Developing Individual, Teams and Organisations Report for HR Advisor

This report analyzes the role of an HR Advisor at Hightown Housing Association. It begins by outlining the required knowledge, skills, and attributes for the role, followed by a personal skill audit and a professional development plan addressing areas for improvement in communication, decision-making, conflict resolution, and knowledge of policies and procedures. The report then differentiates between individual and organizational learning, training, and development, emphasizing the need for continuous professional development to drive sustainable business performance. Furthermore, it discusses the key elements of high-performance work systems and their benefits, along with various performance management approaches to foster a high-performance culture within the organization. The report underscores the importance of continuous learning, training, and development for employees to enhance their skills and knowledge, enabling them to perform their duties effectively and contribute to the organization's success.

Developing Individual, Teams
and Organisations

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................4
SECTION 1......................................................................................................................................4
a) Knowledge, skills and attributes (KSA) required to carry out your role as H R Adviser..4
b) Personal skill audit.............................................................................................................6
c) Professional development plan with a reflective statement of your development needs...6
d) Differences between organisational and individual learning, training and development. .8
Need for continuous learning and professional development to drive sustainable business
performance..........................................................................................................................10
SECTION 2....................................................................................................................................11
a) Key elements that make up the HPW systems and the way these operate within company11
Covered in ppt......................................................................................................................11
b) Benefits of applying HPW practices to improve Hightown’s performance....................11
Covered in ppt......................................................................................................................11
c) Different approaches to performance management and the way they can support high
performance culture and commitment within Hightown Housing.......................................11
Covered in ppt......................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
In the current competitive business environment, it is very essential for organisations to
develop the employees and teams in order to gain competitive advantage in market. High
performance teams are the key to success in companies as these helps in improving its
productivity in an effective way (Alred, 2014). This assignment is based on Hightown Housing
Association which is a charitable housing organisation that performs its operations in
Hertfordshire, Buckinghamshire and Berkshire. The company aims to assists people who require
support and care and the individuals who are not able to buy or rent home. This report covers
skills, knowledge and attributes needed by HR advisor along with personal skill audit and own
professional development plan. Moreover, differences between individual and organisational
learning and need of continuous professional development with firm are included. At last,
contribution of high performance working in success of company and different performance
management approaches are covered in report.
MAIN BODY
SECTION 1
a) Knowledge, skills and attributes (KSA) required to carry out your role as H R Adviser
Continuous professional development is very crucial and an ongoing process within firm
that helps in developing, maintaining and documenting an individual's professional skills
(Continuing Professional Development, 2019). It helps professionals to learn in systematic and
structured way that enhance their overall skills and knowledge. It also assists them in recognising
which skills and knowledge they need to improve and acquire within short span of time. In an
organisation, HR Adviser plays a very crucial role in managing all the employees within
organisation in proper way and a enhance their motivation level by satisfy them. In Hightown
Housing Association, human resource adviser is responsible to provide advice on grievance and
disciplinary. They remain updated to employment laws and policies to ensure that organisation
compliance with statutory requirements on the basis of employment tribunal outcomes and

employment law (Bolman and Deal, 2017). There are various skills, knowledge and attributes
required by HR professionals within firm. Some among these are mentioned below:
Skills of HR Professionals
Management skills: This skill is very crucial for a human resource professional as this
helps in managing employees within firm. The HR professional of Hightown Housing
Association requires to have good management skills as this supports them in managing
employees within firm. As a HR Adviser, management skills is required to support senior
managers in the matters associated to performance management, employees relation issue,
absence management etc.
Effective communication skills: Human Resource professional needs to have good
communication skills as this helps them in communicating all the crucial informations regarding
policies, procedures, laws etc. among employees as well as management of the firm. In
Hightown Housing Association, the HR Adviser requires to posses effective communication
skills as it helps them in communicating on policies and procedures associated to employment
and all the other relevant information (Choi and Ruona, 2011).
Decision making skills: An HR manager or adviser needs to provide advice on various
matters associated with human resource. They requires to take various decisions that helps in
improving productivity and performance of both employees as well as organisation. As the HR
Adviser in Hightown Housing Association, it is required by a professional to have good
decision making skills as this helps in taking effective decisions regarding issues that takes
place within firm associated with HR practices.
Knowledge required by HR Professionals
Employment law: Knowledge regarding various employment laws is very necessary in
order to manage and retain employees within firm and run its operations smoothly. HR Adviser
of Hightown Housing Association requires to have knowledge of all the employment laws like
Equality Act, Working Hours Regulation Act etc. as it assists them to ensure that organisation is
compliance with all the statutory needs based on these employment laws. It helps them in
developing effective working relation with staff (Earley and Porritt, 2014).
Policies and procedures: A HR Adviser requires to develop letter templates for needed
policies. Knowledge regarding policies and procedures is important to have in a human resource
professional as this helps in maintaining healthy workplace culture in which employees works

with motivation and satisfaction. It provides structure, control, fairness, consistency and
reasonableness and inform workforce about their responsibilities and expectations of firm.
Hightown Housing Association's HR Adviser requires to possess knowledge regarding policies
and procedures as this will supports in helping senior managers to manage employees in an
effective way (Ellis and Bach, 2015).
Attributes of HR professionals
Conflict resolution: In an organisation, conflicts takes place among employees many
times while working as each individual has a different personality and they disagree sometimes
on best action. In order to resolve conflicts, it is required by HR Adviser of Hightown Housing
Association is to find common ground. Professional needs to carry attribute of conflict
resolution by listening the issues of both parties and provide effective solution to them.
Patience: It is also one of the attribute that should be possess by HR professionals of any
organisation. Human resource Adviser requires to be a good listener when dealing with
employees and when they voicing their concerns. Good listening skills requires lots of patience
in professionals as this helps in handling the challenging situations more effectively.
b) Personal skill audit
Personal skill audit refers to the way that helps an individual in determining his/ her
strength or the weak areas that requires to develop (Goffee and Scase, 2015). My personal skill
audit is a mentioned below:
Skills Very Good Good Adequate Poor
Management skills ✓
Effective communication skills ✓
Decision making skills ✓
Knowledge
Employment law knowledge ✓
Policies and procedures ✓
Attributes
Conflict resolution ✓

Patience ✓
From the above conducted skill audit, it is determined that I possess good management
skills that helps me in managing employees effectively. I also have good knowledge of
employment law that helps me in ensuring proper compliance of these within Hightown Housing
Association. Moreover, I also have good patience attribute that helps me in listening to
employees in more better manner. However, there are some skills, knowledge and attributes that
I requires to improve. My communication and decision making skills are not good and I lack
knowledge regarding policies and procedures which needs to improve by me. Along with this, I
have adequate conflict resolution attribute that is not enough for resolving conflicts among
employees appropriately. So, I need to work on these skills, knowledge and attribute and
improve them in order to perform my job responsibilities effectively.
c) Professional development plan with a reflective statement of your development needs
Professional development plan is characterised as a document or roadmap that contains
skills and strategies that individuals needs to develop themselves in life and career to attain
professional goals (Hartnell, Ou and Kinicki, 2011). My personal development plan to improve
my weak areas is mentioned below:
Development
Objectives
Priority Activities to be
undertaken
Resources Target
Start
Date
Target
End
Date
Criteria for
Success
To improve
communicati
on skill
High For improving
communication
skills, I will start to
interact more with
others, read books
and novels, watch
videos on improving
communication
skills and attend
classes to develop
Communic
ation tools
26/11/19 26/01/20 Taking
feedbacks
from senior
managers
and
colleagues
on my
communicati
on skills.

soft skills.
To enhance
decision
making skill
Medium In order to improve
decision making
skills, I will take
participation in
group activities and
work collectively
with senior
authorities. I will
also analyse the
decision making of
my seniors in
various situations. I
will learn from my
past experience of
working.
Reports of
information
01/12/19 01/02/20 Feedbacks
from
management
To improve
knowledge of
policies and
procedures
High For improving
knowledge
regarding policies
and procedures, I
will read books
related to human
resource policies
and procedures and
regulations.
Books of
different
authors.
25/11/19 30/12/19 Feedbacks
from
employees
and
management
and good
workplace
environment.
To improve
conflict
resolution
ability
Medium To improve conflict
resolution ability, I
will learn from my
seniors. I will
practice to stay calm
Reading
materials
01/12/19 01/01/20 Seniors,
management
and
employees.

and listen actively to
others. I will also
maintain positive
attitude and see all
the aspects related to
issue in order to
resolve them
effectively.
The above prepared professional development plan helps me in improving my weak
areas and support me in performing my job roles of HR professional in an effective way.
Improvement in communication and decision making skills will helps me in communication all
the informations effectively among employees and taking effective decisions. Improved conflict
resolution ability will assists me in resolving the conflicts among employees effectively. Apart
from this, increased knowledge of policies and procedures supports in improving workplace
culture and implementing laws and regulations to ensure effective working within Hightown
Housing Association (Katzenbach and Smith, 2015).
d) Differences between organisational and individual learning, training and development
In an organisation, to provide employees with appropriate learning and development as
this helps in enhancing their skills and capabilities that ultimately supports in sustainable
business performance. In Hightown Housing Association, development of competent workforce
is very necessary as this helps business in running its operations smoothly.
Organisational learning is characterised as the process of developing, retaining and
transferring any knowledge within the company. It is significant to inform change processes
and decision making within Hightown Housing Association. Individual learning is
characterised as the ability to develop knowledge by individual reflection related to external
sources or stimuli (Landy and Conte, 2016).
Difference between individual and organisational learning:
Individual learning Organisational learning
 Individual learning is related to  It is associated with the process of

individual's performance. It also aids to
improve knowledge of an employee
regarding specific area. In this,
individual learns from their own
experience.
 This learning assists an individual in
performing their responsibilities
appropriately and accomplish
organisational objectives on specified
time.
development in which HR
professionals are needed to adopt
effective policies to transfer knowledge
within organisation.
 Organisation learning supports in
building effective teams within entity
so that performance of Hightown
Housing Association can be improved.
Training refers to the process of learning skills that an individual requires to perform a
particular task or job. It helps in developing capabilities and knowledge of Hightown Housing
Association's employees that enables them to perform their job roles effectively. Development
refers to the act or process of growing and becoming more advanced. It helps in future career
growth of an individual (Wates, 2014).
Difference between training and development:
Training Development
 Training is a a short term learning that
is provided to employees of Hightown
Housing Association for performing a
particular task or activity.
 The main objective of providing a
training is to improve productivity of
employees.
 Development is a long term process
that helps in developing competencies
of employees which helps in their
personal as well as professional growth.
 The prime objective of development is
to prepare workforce for future
challenges.
In order to get success in competitive market, it is very essential for Hightown Housing
Association to provide continuous learning, training and development to employees so that their
skills and knowledge can be enhance and they are enable to perform their duties in more
effective manner (Landy and Conte, 2016).

Need for continuous learning and professional development to drive sustainable business
performance
Continuous learning is characterised as the process of learning knowledge and skills
which are new on ongoing basis. Professional development is the way of improving and
enhancing employee's capabilities by access to training and education opportunities within or
outside workplace. It is very important for an organisation to provide constant learning and
professional development opportunities to employees in order to derive sustainable business
performance. In an organisation, continuous learning is considered as the key practice that leads
and organisation towards success. Thus, HR professional of Hightown Housing Association
requires to provide continuous learning to employees as this helps in developing their
capabilities which ultimately improves productivity and performance of organisation. It is very
crucial for company to provide professional development opportunities to employees as this
helps in keeping employees satisfied and motivated (Macdonald, Burke and Stewart, 2017). It
also assists in providing career growth opportunities to workforce. The need of continuous
learning and professional development within Hightown Housing Association is as follows:
Sharpening the skills: Continuous learning and professional development helps in
sharpening skills of workforce which enables them to perform their duties well. Skilled and
competent employees within firm will improves its productivity and leads it towards sustainable
business performance.
Competitive advantage: CPD programmes within company supports in improving
capabilities of workforce. By providing training to employees, Hightown Housing Association
can enhance skills of workforce that helps company in gaining competitive advantage in market
over its rivals. It helps in improving performance of company (Shin and et. al. 2012).

SECTION 2
a) Key elements that make up the HPW systems and the way these operate within company
Covered in ppt.
b) Benefits of applying HPW practices to improve Hightown’s performance
Covered in ppt.
c) Different approaches to performance management and the way they can support high
performance culture and commitment within Hightown Housing
Covered in ppt.
CONCLUSION
As per the above mentioned report, it has been concluded that it is very crucial for an
organisation to develop their teams and individuals as this helps in improving its productivity
and performance. There are various skills, attributes and knowledge required by HR
professionals in order to perform their duties well. These communication, decision making
skills, knowledge regarding employment laws and policies and attributes of patience and
conflicts resolution. Personal skill audit helps an individual in determine his/her strengths and
weaknesses that will enables them to improve their weak areas. Professional development plan
assists in determine various strategies that helps in improving the weak areas effectively.
Learning, training and development helps in improving skills of employees that assists in their
future career growth.

REFERENCES
Books & Journals
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John Wiley & Sons.
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implications for human resource and organization development. Human Resource
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Earley, P. and Porritt, V., 2014. Evaluating the impact of professional development: the need for
a student-focused approach. Professional development in education. 40(1). pp.112-129.
Ellis, P. and Bach, S., 2015. Leadership, management and team working in nursing. Learning
Matters.
Goffee, R. and Scase, R., 2015. Corporate Realities (Routledge Revivals): The Dynamics of
Large and Small Organisations. Routledge.
Hartnell, C. A., Ou, A. Y. and Kinicki, A., 2011. Organizational culture and organizational
effectiveness: a meta-analytic investigation of the competing values framework's
theoretical suppositions.
Katzenbach, J. R. and Smith, D. K., 2015. The wisdom of teams: Creating the high-performance
organization. Harvard Business Review Press.
Landy, F. J. and Conte, J. M., 2016. Work in the 21st Century, Binder Ready Version: An
Introduction to Industrial and Organizational Psychology. John Wiley & Sons.
Leask, M. and Terrell, I., 2014. Development planning and school improvement for middle
managers. Routledge.
Macdonald, I., Burke, C. and Stewart, K., 2017. Systems leadership: Creating positive
organisations. Routledge.
Penuel, W. R., and et. al. 2011. Organizing research and development at the intersection of
learning, implementation, and design. Educational researcher. 40(7). pp.331-337.
Robbins, S. P. and Judge, T., 2012. Essentials of organizational behavior.
Shin, S. J. and et. al. 2012. Cognitive team diversity and individual team member creativity: A
cross-level interaction. Academy of Management Journal. 55(1). pp.197-212.
Wates, N., 2014. The Community Planning Handbook: How people can shape their cities, towns
Online
Continuing Professional Development, 2019. [Online]. Available through:
<https://www.skillsyouneed.com/ps/continuing-professional-development.html>