HR Skills, Development, and Performance Report - Morrison PLC

This report provides a comprehensive analysis of HR skills, professional development, and organizational learning within the context of Morrison PLC. It begins by defining the essential skills, knowledge, and behaviors required for HR professionals, followed by a skills audit and a plan for professional development. The report then evaluates the differences between individual and organizational training, learning, and development, highlighting the importance of ongoing learning for sustainable business performance. Furthermore, it explores how high-performance work systems (HPWS) lead to competitive advantage and employee engagement, analyzing the benefits of implementing HPWS within the organization. The report includes SWOT analysis, reflective statements, and practical recommendations to enhance HR practices and drive organizational success. It utilizes various figures and tables to illustrate key concepts and findings, providing a well-structured and insightful examination of HR management within a corporate setting.

Developing Individuals, teams and organisations

Table of Contents
Introduction......................................................................................................................................1
LO1..................................................................................................................................................2
P1 Determine the professional and relevant skills, knowledge, and behaviors needed for HR
professionals....................................................................................................................................2
P2 Evaluate a complete audit related to personal skills to discover relevant knowledge, abilities,
and behaviors and create a plan for professional development for a specific work role.................5
M1 Present a brief audit for professional skills which illustrate the proof of evaluation and
personal reflection...........................................................................................................................6
LO 2.................................................................................................................................................8
P3 Evalaute the variation between individual and organisation training, learning and
development.....................................................................................................................................8
P4 Evaluate the need for professional development and on going learning to constrain
sustainable performance of business.............................................................................................10
M2 Analyze the significance of adopting ongoing professional development using learning cycle
theories...........................................................................................................................................11
LO3................................................................................................................................................14
Organisational overview................................................................................................................14
P5 Demonstrate knowledge of how HPW leads to competitive advantage and employee
engagement in a given organizational context...............................................................................14
M3 Analyze and justify the benefits of implementing HPW in a given organizational context.. .15
LO 4...............................................................................................................................................17
Conclusion.....................................................................................................................................19
References......................................................................................................................................21

Introduction
Organizations are more likely to succeed when their employees tends to work efficiently and
productively. The organization may improve team performance while also benefiting individuals.
It promotes reciprocal support and learning, as well as a stronger sense of belonging and
commitment. Employee recruiting is included since it leads to increased production.
The development and skills plan will assist Morrison workers in identifying individuals who are
falling behind. The report will explain the competencies and build abilities at a lower level in
order to allow for excellent performance in the organization. The report for the HR professional
job will identify the effects of skill development.
Furthermore, the skill audit position will be defined in order to determine an individual's key
talents. The report will then carry out the plan for professional development so as to meet the
gaps in the Human resource professional position that have been identified. In the supplied
report, the personal SWOT evaluation and statement for self reflective will also be covered.
The influence of the abilities for high performance operating in Morrison will be identified in the
coming past. Finally, the techniques and solutions will be explored in light of Morrison's
background.
Figure 1: Morrison plc
(Source: thetimes.co.uk 2020)
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LO1
P1 Determine the professional and relevant skills, knowledge, and behaviors needed for HR
professionals.
Human Resource experts play an important part in the company by enabling many functions in
the organization through their employees. HR professionals are personnel in an organization who
are knowledgeable about HR policies, procedures, and main functions such as recruiting and
selection, and so on.
They select the most skilled individuals to complete their corporate activities. HR's function is
successfully supplemented by various talents, behaviors, and information. A table depicts an HR
professional's abilities, behavior, and knowledge.
Knowledge  Vision is significant
 Following rules of the employement
 Optimum use of resources
 Policies are created and updated
 Become Information Technology literate
Skills  Effective skills of communication
 Understanding the numbers
 Skills for solving problems
 Interpersonal relations
 Proficient of technology
 Responsibilities are assigned
 Authority of making decision
Behaviour  Taking risks
 Inspiring other people
 Flexibility
 Undertakings stores and fields
 Motivating others
 Challenging processes
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The part of knowledge encompasses the effectual sector of learning and deals with knowledge in
a variety of disciplines and activities within an organization. HR experts carry out employment
tasks such as recruiting and choosing employees with the help of the development process. The
primary goal of conducting knowledge is to accomplish the goals of many departments.
It will assist employees in completing their responsibilities while allowing for a substantial
amount of risk in workplace. The degree of inspiration at work is increased by rules and
regulations that support human resources and efficiently manage them. This will result in a more
favorable work atmosphere inside the organization. Skills are assured by demanding the ability
to finish the communication and coordinating procedure in one go. The HR department's most
important role is to get top level management and company colleagues to embrace new policies
and procedures.
HR professionals have a higher position since it is necessary for power of making decisions,
using the resource, and the ability to influence other workers to perform better. When HR
employs an excellent listener, the talents are increased and developed. It aids in the development
of lucrative assumptions for portraying their responsibilities to the developer.
The main behavioral characteristics encompass both soft and hard HRM practices for attaining
organizational goals. It is intended for use in a pleasant work atmosphere. The HR manager plays
a critical role in behavioral traits by influencing the atmosphere of the organization in a
pragmatic manner by engaging in HR behavior. It aids in the management of numerous activities
by encouraging employees to achieve corporate objectives. When an organization's behavior is
correct and adaptable, it helps to retain people for the long term.
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Figure 2: Knowledge, skills and behaviour
(Source: timboprof.com 2021)
SWOT analysis
Strengths: The ability to hold and control several responsibilities and duties while making sound
decisions.
Weakness: a lack of critical thinking, which leads to a lack of decision-making and, as a result,
an incapability to make important judgments for increasing performance.
Opportunities: HR abilities that are both hard and flexible will help you to handle worker
behavior and cultural diversity in the workplace.
Threats: The threat stems from the inability to manage a diverse workforce due to a lack of
coordination and communication.
Reflective statement
I have determined that I can easily manage the capabilities of human resource management for
company by employing best practices in communication and coordination operations. Basically,
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I lack decision making and critical thinking abilities, thus I am unable to make rapid judgments.
As a result, I should address this shortcoming by employing a diverse workforce and managing
them effectively. Developing an effectual team role is critical to meeting the firm's objectives. I
must also have certain abilities in personal growth and professional activity.
P2 Evaluate a complete audit related to personal skills to discover relevant knowledge,
abilities, and behaviors and create a plan for professional development for a specific work
role.
Personal skill evaluation
The report will produce a personal skills assessment for the function of an HR professional,
allowing an individual to be productive in the provided position. Essentially, it is a set of written
papers that clearly outline the abilities and how those skills are progressed.The audit plan is
being developed in order to determine the talents, skills, and behaviors that workers with the job
of HR professional should exhibit. There are several gaps in the abilities gained that may be
filled by strengthening the talents and making them helpful in professional development.
Skills advantages Goals Time set Problems and instruments
The HR manager assists in
organizing the conversation in
order to gain adequate access to
the lack of capabilities. While
discussing, it helps to understand
what difficulties people are
experiencing in the company.
Excellent interpersonal
and communication
abilities.
13 days The staff should be given a proper
training and development to
ensure that they are skilled and
competent. This may be
accomplished through the use of
brainstorming, round table
conferences, and meetings.
The organization's purpose is to
provide help with learning and
development in order to achieve
the company's goals. These
programs will assist employees in
Improving problem-
solving abilities
Because the jobs are a
little more complicated,
the minimum necessary
days will be 15.
There are several issues in the
company that need be handled by
acquiring the necessary talents
and ensuring that they are
maintained in order to lead and
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gaining more experience and
learning.
stand out in a better market in the
future.
The Morrison firm may execute a
variety of activities, including
documentation, creating, and
simultaneously preserving an
individual's data.
Time management
precision.
The tasks listed below
can be performed in 10
days.
In case of absence of time
management in the company, it
can be detrimental to the
organization. It will put a halt to
the company's growth and
development. As a result, time
must be handled effectively and
each task must be planned ahead
of time.
Skills development may be
accomplished through the use of
programs and the strategy of
training people by enhancing their
capacity to think broadly.
Thinking abilities and the
development of foresight
abilities
The proposal need more
than 21 days to be
completed.
Right thinking abilitie should be
necessary for making successful
decisions and increasing critical
thinking abilities by developing an
effective strategy to align with
employees in setting firm and
personal goals and ensuring their
attainment.
Professional development plan
The plan for professional development assists the individual in performing their obligations and
ensuring their position as an HR professional. The present strategy entailed a series of actions as
well as defining the personal skills audit in order to improve the abilities more broadly. The
resources are also recognized as being utilized by the individual to direct the standards by
demonstrating whether the person has met the requirements or not.
M1 Present a brief audit for professional skills which illustrate the proof of evaluation and
personal reflection.
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Auditing skill for HR professional
KSBs Excellent Good Enough Limited Summary
Leading other
personnel
YES Incapable of guiding and inspiring
others
Rules of
employment
YES There is a lack of understanding of
new legislation.
Using
resources
YES Inability to use resources effectively,
causing costs to rise
Improving
skills of
interpersonal
YES Effective communication and ensuring
that others comprehend what is being
conveyed
Efficient
strategies
development
YES Policies may be readily created in
accordance with the government and
higher authorities.
Flexibility YES I can adjust my knowledge and
abilities to meet the needs of the
employee, but not always.
These abilities are required for the position of an HR professional in the organization. As a
result, it will aid in understanding the demands of businesses and improving their performance.
The above-mentioned abilities are lacking in the employee for the area of the HR professional. I
am not self-assured enough to inspire others, but I am self-assured enough to connect with them.
I have minimal legal knowledge, but I am capable of utilizing resources efficiently. But,
regrettably, I was unable to reap the benefits of it. I can increase the firm's competitiveness by
making it a market leader in the industry in the future.
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LO 2
P3 Evalaute the variation between individual and organisation training, learning and
development.
The most significant component is the learning and growth utilized for the critical success factor.
It contributes to increasing the employee's worth. Individual learning and organizational learning
are two forms of learning. Individual learning is the process of altering one's behavior and
expanding one's knowledge. Organizational learning, is defined as the acquisition of new talents
and skills as a result of individual learning. It comes in the form of real-world experience and
other business observations. Learning may take many forms, including competences and the
acquisition of new abilities. Within a firm like Morrison, every data is observed in order to
identify the task. Client experience and cooperation erode workers' social and communication
abilities.
Figure 3: organisation and individual learning
(Source: researchgate.net 2021)
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The workers are helped by individual learning in terms of encouraging them to achieve their own
goals and making them comprehend distinct hierarchical goals. Workers are prepared by HR
professionals, causing the employees to grasp many perspectives of the workers.
Hierarchical learning prepares employees to fulfill organizational objectives by making
assumptions and putting their skills to the test in order to contribute to the organization's success.
Morrison has been appealing their HR expertise for directing and conducting surveys with the
assistance of workers through various development and learning initiatives.
The assumption made by the clients might be right and appropriate since it will provide loyalty
and the advantage of long-term supportability achieved with the aid of the customer base.
Training and development, is the technical improvement of lower-level employees' skills.
Employees are given a specialized set of training to help them improve their unique ability.
Development, on the other hand, is a broader notion that includes training through improving
employees' soft and hard abilities. This assists the individual learner in creating fresh learning
from reflective onbservation, experiences, learning , observation, and a variety of other sources.
Organizational learning may be obtained in a variety of ways, including identifying strategy
failures and using past company experience. The extensive experience of the organization and
the employee's abilities are the primary sources of learning. Individual learning, on the other
hand, may be done and applied anywhere and at any time, whereas organizational learning is
specialized and time-bound.
There is a connection between the words where individual learning may be done based on
experience and increasing staff training and development. Individual learning, on the other hand,
does not require a long period of time. This offers a wide range of learning experiences for
employees and is regarded as the most important type of learning.
Employees have a proclivity to absorb skills and information in order to achieve an
organization's goals.
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P4 Evaluate the need for professional development and on going learning to constrain
sustainable performance of business.
Continuous development and learning aids in the enhancement program and satisfying consumer
demand. The notion of continual learning and professional development is critical for the
organization's success. Wide competition and the present Covid-19 epidemic had an influence on
rivalry among companies in the recent period of growing technology and globalisation.
Therefore it is necessary to stand distinctive in the line of firms so that they may survive in the
market. During the Covid 19 epidemic, it is critical for the company to maintain its competitive
position.
Because of evolving technology, there may be a demand for something fresh in the market, and
this provides the company's customers to make it necessary for the firms and staff to keep posted
with the new technology.
Figure 4: Continuous professional development
(Source: axelos.com 2021)
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