Report on Developing HR Skills and Organizational Development at GSK

This report provides a comprehensive analysis of human resources (HR) skills and organizational development, using GlaxoSmithKline (GSK) as a case study. It evaluates the required knowledge, skills, and behaviors for HR professionals, including knowledge of HR theory, employment policies, organizational skills, training, and empathic abilities. The report also includes a personal skills audit and development plan for an HR manager, comparing individual and organizational learning, and exploring the differences between training and development. The report further discusses high-performance work (HPW) and its contribution to employee engagement, and evaluates various approaches to performance management, emphasizing their effectiveness in supporting a high-performance culture. The report provides a detailed overview of the topics, including the role of HR in fostering individual and organizational growth.

Developing Individuals,
Teams and Organizations

Contents
INTRODUCTION...........................................................................................................................................4
TASK 1..........................................................................................................................................................4
P1. Evaluation of knowledge, skills along with behavior that are required within HR professional........4
P2 Personal skills audit to identify appropriate knowledge, skills and behaviors for developing a plan of
given job role...........................................................................................................................................6
M1 Detailed professional skills audit that shows the personal reflection and evaluation.........................9
TASK 2..........................................................................................................................................................9
P3.Differences between organizational and individual learning, training and development....................9
P4. Need of continuous learning and professional development............................................................12
M2 Application of learning cycle theories and importance of implementing continuous professional
development..........................................................................................................................................13
TASK 3........................................................................................................................................................14
P5 State how HPW contribute to employee engagement.......................................................................14
M3 Analysis on benefits of with HPW with justifications.....................................................................15
TASK 4........................................................................................................................................................15
P6. Various approaches for performance management..........................................................................15
M4. Critically evaluate the different approaches and how effective they support high performance
culture and commitment........................................................................................................................17
CONCLUSION.............................................................................................................................................17
REFERENCES..............................................................................................................................................18

INTRODUCTION
Development is seen as a method or productive way to improve knowledge in an effective
way by any person or organization and even by team members. This helps them to fulfill their
targets in a successful way of achieving the specific advantages. The HR manager of the
employment organization will use relevant skills to enhance the efficiency; experience and
conduct to recruit most qualified applicants that will support in much less time to achieve
organizational objectives(Alexander, 2018).To better understand the concept of present report,
GSK is chosen, GlaxoSmithKline plc (GSK) has its headquarters in Brentford, England and is a
multinational company pharmaceutical firm. It was founded in 2000 by the combination of
Glaxo Wellcome and SmithKline Beecham. It offers various amount of products and services to
consumers, has been chosen to improve knowledge and awareness of individual growth. As an
executive who can negotiate with adjustments and get the job done after a certain period, the
individuals who handle all activities and duties are known. The topics presented in the study
include employee abilities, experience and actions, variables that are taken into consideration
when introducing and assessing the professional learning community, applying knowledge and
acceptance to HPW, and collaborative process improvement.
TASK 1
P1. Evaluation of knowledge, skills along with behavior that are required within HR
professional.
The function of HR in an organization is to maintain the employees properly, but it
necessitates specific motivation to deliver this task. GSK was, according to Forbes, the world's
sixth biggest pharmaceutical firm as of 2019, behind Pfizer, Novartis, Roche, Sanofi, and Merck
& Co. GSK is the 10th largest pharmaceutical firm, ranking behind many other pharmaceutical
firms such as China Resources, Johnson & Johnson, Roche, Sinopharm, Pfizer, Novartis, Bayer,
Merck, and Sanofi, and # 296 on the 2019 Fortune 500. In GSK, HR managers assess the
individual's abilities and make sure that the institution's top workers operate. When a person
wants to continue a professional life in HR, relevant information and actions are required.
Elsewhere here, quite a few of them are mentioned:

Knowledge
 Knowledge of HR theory: The theory of human resources is a basic principle for the
techniques, methods and expectations that small businesses and administrators use to
execute employee-related practices and regulations. Whereas the individual HR goals can
differ between organizations based on their particular requirements and workplace
policies, there are many significant, common goals that are commonly considered to be
relevant.
 .Knowledge of employment policies and procedures: This is based on the information of
people with respect to the rules and procedures developed for employee planning and
improvement. It is imperative to know this element because each organization works in a
way that is distinct from others. GSK describes this element during a meeting to confirm
unless the person is consistent with the company's policy framework (Aveling, Parker
and Dixon‐Woods, 2016).
Skills
 Organizational skills: The HR manager performs various functions, like hiring, placement
and learning and development proposals, retaining a pleasant workplace environment,
etc. Thereby, in GSK HR professionals must possess effective organization skills such as
team management, leadership qualities and many more.
 Training and development skills: The primary objective of HR professionals is to
assure that every employee that works for the business must perform their duties
adequately. In the context of GSK, HR manager have skills of provide different types of
training and development skills and ensure about the each employee performance.
 Empathic skills: These are the capacity of the individual to understand others' emotions
and feelings. This ability is very important and crucial in GSK in the sense of the human
resources department as it works to enhance the relationships between employees.
Without first attempting to make full judgment, supervisors in target respondents listen to
and recognize the frustrations of employees (Bjorvatn and Wald, 2018).
Behavior

1. Observant: HR professionals must be able to examine individuals working style and
examine if they are suitable for working as per organization. In GSK, this behavior is
integrated to successfully understand the dynamics of customers and management to
show their standard of achievement. Great comment strength in an individual enables the
problems to be analyzed and recognize inconsistencies.
2. Solution-oriented: This attitude is interested in how people communicate with and fixes
disputes. The experts maintain equilibrium in GSK in the human resources department
whilst trying to listen to all the party leaders and taking the situation into their hands. In
the final moment, a very well-defined method has been used so both leadership and
company specific are encountered.
3. Transparency and trustworthiness: HR managers in GSK are convinced to have this
ability. This enables managers to add new adjustments since it can be prevented unless
employees have belief in organizational resistance on their portion with relation to
information (Bouncken, Brem and Kraus, 2016).
P2 Personal skills audit to identify appropriate knowledge, skills and behaviors for developing a
plan of given job role
Personal skill audit: This process aims people clarify these other places that are likewise
recognized as weaknesses in person's strengths. Personal possibility should be analyzed and
ineptitude identified so that they're used to develop professionally in both personal and
professional life. There are conducting skill audit for the position of HR manager in GSK so for
this require having this skill such as:
Organizational skills
Skills Bad Average Good Very good
Ability to make
arrangements
effectively
✓
Able to adapt to
different
circumstances
✓

Training and development skill
Skills Bad Average Good Very good
Ability to identify
potential of
individual
✓
Able to motivate
others
✓
Able to think
creative ideas that
can develop the
skills of
employees
Empathic skills
Skills Bad Average Good Very good
Ability to
understand
perception of
people
✓
Able to
communicate
effectively
✓
Finding solutions ✓

Personal development plan: This is a realistic plan which can be developed to overcome
weaknesses and to improve skills even farther. This offers another well-defined framework
whereby skills can be established in a reasonable manner (Burke and Morley, 2016). Here is the
professional development plan wherein problems and their alternatives are mentioned for the role
of HR manager:
Skills Problems Training Professional
guidance
Duration
Organizational
skills
I have lack of
these skills
because I could
not manage to
make provisions
for the staff.
It is mandated for
me to receive
education in
attempt to
optimize these
skill sets. I will
actively
participate in the
training and
development
meeting,
alongside growth
classes taken by
many
organizations.
Professional
guidance can
assist in the
achievement of
objectives. I will
therefore,will
work more under
guidance of my
seniors in GSK
firm, to evaluate
how they manage
workplace and
complex business
situations in HR
department
According to my
understanding,
this may taking a
period of
approximately 2
months.
Training and
development
skills
As I always get
criticisms from my
colleagues that
they are not able to
complete activities
efficiently, my
learning and
Training is
proposed to
improve my
inability to do this
by whether in
practicing or
planning to attend
Guidelines from
peers and
supervisors can
be obtained from
this component
and gain
knowledge that
It may take
between 4 and 6
months.

development skills
are lacking. In
developing team
meetings for the
staff, I feel
disempowered and
creative thinking.
skilled people's
meetings.
they come to
terms with their
apprentices. It
will help to solve
my problems
whilst also
analyzing the
methods they
utilize.
As per the personality-audit analysis, it can be acknowledged that there are some abilities
where alterations are needed. These talents are part of the management of human resources. For
the best use of appears to have contributed in the company, for the role of HR manager requires
learning & leadership and business skills is needed. Through personal audit analysis know the
weakness of the business and issues are addressed and their solutions are established in a
reasonable time, preparation can be achieved (Haapasaari, Engeström and Kerosuo, 2016). High
ranking training and encouragement can be defined as tools for enhancing people's skills. Human
resources are a key component of GSK, which focuses on producing productive employees. In
order to systematically address the skill of the participant, a professional development plan could
then be used.
M1 Detailed professional skills audit that shows the personal reflection and evaluation
The personal reflection and evaluation help for the role of HR manager and have the
capacity to coordinate all organizational goals. In addition to this training and development
programmers and empathic skills, GSK is also needed. The directors believe that ownership of
these skills would allow me to express all the complaints and issues. It is the HR unit's duty to
preserve efficiency in the company. It is not able to maintain acceptable employee quality
standards by getting these characteristics. Although some people grow up with these
characteristics, others take steps to acquire them. These abilities are achievable and practical.

D1 Professional development plan that leads for the achievement of sustainable business
performance
With the assistance of a professional development plan, one can address the issues well. It is
a tool that addresses in depth the abilities that a person lacks and the steps that need to be
implemented to resolve those issues. Thus the, since skills such as training and growth have been
lacking, developing them is important to achieve a successful career in human resources. For
their workers, GSK developed this project wherein core issues that caused huge detriment were
examined. Such skills can be acquired with a fair amount of planning and practical advice from
head coaches and professional friends over a duration of one year.
TASK 2
P3.Differences between organizational and individual learning, training and development
Organizational learning: Organizational learning is the mechanism which the, by
approval letter and then use that information to develop information, an organisation develops
itself over period. Inside the company, the generated information is then transmitted.
Organizational learning is essential for all organizations, as the company as a whole is improved
by the development, development and transmission of information within the organisation. GSK
learned from the knowledge support of various components. It is necessary for the organization
to recognize the areas for improvement that cause an impediment to development.
Acknowledging the flaws and teaching from them could enable objectives to be achieved
effectively (Hartmann, Weiss, Newman and Hoegl, 2020).
Individual learning: Individual learning is a process that requires a shift in the actions or
information of participants. Therefore the discrepancy from the first instant and the second
derivative is determined. The agent may acquire new knowledge, find a new solution, or
generate a unique depiction of a scenario. Workers at GSK work in a clean environment in which
they learn collaboratively. This approach is much more effective because it allows people to be
more satisfied.
Difference between individual and organisation learning
Basis Organisational learning Individual learning
Definition It is defined as improving the capacities This is related to individuals

is known as organizational performance.
Although the learning process of
individuals working in the industry,
including such management teams,
subordinates, staff and apprentices,
gives rise to organizational performance.
learning on their own with no
supervision. Each individual
expresses distinguishable methods
to tackle problems and gains point
of view on various subjects
throughout that procedure.
Therefore, at the end of the
procedure, individuals learn.
Uses This requires establishing employee
productivity and improvements.
It's being used to establish the
individual skills and attributes of
person.
Objectives The primary purpose is to ensure that the
industry has a high reputation.
The principal purpose of learning
activities is personal observation
and expansion.
Results As started to learn from past
experiences, enhanced efficacy are
established by the institution.
This outcome in the individual's
actions being developed.
Training & development: Training and development are important practices that should
be given by company in order to achieve workers competent and achieve organizational goals.
This is the way workers employed in the organization are growing their abilities and knowledge
and feel anxious about embracing the obstacles. Workers are interested in enhancing delivery,
growing sales , customer care, developing new products and other tasks in the sense of GSK, as
HR Professional provides employees with training and education to help enhance their skills and
functional abilities in a competitive market.
Difference training and development
Basis Training Development
Meaning It is defined as learning This relates to the

procedure wherein employees
acquire skills, competencies
and understanding in
accordance with the
appropriate demands of the
position.
development of the staff in the
organisational culture.
Objectives The main objective of training
is the optimal use of skills in
proper manner.
Its aim is to generate better
leadership and management.
Time period This is completed for a shorter
amount of time.
This needs a lengthy time
span.
Orientation The emphasis is more on
fulfilling the standards of
employment.
This is profession focused as
character development
improves career opportunities
P4. Need of continuous learning and professional development
Continuous learning and career development are an essential aspect of life. Across the
earning lifetime, the worker remains proficient. It guarantees which person's skills continue to
improve and that challenges are easily resolved. If staff skills are revised from moment to time
work, the total requirements can be retained. In GSK outcome measures how the employees are
trying to perform the duties. In order to guide the organizational effectiveness in the appropriate
position, recognition is provided whether in the process of teaching or recommendations from
subordinates (Jungert and et.al, 2018).
The concept of Kolb illustrates the steps of the individual learner, describes that after heading via
the knowledge, language is learned.
The converser: This practice is connected to powerful skill by removing the conceptualization
of tasks that help to face a daunting circumstance. GSK workers can fix problems by attempting
to fix challenges.