HR Report: Developing Individual, Team, and Organizations at Coco Cola

This report analyzes the human resources practices within Coca-Cola, focusing on the skills, knowledge, and behaviors required of HR professionals. It examines the importance of these elements in individual and organizational development, including topics like skills audits, continuous learning, and performance management approaches. The report contrasts individual versus organizational learning and explores the role of high-performance working in employee engagement and competitive advantages. Furthermore, it provides a personal and professional development plan, outlining steps for self-assessment, skill development, and aligning with organizational needs. The report concludes with an overview of professional skills audits and emphasizes the need for continuous learning to improve employee skills and achieve organizational objectives.

DEVELOPING INDIVIDUAL TEAM AND
ORGANISATIONS

Table of Contents
INTRODUCTION...........................................................................................................................1
P.1 Knowledge skills and behaviour that are required by HR professional in the Coco Cola....1
P.2 Audit of personal skills and personal and professional development plan ..........................3
M1 Provide a detailed professional skills audit that demonstrates evidence of personal
reflection and evaluation.............................................................................................................6
P.3 Difference between organisational and individual learning, training, development............6
P.4 Need of continuous learning and professional development...............................................7
P.5 Role of high performance working in employee engagement and competitive advantages.8
P.6 Approaches to performance management...........................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
The increasing in the competitions between every organisation which is difficult task for
survive for long term in the market. To cover the marker share firm implement various
strategies and action plan. The report will cover about the coco cola which is a leading soft drink
producer firm. Further, the aim of the assessment is accompanying to how performance of a firm
can be improve and knowledge, skill and behaviour required by Human resource professional. It
also covers the overall personal skills audit to find out appropriate of all the three elements. The
requirement of continuous learning and professional development and role of high performance
working in employment engagement and competitive advantages. Lastly, the approaches of
performance management.
P.1 Knowledge skills and behaviour that are required by HR professional in the Coco Cola.
For each and every individual required certain skill, Knowledge and behaviour which are
the important to show the competency in personal and professional development. To perform
different roles and responsibilities in the organisations these three elements are crucial for the
individual. Following knowledge skill, behaviours required by human resource professional in
the Coco Cola discuss below:
Knowledge of HR
Knowledge is the understanding of theoretical and practical involvement with the help of
studying. It is a cognitive comprehension of subject issues already done by the individual.
Hence, the knowledge give overall understanding of various areas which are important for the
HR professional.
 Human resource must have individual and HR knowledge for the roles of recruitment,
training and development.
 The Administration Knowledge is also required in the human resource professional in
which tracking of employees attendance and personal detail gathering as well compiling
in particular systems.

 Media production and communication related knowledge is important for the Human
resource officer in which the various stakeholder of the company need to communicate
which is the responsibilities of HR.
 Finance and Economic related knowledge is important for HR professional to implement
monetary market, banking and evaluation and reporting of financial data.
Skills and Behaviour required in HR officer
 Communicate to each and every individual and maintaining relationship with the
employee is the most importance skill that human resource should bear.
 Listening Skill: it is the most significant skill which assist to providing attention towards
the employees grievances and take suggestion for other for proper development.
Listening will help in understanding the problem of people as per that effective solution
made.
 Another skills which required to a Human resource officer need to manage the personal
properly because under a Human resource professional various roles and responsibilities
such as to motivate, developed and directing employees are important skill required for
HR officer.
 Critical Thinking is the another skill which required in the HR officer to sole any issues
in the organisations. It will also help to take necessary decision for implementing
different plans(Erez, Lisak and Shokef, 2013).
 To evaluate the situation of the firm by continuous supervising and monitoring power so
the organisation performance can be increased.
There are other skills and behaviours require in HR officer such as, inductions. Learning
strategies, Solve issues and Writing skills.
Role of HR officer
As a Human resource of Coco Cola, I need to perform certain roles and responsibility in the
company. There are different responsibilities which I need adopt describe such as follows:
 Recruitment: It is the biggest responsibility that I have to perform in the organisation and
also to develop employee by giving trainings for improving their performance.
 To manage the payroll is the another role which I need to perform in the firm.
 Even I have the responsibility to advise line manager and the other employees on
employment law and the employer’s own employment policies and procedures.
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 Monitoring and evaluating the performance of the employees to check whether they are
working according to order or not.
 Another important responsibility that I have to follow is to look after the health, safety
and welfare of all employees.
 Also, As a HR officer, I have to maintain many other responsibilities such as advising
line manager, approving job advertisement, organization training session etc.
P.2 Audit of personal skills and personal and professional development plan
Human resource professional required various skills to implement the responsibilities
implement with him in firm. I am HR officer which need to performance certain roles and
responsibilities in the organisations. The audit of my own knowledge, skill and behaviour is
discussed on the basis of three main areas such as follows:
 Skill which are required for HR Job.
 Skill that I have already.
 Skill that required to improve.
For each and every individual require the combination skill set for the HR professional. For
instance, Human resource professional require to be effective adoption in case of information
Technology and hence, it should be aware the working of various software and techniques to
bring the enterprises and HRM function more effective. Human resource professional required to
do selective communications' skill and abilities which are important in terms of solve the various
issues of human resource and it's accompanying prospect. For the Human resource professional
communications' skill require solving the various problem and implement all the function in
efficient manner. At the end, the Human resource professional required skill for solving issues of
the people. The grievance handling is the most important task for the organisations which
requires a problem solving skills for the HR Job. Hence, these are he various skills which are
required by the Human resource professional according the skill audit conducted(Coulter,
Roberts and Dixon, 2013).
From the skill audit it can be easily replicate that HR professional is already good at certain roles
in the Coco Cola. For instance, as per in the scenario of Information technology aspect. The
resource are efficiently of intended various procedures of utilising internet with the aim of mail
sending. The communication of the HR professional brings the relationship with the employees
and these will help to boost their performance for achieving objective of organisations. The
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preparing report and presenting them and average performance in case of conducting skills that
HR professional of Coco Cola is effective. The problem solving skill is the important ability to
create twice method for particular thus making them more abilities in terms of solve different
problems in the firms.
In the third scenario of specific aspect which can be determined the skills that HR professional I
need require developing for the future decision in their job. From the information technology
aspect the resource must be informed the awareness of different DBMS or database management
system for the scenario of HR and as well it required to capable of utilising Human Resource
speciality software in terms of including efficiency in the operations. In case of communication
skill are developed in case of drafting contract for employees within firm and they also required
to develop the skills in case of conducting training programme for the employees. These are the
set of skill which I need to focus on appropriate development for future employability.
Supervisory
Management
Experience of
working place < 1 month ◦ mont
hs > 3 month
Managing
people in on time None 1-5 months Above 5
Personal and Professional development Plan
This is an important aspect for any individual which indicated he objective, skills, competency,
goals will support consistency enhancement and carer development, hence the HR professional
at Coco Cola I need to develop professional by adopting certain steps such as follows:
Step 1- request self assessment from the personnel
As I am appointed as the external Learning and Development for the firm for which I have to
development the company and employee by evaluating the each and every issues faced by the
organisation and these issues are hindrance in their operation for HR department. So that I need
to make my own self assessment from the personal development which can be utilised for the
effective improvement in the firm.
Step-2, developing skill
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In the audit, it has been identified that a little and adequate experience is not enough for the
various roles and responsibility perform by the organisations' development and Learning
consultant. Skill of this area must be developed if I need to increase development in profession
career.
Step-3, assessing organization’s needs
The firms have various requirement with me in development of the organisation provide better
assistance to improve the firm by giving training to the employees. Generally, a firm required to
be as consultant for a Human resource management of employees effectively, improvement in a
efficiency developing communication.
Step-4, exploring development opportunities
Each and every firm bring the development of opportunities are less. So I have the ability to
explore firms opportunities such as creating effective working environment, motivation. These
will assist will definitely to assist for improvement myself for such profession.
Step-5, recording staff’s progress
These can be another aspect that I need to perform for effective development as per the audit.
The staff performance will help to develop organisations. So proper training and development
will be provide to the Human resource management can implement in the organisations.
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M1 Provide a detailed professional skills audit that demonstrates evidence of personal reflection
and evaluation.
The professional skill audit of my own such as follows:
P.3 Difference between organisational and individual learning, training, development.
Analyses of the difference between organizational and individual learning
Organizational Leaning is the procedure of developing, holding and exchanging learning
and data inside the association. It implies hierarchical learning is kept to association. Singular
learning is the way toward creating singular expertise and execution thinking about the
shortcoming and quality of the person. Singular learning contains a man's identity, demeanour,
abilities, execution and so on.
Thus, organisations learning and individual learning are not same at all since singular learning
creates singular quality while hierarchical learning is restricted to an association. However, every
one of the learning is identified with each other. For instance, hierarchical learning causes a
representative to build up his expertise(Wang, Conboy and Cawley, 2012.). Again singular
learning will make his quality more grounded which is basic for the association. Along these
lines, both the learning framework is fundamental for creating hierarchical and singular
improvement.
Analysis of the difference between training and development
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Training is a critical procedure which makes workers apt and capable. Through
preparing, a worker is instructed how to create functioning ability, how to enhance viability and
proficiency. Through training an association is endeavoured to create with the best possible
utilization of HR. Additionally, improvement shows the movement of foundation. Despite the
fact that improvement and preparing isn't same thing, they are subject to each other.
P.4 Need of continuous learning and professional development.
The Continuous learning and professional development is the important to bring the
enterprises' improvement effectively because all the development procedure enhance the
efficiency of a firm. The essentialist of learning and professional and professional development
is critical aspect can be discus such as follows:
Improving skill of employees:
This is the important aspect for the requirement of continuous learning and professional
development to improve the skill of employee by providing training achieving the organisation
objectives(Goetsch and Davis, 2014). For instance, if the HR management of Coco cola tries to
develop their better procedure in terms of professionalism, emphatically I am able to collect
effective learning and this will help to enhancement in professional skills.
Improving efficiency:
If the skill of the worker is developed, their working efficiency will be developed.
Therefore, decrement of the firm will automatically increase. Regular learning assist to improve
the efficiency of the employees and therefore the firm will be more developed(Anderson,
Potočnik and Zhou, 2014).
Proper allocation of resources:
Suitable resource allocation of improves the improvement of a firm. The appropriate
action plan, evaluating and experience is important to adopting the task successfully.
Professional development and continuous learning will help to bring the resource in a effective
manner.
Problem solving:
These can be another aspect for requirement of continuous learning as the problem
solving will assist to increasing in critical thinking and issues solving is the responsibility of the
HR management. For instance. In the coco cola there are various issues have been arisen to solve
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the human resource management issues I had recruited as the Organisation development and
learning.
Designing Plan:
It is important for the Top management in which the manager must be proficiency and
have experience of several working system. So they all required to develop a plan which can be
possible when they are focusing on continuous learning and professional development.
P.5 Role of high performance working in employee engagement and competitive advantages.
High performance working framework
HPW is an essential structure that unites work, individuals, data and innovation in a way
that builds up a fit among the representatives to deliver superior and powerful reaction to client
prerequisites and other natural request and openings. Coco cola likewise applies elite working
structure to do the most extreme viability from the representatives. Results of High Performance
Working system such as follows:
Illustration 1: HPW Framework
Contribution of HPW to employee engagement and competitive advantages:
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HPW system contains a few practices business engagement and upper hand are the most
surely understood and imperative practices. Coco Cola takes after those practices appropriately.
The organization fundamentally accentuates on the two practices to enhance its proficiency.
Employee engagement:
It is the degree procedure to which workers feel energetic for their work, are resolved to
give most extreme working exertion and endeavour to enhance their expertise to accomplish
hierarchical objective. Employees engagement is a standout amongst the most imperative
practices of HPW structure. The training runs for the most part with the definition the structure.
For high representative engagement, Coco Cola actualizes a few capacities. For example,
Motivation:
It is a standout amongst the almost imperative instruments which drive workers to most
astounding engagement. Regularly inspiration is ordered into two classifications money related
and non budgetary. Both the procedure intentions workers to give powerful exertion(Ford,,
2014.). Coco Cola takes after numerous motivational hypotheses to rationale the representatives.
Training:
Preparing makes workers dexterous and if representatives wind up capable, they will give
compelling administration. Coco Cola has numerous workers all through the world. What's more,
consistently a tremendous measure of asset is dispersed and intended to prepare the
representatives.
Suitable working environment:
For better representative engagement, Coco Cola keeps up appropriate workplace for the
representatives. Legitimate well-being and security is kept up in the workplace of the
organization. Subsequently, representatives demonstrate high enthusiasm for working
engagement.
Competitive Advantages:
It is a basic preferred standpoint increased over contenders offering clients the most
elevated esteem either by giving lower evaluated items or administrations or by higher estimated
items and administrations in which quality is looked after appropriately. There are a few
methodologies in HPW system for upper hand which Coco Cola takes after to hold better upper
hand. These can be discuss such as follows:
Market Research
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It will encourage Coco Cola to think about its position and condition in examination with
the contenders. It causes the association to set reasonable cost with the items as indicated by the
request of clients.
Quality Development
To hold most noteworthy piece of the overall industry, Coco Cola dependably tries to
build up the nature of items through legitimate advancement and correspondence. As it has a
rumoured national and universal brand picture, the organization is continually attempting to
build up its item quality.
P.6 Approaches to performance management.
Performance management: It is a continuous procedure to determine, measurement and
development of employee performance and interlink with the objective of the organization. So
the performance is a significant area of human resource management. The coco cola company is
also adopt performance management system to enhance the workers' performance. Hence,
performance management is important for review which will assist to get the higher performance
in the organisations(Armstrong, Kotler, Harker. and Brennan, 2015).
There are some performance management approaches such as collaborative working approach,
effective communication approach etc. both the approaches are important for increase
performance culture and commitment.
Collaborative Approach: Organisations have the various individual which required to make
perform different role and responsibilities according to their abilities to achieve firms objectives.
Each and every worker require collaborating with all other members in which management need
to take decision for group as per the coordinating way. Hence, collaborative approaches assist to
hold the workers from the firms which takes the motivation among every worker in between
work, under this approach different work required to perform by workers in which the outcomes
can be better. Therefore, it is the authority of management to ignore the issues condition after the
adopting collaborative approaches for manakin performance of the employees.
Comparative Approaches: These is a significant for the management to compares each and
every individual in the organisations. As, in comparative approach help to make all the
conceivable results from individual accomplish for association will be look at when the closeness
satisfied between the two representatives. The better thought and development will occur if the
administration will execute these approach in the association for powerful execution
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