Greenergy: HR Professional Skills, Development, and Performance Report

This report analyzes the role of HR professionals, focusing on the skills, knowledge, and behaviors required in modern businesses, particularly within the context of Greenergy, where Jane Cambridge is an HR professional. It includes a detailed personal skill audit of Jane Cambridge, highlighting her strengths in areas like internet and email usage, as well as weaknesses in database management and contract drafting. A comprehensive professional development plan for Jane is presented, outlining strategies to improve her proficiency in areas such as Excel spreadsheets, database utilization, and HR software. The report also explores the differences between organizational and individual learning, training and development, the importance of continuous learning for sustainable business performance, the contribution of high-performance working to employee engagement, and various approaches to performance management within an organization to support a high-performance culture and commitment.

Developing Individual, Teams
and Organisations

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
P1. Appropriate knowledge, skills and behaviours that are required by HR professionals in
organisation.................................................................................................................................1
P2. Complete personal skill audit of Jane Cambridge................................................................2
P3. Professional development plan for Jane Cambridge.............................................................3
P3. Difference between organisational learning and individual learning and between training
and development.........................................................................................................................7
P4. Need for continuous learning and professional development for sustainable business
performance.................................................................................................................................8
P5. Contribution of high-performance working for employee engagement and competitive
advantage ....................................................................................................................................9
P6. Different approaches to performance management and their contribution in support of
high-performance culture and commitment..............................................................................11
Conclusion ....................................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Developing knowledge and skill in organisation is one of the cross organisation activity
which is used to achieve high performance work in organisation.(Otte and et.al., 2017.) Role of
human resource managers is to develop and implement policies which provides effective work in
organisation. In this present report chosen organisation is Greenergy under which Jane
Cambridge was appointed for the role HR professionals. This present report will cover role of
HR professionals that required their behaviour, skills and knowledge in organisation. Complete
personal skill audit of Jane Cambridge and her development plan is to be created in this
organisation. Difference between organisational learning and individual learning is to be created
with need of continuous learning. High performance working of organisation for employee
engagement and approaches to performant is to be discussed in this report.
P1. Appropriate knowledge, skills and behaviours that are required by HR professionals in
organisation
In modern businesses, human resource functions plays important role with speed of business and
technologies. There are some behavioural traits which every HR professional needs in their
working.
Curious:
Rate of change in organisation will directly resulted with HR professionals regarding
their respond in particular situation and that very much in timely manner by which business will
able to cope up.
Decision thinker:
Every HR professional has to demonstrate ability to analyse and inform quickly for
particular situation of organisation. To make recommendations and to use information HR has to
develop effective practices in their job performance.
Skilled influencer:
To get the support from stakeholders, HR professional has to develop ability to influence
and gain support from stakeholders. Nowadays, HR function now shifted from being governance
role to solution-focused business partner.
Collaborative:
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HR professional has to work effectively and inclusively to individuals and group of
people, within and outside organisation so that best practises get developed in meeting objectives
of organisation.
Courage to challenge:
HR professional has to show courage and confidence in their working so that they will
able to speak up skilfully and will able to take challenges for achieving growth of organisation.
Department of human resource management in every organisation plays an importance
role to develop policies and implement them for effective use of work in an organisation. To
achieve company's business aim role of HR officers is to develop training and development
opportunities and to hire right balance of staff which have knowledge and skills to achieve
organisational objectives. This develop policies in organisation will also enhance employees
performance. Certain points which shows skills and behaviour of HR professional are as follows.
 HR managers of the company has to work closely with various departments such
departments of the organisation is production, finance, and other all which work in the
organisation. HR officers has to increase their consultancy role so that they will able to
give proper guidance to members of the organisation.
 Another role of HR professionals is to assist line managers of organisation about policies
and procedures which are to be implement in organisation.
 Another role of HR professionals is to create positive organisational culture in
organisation so that all the employees and employers will treat equally which is to be
there for effective team work. (Serrat,2017.)
 HR professionals has to communicate with the peoples involved in policies areas to
achieve staff performance and to provide proper health, safety and security in workplace
which helps professional to establish knowledgable working staff.
 Another role of HR officers is to recruit staff which involved in developing job
description and which has proper knowledge to achieve organisational objectives. This
recruiting process done by giving person's specification, by promoting job vacancies, by
checking applications forms by this selected candidates will shortlisted and called for
interview in organisation.
 HR professionals role is to regulate salary reviews which helps them to provide
remuneration which satisfy employee needs from the organisation. There another role is
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to advice employees regarding their pay scale, remuneration issues, promotion and
benefits which motivates employee to work in organisation.
 HR professionals of the organisation will implement effective employee law which
protects employee rights and benefits in their business workplace.
 HR professionals has to listen employee complaints and has to deal with grievance for
achieving effective work performance from employees which helps in developing future
goals of the organisation. HR professionals has to develop planning and strategies which
helps them for considering immediate and long-term staff requirements.
 HR professionals has to analyse training needs by taking advice with departmental
managers and if they find that training course is necessary for getting effective work
performance then they have to host that programs which motivates workers to work.
P2. Complete personal skill audit of Jane Cambridge
Jane Cambridge is an employee appointed for the job role of HR professionals. To
analyse her strength and weakness on performing her job role here is some points which shows
her strength and weakness.
Strength here include that she is good in using internet work, that ability of her show good
knowledgable skill in doing her work.(Butler and et.al., 2017.) Her another skill is using of e-
mail, she is good in promoting organisation's products and services among customer which helps
her in building loyal customer base in organisation. This strength of her helps in maintaining
effective policies to promote their products and to do effective marketing of organisational
products and services which makes strong goodwill of the company. Her another strength is she
worked on Microsoft office words which helps in maintaining proper files and records of the
company which helps her in decision-making process.
She also worked on power-point for giving presentation of company's policies among
employee so that she will clearly able to provide effective information to employee to achieve
organisational objectives. In her presentation she also uses effective material support so that
employee and managers of the organisation clearly understand policies which HR department
has to implement in organisation.
Her problem solving skills is so effective that if any problem in company arise she
provides more than one solution to solve that particular problem in organisation and she also
considers ideas of others to solve problems which arise in company.
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Jane Cambridge weakness in performing job role of HR are.
Her work on Excel spreadsheet is not as much effective, she does not provide any
statistical previous data in her presentation for that comparison between previous achievement
and what new requirements is to establish to increase that achievement is not created. Her
another weakness is that she does not use proper database in her policies and also she does not
use specialist HR software in keeping personal records of employees of the company.(Guest,
2017.) Her another weakness is that in doing company's recruiting procedure she does not draft
contract of employment for which employee’s rights are not protects which does not satisfy
employee of the organisation. Other weaknesses are not effective in resolving disputes and in
doing interviews of candidates and her advising issues also not as effective. She is not as
effective in resolving disputes between employees and in recruiting members she is also taking
effective interview by which skilled employees are selected in organisation.
Above mentioned knowledge, skills and behaviour which required in every HR
professionals helps Jane Cambridge to solve the weaknesses she has in her job role. She needs to
be go through effective training and development course which helps her in improving
weaknesses she had in her job performance. These personal audit skill helps her in managing
strength and weakness she had and by doing this audit she will able to know what outcomes she
had to improve in her performance.
P3. Professional development plan for Jane Cambridge
Professional development plan is created by the managers to see what new skills and
behaviours needs to be improved in employee job performance. Professional development plan
of Jane Cambridge is also created to show what weakness she had and measures or initiatives
which improves her weaknesses. Professional development plan of Jane Cambridge is as follows.
Skills to be
improved
Current status Future status Mitigating
strategies
Time frame
To improve use
of excel
spreadsheet
Her current status
is that she only
knows basic
spreadsheet work.
She not as
effective in doing
Future status is
that she needs to
improve her work
on spreadsheet
which require
effective
To mitigate this
strategy Jane will
take proper
coaching
regarding use of
excel in preparing
6 to 7 weeks from
the starting date.
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spreadsheet work
in recording data
and information.
calculations etc. presentation.
To improve use
of database
Current status of
her is that she
does not know
use of database in
maintaining
employees'
records.(Mesoudi
and et.al., 2016.)
Future status is to
learn use of
database in
preparing
employees
records.
To mitigate these
strategies proper
use of database
training is to be
taken by her with
proper guidance
of seniors.
3 to 4 weeks from
the starting date.
To improve use
of specialist HR
software
Current status of
her is that she
does not know
use of HR
software.
Her future status
is that she needs
to learn use of Hr
software in
maintaining
company's
employee records.
To mitigate this
outcome proper
coaching from
effective
institution will be
taken by her.
2 months from
starting date.
To improve draft
of contract of
employment
Her current status
is that she is not
providing proper
draft of
employment
contracts to
employees which
dis-satisfy them
to work
Her future status
is that she needs
to provide draft of
contract of
employment to
employees in
proper time which
motivates them to
work.
To mitigate this
she needs to learn
time management
by developing
effective tools
which reminds
her of work.
(Armstrong and
Taylor, 2014.)
2 to 3 weeks from
the starting date.
To improve of
taking notes of
disciplinary
Current status of
this factor is that
she does not take
Her future status
is that she have to
take care of what
Mitigating
strategies for this
is that she take
4 to 5 weeks from
starting date
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hearing proper care about
the hearings
which higher
authority face and
not able to remind
them of next
hearing
hearing are
running in
company and to
remind about that
to higher
authorities in
proper time.
proper guidance
from seniors and
top authorities to
mitigate this
outcome
Training session
skills
improvement
Current status is
that she will not
able to develop
effective training
session for
employees to
motivate them
regarding their
work
Future status of
her is that she
needs to develop
timely training
session to
employee which
motivates them to
work
To mitigate this
outcome she will
take proper care
about what
training is to be
provided in taking
consultation with
managers.
2 to 3 weeks from
starting date.
To improve
resolving problem
skills
Her current status
is that she is not
as much effective
in taking decision
regarding
problems of the
company
Her future status
is that she needs
to improve
resolving problem
skill which helps
her to take
effective
decision-making.
To mitigate this
strategy she will
learn different
theories which
provides details
of to measure
problem solving
skills
2 to 3 weeks from
starting date.
To improve in
taking interviews
Current status is
that her
communication is
not as effective in
taking interviews
of the candidates.
Her future status
is that to make
strong
communication
skill which help
her in taking
To mitigate this
outcome she will
improve her
communication
skill by taking
proper coaching
1 to 2 weeks from
starting date
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effective
communication of
candidates.
Improvement in
advertising HR
issues.
Her current status
is that she does
not about issues
which are banned
in doing
advertising.
Future status of
her is that she will
learn what are
such issues which
is banned in
doing
advertisement.
To mitigate she
will take proper
guidance of
seniors.
3 to 4 weeks from
starting date
P3. Difference between organisational learning and individual learning and between training and
development
Organisational learning is the bridge which provides working with innovation whereas individual
learning is the self- development process. Difference is as follows.
Organisational learning Individual learning
It is the bridge between working and
innovation. Organisational learning and
individual learning inter depend on each other.
Self motivation of individuals to learn
something new is individual learning.
This learning includes creating and sharing
knowledge within corporation.
It is the ability of person to learn something
new.
Organisation learning is the process of creating
environment for employees to increase their
knowledge and skills.
In this learning individual take feedback of
work from managers regarding their errors and
try to improve that errors from individual
learning.(Mesoudi and et.al., 2016. )
Difference between training and developmental
Training is a short term process under which employee get chance to improve their skills
and knowledge which required in their specific job. Development is long termed educational
process which helps in develop overall performance of the organisation.
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TRAINING DEVELOPMENT
It is a long term process which used by
employee to develop skills and knowledge
which required in doing specific job.
It is a long term process which is used by
employee to achieve overall growth in doing
specific job.
Training activities mainly focus on present
needs which needs to be improved.
Development is the process of developing
future needs which needs to improved in
achieve growth.
This process done to achieve productivity in
both quantitative and qualitative manner. It is
created to achieve group success.
Development is individual growth process
which generally created for employee own
success.
P4. Need for continuous learning and professional development for sustainable business
performance
For the achievement of growth, continuous learning plays an important role for the sustainable
business performance. Continuous learning helps both organisation and to both employees which
helps them to achieve effective work performance.(Bolden, 2016.) This is the self learning
process which aims is to provide growth in professional life of employees and growth for
organisation as well. Professional development helps in providing strength and weaknesses of
particular employee and for organisation too which improve weakness and convert it into
strength. Certain points are-
Remain relevant this provides an employee to remain relevant with particular trends running in
market and to remain active in developing skills which required to be improved.
Prepare for unexpected continuous learning help individuals and employee to prepare for
unexpected changes which come sudden. This factor take employee on developing opportunities
which enhance their growth.
Develop leadership skill this behaviour of the employee makes them strong different from other
employees working in industry. Continuous learning in leadership skill makes employee
professionally strong to achieve effective organisational objectives.(Megginson and Whitaker,
2017.)
8

Improves personality continuous learning helps in improving personality of employees which
helps them to achieve overall growth in organisation.
Retain employee professional development helps in retaining employee because it is a
continuous process of learning which helps employees to improve their skills and knowledge.
Change way of thinking professional development helps in focusing on strength and weakness
of employees which changes their way of thinking which helps them to achieve growth in
organisation.
These are some points which shows to sustain overall performance of business continuous
learning plays an important role to achieve that in organisation.
P5. Contribution of high-performance working for employee engagement and competitive
advantage
Employee engagement will always lead to customer engagement which in turn useful for
success of business enterprises. It can be more effective with following figure:
With this figure it can be clearly suggested that employee engagement in organisation
will always result in commitment of employees, their loyalty towards organisation, alignment
with goals and objective of organisation, satisfaction of employees and retention of talent and
productivity. Therefore, following points will identify factor which require for engaging
employees-
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 a friendly organisational culture for employees
 meaningful work
 good support from managers and co-managers
 By developing adequate resources for performing job.
 Development of culture which have trust, respect, integrity and learning.
 There must be a positive employee relations with higher authority.
For getting employee potentials, there are some points by which employee engagement will get
established.
Know them: to retain employee, leaders have to be familiar with them just like
customers. By developing positive work culture, leaders have to win heart and minds of
employees.
Grow them: develop workforce which is challenging and developing. Employees likes to
learn and enhance their job role to provide commitment.
Inspire them: leaders have to establish emotional connection with employee so that they
work with full motivation for achieving growth of organisation.
Involve them: to retain employees leaders have to communicate clearly so that they will
able to act in accordance with them.
Reward them: timely reward in functioning of job to employees will always encourage
them for working hard and to take challenges of organisation for meeting organisational
objectives.
High performance working is a system used in Greenergy organisation to motivate
employee by giving some reward in their working to achieve overall organisational objectives.
(Buchanan, and McCalman, 2018.) This process is done to retain employee which is providing
good services to organisation. Diagram which shows high-performance working in organisation
are as follows.
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High performance working in Greenergy organisation helps in building effective performance
for both groups and teams of the organisation. Certain points which shows high-performance
working for employee engagement are as follows.
Defined mission and goals
High performance working helps to provide clear understanding company's mission and
goals which helps in building effective teams, goals and roles.(Marin, 2014.) This high
performance teams are social entities which work to achieve common goals of the organisation
they may be short term and long term goals. By creating high-performance in organisation
mission and goals of the entity achieve successfully with proper coordination and in proper time.
Create mutual trust among leaders
High performance working generally helps in establishing leaders which provides
effective team work from employee of the organisation. Work of leader in organisation is to keep
purpose, goals appropriate and to build confidence and motivation among employees to achieve
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Illust
ration 1: high performance working
source:(Unleashing the power of teams to deliver superior
customer value,2014)

organisational objectives, this performance leads to create mutual trust between leaders and
employee of the organisation.
Build effective communication
Communication process is the essential part of high-performance working. Teams of
high performance aims to do effective communication among employees which helps them to
get work with proper coordination and timely achievement of objectives.
Power and empowerment
Empowered work among teams increases ownership which provides an opportunity
among employees to develop new skills and knowledge which boost their project interest and
provides effective decision making in the company as well as it helps in establishing competitive
advantage of organisation.(Sessa and London,2015)
These are some points which are used by Greenergy organisation to develop effective high
performance working which helps in achieving objective goals of the organisation.
P6. Different approaches to performance management and their contribution in support of high-
performance culture and commitment
Greenergy applies performance management approach to see employee performance in the
organisation. This performance management process done by analysing contribution of work
which is provided employee to achieve firm' overall growth and success. This process also
utilised to generate employee performance appraisals conveyed to employee at time of providing
this appraisal. Different approaches are-
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comparative approach of measuring performance
This technique used by organisation to compare one's performance to other in the group
to provide ranking on employee’s performance.(Dey and Giri, 2017.) Certain technique used in
this approach are paired comparison, graphic rating and forced distribution. Forced distribution
technique used in organisation to measure top performer in entity. By giving guidance top
performer get chance for promotion in company and to poor performer another chance has
provided.
This helps in achieve high performance culture and commitment in organisation because
employee feels motivated when they get promotion in company for their work performance and
work with full efficiency to achieve objectives of organisation.
Attribute approach of measuring performance
In this approach of measuring performance employees are rated on given set of
parameters. Such would be problem solving skill, teamwork, communication, judgement,
13
Illustration 2: approaches of performance management
source:( Approaches for measuring performance of
employees,2017)

creativity and innovation. In this approach two methods are used that is Graphic Rating and
Mixed Rating. In graphic rating employee given rating on the basis oh highest to lowest (1 to 5).
By this approach high-performance working improved because this rating makes
employee motivated to work in organisation.
Behavioural approach of measuring performance
This approach used by Greenergy organisation to measure behaviour performance of
employee in organisation. This approach done by using BARS technique and BOS techniques
which used in measuring behaviour of employee.
This also helps in establishing high-performance working in organisation as these
techniques provide performance behaviour of employees which makes them work with full
motivation.
Result approach of measuring performance
This approach used by organisation to give rating to employee on the basis of there
performance results. This approach helps in convert strategies into operations. In this two
techniques are used that is balanced scored and productivity measurement and evaluation system.
This technique used by organisation to see result performance of employee by focusing
their perspective that is financial, customer, internal operations and learning and growth. (Mone
and London, 2018.)
Quality approach of measuring performance
This approach used to satisfy customers by reducing any errors which reduce service
quality. In this approach both personal and system factors are analysed. This approach provides
skills like problem solving through team work or use of multiple sources which increases
performance quality.
This technique used by Greenergy organisation to improve quality of work which
provided to customer so that it satisfy them and help to make customer loyal base in
organisation.
Conclusion
From the above study it can be concluded that developing individuals, teams and
organisation is the important process of HR professionals. This report studied appropriate
knowledge, skills and behaviour that are required by HR professional in organisation. After that
an analysis is done on the personal skill audit of Jane Cambridge and her professional
14

development is also created in this report. Further more, in this report an explanation of
differentiation is given on organisational learning and individual learning and between training
and development. Needs for continuous learning and professional development is also explained
in this report. After that in this report need for high-performance working on employee
engagement and different approaches of performance management is explained.
15

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bolden, R., 2016. Leadership, management and organisational development. In Gower handbook
of leadership and management development (pp. 143-158). Routledge.
Buchanan, D.A. and McCalman, J., 2018. High performance work systems: The digital
experience. Routledge.
Butler and et.al., 2017. Developing self-regulating learners. Pearson Canada Incorporated.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Megginson, D. and Whitaker, V., 2017. Continuing professional development. Kogan Page
Publishers.
Mesoudi and et.al., 2016. The evolution of individual and cultural variation in social
learning. Trends in ecology & evolution. 31(3). pp.215-225.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Otte and et.al., 2017. Development and validation of the REMINT: a reflection measure for
individuals and teams. European Journal of Work and Organizational Psychology. 26(2).
pp.299-313.
Serrat, O., 2017. Building a learning organization. In Knowledge solutions (pp. 57-67). Springer,
Singapore.
Sessa, V.I. and London, M., 2015. Continuous learning in organizations: Individual, group, and
organizational perspectives. Psychology Press.
Online
Dey, A., and Giri, I., 2017. Approaches for measuring performance of employees. [ONLINE].
Available through <https://www.projectguru.in/publications/approaches-measuring-
performance-employees/>
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Marin, J.E., 2014. Unleashing the power of teams to deliver superior customer value.
[ONLINE]. Available through <https://www.linkedin.com/pulse/20140713174407-
67703279-unleashing-the-power-of-teams-to-deliver-superior-customer-value>
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