HR Report: Developing Individuals, Teams, and Organizations (Hamleys)

This report, focusing on Hamleys, a multinational toy retailer, delves into the essential knowledge, skills, and behaviors required by HR professionals. It includes a professional skills audit and the creation of a development plan. The report distinguishes between organizational and individual learning, training, and development, emphasizing the need for continuous learning to improve business performance. It further explores how high-performance work contributes to employee engagement and competitive advantages. The report uses the SWOT analysis to identify the strengths, weaknesses, opportunities, and threats and provides a personal development plan to address the weaknesses. The report also analyzes the differences between organizational and individual learning, training, and development. The ultimate goal of the report is to show the significance of continuous learning to improve the company's performance.

Developing Individuals
Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
P1 Determine appropriate and professional knowledge, skills and behaviour that are required
by HR professionals....................................................................................................................1
P2 Professional skill audit for identifying appropriate knowledge, skills and behaviours and
develop professional development plan .....................................................................................2
P3 Difference between organisational and individual learning, training and development........4
P4 Need for continuous learning and professional development to drive sustainable business
performance ................................................................................................................................5
M1 Detailed professional skills audit and professional development plan which demonstrates
evidence of personal reflection and evaluation ..........................................................................6
M2 Apply learning cycle theories to critically analyse the importance of implementing
continuous professional development.........................................................................................6
SECTION 2......................................................................................................................................6
P5 How HPW contributes to employee engagement and competitive advantages.....................6
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation.......................................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Development is important within an organisation in competitive business environment. In
addition to this, it is requisite to manage continuous development of team, individual as well as
organisation in working environment for performing operations in high manner (McEwen and
Boyd, 2018). This report is based in Hamleys which is oldest multinational toy retailer at global
level. It was established in 1760 and founder was William Hamley in High Holborn, London. It
will be going to discuss appropriate professional knowledge, skills and behaviour in relation of
HR professionals. Along with this, professional skill audit will conduct for determining
appropriate knowledge, skills and behaviour as well as professional development plan will
design. Furthermore, difference within organisational and individual learning, training and
development will elaborate along with need of continuous learning and professional
development for driving sustainable business performance. Moreover contribution of HPW in
employees development and gaining competitive advantages will be going to explain.
SECTION 1
P1 Determine appropriate and professional knowledge, skills and behaviour that are required by
HR professionals
HR Advisor play essential role in conducting business activities in appropriate manner.
For HR Advisor it is essential to have required skills, knowledge as well as behaviour as it will
help in conducting overall task within better manner and gaining positive outcomes. There are
several skills, knowledge and behaviour which is needed by Human resource Advisor for
conducting activities in Hamely's within effective manner. These are as follows :-
Knowledge
 Payroll/ compensation & benefits – HR manager need to have knowledge related to
payroll, compensation and benefits because it provide them assistance in updating HR
changes logs (Hedman, 2016). This will result in accurately reflecting leavers, absences
as well as any other changes. It is crucial to maintain record of employees for conducting
activities in better manner.
 On-boarding and induction – It is important to have on-boarding and induction related
knowledge in HR Advisor as it provide assistance to them in inducting new candidate.
Along with this, it also assist in interacting with existing employees and new.
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 Human resource knowledge- It is identified that HR manager should have knowledge of
their field so that they can perform all the duties and responsibilities accordingly.
Skills
 Communication skills – It is one of the major skill which required in HR manager as
this provide assistance in performing business activities in better manner. Moreover,
communication skills will help in maintaining employees relationship in better manner
and assist in developing good environment in company.
 Decision making skills – It involve capabilities of person for taking appropriate and right
decisions making which is important for company (Schulze, 2016). Moreover, decision
making skills of Human resource manager assist in determining and analysing several
elements for effectual decision making in relation of organisational growth.
 They should be able to provide that much quality of people so they increase productivity
of organisation that helps to accomplish their goals and objectives.
Behaviour
 Transparency and trustworthiness – Behaviour of HR Advisor have to be
trustworthiness and transparent which is important as it support in building strong
relation among employees.
 Employees engagement – This has to be in behaviour of HR Advisor as it will provide
assistance in involving each and every employees within their activity. Along with this,
such behaviour of HR Advisor make employees comfortable as well as they feel like part
of company.
HR manager should have some courage and curiosity so that they can perform all duties and
achieve their targets (Moussa, McMurray and Muenjohn, 2018).
P2 Professional skill audit for identifying appropriate knowledge, skills and behaviours and
develop professional development plan
For HR Advisor it is essential to determine several skills and capabilities which is
required for developing strategies in relation of personal growth and development. The
organisation has many employees and they need to understand the behaviour of employees. They
have different skills that are important for the success of the organisation and they will make the
strategies of the organisation.
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The knowledge, skills and behaviour of the employees are important for the organisation
to analyse because they help the organisation in increasing the performance. The HR of Hamely's
should have skills for Payroll/ compensation & benefits and On-boarding and induction.
The Knowledge, Behaviours and Skills of the HR in Hamely's- It is important to have
several skills in HR Advisor which provide them assistance in conducting daily activities within
better manner. Communication skills will provide assistance to HR in interacting with employees
in effective manner as well as they will be able to take induction of new candidates and provide
them information related to organisation in better manner.
In relation of same SWOT analysis tool will be helpful as it assist HR Advisor in
determining there strength, weakness, opportunity and threats for making personal development
plan in better manner (Norcross, 2018). Explanation are as follows :-
Strength
I have several skills which are my strength and provide assistance to me in performing
role of HR Advisor in better manner. My strength are Communication skills, knowledge of on-
boarding & induction as well as proper idea about compensation and other benefits.
Weakness
These include area which create hindrance for me in performing HR Advisor job role in
better manner. It is important for me to take major steps for developing those skills in which I am
weak because it will create difficulties for me in performing HR Advisor job role. My major
weakness are decision making skills, employees engagement a well as not good in taking
employees induction. Although, these are major weakness which create issues for me in
performing HR Advisor job roles in effective way.
Opportunity
My strength will provide assistance to me in gaining several opportunities as well as I
will be able to perform job role of HR Advisor in better manner. Along with this, compensation
and other benefits which are important for employees related knowledge help me in making staff
satisfy and building good image of Hamely's (Akhnif and et. al., 2017).
Threats
My weakness results as threat for me as well as it is important to take major steps in
relation of same so, that my job role i.e., HR Advisor in Hamely's will not suffer. Due to
inappropriate decision making skills I will not able to take important decision which are essential
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for performing HR role. Along with this, employees engagement is also my weakness due to
which I am not able to involve each and every staff in activities of Hamely's.
It is important to overcome with above mention weakness in effective manner because
these become threat for me in performing my HR Advisor job role in Hamley's (Meng and et. al.,
2019). Thus, to overcome with these skills Personal development plan will design. Explanation
are as follows :-
Personal development plan
What are
my
developmen
t objectives
Priority What activities do
I need to
undertake to
achieve my
objectives?
Support sources to
achieve my
objectives
Target
date
Actual
date
Decision
making
skills
It is on high
priority
because
several
decision is
required to be
taken
Develop some
hypothetical
situation and take
decision in relation
of that will provide
assistance in
developing
decision making
skills.
Take part in
decision making
activities on daily
basis because this
will provide
assistance in
developing decision
making skills.
15th
November
2020
10th
November
2020
Employees
engagement
It comes with
moderate
priority
because
employees
engagement
can be conduct
by leader and
manager.
It is important for
me to learn way of
engaging
employees as well
as areas in which
they will be able to
get staff engage in
daily activities of
company.
To learn different
strategies related to
employees
engagement because
it will provide
assistance in
developing
respective skills in
better manner.
20th
November
2020
15th
November
2020
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Employees
induction
It also come on
high priority
because
employees
induction is
major role of
HR advisor.
Through
implementation of
every steps related
to employees
induction as well as
things which are
involved in it I will
be able to learn
employees
induction ways.
By using online
sources I will be
able to learn
employees
induction.
12th
November
2020
10th
November
2020
P3 Difference between organisational and individual learning, training and development
Organisational and individual learning
Basis Organisational learning Individual learning
Concept Organisational learning is the
procedure of creating, retaining as
well as transferring knowledge
within organisation (Marasi, 2019).
Moreover, most common ways of
organisational learning is learning
curve. It is basically a learning
program that involves a whole
environment of organizations not
concentrated on one person.
Individual learning is the procedure
which includes modification in
behaviour of particular person.
Although, individual learning is
beneficial only for specific person. It
is the program in which only one
person is focused for training and
learning that helps to improve their
work performances.
Motive Contracted through the organization. On one's particular person initiatives.
Impact Modification of structures as well as
process within the organisation or
subunits.
Changes within behaviour of
individual person (Scott and
Wildman, 2017).
Training and development
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Basis Training Development
Nature Training is related to enhancing
skills which help in conducting
particular job role (Dong and et. al.,
2017).
Development is related with growth
of staff members in all respects.
Level of
personnel
Training mainly utilise in relation of
operative staff members.
Development mainly utilise in terms
of executives, professionals as well as
managers.
Orientation Training is related to job oriented. Development is related to career
oriented (Fausset and et. al., 2017).
Duration Training is short term in duration Whereas, development is long term
duration process.
P4 Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning is procedure of learning new knowledge as well as skills on an on-
going basis. Moreover, continuous learning comes in several forms such as from taking formal
course to casual social learning. This includes self-initiative as well as taking challenges. In
relation of Hamley's continuous learning is important for staying competitive at global
marketplace that simply means organisation has to be innovative, adaptive as well as ever-
changing. Although, accomplishing this is totally depended on skills as well as knowledge of
staff members. Apart from this, in simple term it can be said that continuous learning result in
sustainability of Hamley's business performance because employees conduct operations with
latest knowledge and skills which will provide assistance to them in making customer satisfy and
long term sustainability of business in market area (Lin, Chiu and Liu, 2019). In addition to this,
there are several advantages which HR advisor will gain through continuous learning such as top
performer, career development, Licenses or certification, promotion or incentives, personal
enrichment, stay marketable and many more.
Professional development is related to instructions which result in developing as well as
improving skills for meeting needs of individual in better manner. In addition to this, by
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implementing professional development activities it will be easy for particular person to learn
different skills which required for conducting job roles in better manner. If employees of
Hamley's are developed in proper manner then it will provide assistance of them in long term
sustainability of company through making customers satisfy and conducting operations in better
manner. For instance, get training on continuous basis continuous basis and then practice these in
daily activities because it help in learning things in better manner. After that, employees must
have to take feedbacks from other top management which result in better professional
development (Panda, 2018).
M1 Detailed professional skills audit and professional development plan which demonstrates
evidence of personal reflection and evaluation
Professional skill audit as well as professional development plan is related to developing
skills and knowledge within individual which will provide assistance in accomplishing desired
goals and objectives in better manner. Along with this, professional development plan help in
developing skills which is important for gaining effective outcomes in better manner.
M2 Apply learning cycle theories to critically analyse the importance of implementing
continuous professional development
Kolb learning style – This theory is effectual in analysing distinct stages by that individual can
develop learning. Respective learning theory have 4 major steps which are mention below :-
 Concrete experience – By this stage it has been stated that learners can learn by their
experience as well as by conducting any task or field work.
 Reflection observation – In involves that leaner will able to learn by their own
observation.
 Abstract conceptualization – It is third stage in that leaner will attempts to learn
through conceptualization theory in relation of own observation.
 Active experimentation - This is last stage and in this learner will try to test model in
order to develop own experience.
Above mention theory effective as it provide assistance in continuous profession development
plan for specific person.
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SECTION 2
P5 How HPW contributes to employee engagement and competitive advantages
High performance working is effectual system which is advantageous for employees in
motivating as well as encouraging them to accomplish desired goals and objectives (Meeus,
Cools and Placklé, 2018). In addition to this, HPW is the practices which assist in enhancing
capacities of business firm to attract, select, hire as well as retaining employees with high
performance in company. In relation of Hamley's High performance working generally utilise for
creating value in firm through reducing cost at same time also by improving level of
productivity. In relation of same, it is responsibility of HR advisor to keep performance of staff
high through providing guidance and assistance. Although, higher performance workers are
working in respective company within pandemic situation of COVID-19 which are mention
below :-
 Employees engagement In pandemic situation high performance working is
advantageous because it assist in keeping employees engage towards company as well as
their job activities. Although, workers are reading for contributing in accomplishing
predetermined targets in better manner. In this pandemic situation, it is analysed that high
performance working is very necessary for growth and success of organisation that can
be get through employee engagement technique.
 High productivity – When staff members are performing their job roles in effective
manner and results in accomplishing desired objectives. Then it will be only possible
when Hamley's employees perform their activities in better manner and result in
satisfying job activities. High productivity of staff members results in gaining long term
sustainability for business. To overcome with COVID-19 affect, high productivity is
much needed in the organisations so that they can gain again their positions in market.
Transparency within communication – High performance working is the practices which gives
support to business firm within developing efficiency of staff. So, that they will able to perform
in effective manner and accomplish targets effectually. In relation of same HR advisor of
Hamley's provide information related to strategies and plans which they execute in COVID-19
situation. Along with this, HR advisor will utilise effectual communication tools which help in
interacting with workforce as well as assist in understanding their views (Raw and Robson,
2017). This results in wide contribution within staff performance in company. It helps to make
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transparency so that organisation didn’t suffer from much because it already gets suffered from
COVID-19 affects.
M3 Analyse the benefits of applying HPW with justifications to a specific organisational
situation
High performance working is effectual system which is advantageous for employees in
motivating as well as encouraging them to accomplish desired goals and objectives. In addition
to this, there are several advantages which Hamley's Company will gain by applying HPW in
their working such as employees engagement, transparency within communication as well as
high productivity.
CONCLUSION
After going through overall discussion it has been concluded that, development is
essential for every individual because it provide assistance in developing skills and knowledge.
Along with this, it help in achieving daily basis task allocated in organisation in better manner. In
relation of same PDP plan assist to particular person inflating own competencies for developing
their personal and professional skills which required for company. Along with this, SWOT
analysis provide assistance in analysing strength and weakness so, that individual can design
professional development plan for converting weakness into strength.
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REFERENCES
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Marasi, S., 2019. Team-building: Developing teamwork skills in college students using
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McEwen, K. and Boyd, C. M., 2018. A measure of team resilience: Developing the resilience at
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Production Research, pp.1-14.
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Cogent Business & Management, 5(1), p.1475047.
Norcross, M. A., 2018. Developing a measure for humble team culture and exploring its impact
on performance. Benedictine University.
Panda, A., 2018. Experience-centric leadership development process: challenges and way
forward for organisations in India. International Journal of Indian Culture and Business
Management, 16(1), pp.99-116.
Raw, A. and Robson, M., 2017. Besieged by Inappropriate Criteria: Arts Organisations
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