Developing Individuals, Teams, and Organisations: HR Advisor Skills

This report examines the essential skills, knowledge, and behaviors required of HR advisors, focusing on the context of Hightown Housing Association. It includes a personal skills audit and a professional development plan designed to enhance the advisor's capabilities. The report analyzes the factors involved in implementing and evaluating inclusive learning and development to drive sustainable business performance, contrasting individual and organizational learning. Furthermore, it explores the key elements of high-performance work (HPW), its positive impacts, and how HPW practices can improve skills utilization within Hightown Housing. The report also considers different approaches to performance management that support a high-performance culture and employee commitment.

Developing Individuals,
Teams and
Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................3
SECTION 1......................................................................................................................................3
A: Appropriate analyses of employee knowledge, skills and behaviours that are required by
HR Advisors...........................................................................................................................3
B Personal skills audit ...........................................................................................................5
C Professional development plan...........................................................................................6
D Analyse the factors to be considered when implementing and evaluating inclusive learning
and development to drive sustainable business performance.................................................7
SECTION 2....................................................................................................................................10
A Key elements of HPW......................................................................................................10
B Positive impact of HPW...................................................................................................11
C How will HPW practices enable better skills utilisation in Hightown housing................12
D Different approaches to performance management that support high performance culture
and commitment...................................................................................................................13
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Organisational development is an effort of top management which is done for increasing
effectiveness of employees so that predetermined goals will be achieved in a preset time period.
Developing of effective teams are also an important role that is performed by organisations for
achieving their goals or objectives. Whether business is operating at large or small it is very
essential to the take better contributions and supports from the employees because without their
supports it can prove difficult for the firm in achieving targets or objectives. The chosen
organisation for this assignment is Hightown Housing Association which is located in
Hampstead, UK and provides supports and care to those people who are not capable to buy or
rent a home at market values. Present report will includes following topics like appropriate
knowledge and skills that is required by HR professionals. Differences between organisational
and individual learning, Need of continuous learning for gaining sustainable performance in
market along with understanding the ways in which HPW contributes in employee engagement
and competitive advantage.
SECTION 1
A: Appropriate analyses of employee knowledge, skills and behaviours that are required by HR
Advisors
HR department has responsibilities to perform internal functions and activities of firm
and use their knowledge, skills or professional behaviours so that productivity and efficiency of
firm would be enhanced. HR advisors of Hightown Housing Association should use their skills
and qualities so that functions or activities of firm should be managed in effective manner.
Knowledge can be defined as facts, information or skills that are acquired by an
individual through its experience or education in a specific study. Professional knowledge which
is required as a HR advisor in Hightown Housing Association is given as under:
Laws and legislations: Appropriate knowledge of laws and legislations is mostly
required by HR advisor. With the help of it, they can better support to their seniors so that given
task would be completed in easy manner (Zander, 2015).
Personnel management:- HR advisors should have an effective knowledge regarding the
methods which are used for retaining or managing the employees who are working within the
firm. It is also essential for them that they have knowledge of preparing staff handbooks, payroll

of employees, solving grievances of employees which are regading with the promotion and
remunerations, organising training and development programmes etc. All these knowledge
would be play supportive role for the HR managers because through this, they will easily satisfy
their employees and enhance their productivity.
Skills can be defined as an ability of doing something well so that determined results will
be achieved in effective manner. Some skills which are needed by HR advisor within the
workplace of High town Housing association are given as below: Negotiation skills:- As per the given job description, HR advisors should have good
negotiation skills because through it they can easily solve the issues of their employees
which are regarding with their pays and remunerations. This skill would be helpful for
them in managing the payroll and avoiding the issues that can be arise in the workplace.
 Communication skill:- It is also an essential skill which is defined in Job description of
HR advisor that they have to maintain effective relations with the other divisions. So that,
if any changes will be occurs or implemented by the senior managers that it would be
effectively adopted by the divisions. Through this skills, the HR advisor would clearly
communicate the duties of employees to them for performing the work properly.
Attributes can be defined as the quality which is possessed by HR advisor as per the
given job description some of these qualities which are essential are given as under: Coordination: HR advisors have to play very important role in the workplace because
they have responsibility to managing the employees in the workplace. Therefore, it is
very essential that they must have cooperative behaviour so that better coordination will
be maintained with the employees who are providing their services in the firm
(Wickramasinghe, 2012).
 Critical thinking: It is also a very important skill that is required for the HR advisor in
Hightown Housing Association because it can prove helpful for the seniors in formation
of effective strategies which will leads the firm towards achievement of goals. It is also
essential for the HR advisor that they should have skills of creating attractive job
specification so that a large number of knowledgeable candidates would be attracted
towards vacant positions.

B Personal skills audit
Personal skill audit is an effective way for individuals through which they can easily
identify their strength and weaknesses. In an organisation, different kind of knowledge, skills and
behaviour are required so that better results would be received in near future. As each individual
of firm can't become perfect therefore, it is essential to audit the skills so that better chances of
increasing knowledge and growth can be gained by them. Hightown is a charitable housing
association which provides home and support to the needy citizens. Organisation can perform its
functions in effective manner when employees have current knowledge and skills and if they are
lacking in any function proper training would be provided to them. As a HR advisor there are
some skills that should be there like negotiation and communication skills etc. so I have to audit
my personal skills so that my weakness or strengths could be identified in easy manner and for
overcoming these I would make my development plan.
Self Assessed Score from others Variance
Skills
Negotiation 9 8 1
Communication 8 9 -1
Interpretation- It has been identified from the above table that my negotiation skills are
more than given score of others which can provide opportunity to me in taking growth in career.
Whereas my communication skills are average as per the given evaluation of table so I have to
improve them so that future tasks will be performed in effective manner (Verger, 2016).
Strength Weaknesses
 I have proper knowledge of laws and
legislations which helps me in solving
the conflicts that can be occur as the
conflicts among the employees.
 As I have good negotiation skills
through which I can easily maintain
good and long term relations with my
teammates.
 Communication is an important skill
which should be improved by me for
taking growth in future career.
 I have lack of finding new ideas and
solutions of the grievances which
should become a huge loss for my
personal development.

C Professional development plan
Personal development plan for the role of HR advisor
It is a legal and structured form by which a person can take measures for filling the gap of
required and expected skills for performing the role. PDP is an action plan in which individuals
have to take different kind of measures for improving their lacking skills. It also helps the
individuals to make their strengths more stronger along with improving the weaknesses so that
better productivity would be gained by them. My personal development plan as a HR advisor is
given as under:
Sr. No Need of Training Current
Proficiency
Target
Proficiency
Developmen
t
Opportuniti
es
Judging
criteria
Time Scale
1 Communication
skill
My
communicat
ion skills are
weak due to
which I
can't convey
specific
roles and
responsibilit
ies to my
teammates
in effective
manner.
I should
have to
improve
these skills
so that roles
would be
communicat
ed in easy
manner and
solutions
will be
given to the
teammates
in the case
of conflicts.
These skills
can be
improved by
joining
classes or
seminars.
HR
managers
and Board
of Directors
3 months
2 Problem solving
skill
As
Hightown is
a charitable
Main desire
of mine is to
improve
I can
improve
these skills
Top level
personnel
2 months

association
in which
different
employees
are working
with having
difference in
their
perceptions.
Due to
which lots
of problems
can be occur
in the
workplace
which can
affect the
productivity
, and I have
lack of
finding
quick
solution for
these issues.
these skills
so that
better
relations
would be
maintained
at the
workplace.
through
dealing with
practical
situations
and taking
support
from my
seniors.
Reflective statement- As per the above PDP plan, I have evaluated that two kind of
skills are essentially required i.e. communication and problem solving so as to completing my
further tasks. For improving my these skills I have decided to join seminars and conferences so
that tasks would be completed effectively.

D Analyse the factors to be considered when implementing and evaluating inclusive learning and
development to drive sustainable business performance
Organizational and individual Learning: It can be defined as gaining effective
knowledge through several methods which contributes in better understanding about concepts. It
is very essential for individuals, teams or firms to learn new things on regular basis so that better
growth or sustainability would be achieved in personal and professional career (Succar, 2013).
Both kinds of learning such as organizational and individual are important and difference
between them are given as under:
BASIS INDIVIDUAL LEARNING ORGANISATIONAL LEARNING
SCOPE It has low scope because it is used
for enhancing the knowledge of an
individual.
It has wider scope than individual
learning because it enhance the
knowledge, skills and behaviour of
all employees so that better
contributions will be received in
future.
RIGIDITY This kind of learning is flexible in
nature and it allows the individuals
to grab knowledge or skills from
any kind of source whether it exist
in inside or outside of firm.
It is a rigid concept in which
managers have to provide training to
their employees as per the
instructions of top management.
TIME It is a regular process in a career of
individual therefore, it can be said
that this is free from all limitations.
This is performed in a specific time
period which have decided by the
management or CEO for train the
employees.
Training and development: Training is a learning programme which is provided by the
employers to their employees for enhancing their skills or strengths so that objectives will be
achieved in a given time period. Apart from that, development can be defined as a long-term
growth of employees and in this process they are considered as a valuable asset for the firm.

Whereas, development is a regular process of individuals, team or firms whose main motive is to
done overall development of firm in the marketplace (Choi, 2011).
BASIS TRAINING DEVELOPMENT
ORIENTATION It can be defined as job-
oriented process.
While, it is a career oriented
procedure.
Focus Main focus of this process is to
maintain and update the
existing knowledge of
individuals.
This process emphasizes on
overall growth or development
of organisation.
AIM It is a job-oriented procedure
which is limited for enhancing
the performance of employees
for a specific job.
Main aim of this process is to
make overall development of
individuals.
SCOPE It fulfils the short term needs
of individuals.
While, it is a wide process and
it is not limited for a certain
job role and gained skills from
it can be used in future.
Need and importance of continuous learning and development
Continuous learning is a regular process through which the knowledge of individuals and
organization is enhanced. Whereas, professional development is a procedure by which
employees enhance their skills and capabilities through engaging themselves in various
development and training whether inside or outside of firm. These both process are very essential
because it helps the organization in improving its competitiveness and productivity. Need of
continuous learning and development in the firm can be defined in some points which are given
as under:
 Enhances sustainability: In a firm like Hightown Housing Association, it is very
difficult for the employees to sustain their performance at workplace. Therefore,
continuous learning is essentially required because it helps the employees in learning new
things so that they can provide their maximum efforts for completing a given task.

Continuous learning and development also enourage them to provide more contribution
even in the situation of pressure (Aarons, 2011).
 Prepare employee for advancements: Through continuous learning and development,
performance of employees can be improved and by this improvement they can take
growth in their professional career. By continuous learning, they will easily understand
those concepts from which they are unaware of.
Inclusive learning and development culture – It includes successful and full integration
of diverse people in workplace or industry. Through this culture, training and development
opportunities will be provided to the employees which will beneficial for housing association in
improving their effectiveness and for improving learning culture of firm.
David kolb's Experiential Learning cycle model – This theory was proposed by David Kolb in
the year of 1984. It is categorised in four parts which defines learning along with styles. This
theory is based on Kurt lawn's work who were a great psychologist. They have divided this
theory in two parts in which first is related with understanding of individuals and other one
is development of individuals which is gained by them through using their strong experience
or learning. Four parts of this theory are given as under:
 Diverging – Employees of this kind are sensitive in nature and prefers to watch before
doing any kind of work. Kolb have called this style diverging because employees of these
kind performs better in the conditions which requires generation of ideas, critical
evaluation of factors etc. these workers are prefers group workings and work
cooperatively with their teammates so that given work will be finished with proper
cooperation.
 Assimilating- This part is a logical approach and defined characteristics of individuals
who prefers clear and understandable informations. Individuals of this learning style are
less prefers on the working of their colleagues whereas, they are more attracted towards
approaches and perform their works as per the systems.
 Converging- Individuals with this style are always use their learning so that better
solutions can be taken for the problems. This kind of individuals are best in nature
because they made a practical situations and use their learnt theories for solving the
problems (Mittal, 2015).

 Accommodating – This style is also called hands-on and based on other 's anlaysis rather
than their work. These individuals uses theories and concepts of other authors for solving
the problems and also attracted towards new challenges or tasks.
SECTION 2
A Key elements of HPW
HIGH PERFORMANCE WORKING- It can be defined as an environment of an
organisation in which management creates transparency, trustworthiness and an effective
communication structure in the workplace. This is the way that encourages the management to
adopt flat structure in workplace instead of using hierarchical structure in the workplace. For
example - Through adopting this kind of structure better contributions will be gained by the
employees. In it, various techniques of motivation are also used by the management in order to
gaining better contributions from the employees. When employees will feel motivated they
provide their more contribution towards growth and success of firm which is beneficial for
company in gaining competitiveness in the marketplace.
ELEMENTS OF HIGH PERFORMANCE WORKING- There are mainly five
elements which is used for creating this kind of structure. It also helps in providing good
working condition to the employees so that satisfaction and efficiency would be enhanced and
better contributions can be gained by the mangers from them. These elements are given as under:
Organisational structure- HPW insist the management in adopting flatter organisational
structure so that given task would be completed in specific time without facing any difficulty.
Task design- Tasks are delegated by the management as per the skills and knowledge of
employees which helps the firm in gaining better outcomes in near future.
People- People can be defined as employees which are valuable and working for the firm
in achieving goals or objectives. With the help of HPW, management can provide better
environment to their employees so that effective contributions will be received from them in
future period (Penuel, 2011).
Reward system- Reward can be considered as one of the best technique which is used by
management for motivating their employees. In HPW, management have to evaluate the
performance level of the employees and provide better incentives and compensations to them.

When employees receives better outputs of their inputs they feel motivated which is beneficial
for the Hightown housing association in making good brand image in the marketplace.
Information system- Information system consists of various channels through which
employees can discuss their problems and issues with their seniors. In HPW, both kind of ways
like formal or informal are provided to the employees so that conflicts and issues can be known
by the seniors.
B Positive impact of HPW
HPW can be defined as a system in which management have to use flatter structure so
that grievances of employees can be resolved in easy manner and they will always performs their
duties for building growth and success of organisation. Positive influences of HPW are given as
under:
OUTCOME OF HIGH PERFORMANCE WORKING
Selection of specialized personnel- In HPW, management have to use their employees as
an precious asset because without their efforts organization can't achieve growth and success in
marketplace. When employees have relevant knowledge of the field then productivity of will
also enhanced which leads the firm towards gaining competitiveness in marketplace (Dhar,
2015).
Better cooperation inside and out organization- HPW is based on less hierarchy and
high transparency in which management have to provide better support to their employees so that
they can easily discuss their views and issues regarding a problem. With the help of this, HR
advisers of Hightown Housing association will be able in making effective relations with their
employees which will be helpful in reducing employee turnover and insist the firm towards
gaining competitiveness in marketplace.
Decentralized decision making- As HPW encourages the managers to adopt flatter
organisational structure so employees have authority to take right decisions for the given tasks.
They have also responsibility to manage and complete the given task in specific time period.
Hence, it can be said that HPW initiates the employees to working hard so that organisation can
easily achieve their preset objectives in given time-frame.
C How will HPW practices enable better skills utilisation in Hightown housing
High Performance management system can be defined as the procedure which
continuously measures, identifies and develop the performance level of employees. Main

purpose behind formation of this structure is to improve the performance of individuals and
initiating them towards hard work so that organisational objectives will be achieved in easy
manner (Manley, 2013). For achieving preset objectives, Hightown housing can perform several
activities for this system which are given as under: Reward & remuneration:- It is one of the most widely used practice of management
which is done by them for increasing the performance level and productivity of firm. In
this system, HR professionals or advisors of Hightown housing have to provide certain
rewards to their employees as per their performance level. Through using this kind of
practice, employees will highly motivated and dedicated towards achieving the goals. Performance appraisal:- It can be defined as the practice in which management have to
evaluate the performance level of their employees on regular basis. When expected
performance will be received by the employees it will be beneficial for the managers in
filling the gap of weaknesses. Therefore, this practice would also prove beneficial for the
organisation in achieving competitiveness in marketplace.
 Performance objectives and standards:- In this, management of Hightown housing have
to categorise the whole activities in small tasks and delegate it in small parts so that
preset objectives can be achieved in easy manner. With the help of this practice of HPW,
they will easily select a suitable path for achieving desired level of performance.
Hence, it can be said that all practices are essential and provide beneficial outcomes for
Hightown housing in improving quality and performance level of their employees.
D Different approaches to performance management that support high performance culture and
commitment
Performance management is an establishment of working environment in which people
are highly devoted towards working and performs their work by using their high effeciency and
efforts. With the help of this method, an effective communication can be established at
workplace which leads collaborative working within the firm. Effective communication will lead
to improvement in organisational culture which support the individual and organisation in
achieving high growth and performance. For determining the effectiveness of these practices
there are some approaches that can be used by the managers of Hightown Housing which will
support them in maintaining high performance culture. These approaches or ways given as
under:

 Comparative approach:- It can be defined as the suitable method in which employees are
ranked according to their performance level. Through this way, performance level of
employees can be enhanced which ultimately leads the firm towards growth and success.
In this method, employees who are ranked on top have to provide better training to the
lower performers so that their performance level can be improved which indirectly help
the organisation in gaining better growth or success in marketplace (Herrmann-Nehdi,
2015).
 Behavioural approach:- This method consists of several vertical scales with different
dimensions in which management have to put the workers as per these dimensions and
their performance level.
From the above methods or approaches the most appropriate approach is comparative
because Hightown is operating its business operations as a charitable organisation and it has a
small number of employees who are performing their functions. So, HR managers can use this
approach or method for measuring the performance level of their employees.
CONCLUSION
It has been concluded from the above report that HR advisors or professional have to play
very crucial role in growth and development of a firm. Personal skill audit is also necessary for
evaluating the performance level of an individual through it any person can measure their skills
and identify the gap between expectations and current skills. Personal development plan is also
significant for the individuals as it guides them to take relevant actions for improving their
performance level. HPW is also beneficial for both employees and employers because it helps
the firm in achieving good brand image and competitiveness in marketplace and also supports
the employees in improving their performance level.

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