HR Analysis of Skills, Attributes, and Development Report

This report analyzes the HR practices of an organization, focusing on skills and attributes analysis, performance management, and employee development. The report includes a personal and professional SWOT analysis for an HR executive role, a skills gap analysis, and a detailed CPD plan. It examines the role of HR in analyzing employee skills, facilitating continuous professional development (CPD), and fostering teamwork and collaboration. The report also explores the differences between organizational and individual learning, training versus development, and the application of Kolb's learning style. Furthermore, it discusses the benefits and limitations of high-performance work organizations (HPWOs) and the importance of effective communication within the workplace. The analysis uses the example of a company called Abc supermarket and Curve, a fin-tech company, to illustrate these concepts.

INTRODUCTION OF
ORGANISATION

Table of Contents
TASK 1............................................................................................................................................3
Type of organization and how the HR works towards the analyzing skills and attributes of its
employees and work towards the CPD of its employees.......................................................3
Skills and attributes analysis .................................................................................................3
Personal SWOT Analysis ......................................................................................................5
Professional SWOT Analysis for your job role e.g. HR professional .................................5
GAP Analysis.........................................................................................................................6
Goal setting (SMART) ..........................................................................................................9
TASK 2..........................................................................................................................................10
INTRODUCTION.........................................................................................................................10
Continuous professional development.................................................................................11
Analysis of difference between organization and learning of an individual........................11
Difference between training and development.....................................................................11
Learning style of Kolb..........................................................................................................12
HPW Organization.........................................................................................................................12
Benefits to employee and employer.....................................................................................12
Contribution in Competitive Advantage-.............................................................................12
Evaluation......................................................................................................................................13
Collaborative working..........................................................................................................13
Benefits and limitations........................................................................................................13
Effective Communication.....................................................................................................13
Benefits and Limitations.......................................................................................................13
REFERENCES..............................................................................................................................14

TASK 1
Type of organization and how the HR works towards the analysing skills and attributes of its
employees and work towards the CPD of its employees
Abc supermarket is a public limited company which started their services in 1919 by Jack
Cohen. In the beginning it was started as market stalls. The company has listed themselves on the
stock exchange of London. Tesco serves their operation in the retail industry. The company is
the market leader in selling groceries and by revenue it is the ninth largest retailer in the world.
Role of HR
Performance Management-
HR of Abc supermarket helps the work of the employees to be more effective. So that
company can achieve their goals and objectives. HR evaluates the performance of employees on
a regular basis by setting a specific target for them and assign it with a specific time in which it
needs to be completed.
Teamwork and Collaboration-
HR of Abc supermarket joins a team together for completing the task as it increases the
efficiency of the work and it makes them learn to work with others. HR will hire those who
believe that they can work with anyone and believe in the vision of the company so that the
company can achieve their objectives.
Importance of Continuous learning
Importance
It helps the company to understand any aspect deeply so that they can complete the work in a
professional manner. It also analyze and appreciate the work of employees apart from this it
helps in opening new possibilities for them and develop in new areas.
Benefits-
It helps in aiding the strategy of retention for the company and increase the knowledge of the
company. It helps in making the company look more appealing than before.
Limitations

To conduct this approach many companies takes the help of speakers from outside. The problem
is they don't have the knowledge that how the company maintain their operations and it creates
difficulties.
Skills and Attribute Analysis
Job role Personal qualities Skills developed
through study
(knowledge)
Skills developed
at work
(Professional
skills)
Skills developed
outside work
(behaviour)
HR Manager Personal quality of
IT technicians are
are self discipline.
They believe that it
supports them to
work according to
the schedule so that
they never miss the
deadline of the
task.
After years of
training in tech
school they have
possessed the
knowledge
which is
required to
function the job.
This industry has
one drawback
and that is rapid
change to be
productive in
this industry one
needs to learn to
cope up with this
factor. More
participation will
gain them more
knowledge.
They developed
their skill of
paying attention
at work so that
they can solve
the issue of the
user. They
identify the root
cause of the
problem and
then they work
on it in an
efficient manner
as if they take
long to solve a
problem then it
will increase the
difficulties for
them.
IT technician has
the ability to
think outside the
box. They apply
their knowledge
on figuring out
solutions for new
problems.
(Young and
Ghoshal, 2016.)

HR
Executive
They have the
ability to influence
people be it anyone
trainee, employees
or even clients.
People maintain
their relationship
with HR because of
this attribute.
They learn about
the legislation of
employment at
the time of
training. The
legislation also
includes the
aspect of culture
of work and
their functions.
For hiring,
recruiting and
training people
an HR needs a
substantial
amount of
experience
which they gain
from work.
HR has strong
negotiation skills
which helps them
outside of the
work too.
Personal and Professional SWOT Analysis
JOB Role: HR Executive
Strengths Weaknesses
Using MS Word and making reports. Lack of CIPD knowledge.
Lack of knowledge in how to implement
performance review procedures.
Getting late in morning at work
Opportunities Threats
Complete CIPD qualifications
Providing induction and training to new
staff
Company may close down due to recession.

Skills Audit
Job role: HR Executive
Competencies 1 2 3 4 5

Skills GAP Analysis
Skills Gap Analysis for a specific job role selected in SWOT analysis
Job Role: HR Executive
R
e
f
n
o
.
:
Skills
Description
:
Curre
nt
Skills
Level:
Basic/
Interm
ediate/
expert
Desired
Skill
Level
Basic/
Interm
ediate/
expert
Action
Plan
Start
Date:
End
Date:
Priority:
High/lo
w/Mediu
m
Compl
ete
yes/no/
pendin
g
Not
es:
1 Implement
performance
review
procedures
basic interme
diate
Attend
training
and
shadow
my
manager
01/01
/2019
30/06/
2020
High Workin
g
towards
Ens
ure
all
train
ing
need
s are
desi
gned
befo
re
next
emp
loye
e
appr
aisal
s
2 Providing
induction
and training
to new staff
Shadow
my
manager/
learn

effective
training
methods
3
4
5 Providing
induction
and training
to new staff

CPD PLAN
Job Role: HR Executive
Date Short/
Medium
/
Long
term,
goal
What do I
want to
learn
What do I
have to do
to learn this
skill
Benefit
to your
role and
outcome
What
support
and
resource
will I
need
How will
I
measure
success
Target
date for
review
01/01/
19 Long
term goal
I want to
start
completing
my CIPD
qualificat6i
onsto excel
in my job.
Start CIPD
qualification
in evening
classes in a
college.
I can
become
HR
manager
Finance/
Funding,
Time
Admissio
n in a
college
Course
books
Compute
r
Access to
online
and
offline
resources
Submittin
g my
CIPD
assignme
nts on
time
30/06/2
0
01/01/
19
Long
term goal
Implement
performanc
e review
Shadow my
HR manager
To
provide
positive
Performa
nce
appraisal
Getting
feedback
from
15/04/1
9

procedures
e.g.
quarterly/an
nual)
Learn the
360degree
evaluation
techniques
feedback
as well
as
identifyi
ng areas
for
improve
ment
s
templates
, job
descriptio
ns,
computer
manger
and
colleague
s.
01/01/
18
01/03/
19
01/07/
19
Medium
term goal
To give
training to
new
employees
Shadow my
HR
manager.
Learn
effective
training
methods
using
YouTube.
Improve my
presentation
skills.
Giving
induction
and
training
to next
intake.
Better jo
opportun
ities,
Compute
r,
Internet,
YouTube
meeting
with
manager
and
agreeing
a time for
shadowin
g
By
getting
feedback
from my
manager
and
leading
the
induction
in next
intake.
01/02/2
0

TASK 2
INTRODUCTION
Curve is a fin tech company which, through its app, links all existing debit and credit cards to a
standalone contact less card provided by the company itself. This means a user only needs to
carry one card to make a purchase, despite owning a number of different card,s and through
Curve’s platform they can also track their spending habits. The London-based company closed
out a £9m Series A funding round this year.
Continuous professional development
Company has set a team for this so that they can focus on training and developing the skills for
the employees as that will help them to work efficiently and bring innovative ideas to them. This
report will cover the difference between the learning of the organization and individual,
difference between training and development etc. (K. Smith and et.al., 2017.)
Analysis of difference between organization and learning of an individual
Analysis (importance, benefits, cons, limitations, impacts)
Importance-
It helps in improving the performance of employees. It helps in giving training to people who
requires it the most. Program of training helps to improve the skills and strengthen it. All
employees are taken together at the time of development so that all of them can have the same
skills.
Benefits-
It provides better consistency, improved innovation, satisfying the employees and reducing the
turnover.
Limitations-
It requires a huge amount of money, time and resources which are valuable to companies.
Organizational learning Individual learning
It is the process of retaining, creating and
transferring the knowledge in the company.
Curve learns the knowledge from the
This process is involved with change observed
in the knowledge or performance of the
employee. Curve provides their employees with

external factors and then provide a service
for the people to simplify their daily use.
They gain the experience with time and with
it they also increase their knowledge and
retain it.
the information which is new or give them a
task so that they can formulate a strategy
according to different situation. (March and
Steadman, 2019.)
Difference between training and development
Training Development
Training is concerned with ensuring the
company that their employees possess skills
and knowledge which are up to the mark so
that they can handle the tasks which are related
to job.
Training is concerned with improving the
work.
Training involves a large no of people and it
targets a seminar or workshop so that they can
enhance their skill which will help them to
increase the performance of their job. (Smith,
and Wong, 2016)
In this stage employees possess knowledge and
skills in order to develop a framework which is
conceptual and understand all the operations of
the organization.
Development is concerned with challenges of
future.
Development does not involve a group it
approaches a single person at a time who
already possess skills and have the substantial
amount of knowledge who can handle any
tasks in the company.
I will achieve these goals by setting a base first and then aim according to the resources I have so
that I can maintain the balance between the aspect of finances and operations. I will understand
the importance of achieving the objective so that I won't give up even if I fail at first attempt.
Analyse use of learning theories:
Learning is the process to acquire or increase the knowledge of an individual which will
ultimately help him to increase the skills. It helps in increasing the satisfaction of the job
and increase the productivity of the company.
Learning style of Kolb
This theory of Kolb has been divided into four parts that is