Developing Individuals, Teams, Orgs: HR Skills, Learning & Performance

This report examines the critical skills and behaviors needed by HR professionals to effectively manage and develop individuals, teams, and organizations. It includes a personal skills audit identifying strengths and weaknesses, along with a professional development plan to enhance technical and critical thinking skills. The report differentiates between organizational learning, self-learning, training, and development, emphasizing the importance of continuous learning and professional development for sustainable organizational performance. It further explores how High-Performance Work (HPW) contributes to employee engagement and competitive advantages, and evaluates different approaches to performance management in supporting a high-performance culture. The document is available on Desklib, a platform offering a wealth of study resources for students.

DEVELOPING INDIVIDUALS, TEAMS AND
ORGANISATIONS

INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Inter-Personal Skills and behaviours which are needed by HR professionals.......................3
P2 Inter-personal skills audit and professional development plan..............................................4
LO2..................................................................................................................................................7
P3 Differentiating between Organizational, Self-learning, Training and Development..............7
P4 Requirement for continuous learning and professional development for sustainable
organizational performance.........................................................................................................8
LO3..................................................................................................................................................9
P5 Contribution of HPW in employee commitment and competitive gain in particular
organizational circumstances.......................................................................................................9
LO4................................................................................................................................................10
P6 Varieties of approaches.........................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource (HR) management is the strategic approach to the effective management
of people in an organization and help the business to have competitive advantage. It is designed
to maximize employees performance in an organization. The report will highlight the skills and
behaviours which are required by HR professionals. Further the study will also highlight the
personal skills audit for recognizing appropriate knowledge, skills and behaviours. Moreover, the
report will also describe the need for continuous learning and professional development. The
report also contains differences between organisational and individual learning, training and
development. Moreover, study will show HPW contributes to employee engagement and
competitive advantages. Evaluation of different approaches to performance management and
how it supports high performance culture and commitment.
LO1
P1 Inter-Personal Skills and behaviours which are needed by HR professionals.
HR is an department within a the business which is responsible for all the activities
related to workers. This includes recruiting, vetting, hiring, training, promoting, paying and
firing the employees and independent contractors. There are few very important things which the
HR must have. For being an good HR it is must to have following things-
Professional knowledge- For being an HR advisor it is must that they should have proper
professional knowledge about their work. Hr must have good knowledge about managing team
changes, relocations and transfers of employee so that the staff are supposed to work better and
helps in increasing overall productivity of the firm. Hr manager must have good past experience
of this field so that they can manages all the tasks in organisation on its own and in an effective
manner (Schutte Barkhuizen and Van der Sluis, 2016).
Skills required- There are various types of skills which an successful HR should have are as
follows-
Problem solving skills: Problem solving skill is important as if in an organisation any problem
arises so to deal with that professional skills is must. As when situation arises in an organisation

like employees are not satisfied with their pay scales and planning to leave the organisation so to
deal with that problem solving skills is must.
Decision making skills- Decision making skills very necessary. HR must have good decision
making skilss so trhat they can take desired decision according to the situation in organisation.
Good decision manakin skills is not only benefit employees but it is also beneficial for business
productivity (King, 2017).
Communication skills- Communication plays an major role in maintain healthy relations in an
organisation. It is must for HR that they should have great communications skills so that they can
communicate well to the employees. Good communication skills assist in dealing with
employees issues. Hr manager should have good oral and written skills so that they can connect
better with the staff of the organisation.
Training and development skills- HR should have training and development skills so that can
provide training to employee. As training is must without giving proper training to workers they
can perform better and this also impacts overall organisations productivity.
Behaviour plays an major role in dealing with different types types of situations. For an
successful HR manager it is must that they have transparency in their work. As HR managers are
expected to deal with sensitive issues like pay and benefits, violations of organisational rul;es
and policies. HR should talk politely and in an good manner with employers so that workers are
also happy and their problem is also solved. HR should have versatility and adaptability so that
they can change according to situation and solve it in a desired way.
P2 Inter-personal skills audit and professional development plan.
SWOT analysis-
Strength- Being an HR manager, my biggest strength is that I have great communications skills
which enables me to help & deal with employees and to solve their problems. My oral and
written skills are excellent which further assist me in performing my job. I possess great problem
solving and decision-making skills, I am prepared to deal with any kind of situation and make
decisions which is ultimately beneficial for organizational productivity.

Weaknesses- My biggest weakness which I need to work upon is that I don't possess good
technical skills.
My understanding capability is low, I take some time for understanding issues in organisation.
Critical and advance thinking is also my weakness being an HR. I have weak thinking skills this
impact me in this way that it takes lot of time to have innovative (Tan and Laswad, 2018).
Opportunities- Being an HR I am having ample opportunities to enhance my technical skills. I
can learn different types of computer languages, software and can make use of those in my job
areas, because advance, new software will ease my day to day tasks.
Threats- I don't possess good critical thinking ability which I think can be beneficial for me in
the long run. Conflicts in an organization also can be a major threat to me, because dealing with
conflicts in an organization will be very tough so it can be a major threat to me. Conflicts are
very common in any organization.
Personality development plan is as follows-

Skills Activities Sources Measure Time
Technical skills I will be working day
& night to improve my
technical skills.
I will read from many
computer related
books, watch videos on
internet, will contribute
to open source
projects, which will
ultimately result in
enhancing my
technical skills.
(Duffield and Whitty,
2015).
The sources through
which I will
improve my
technical skills are
internet and
coaching classes
from tutors.
I will do
internships in
many
companies, also
I will work
part-time, give
many online
tests & see if
my results are
satisfactory or
not in order to
be sure that
now I possess
required
technical skills.
The time
required to
enhance my
skills is almost
around 6
months, in 6
months I will
enhance my
skills.
Critical thinking To improve my critical
thinking, I will solve
many puzzles, aptitude
question, also I will
read many books. The
purpose of improving
my critical thinking is
to enhance my thinking
skills, and it will
benefit me in
performing my job role
and career growth.
The sources which I
will use to
improving my
critical thinking
skills are books and
online teaching. I
will learn various
techniques to
enhance my critical
thinking skills
(Walsh, 2017).
To measure my
critical thinking
skills, I will put
myself in a
critical situation
in order to
evaluate
whether I am
ready to deal
with such
situations are
not.
The time
duration which
is required to
improve my
critical thinking
skills is about 8
months to 10
months.
Decision Making I consider decision-
making skill very
The sources which I
will be using to
I will be taking
all my major
The time
required to

important skill in order
to achieve industry's
objectives. To improve
my decision-making
skills I will gather
information, limit my
choices, I will preplan
tasks before executing
them,
improve my
decision-making
skills are reading
aptitude books,
watching effective
videos. I will learn
from my seniors &
also ask for their
advice at workplace.
decisions by
myself & from
that I will
evaluate that
particular
decision was
good,
successful or
not.
improve my
decision-
making skills
will be around
3-4 months. In
3-4 months I
will definitely
enhance my
skills.
LO2
P3 Differentiating between Organizational, Self-learning, Training and Development.
Learning in organization is the process of gaining knowledge related to functions and
knowledge so that workers can adapt to a changing environment and increase their efficiency. In
organizational learning, employees learn new things from their previous experiences and their
observation ie, what they have see in the past while working in organisation. In this learning
practice employees also watch other people like their seniors and thus, this helps in improving
the working skills. Organizational learning advantage is that employees see and learn new things
by their own without any other's effort. This saves time of other people also that they don't have
to spend their time on giving teachings to the employees.
In Self-learning or Individual learning employees learns from themselves only. The
individual observes and learn things from by their own. In this type of learning individual learns
the new skills according to their capability. They can not learn new task and things beyond their
capacity. In this type of learning no one else gives guidance or teaching to the workers,
employees make effort on their own and lean new ways of developing and enhancing their skills
(Scheepers and Schultz, 2019). The advantage of individual learning is that it increases
motivation and confidence. Individual learning is cost effective ie, HR manager don't have to
spend money on giving training to the workers. They learns the task on their own.
In training and development HR managers arranges different types of training and

development programmes for employees in order to enhance their skills & also to acquire new
skills. In this learning practice trainers are there who gives training and guidance to the workers.
Different types of training is provided according to their requirement. In this employees doesn't
makes their own effort of learning (Sun and et.al., 2017).It is an costly method as organisation
set various training program for betterment of employee. Training is provided by highly skilled
and professional persons and in this employee have no right to interrupt in between learns only
those things which are thought to them. It is an most effective way of enhancing skills of
employees as because the training and guidance is provided by highly skilled persons. By giving
training to employees their working speed also improves and leads to more output generations.
P4 Requirement for continuous learning and professional development for sustainable
organizational performance.
Continuous learning is very important for an employee as things keep on changing so to
cope up with that learning is necessary. By learning workers get to know what is going around
and gives knowledge. Learning and adopting new things enhances the skills of the employees
and helps in improving their work quality. As the when the workers is skilled they will perform
all the task on their own without the help of others this benefits not only the employee but also
overall productivity of the firm. Continuous learning helps the workers in facing situation as
conditions keeps on changing so when employee has knowledge and advance skill they will deal
with them in an effective and desired way. Continuous learning helps in facing competitive
situation as employees have skills and talent they will form better strategies to deal with the
situation. By regular learning the skills and knowledge of person gets advance this helps in
sustaining business (Ferrelli and et.al. 2017). Continuous learning is an essential activity to
acquire critical thinking skills and also helps in discovering more ways of binding top people
from different cultures. In an organization regular learning helps in shaping a team to adapt to
changes in the business environment. By learning, workers can make better business strategies,
marketing strategies and helps in overall business productivity.
Providing professional development allows employees to perform better and prepares
them for positions of higher responsibility. When employees are professionally developed they
can deal with any situation. Professionally developed workers have advance skills and innovative
ideas and by that business sustainability is maintained. Being professionally developed impacts

the business in this way that the day to day operations are created in fast and efficient manner.
Professional development schemes puts all employees to upper level so they all possess same
kind of skills and knowledge. Many professionals believe that learning new skills is one of the
best way to achieving success in the career, if they don't feel challenged and excited in their work
they will start losing their motivation and becomes less productive (Krutka and Carpenter, 2017).
Thus, professional development helps in raising motivation level and impacts overall
organisation productivity. Employees from entry level to highly experienced managers should
keep on learning throughout their career so that can deal with any uncertain situation in
organisation. When workers are professionally developed and highly skilled they can deal with
competition as they make new marketing strategies and practices.
LO3
P5 Contribution of HPW in employee commitment and competitive gain in particular
organizational circumstances.
High Performance Working (HPW) is very common approach of directing organizations
which aims to encourage more productive employee engagement and commitment to reach high
level of performance. HPW enables employees to contribute to employee engagement & also to
have competitive advantage within organization because HPW is based on honesty, integrity,
commitment from both the sides. HPW increases chances of organizational success, as it
enhances financial success, good relation between employees, Thus, achieving competitive gain
in organization. There are several practices of high performance working systems (HPWS). As
in organisation situation is there that the employee turnover is high. So in that case HPW helps
in dealing with employees in this way that organisations started providing security benefits to
workers so that they not leave the organisation and works for the organisation for longer duration
of time. Providing security benefits to workers keep them happy and motivated and this helps in
controlling labour turnover in organisation (Antohi, 2016). This is one of the major way which
leads to the employee engagement as it all that employee wants i.e. job security. If employees
feel safe with this job it result in high employee engagement. HR manager makes different
practices for engaging employees towards organisational goal. Hr manager started giving
rewards to workers when good work is done by them, rewarding assist in dealing with current

situation making employees happy. Various types of rewards are given to employees according to
their need as some people are motivated by recognition for their and some people get motivated
by monetary rewards . This results in high employee motivation which can increase employee
engagement and can also help company to gain competitive advantage.
Different types of compensations are provided to employees so that can retain in the
business and give their best. By following high performance working organisations can face
competition in an effective way. As can they develop new marketing strategies and ways of
production. According to HPW teams are created in an organisation as teams helps in doing
more productive work. Work is distributed in teams so less load is there on one employee this
increases employees productivity and helps in facing competitive situation and gaining the
competitive advantage in the market. Basic assumption of HPWS is that good ideas and
organisational improvements comes from employees at all levels of the organisation. Employees
are more smart and intelligent to perform their work on their own, By their innovative skills and
ideas competition is faced in an effective manner (Rahardja, Moein and Lutfiani 2018). HPWS
organizations can enhance understanding of the concept that human resources are more greatly
managed by high engagement & involvement based strategies, Thus, which ultimately helps in
motivating employee behaviour and creativity. Facing competition is not easy so this model
helps in facing competitions in organization. By effective ideas and advance policies competition
can be faced in by the company. This model is very helpful as it encourages employees to do
work and helps in raising their morale. Another advantages of this practices is that it prepares
employees for emergences as when workers are ready to face any situation they can better deal
with the competition. Thus, this helps high employee engagement and gaining the competitive
advantage in the market.
LO4
P6 Varieties of approaches
There are different approaches to performance management.
Collaborative working- Collaborative working is joint or partnership working covers a variety of
ways. In this members of different groups come and work tougher. All the work is done in teams.

By collaborate working all work is distributed among members so this results in this way that the
responsibility of individual is less and more output is generated by the organisation (Abas and
Dahlui, 2017). It encourages high performance culture as all works tougher with each other the
relations among employees get better and thus this assist in maintaining good culture in
organisation. For example, Collaborative working enhances thinking ability, improves creativity,
makes employees highly productive, enhance their skills, increasing their geographical
approaches, making them flexible etc. Thus, ultimately supports high performance environment.
Performance appraisal- This is the best practise for measuring performance of the employee. By
performance appraisal are motivated and it helps in raising their motivation level. Appraisal is
done in every organisation from time to time and main reason for doing this is that workers are
satisfied with the job and retain in organisation for lounger interval. Performance appraisel is
mostly given to two times in a year. By giving appraisal to their performance the productivity of
the employee enhances and good culture is creased in the organisation. As appraisal helps in
generating high performance culture (Alaidaros and Omar, 2017). For example if an employee
works hard to complete its task on time and appraising its performance will further motivate
which can enhance its performance in the future.
Performance feedback- In this approach organisation provides feedback to the employees
regarding their work. Feedback helps the employees in improving their skills and working
practices. All information is given to the workers regarding their performance on a particular job
role. This helps in generating high employee performance as by the help of feedbacks workers
get to know their weaknesses and address according to that. In this way feedbacks plays an
important role in the performance management. For example if an employee is not performing
well in the work place and is provided with the feedback for improvement and keeping feedback
into consideration employee will be able to manage its performance on the future.
CONCLUSION
From the above study it is concluded that Human resource management plays and
important in organisation. The aim of HR is to recruit the best suitable candidate for the job as
when talented candidate is selected they will work more advance and smartly with their full
effort. The above study describes skills which and HR must have the skills are communication

skills, as when HR has good communication skills they will communicate better with the
employees and results in creating healthy relations among employees. Problem solving skills is
also an important skill as by which the individual can solve problem on their own without the
help of others. This results in this way that problem is solved in less duration benefiting the
organisation. Contentious learning is important as by regular learning their kills are developed
and the knowledge of the employee also enhances. This results in this way that if any situation
arises they can deal with it in an effective way with the help of their skills. By continuous
learning and professional development organisation can maintain their sustainability and manage
all its activities.

REFERENCES
Books and journals
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approaches. In 2017 International Conference on Engineering Technology and Technopreneurship.
(ICE2T) (pp. 1-7). IEEE.
Alaidaros, H. and Omar, M., 2017. Software project management approaches for monitoring work-in-progress: a
review. Journal of Engineering and Applied Sciences. 12(15). pp.3851-3857.
Antohi, I., 2016. The High Performance Working Practices in Romanian Companies–an Empirical Study. Ovidius
University Annals, Economic Sciences Series. 16(1). pp.264-268.
Ferrelli, R. M and et.al. Continuous Professional Development and Health Governance in Egypt. Annali dell'Istituto
superiore di sanita. 52(4). pp.565-569.
King, A., 2017. HR for insolvency firms in 2018. Australian Restructuring Insolvency & Turnaround Association
Journal. 29(4). p.16.
Krutka, D. G. and Carpenter, J. P., 2017. Enriching professional learning networks: A framework for identification,
reflection, and intention. TechTrends. 61(3). pp.246-252.
Rahardja, U., Moein, A. and Lutfiani, N., 2018. Leadership, Competency, Working Motivation and Performance of
High Private Education Lecturer with Institution Accreditation B: Area Kopertis IV Banten Province. Man
India. 97(24). pp.179-192.
Scheepers, S. A. and Schultz, C. M., 2019. Organisational learning in Crime Intelligence: a qualitative
review. Journal of Contemporary Management. 16(2), pp.361-381.
Schutte, N., Barkhuizen, N. and Van der Sluis, L., 2016. The development of a human resource management (HRM)
professional competence model: A pilot study. Journal of Psychology in Africa. 26(3). pp.230-236.
Sun, H and et.al., 2017. Team diversity, learning, and innovation: A mediation model. Journal of Computer
Information Systems. 57(1). pp.22-30.
Tan, L. M. and Laswad, F., 2018. Professional skills required of accountants: what do job advertisements tell
us?. Accounting Education. 27(4). pp.403-432.
Walsh, K., 2017. Quality, surveillance and performance measurement. In Measuring Quality: education
indicators. (pp. 49-68). Routledge.