HR Skills, Behavior, and Personal Skills Audit Report

This report, focused on 'Developing Individuals, Teams, and Organizations,' delves into critical aspects of Human Resources (HR) management. Task 1 explores essential HR skills such as communication, recruitment, and conflict management, emphasizing the importance of legal and media communication knowledge, along with adaptable and ethical behavior. It includes a personal skills audit of an HR officer, Jane Cambridge, highlighting her strengths in IT knowledge and team development, while identifying weaknesses in drafting employment contracts and problem-solving. Task 2 examines the contributions of High-Performance Work systems (HPWS) to employee engagement and competitive advantage and outlines various approaches to performance management. The report underscores the need for continuous learning and professional development, vital for adapting to the evolving demands of the HR field. This document, available on Desklib, provides a comprehensive overview of HR practices, making it a valuable resource for students and professionals alike.

DEVELOPING
INDIVIDUALS,
TEAMS AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 HR skills, behavior and knowledge...................................................................................1
P2 Personal skills audit for HR professionals.......................................................................3
P3 Differences between organizational and individual learning; training and development. 8
P4 Need for continuous learning and professional development...........................................9
TASK 2..........................................................................................................................................11
P5 HPW contribution in employee engagement and competitive advantage.......................11
P6 Approaches to performance management.......................................................................12
CONCLUSION..............................................................................................................................14
REFRENCES.................................................................................................................................16

INTRODUCTION
TASK 1
P1 HR skills, behavior and knowledge.
In order to expand business at international level, it is necessary for organisations to think
about evolving new strategies along with teams. Moreover business ethics, employees
performance, productivity level, promotional strategies, conflicts management, training and
development programmes are the important part of an organization (Raes and et. al., 2015). So
company seeks a well experienced HR manager who can implement strategies, to promote
equality, administrative activities, interpreting company's law and employee's compensation
plans.
Required HR skills: In HR profession deals with various challenges in organisations of
UK. Company looking after given below skills:
Communication skills: It refers to listening capacity, correct body language, friendliness
behave toward confidence, empathy, and open minded that assist in maintaining better
relationship with subordinates, peers group, as well as seniors. HR manager involves and
communicating with all department so they need to good communication skills.
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Recruitment and selection: Another skill of HR manger is to handling recruitment
process with their assistants. An effective procedure will hire to most appropriate candidates for
right place and at the right time.
Conflict management: Sometimes employee has many demands and arguments with on
particular subject so HR manager solves their problems through runs feasible plans and welfare
programs (RaeWang, 2015). These were the essential HR skills that raise the internal succession
as well as external.
Knowledge of HR : In big companies required HR manager who have adequate knowledge in
all relative subjects because they are responsible for many activities at the same time. It includes:
Legal knowledge: HR manager should know about all legal aspects of company for
example affordable care act, consolidated Omnibus Budget Reconciliation Act, Health insurance
portability act and so on all these are related to employee's benefits. Moreover it includes the
knowledge of immigration law, occupational safety law and wages and hours of working along
with execution of these laws in proper way.
Personnel and human resources: This is essential in HR job responsibilities to know
about adequate planning of organizational recruitment and selection process, compensation and
other benefits plans, negotiation ability, manage to information system within an organization.
These kind of knowledge assist to satisfying employees as well as company.
Media communication: This knowledge of HR manger helps in gathering adequate
information on time. it involves multiple ways through by this HR manager can receives review
from social networking area that will help in decreasing all recurring errors.
HR Behaviour:
Company deals with various unpredictable critical circumstances so manager need to
know how to behave and lead to employees. Here experts use their competencies such as adopts
challenges, responsibilities, feasible plans, commitments, and accomplish goals in ethical manner
(Poksinska and et. al., 2013). This behaviour competency also helpful in attracting customers,
public image, recognition by proper response.
Such as:
Adaptability: In general, manager need to adjusts plans accordingly and execution of
strategies in complex situations for fruitful results. It motivates to adopt changes in environment,
develops flexibility in working life, and create message to work effectively. This feature of
managers, contribute to counselling, training programmes in recurring problems.
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Business ethic: HR manager should know what is right and what is wrong, it is directly
related to moral principles and social values. Their ethical behaviour influences to employees as
well as potential customers by right decisions, company policies, and quality in products that
creates a better image in customer's eye (Nissen, Evald and Clarke, 2014). HR manager should
conscious on duties of taxes regularly, accounts auditing activity, fair compensation plan to
employees, and avoid bribe, illegal, unscrupulous, evil means, exploitation, monopoly, secret
agreements within an organization.
Optimum utilization of resources: Management priority is to provide resources for
production practices. As these activities are performed when proper availability of informant. HR
needs to develop skills to working people in organization to achieve targets. Resources are
uncertain required to use properly in accurate manner. Role of HR is to reduce production cost
and generate high revenues. Usage of right material at correct place with full of efforts. Hence
forth HR of any enterprise have authority to over look all the action less activities and convert
them into productive conditions.
P2 Personal skills audit for HR professionals
Personal skills audit is a procedure in which individual will analysis own strength and
weakness. HR plays vital role in every organization to deals with employees efficiency and to
generate revenues and achieve targets. To beat competition people have develop self knowledge
through this rating method because it's difficult to judge weakness and recognize strength. This
practice take place in large organization like , HR plays key role to develop employee as this
company deals with retailer market (Huczynski and et. al., 2013). Dealing with customer is
difficult task HR needs to conduct activities to enhance workers appearance and communication
skills. Proper allocation of resources according to customer demands individual has to be
prepared from HR of . Thus, according to this methodology individual will develop own pros
and cons. Here, task is regarding assessment of the skills and behavior of an employee Jane
Cambridge for the role of HR officer.
STRENGTH
INFORMATION TECHNOLOGY KNOWLEDGE: To beat competition in modern
world every organisation need to be updated with technology. Jane Cambridge has inner quality
to face challenges in dynamic environment as technologies are modifying day by day. Her
knowledge related to management field specially in technology she is wonderful. She has various
techniques to achieve enterprise goal.
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TEAM DEVELOPMENT: As every individual has it's own perception to handle
situations. Jane Cambridge managing whole organisation task and showing team spirit by
helping other workers to accomplish goals and objectives. She always act like team leader,
voluntarily achieve targets quicker and easier (Nancarrow and et. al., 2013). By performing
many activities team building could be strong. Pre planning then organisation, staffing, directing
and controlling according to conduct plans will enhance team spirit with in workers. Her own
taking initiative of completing working in team will helps in accomplish objectives effectively
and efficiently.
WEAKNESSES
DRAFTING CONTRACTS OF EMPLOYMENT: Employee of every organisation plays
vital role to enhance productivity in order to attain profits. To make worker satisfied there are
some laws in every country which has to be performed. Assessing Jane Cambridge, she is
leaking for her knowledge related to rules and regulations. To over come these this weakness
she needs training sessions to understand contracts. Implementing laws in normal life she require
to be skilled to utilize employees laws like Discrimination Act(1948) and Equity Act(2010). In
this regards due to inappropriate knowledge of statutory are weak points she want to develop
(McCormack and et. al., 2013).
PROBLEM SOLVING SKILLS: Organisation deals with various man power,manager
have to control all issues. Weakness faced by Jane Cambridge, that she can't make good verbal
communication to resolve individuals issue. Sometimes she cannot handle difficult problems
occurred between people working in organisation. Her ability is to help others in their work but
she cannot indulge herself to solve disorder selective situations.
Thus, in order to over comes her weaknesses she need to take some learning and training
sessions. This would help in improving and developing her skills and ability in required fields.
Abilities Very Good Good Adequate Little or no
experience
Skills
associated to
information
technologies
4

Usage of MS word ✔
Usage of MS excel ✔
Usage of data as
well as information
✔
Usage of Internet ✔
Usage of E- mail ✔
Usage of Power
point
✔
Usage of HR
specialist software
✔
Abilities Very Good Good Adequate Little or no
experience
Communicati
on ability
Draft
contracts
which are
connected to
occupation
✔
Written down
notes which
are linked
with
disciplinary
processing
✔
Formulation
of reports
✔
Evolve
materials
which will aid
at the time of
presentation
✔
Render
training as
✔
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well as
development
programs
Sort out
conflicts
✔
Interview ✔
Give advise
on those
difficulties
which are
linked to
Human
resource
✔
2 Conflict solving
4 Time
management
Skill Very Good Good Adequate Little or no
Experience
Problem
solving
abilities
Easily handle
tangled data
and
information,
an effectual
verbal
reasoning
abilities and
in addition
select
adequate info
which help in
problem
solving
✔
To sort out
issues
effectually
person will
find out many
✔
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solution to opt
best from
them
Take
assistance of
other
individuals to
resolve
troubles in a
proper way
✔
Thus, after skill auditing, a personal development plan has been developed in order to
enhance required skills in given time-frame as shown below:
Serial
no.
Learning
objective
Current
proficien
cy
Targe
ted
profic
iency
Development opportunities Time
scale
1 DRAFTING
CONTRACTSO
F
EMPLOYEME
NT
3 5 It is necessary in large scale organisation
to develop according to labour laws. To
implement these legal rights Jane
Cambridge is unskilled, weak and need
classes to learn all contracts to be drafted
on employee's. To anticipate these laws
she need to be trained herself.
5 to 6
months
2 PROBLEM
SOLVING
3 5 Dealing with various individual in
organisation problem may arise to
resolve conflicts, Jane Cambridge is
leaking problem solution techniques. To
built these qualities she need to be
trained from superiors. To reduce
occurrence of conflicts and other issues
among employees in organisation on
regular basis. In this regard, Jane
Cambridge require to deal with top level
4 to 5
months
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authority and solve workers issues on
time, generate feeling of anger or
frustration to her that she is enable to
resolve issues.
P3 Differences between organizational and individual learning; training and development
Learning is a fundamental right of all individual, irresponsible of whether it is sensible or
not. Learning is process of gaining knowledge and expertise, that leads to change in stores
which occurs as a result of experience and increases the potential of improved performance and
future learning. On the other hand, technology or increased change in business environment and
situations is responsible for high needs of training and development to employees. Training is
necessary for individual development and progress of an organization, as it helps in motivating
employees (Harris, 2013). To compete in changing market trends or scenario , an organization
needs to acquire learning training and development to update their employees attitude, behavior,
working and retention. Individual learning and training is different from organizational learning
and development in following ways:
Organisational Learning Individual Learning
It is a learning process inside an organisation
of creating, retaining, transferring knowledge.
It is a continuous process in an organisation
improves with time change and experience
(Goodwin and et. al., 2014).
In stores, organisational learning is used as a
process that improves planning and process
of individuals as well as organisation.
It is a combination of attitude, values,
thinking etc. a person learn from his
surroundings and experiences.
It is a life-long process with respect to
change in time.
Individuals at stores, can learn from their
personal and professional environment as
well as from their experiences.
Difference Between Training and Development for Stores Limited:
Basis for
Comparison
Training Development
It is a learning process that provides It is an educational process that is
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Meaning
an opportunity for its employees to
develop skill, competency and
knowledge as per their job
requirement.
concerned with the overall growth
and improvement of the
employees.
Focuses on
Training focuses on short term
goals and for present situations that
arises in stores.
Development is long term
approach and targets on future
aspects of personal and
professional wrold.
Orientation Training is always job-oriented. It is career-oriented method.
Objective
Training is done to improve the
work performances of the
employees in stores.
Development is done to prepare
employees for future challenges
and crucial situations in internal
and external environment.
Source of
Motivation
Trainers plays an important role in
motivating employees. Effective
trainers can motivate more
employees in stores.
In development an individual is
itself responsible for their growth
and motivation in personal and
professional wrold.
The differentiation between individual and organisational learning, training and
development for stores limited helps in determining need of it to improve their overall
processes, performance and productivity. This also helps in planning and scheduling training
program for the employees.
P4 Need for continuous learning and professional development
Continuous learning is process of promoting existing skill-set on further expansion in
response to changing business environment and developments. Continuous learning is required
because of the following reasons:
Innovation: With lifelong learning an individual can actively participate in all business
operations and may give their innovative or relevant ideas for better results of organization. In
stores, continuous learning will provide their employees to make active participation in business
operations and performance with innovative ideas or suggestions (Manley and et. al., 2013).
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Remain applicable: It allow an individual to remain pertinent and relevantly updated.
This ensure awareness of new trends and adaptation of it in individuals and make them perfect
that they would not feel left behind. It is needful for all individual at stores to function
effectively and being valuable in highly developing technological world. This will also help them
in better career planning and development.
Enhance leadership skills: Lifelong learning in will not only helps one person but it also
help in developing leadership skills which then results into fostering continuous learning in
other individuals, by encouraging them to gain further education or knowledge (Erezand and et.
al., 2013).
Prepare for unexpected: Constant learning allow all members at limited to accept
sudden and unexpected changes. With continuous learning an individual will become proactive
and get direction and support in uncertainty. This also enable them to accept new opportunities
and step out of their comfort zone in unpredictable situations.
Behavioral change: This process of learning results in open mindedness and build
different perspective and attitude towards something already known. The more knowledge will
help in seeing different aspects of or sides of same situation and help them understand more
deeply. With lifelong learning employees at Whirlpool will feel more confident and have
positive perception for business situations.
Professional development for stores limited refers a framework that contribute in
improving professional skills, knowledge, abilities and overall efficiency of employees and the
company (Eime and et. al., 2013). This framework is planned arrangement of job training,
vocational expertise, and smoothening of occupational learning.
Improve efficiency: Professional development program at stores limited will enhance the
skills of employees and provide them opportunity to learn from other colleagues in training. This
development program is best for discussing or sharing experiences and thoughts where
employee can improve their efficiencies by learning new ideas and information.
Develop confidence: This development training at limited allows it to increase
confidence and trust among their employees and other members of company. This training work
on employees having lack of necessary skills and build confidence in them towards their work.
Increases retention: This development offers all employees at stores with an opportunity
of long term growth in same organization, which will affect the rate of retention of company
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