and behaviours (KSB) that are required by
HR professionals across the department. Please refer to Appendix A for an overview of
HR Officer Responsibilities. (P1)
Human resource department of a company plays the most vital role of recruiting the right
people to the right organizational position. This role is considered as the vital role for a
business because the performance standard of a business directly depends on the ability of the
employees to perform the business activities (Bratton and Gold, 2017). Hence, identifying the
right or properly skilled employees is very important for the future development and growth
of the business. In this context, it is important to be mentioned that the effectiveness of the
human resource department depends on the skills and knowledge of the human resource
personnel within the organization. In the other words, it can be stated that for hiring the right
people for different organizational positions the human resource personnel must have
appropriate skills as well as talent (Mone and London, 2018). The most important knowledge,
behaviour and skills that a human resource manager must have are stated below:
Knowledge
In order to be an efficient human resource professional an individual must have proper
knowledge of different theoretical techniques of human resource management. For example,
the human resource professional must know about different theories of motivation because
motivating the employees is one of the major functions of human resource management
(Larsen, 2017). Therefore, the human resource professional must know about the factors that
help to motivate the employees, so that the professional can emphasize on those factors.
Similarly, the human resource professional must know about different techniques that can be
used for recruiting and selecting the right candidate for a specific job role. This is very
important function and knowledge area for a human resource professional. At the same time,
the professional must also have clear knowledge or idea about the organizational goals and
objectives and along with that the human resource professional must know about the
techniques that can be used for performance appraisal and rewarding the employees
(Baldwin, 2016).
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Therefore, the discussion is indicating that to be an efficient human resource professional the
individual must have knowledge on different areas, which are the most important areas or
functions of human resource management.
Behavior
A human resource professional must behave properly while managing the other people or
employees. As a human resource professional, the individual must be friendly with the other
employees. Friendly behaviour of the human resource professional makes the other
employees comfortable within the workplace because they can discuss about their problems
easily with the HR professional (Van Dooren et al., 2015). At the same time, the HR
professional must be honest while analyzing or appraising the performance level of the other
employees. An honest feedback from the HR professional helps the higher management as
well as the employees understanding the efficiency level of the human resource of the
business. Along with friendly nature and honesty, the human resource professional of a
company must be confident enough while dealing with the other people. At the same time,
the human resource professional must be determined while making any decision like,
recruitment and selection decision.
Therefore, the discussion is indicating the fact that behaviour of the human resource
professional plays a significant role in making the human resource activities effective for the
business.
Skills
The most important skill that a human resource professional requires is the communication
skill. Being a human resource professional, the individual needs to interact with all the
employees within the organization. At the same time, the professional needs to solve different
types of problems of the employees. Therefore, strong communication is skills are very
important. The human resource professional must be capable of communicating verbally and
also in written form. Apart from this particular skill, the professional also needs to have the
quick and accurate decision making skill (Mone and London, 2018). At the time of
recruitment the human resource professional needs to make quick decision whether the
candidate can be selected or rejected. Hence, decision-making skill is important for HR
professional. Along with these skills, the analytical skill is also very important for HR
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professional. The HR professional needs to analyze the activities and performances of the
employees and for that analytical skills are required.
P2 Create a professional development plan for Jane Cambridge in her HR Officer role.
(P2)
This particular section is about a SWOT analysis of Jane Cambridge. During this analysis, the
personal skills of Jane Cambridge will be evaluated by identifying the strengths, weaknesses,
opportunities and threats. It means the analysis will indicate the skills of Jane Cambridge,
which have contributed positively to the personal development of Jane Cambridge. At the
same time, the analysis has also indicated the areas where Jane Cambridge is weak and needs
improvements. Along with these, the analysis has also indicates the areas where Jane
Cambridge can focus on for improving personal skills further and the areas that may create
difficulties for Jane in improving the personal and professional skills. Therefore, the
strengths, weaknesses, opportunities and threats of Jane Cambridge are shown in the
following table:
Strengths Weaknesses
• Jane is highly capable of surfing
internet. She can browse different
information at one time and it is one
of the areas of strength for Jane.
• Jane is also capable of handling
emails. In the other words, it can be
stated that Jane is comfortable in
online communication.
• Jane is capable of using Microsoft
Office Word, Power Point, Wordpad
and Excel, which help Jane while
working on computer or Laptop.
• Jane is very much capable in
preparing reports and informative
documents.
• Jane is unaware of using data base,
which indicates that the analytical
skill of Jane is weak.
• Jane has no experience in the usage
of software, which is related to
human resource activities.
• Jane is incapable of drafting the
employees’ contracts.
• Due to the weak communication
skills, Jane is unable to provide
better training to the employees or
junior members because training
requires proper communication.
• The verbal reasoning skill of Jane is
also very weak.
• Conflict resolving skill of Jane is
also very limited because of lack in
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communication skill. Jane is
incapable of resolving any issue
among other employees or providing
advice to the other employees and
interviewing the other people or
employees.
Opportunities Threats
• Jane Cambridge has a good
opportunity of improving her
communication skills and reasoning
skills.
• Jane can improve problem solving
skills by interacting more with the
other employees within the
organization.
• The biggest threats for Jane
Cambridge are the new and highly
skilled human resource professional,
who want to join the firm where
Jane Cambridge is currently
working as a human resource
professional.
Personal development plan based on the SWOT
Area of development Short term goal Long term goal
Improvement of the
communication skills
• For improving the
communication skill
the short-term goal of
Jane Cambridge must
be prolific
conversation with the
other people like,
friends and family
members. Regular
conversation can
help Jane in a better
way.
At the same time,
Jane Cambridge may
also join interactive
• For improving the
communication skill,
Jane Cambridge can
join different
programmes
arranged in
Universities. This
can be a better long-
term goal for Jane
Cambridge. At the
same time, Jane
Cambridge can also
attain the
communication
improvement courses
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Improving data base analysis
skill
workshops, where
Jane will get the
opportunity to
communicate with
different types of
people. Along with
these, attending
regular meetings,
where discussion is
made on different
matters can also be
helpful for Jane
Cambridge.
 Jane Cambridge can
improve her data
base analysis skill by
adopting the short-
term goal taking
advice from the
senior members or
teachers or any
friends and family
member. She can
easily learn by
considering the
suggestions provided
by the other people.
She can join as
assistant while her
friend or any other
in available in
different
Universities. Joining
the University
courses, Jane
Cambridge can
improve her
communication skill
systematically. With
the help of these
sources, Jane can
improve not only the
oral or verbal
communication, but
also the written
communication skill.
• Jane Cambridge can
join University
courses or online
training courses for
learning data analysis
techniques. In the
present days,
different online
courses are available
through which Jane
Cambridge can learn
data analysis
technique very easily
and in simple ways.
Jane Cambridge can
also attain different
data analysis
software learning
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senior member is
performing data
analysis activity.
 Jane Cambridge can
also practice the use
of software while
analyzing different
data base. She can
use simple data base
analysis software for
learning data analysis
techniques. She can
also read different
books in this regard.
courses available in
different institutes in
UK. Attaining these
sources can be one of
the most effective
long-term goal for
Jane Cambridge.
P3 Analyze differences between organizational and individual learning; training and
development. (P3)
Organizational learning is the process through which knowledge can be gathered and
techniques can be learned through different activities of the business. Shields et al., (2015)
has referred organizational learning is the systematic way of learning through which
employees or the members of an organization learn about different activities and matters and
develops different skills by performing different job roles at the workplace. In this context,
Sessa and London (2015) mentioned that organizational learning not only improves the
knowledge of the members within the organization, but also improves the future of the
organization. It is because with the help of organizational learning knowledge and skills of
the employees are improved, which alternatively helps to improve the performance standard
of the employees and secures the future position of the business. On the other hand, the term
individual learning can be referred as the process through which an individual enhances his or
her knowledge in different areas. The major difference between organizational learning and
individual learning mentioned by Dixon (2017) is that the organizational learning helps the
organizations enhancing its capacities and competitiveness in the market; whereas, individual
learning enhances the strengths of the individuals also. In the case of individual learning
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individuals reflect their experiences while performing any activity within the workplace or
outside the workplace.
There is also a difference between development and training in the firms and training and
development process for the individuals. In the case of organizational training and
development the organization secures its future by enhancing the abilities of the employees
and capacities of the employees; on the other hand, in the case of individual training and
development individual improves his or her skills and knowledge through regular training
and development process. In this context, Brewster (2017) stated that there is no vast
difference between organizational development and training and development and training
for individuals; in case of training and development within the firms the improvement is
happen to the organization as well as its members; on the other hand, individual training and
development improves the skills of the individuals only. In this context, it is important to be
mentioned that training and development are not same, they are different from each other.
Training is the activities or techniques that are adopted for improving certain skills of the
people; on the other hand, development is the change or improvement that can be noted in the
individual after he or she attended the training session (Ford, 2014).
Therefore, from the above discussion, it can be stated that there are several differences
between the organizational learning and individual learning; training and development.
P4. Analyze the need for continuous learning and professional development to drive
sustainable business performance. (P4)
Continuous learning plays a major role in making a business sustainable in the long-run as
well as in the short-run. Considering this fact, most of the large multinational organizations in
the present scenario prefer continuous learning process, while performing their business
activities within the workplace. Continuous learning can be termed as a process through
which the members or the employees of an organization learn about different activities of
business continuously through working within the organization. Brewster (2017) stated that
continuous learning is a process that helps the organizations in engaging the employees with
the organizational process in a better way. At the same time, Larsen (2017) noted that
continuous learning makes the employees to feel more associated with the activities of the
business. It helps to improve the performance quality of the employees. In this context, it
must be stated that during the process of continuous learning, the employees can know about
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the areas where they are lacking behind and at the same time, they get the chance to improve
those areas immediately. Hence, performance improvements become very easy and less time
consuming for the employees. This positively contributes to the performance of the business
in the short as well as long run (Sessa and London, 2015). On the other hand, due to the
continuous learning process employees improve their skills, which enhance the overall
efficiency level of the firm and ultimately reduces the total cost level of the business. If the
cost level of the business gets reduces, the income or profitability of the company enhances,
which on the other hand makes the business sustainable in the market.
On the other hand, if the focus is made on the contribution of professional development on
the sustainability of the business, it can be stated that professional development is one of the
most essential elements for sustainable development of the business. The term professional
development refers to the development of the professional skills of the employees within an
organization. If the employees can improve their professional skills like, communication
skills, decision making skill and problem solving skills in a better way, they can actively
participate in the organizational processes. Active participation of the employees in the
organizational processes is very important for enhancing the overall performance standard of
the business. In this context, Sandilos et al., (2018) mentioned that professional development
is essential for motivating the employees in generating new and innovative ideas for the
business and if the employees can generate innovative ideas, improvement of organizational
performance becomes possible. At the same time, innovative ideas of the employees help the
originations enhancing revenue level and profitability to the higher extent. Hence, it can be
stated that with the help of professional development organizational growth can be influenced
positively.
If the focus is made on the triple bottom line, it can be stated that professional development
and continuous learning can encourage the organizations in sustainable usage of resources.
The organizations are motivated for using renewable sources for gathering the resources like,
energy (Hill et al., 2018). This actually improves the capacities of the employees to perform
more efficiently within the business and enhances the business scopes for the firms.
Therefore, from the above discussion, it can be stated that continuous learning and
professional development are helpful for making a business sustainable. These two factors
positively contributes to the growth of the firms and make the future of the firms secured in
the current competitive era of business.
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