Hightown Housing: HR Skills, Development, and Learning Report

This report analyzes HR skills, individual and organizational learning, and development within the context of the Hightown Housing Association. It begins by outlining the required knowledge, skills, and behaviors for HR professionals, followed by a personal skills audit and the creation of a professional development plan. The report then differentiates between individual and organizational learning, as well as training and development. Furthermore, it emphasizes the need for continuous learning and professional development to drive sustainable business performance. The report includes a detailed analysis of the skills audit, highlighting strengths and weaknesses, and proposes a personal development plan to address areas for improvement. It also explores the differences between individual and organizational learning, and training and development. Finally, the report underscores the importance of continuous learning and professional development to drive sustainable business performance.

Developing
individuals Teams
and Organisations

INTRODUCTION
Every organisation operates their business with the help of the individual or the team so
that they can easily perform their task and increase their business productivity along with the
market share. Development of team and individual within the association is the crucial function
as all these with the help of each other works in such a manner so that all the problems with the
business can be resolves and better solution for the further business performance can be
obtained. The present report is documented depending upon the case study of Hightown Housing
association which deals in helping the people who are in need of support and care and who are
not able to afford rent or buy homes for living. In this report the major areas which will be give
more emphasis are professional skills, knowledge and behaviour of HR along with an
appropriate personal skills audit. Present study will also focus on the distinguish between
organisation and individual learning along with training and development. Moreover, the study
on the requirement of continuous learning and professional development will be done along with
the assorted approaches to manage the performance are also mentioned(Amabile, 2012).
TASK 1
P1: Knowledge, skills and behaviour that are required by HR professionals.
Within the association its HR professional who plays a vital role in managing the
personnel and guiding them on each and every phase of their working. There are infinite range of
the roles which an HR has to play within the business starting from recruiting, selection, training
and development and many other. But in regard to perform these activities within the association
of the Hightown Housing the HR of the business is required to have certain skills, knowledge
and behaviours so that activities can be performed in an appropriate manner. Some of these are
mentioned:
Knowledge:
Law and Government: These consists all the laws and legislation which have been
commenced by the government for the organisations to follow so that they can operate their
business in a appropriate manner. So in this context the HR manager of the Hightown Housing is
required to established all the laws and regulation by understanding them within they business so
that the working of the association remains stable(Bolman and Deal, 2017).
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Personnel management: This phase of the personnel management is termed to be the
vital for any business so in regard to this the HR professional of the Hightown housing should
have the strength and ability to manage the staff within the business by the documentation of the
certain documents such as staff handbooks, performance appraisal reports, salary slips etc. so
that they can easily ask for the results from the workforce by assisting them on their
performance.
Skills:
Negotiation skills:- Fostering this skills of negotiation will allow the HR manager of the
respective business in maintaining healthier relationship with their employees through which
they can easily overcome the issues and gives the business with better solution and outcomes.
Negotiation skills within the HR will also help the business in accomplishing their goals within
the given tenure by involving each of their staff as per their mutual concern(Hartnell, Ou and
Kinicki, 2011).
Communication skill:- The HR manager of the business that is Hightown housing is
required to have good communication skills so that they can easily come up with better relations
with they employees and can communicate about all the plans and strategies which have build so
that effective results by the employees performance can be gather. Through tough
communication skills they can also influenced their workers to work in a better and effective
manner.
Behaviour:
Accountability: A HR manager must be the one who have foster the behaviour of
accepting roles, challenges and diverse responsibilities. This behaviour of the HR manager of the
Hightown housing will enable them in making and effective decision for the business with the
help of their employees.
Critical thinking: HR professional here must have the behaviour of critical thinking
where they can think about both the aspects of the coin either its positive impact or negative so
that they can easily choose the best one for the Hightown housings and can easily accomplish the
desired goal with the attainment of the competitive advantage.
P2: Personal skill audit and professional development plan.
It is necessary to perform the activity of skills audit in order to determine the skills and
knowledge which an individual fosters. Through this process of skill audit a person can easily
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determine where there are weak and what is their strength which will support them in their
effective working within the business. In this context the HR manager of the Hightown housing
can execute their task only when they are fully aware of their strength and knowledge for which
they will focus to undergo these skills audit(Hislop, 2013). The skills audit of the me as an HR
manager of the High town Housing has been mentioned under:
Personal skills audit of mine as HR Professional of Whirlpool
Sr. No. Skills and Ability Self-assessed
Mark
Grade from others Deviation
1 Team Building 8 9 -1
2 Conflict resolving skill 9 8 1
3 Decision making ability 8 9 -1
4 Confidence Level 8 7 1
6 Communication skills 9 7 2
7 Information Technology Skills 9 8 1
8 Critical thinking 7 8 -1
Thus, from this above mentioned skill audit it can be concluded that all the positive
deviation are my weaknesses and negative deviations are considered as my strength.
Below mentioned are some of the strength and weaknesses which have been concluded from the
above skills audit chart:
Strength Weakness
 As I foster a huge amount of
knowledge regarding the use of internet
so this will be easier for me to operate
and extract data from the online
sources.
 The strength which I have assist people
and guide people in their working that
is may training and development skills.
 The area where I am weak is convincing
people and communicating with people.
This skills of communication will
restricts me in making relating and
guiding employees for their work.
 Lack of conflicts resolving skills will
also leads the business with huge
amount of disputes among the
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Through this skills I can easily build
relations and can attain goals.
employees within the association.
 Having less knowledge of the IT sector
will decrease my capabilities to use all
the IT invention in a better way and
may reduce productivity.
Personal development plan (PDP) for HR officer role
Personal development plan is developed in regard to enhance the strength and to
overcome all the areas where an individual is weak so that all the assigned tasks can be
completed within the time with the proper efficiency and effective way(Landy and Conte, 2016).
This will also guide in about how to carry out the tasks with understanding proper roles and
responsibilities. Below mentioned is the personal development plan as an HR:-
Sr.
No
Learni
ng
Object
ive
Current
Proficiency
Target Proficiency Development
Opportunities
Judging
criteria
Time
Scale
1 Comm
unicati
on
skills
Lack of
communication
skills have
restrict my
capabilities to
deals with the
employees.
I wish to improve
this skills within a
short duration of
time so that I can
easily communicate
with the workforce
and can identify the
reason of the issues
with a better
solution.
To enhance
and improve
this skills I
have to focus
give emphasis
on reading of
books,
newspapers,
watching
communication
videos etc.
To get ranking
on my
communication
the feedback
from the other
colleagues and
subordinates
will be
collected.
2
month
s
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2 Proble
m
solvin
g skills
Due to the lack
of problem
solving skill I
am unable to
guide my
employees with
the better ideas
to resolve the
problems.
I necessarily need to
improve these skills
so that all the
problems within the
business can be
solved and can also
provide the
employees with
better an innovative
ideas to resolve
those.
To improve
this skills I
need to deal
with various
problem and
should get
mentoring by
the seniors on
each and every
steps so that
better results
can be gather.
Senior
managers and
various
directors
including
stakeholders.
3
month
s
TASK 2
P3. Differences between organizational and individual learning and training and development
Individual learning: This activity of the learning is mainly concerned with the
development of an individual at their own personal level. To develop them at the personal level
they need to identify where they are good and where they are bad. In this context the manager of
the HR must consider the strength and weaknesses of their workforce and should focus on
arranging the programmes for their development accordingly(Levi, 2015).
Organisational learning: This concept of learning is associated with the process of
transferring, retaining, communicating the knowledge within the association only so that the
business can easily sustain in the competitive era by beating its competitors. This learning
process will be used within the business of Hightown Housing by the HR manager so that they
can easily formulate new and innovate ways of learning and transferring knowledge within their
employees so that they can achieve a level of success.
Differences between individual and organisational learning
BASIS INDIVIDUAL LEARNING ORGANISATIONAL
LEARNING
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SCOPE The scope within this type of
learning is very less as this only
focuses on the development of an
individual.
Here the scope is wide and large as
this focuses on the overall
development of the organisation.
RIGIDITY This is flexible in nature as an
individual within this type of
learning can learn new knowledge
and skills at any place without
attaining a particular programme.
This is the rigid form of learning
where all the individual are
restricted to the material for their
learning.
TIME This does not occur or take
particular time it is an on going
process this can be learned by
individual through out the year.
Here in this particular time period is
given to improve the knowledge
and skill.
Training: Training within the business is associated with the development of skills and
knowledge within the individual regarding the particular job for which they have been hired. In
this the HR manager of the Hightown Housing is required to provide their employees with the
diverse training and development programmes(O'leary, Mortensen and Woolley, 2011).
Development: Development within the individual is done through out his or her entire
life it does not involve any particular time or place. Overall development within the individual
will enable the HR manager to allot them the tasks so that they can perform the task with better
responsibilities and can lead the business to a extreme position in the market place.
Differences between training and development
BASIS TRAINING DEVELOPMENT
ORIENTATION Training is oriented for the
specific job(Wates, 2014).
This is oriented with the individual
overall career development.
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AIM Aim is to improve the knowledge
and skills of the individual
related to the job for which they
have been hired.
Here the Aim is to develop the
knowledge and skills of the
individual through out its entire
life.
SCOPE Works with the narrow scope
where the individual is trained
only for the specific job role.
Scope is wide as an individual here
can develop their skills and
knowledge at any point of time.
P4. Analysis of the need for continuous learning and professional development to drive
sustainable business performance.
Continuous learning: This is the process which involves continuous on we can say is
regular improvement in the skills and capabilities so that the working can be performed in the
best suitable manner. This will also enable the workforce within the Hightown Housing in their
working with new and upgraded technology so that effective performance can be obtain.
Professional development: This process of development is comprises of the
development of the individual only with the engagement in the training and development
sessions, various development programmes so that their ability to perform the tasks increase and
the desired goal of the business can be achieved. This also includes various session of the
training that is on the job and off the job to develop one's skills to perform(Penuel and et. al.
2011).
Within the business of Hightown Housing the implementation of both the factor is crucial
as this will assist the association in increasing their overall growth and chances of success.
Importance of professional development and continuous learning
Higher employees retention: Both this concept of learning will bring an organisation to
the position where the employees with the business of the High town Housing will work
deliberately and will enhance business overall market reputation by retaining the employees
within the business for longer time and will also decrease the chances of workforce turnover.
Encourage problem solving: Continuous learning programmes within the business will
enhance the employees overall performance and will lead the business with higher productivity
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and profitability. Through this the employees within the Hightown Housing will be able to work
in a tough situation without causing any issues and conflicts within their working procedure.
Enhance performance: Both this learning will enhance the chances of the individual in
developing their potential skills and knowledge which will unfortunately lead to the overall
enhancement of their performance level and business productivity in the market place. Here in
this the Manager of the Hightown Housing must focus on the development of their employees
capabilities so that business goals can be achieved within the decided time.
Thus all these above mentioned are the factor that will enable the business to lead the market
through their continuous learning and professional development concepts(Shin and et. al. 2012).
TASK 3
P5. Analysing the contribution of high-performance working in employee engagement and
competitive advantages.
High performance working is all about creating a culture within the association where
there is transparency, and open line of communication between all the functional departments
without any interruption in between. In the business of High town Housing the manager is
required to established a channel of communication where the information is transparent to each
and every individual so that they can easily utilise those information and work deliberately
within the association. The business manager must also ensure that they have established a
culture where all employees have the equal opportunities to [perform the task with their skills
and knowledge. This will directly affect the business productivity and profitability in a positive
manner so that High town can achieve a reputed position in the market place.
Benefits of high performance working: Better cooperation in or out side an organisation: HPW defines as a proper cooperation
of workers internally as well as externally. They inside deals with their co-workers and
outsides with their customers and suppliers. Employees are widely accept the ideas of
other persons as well as treat others as a part of their association such as High town
Housing that provides effective outcomes in their operational functions. Take competitive advantages: If a company leads in high performance of working than
they have strong financial condition as compared to it rivals. Moreover, it helps in
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increasing the employees as well as business productivity and potentiality to achieve a
high rate of profits. This will assists manager of High town Housing to manage their
funds in an adequate manner through appropriate allocation among several activities.
 Develop employees attitudes: Leading high performance in an organisation provides
confidence in workers to perform better and liable to the success of company by
contributing more towards the goals and objectives. They openly shares many innovative
ideas to initiate the new things along with open challenges because they are highly
engaged in organizational activity which results in better performance.
P6 Different approaches of performance management and analyse how it can support high
performance culture and commitment. Comparative approach: This is used by a manager of an organization to measure and
control the workers performance by assigning positions in order to examine their attempts
as well as results which are contributed by them in order to accomplish the objectives.
The manager of High town Housing can approach this strategy to compare their existing
performance with past and gives incentives to best workers which helps in provides
motivation to other employees for doing better. Attribute approach: This refers to the skills set and knowledge of a particular person
which are possessed in an organization. This can use by the management of High town
Housing to lead all individual's informations like analytical thinking, qualities, creative
ideas etc. and manager give rating them according to their performance and outcomes in
a graphical manner. Qualitative approach: This consider as a most valuable for improving the employees
efficiency level to facilitates superior quality of products and services to their potential
customers. Manager of High town Housing can use this approach for determining the
sales of a company in order to set target for future.
 Result approach: This defines as a most important method because of managers use this
tool to assess individual performance on the basis of its results. Manager of High town
Housing can use this approach to consider plans into action for satisfying the customers
demand within a specified period of time.
All above approaches are useful for the companies to achieve the best outcomes in order
to satisfying customers needs and wants. Whereas, qualitative approach needs to used by the
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High town Housing in order to motivate their employees for producing better quality of products
and services to attract a large customer base and earn maximum profits.
CONCLUSION
From the above mentioned report it can be summarised that every business within the
competitive era is required to have the HR manager who are highly skilled and knowledgable so
that they can easily use their personal skills and can complete the task within a short duration of
time. In order to gain a competitive advantage it is vital to motivate the employees so that they
can perform the task with the utilisation of the diverse approaches within the business. Adoption
of these approaches will ensure that the performance along with productivity within the business
has been improve and enhanced in a best possible manner.
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