Developing Individual, Teams, and Organisations: A Report

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Developing Individual, Teams, and
Organisations
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TABLE OF CONTENTS
Introduction......................................................................................................................................4
Section 1..........................................................................................................................................5
LO1..................................................................................................................................................5
P1 Determine appropriate and professional knowledge, skills and behaviours that are required
by HR professionals.....................................................................................................................5
P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills, and
behaviours and develop a professional development plan for a given job role...........................7
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation..............................................................................................................9
LO2................................................................................................................................................11
P3 Analyze the differences between organizational and individual learning, training and
development...............................................................................................................................11
P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance..............................................................................................12
M2 Apply learning cycle theories to analyze the importance of implementing continuous
professional development..........................................................................................................13
D1 Produce a detailed and coherent professional development plan that appropriately sets out
learning goals and training in relation to the learning cycle to achieve sustainable business
performance objectives..............................................................................................................15
Section 2........................................................................................................................................16
LO3................................................................................................................................................16
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organizational situation.............................................16
M3 Analyze the benefits of applying HPW with justifications to a specific organizational
situation......................................................................................................................................17
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LO4................................................................................................................................................18
P6 Evaluate different approaches to performance management (e.g., collaborative working)
and demonstrate with specific examples of how they can support high-performance culture
and commitment........................................................................................................................18
M4 Critically evaluate the different approaches and make judgements on how effective they
can be to support high-performance culture and commitment..................................................19
D2 Provide a valid synthesis of knowledge and information resulting in appropriate judgments
on how HPW and mechanisms used to support HPW lead to improved employee engagement,
commitment, and competitive advantage..................................................................................20
Conclusion.....................................................................................................................................21
References......................................................................................................................................22
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Introduction
In this competitive world, businesses thrive to recruit the best available talent in the labour
industry is the work of every HR department by placing the best foot forward (Buchanan and
McCalman, 2018). However, the major task is to develop effective teams as well as manage
them so that they can deliver fruitful results for the benefit of the company. Moreover, it is an
eminent fact that while the worker has correct capabilities as well as information than in this
scenario their general competence to perform the allocated tasks and operation improves, and
consecutively it put in a great deal in the dealing accomplishment within the cut-throat market
environment. The conception of skill audit is in addition measured to be most efficient as in the
course of human resource development it assists in perceiving what type of capabilities are
necessary for a person or the workforce as a whole.
The present writing is carried out to develop an understanding of employee development and the
role of HR professionals in managing the skills and competencies of the overall workforce. The
key areas of discussion, segregated in two different sections are the development of personal and
professional development plan, conducting a skills audit, as well as developing an understanding
of how high performance in the work structure at the operations helps or assists in employee
engagement or enhancing employee relations. Appointed as an HR Advisor within Hightown
Housing Association or HHA, this report will entitle the above-mentioned areas of discussion
briefly.
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Section 1
LO1
P1 Determine appropriate and professional knowledge, skills and behaviours that are
required by HR professionals
The HR advisor employed in High town Housing Association, UK is entailed with diverse
abilities and understanding for the smooth succession of the corporate processes. As per the
policy and requirements of the cited company, it has been identified that the HR advisor within
the firm is primarily required to manage the senior managers as well as other support associates
in terms of performance management, absence management, and employee relation issues and
much more (Katzenbach and Smith, 2015).
Additionally, it is an eminent element that human resource associated processes is of great
importance in each business entity and whether or not if they are directed professionally at that
juncture it leads to increase in occupational efficiency level and takes favourable outcomes too.
The chief tasks of the human resource person or advisor are to take into deliberation about
emerging strategies and procedures concerning the use of workers inside the business.
Additionally, it is compulsory to guarantee well in progress that accurate procedure of staff
associates are engaged within the place of work in relations of their understanding and assistance
so that efficiency of High town Housing Association will be able to safeguard effectively with
the assistance of the same.
The background of the role of the human resource manager inside the Hightown Housing
Association includes encouraging fairness alongside with the diversity inside the business entity
with the intention of each person can work with complete enthusiasm. Formulating staff
guidebooks, providing information on the range of payment, as well as additional procedure of
subjects such as welfares and the preferment can help the HR department or advisors to manage
the workforce within the mentioned organization (Mitchell, et al. 2015). Expansion of the HR
scheduling, as well as forecasting approach, is an additional key responsibility that mostly
assumes decisive of the long term recruitment necessity of the company. Development for
training in order to improve the abilities as well as the appropriate skills and the apt information
level of the workforce is likewise the main role occupied by the HR officer inside High town
Housing Association. Besides with this on standard source wages reassessment will be
implemented in order to make a certain well in progress that the entire the workforce is getting
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correct earnings in place of their genuine requirements and the skills. In a nutshell, each and
every act of the human resource advisors or associates within the High town Housing
Association is essential, and they donate a lot in increasing the productivity of the company. The
major capabilities that are required to perform as competent HR advisors contain influential
intellectual as this symbolizes considerate information as well as data in the correct way, an
expert influencer that stands for controlling individuals at all the stages, combined that specifies
functioning resourcefully with consumers, stakeholders, and more. Additionally, an acquaintance
on the grounds of human resource is necessary, individual growth of the workforce and more. It
is also identified that the performance must be constructive in order to work for the interests of
the workforce (Cascio, 2018).
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P2 Analyze a completed personal skills audit to identify appropriate knowledge, skills, and
behaviours and develop a professional development plan for a given job role
The skills audit is conducted to identify the details and coherent evaluation of the overall skills
and knowledge of the HR professional which is necessary to gather or develop to maintain a big
workforce. It has been evaluated the professional development plan can be made on the basis of
the skills which requires training to survive in the long-run and follows a sustainable and
coherent plan (Rodriguez and Walters, 2017).
Table 1: Personal Development Plan PDP
Goals Purpose Time Frame Review Date
Increase the level
and knowledge of
Microsoft office
and gain more
insights about the
HR software
The main goal after this
objective is to improve
the direct over the
different Microsoft office
processes.
2 weeks 4th August 2019
Reasoning skills
and presentation
skills
The reason for improving
these skills is to deliver
an effective presentation.
3 to 4 weeks 10th September2019
Problem-solving
skills
Through this skill, it will
be possible for the HR
Professional to solve
issues and deliver
practical and actionable
solutions. Also to handle
complex situations within
the HHA.
3 weeks 20th September 2018
Communication
skills
The major purpose is
master communication
skills in terms of both
5 weeks 7th October 2019
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written and verbal
context.
Currently, form the above PDP, it is recognized that knowledge, as well as the skill intensity in
the part of communication skills, is necessary to be improved, and it is the major cause due to
which the main priority has been given to this skill in the PDP so that HR professional can
control with good expertise and the understanding (Hammond and Churchill, 2018). Lowest
priority has been given to the Microsoft office and HR software knowledge, as I believe they do
not require much attention or training because I am moderately skilled in that suit.
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M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation
The HR professionals are required to take noteworthy actions for developing appropriate skills
and capabilities within the workers to improve their work potential as well as enhance the level
of productivity in their work (Ford, 2014). Conducting a personal skills audit is necessary;
concerning the roles and responsibility of the HR professional working in the mentioned firm
that is High town Housing Association, a completed skills audit has been prepared for the same.
Table 2: Skills Audit (HR Professional)
Skills and knowledge Skilled Moderately Skilled Needs Training
Communication
skills

Reasoning and
presentation skills

Use of HR software
and Microsoft office

Problem-solving
skills in terms of a
complex situation

To evaluate the level of skills within the HR professional, the primary thing to be considered is
the level of communication skills. As an HR professional working in HHA, my communications
skills are not up to the mark and requires thorough development to stand out a chance in the
course of HR development (Sung and Choi, 2014). They are written as well as verbal
communication skill is required to be developed. My poor communication skills can be noted in
terms of drafting an employment contract as well as speaking or interacting with the workforce
in terms of operational planning. For the same cause, guidance is necessary in order to recognize
actions and techniques for drafting a contract.
My reasoning skills are also poor as at present I cannot successfully evaluate data as well as
make use of verbal reasoning skills while giving a presentation. In order to become proficient in
the eyes in upper-level management, it is necessary to develop appropriate reasoning skills to
stand a chance within the business and other professionals.
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However, I am efficient in using the HR software as well as Microsoft, which is used to create
reports on employee performance along with conducting salary reviews and more. Also, I am
unable to solve complex issues in the workplace and cannot think of a more practical and
actionable solution to solve the issues faced by the workforce (Noe, et al. 2014).
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LO2
P3 Analyze the differences between organizational and individual learning, training and
development
Individual knowledge is measured to be a reduced amount of effectuality as compared with the
guidance and growth that is required inside the mentioned company that is High town Housing
Association (Dubey, et al., 2016).
Training and development sessions are conducted within the organization for both new and old
staff to increase their performance level that can be a benefit for the company and its operations
in the external market environment. In turn, continuous guidelines are formed for improving the
skills and performance level of the workforce in the best potential way.
On the other hand, it can be said that individual learning is based on various personal learning
sources such as books and internet resources that have no involvement in the organization. These
are also carried out by means of past experiences along with the guidance and knowledge
received by the colleagues and seniors. Moreover, individual learning is the best source through
which the professionals and employees can contribute to potential business operations (Padachi,
et al. 2016).
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P4 Analyze the need for continuous learning and professional development to drive
sustainable business performance
High town Housing Association has conducted performance management of the company in
order to identify and evaluate. It is a situation where the potential for the business to continue in
the marketplace has been increased (Larsen, 2017). In case as soon as continuous knowledge
situation is developed inside the place of work after that in such case workers can discover the
latest equipment and consecutively the major advantage is that it guides to increase in the
acquaintance and the ability intensity of the overall workforce.
To one side from this, the thought of professional growth or development is in addition
significant as in the course of this the staff associates of High town Housing Association can
effort experts along with they can appreciate the personality of job in a qualified way along with
this judgment finest probable explanation or resolution of the issues that are confronted by the
employees or HR professionals as well as within the organization as a whole (Jha, 2016).
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