HR Skills, Development and Performance Management Report

This report delves into the critical role of human resource management in modern business, focusing on the significance of HR departments in recruiting skilled candidates, assigning responsibilities, and fostering positive relationships within organizations. The report, centered on a case study of Whirlpool, examines the professional skills, behaviors, and knowledge essential for HR professionals, including expertise, problem-solving, communication, and technological skills. It highlights the importance of individual and organizational learning, as well as continuous professional development. Furthermore, the report explores the concepts of High-Performance Work (HPW) and its contribution to employee engagement and competitive advantages, alongside various approaches to performance management. The report includes a detailed skills audit and development plan, offering a comprehensive overview of HR practices and their impact on organizational success. It emphasizes the need for HR managers to balance staff, maintain fairness, and possess business knowledge and best practices to achieve long-term objectives.

Developing Individual,
Teams and Organisations

Table of Contents
INTRODUCTION ..........................................................................................................................1
SECTION 1......................................................................................................................................1
.........................................................................................................................................................1
(A)P1.Appropriate and professional skills, behaviour and knowledge needed by HR
professionals...........................................................................................................................1
P2 Personal skills audit in order to identify appropriate KSB and development plan ..........4
TASK 2............................................................................................................................................8
P3 Differences between individual and organisational training, development and learning. 8
P4 Need for continuous learning as well as professional development ................................9
SECTION 2....................................................................................................................................11
TASK 3..........................................................................................................................................11
P5 Meaning of HPW contributes to employee engagement & competitive advantages .....11
TASK 4..........................................................................................................................................12
P6 Different approaches to performance management........................................................12
CONCLUSION ............................................................................................................................14
REFERENCES..............................................................................................................................14
.......................................................................................................................................................16

INTRODUCTION
In modern businesses, human resource management is very essential and important part
of the each and every organisation. In an entity, HR department plays a significant role in
recruiting and selecting knowledgeable and skilled candidates. Other main duty of HR is to
assign the resources and responsibilities to their employees in a proper way. It is also maintain
healthy and positive relationship with their management within enterprise (Amabile, 2012).
Various kinds of approaches and tools are existence which is used by HR management in an
effective or efficient manner.
This report is based on Whirlpool which deals in electronic equipment. This company
was formed by Louis Upton in the year 1911. This assignment will discuss about professional
skills, behaviours, knowledge and development plan of HR. It will also determine regarding
organisational and individual learning which is important for the individual in order to increase
their basic skills on particular subjects. HPW and different approach of performance
management are very beneficial for the business entity in regrades to achieve higher profitability
and long tern objectives.
SECTION 1
(A)P1.Appropriate and professional skills, behaviour and knowledge needed by HR
professionals
There are different characteristics and quality of human resource management which are
valuable for company. Due to this, they can easily communicate and manage their employees
towards business functions and work (Knowledge and skills required by HR professional, 2016).
They have many responsibilities towards helping the entire team members and few skills are as
follows:
Expertise: All functions of human resource that primarily dependent on the skills and
ability of HR such as risk management, compensation, selection, recruitment, employee relation,
development and training etc. All these are important part of the individual and organisation
success (Andersonand., 2014). These programmes are provided by manger to its employees
regarding to increase their knowledge and attain desire goals of business in short duration. Each
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and every company chiefly runs on such department which requires expertise employees so they
can solved the conflict situation.
Problem solving skill: It is one of the important and necessary skills which is HR
professional in order to solving all issues in a systematic manner. They are responsible for
resolving conflict and misunderstanding issues that are face by its employees. In this, they give
better training and development section to workforce towards maximising their basic knowledge
and achieving long term goals of company.
Communication: These skills are an important part of the every manager in organisation.
In this, they properly communicate with their employees towards work and functions. This
ability helps the human resource manager in order to interact a large number of the person, staff,
executives, suppliers and others so that effective patten of communication that can flow in the
business entity (Ford, 2014). They are not having such ability, then it is very hard for them in
order to known as well as mange all problems of the workforce.
Technological Skill: The human resource professional has technology skills to maintain
all techniques and tools that can applied to build the effective work of workers in an easy
manner. Main benefits of these quality is to enhance employee’s performance and achieve
business objectives in a systematic way.
Balancing the staff: It is also identify as a HR manger skill, in this they are capable to
maintain accurate balance among the staff members. It will support them in decreasing the
conflict and work load on a workforce.
Behaviour of Human resource Professional
Fair: The HR manger should be clean or fair with entire workers which is dealing in
certain factors. If judgement are made by HR in formulated on whole worker on the basis of
partiality that will be recognised.
Maximising in consultancy role: Manger of the business entity that support in providing
accurate guidelines regarding different matters. This will support in making positive and friendly
connection with them.
Knowledge of human resource professional:
Business knowledge: Manager have different knowledge regarding their work and
business functions in order to achieve long term objectives. It will support to perform their work
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in easily (Goetsch and Davis, 2014). They are capable to take better judgement for the business,
due to this workers are able to provide effective and innovative ideas to business.
Best Practices knowledge: They should have all knowledge regarding best and effective
practices which is important for the company to attain desire goals. They should understand
regrading better development, training, talent management, labour relation, career planing,
personal administration and other ways.
(B) So DEVELOPMENT PLAN OF PROFESSIONAL can be recorded as:-
NAME: Jane Cambridge
Job Role and duties: HR manager
Review of learning requires Developing Plan
Date Ref In what
location
do in
necessity
to change
my
executio
n
How
does it
connecti
on to
other
goals and
objective
s
What do
I
required
in order
to learn
basic
skills and
achieve
this?
What
will I do
to
accompli
sh this?
What are
the liable
resources
& assist
that I
will
necessity
?
How will
I
measure
a
successfu
l result?
What are
my point
in time
for fitting
this
target?
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6/12/17 Commun
ication
Will be
capable
to
communi
cate with
another
people in
effectivel
y.
Taking
English
tuitions
so as to
improve
communi
cation.
I will
regularly
attend
my
classes
and
communi
cate
more
with
others
A good
English
teacher
I will
attempt
own by
communi
cating
with
another
workers
on the
institutio
n.
15/12/17
7/12/17 Finance Basic
finance
knowled
ge that
will be
help in
knowing
the better
ways in
which
business
can
earns
profit.
Reading
and
practisin
g basic
finance
questions
and
terms.
I will
practice
it daily
so that I
gain
expertise
in it.
Good
finance
books
and daily
guidance
from a
teacher
I will
effort to
provide
my point
of view
in
handling
with few
finance
data and
if is
recogniz
ed then it
is great.
25/12/17
8/12/17 Conflict
resolutio
n
Employe
e
relations
that will
be keep
Reading
books of
famous
leaders
will help
It will try
to
maintain
good
relation
Support
and
understa
nding of
employe
26/12/17
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or
maintain
ed
between
the
employe
es so that
there will
be no
chance of
conflicts.
es is only
required
P2 Personal skills audit in order to identify appropriate KSB and development plan
In an organisation, skill audit is an essential and common part which support in
understanding the employees capacities and capabilities (Hirst and et. al., 2011). Such function
is evaluated by Human resource manager because they are capable to manager entire workforce.
Skill audit is analysed under this on the basis of location where all members are working.
Whirlpool performed personal skill audit are-
Skill Very Good Good Adequate Little or no
experience
Information
Technology
Usage of Microsoft
word
✔
Usage of Microsoft
Excel
✔
Use specialist HR
software
✔
Use a database ✔
Use the internet ✔
Use Email ✔
Use PowerPoint ✔
Skill Very Good Good Adequate Little or no
experience
Communicatio
n skills
Drafting
contracts of
employment
✔
5

Taking notes of
disciplinary
hearing
✔
Write reports ✔
Produce
materials to
support
presentations
✔
Delivering a
training session
✔
Resolving
disputes
✔
Interviewing ✔
Advising on HR
issues
✔
Skill Very Good Good Adequate Little or no
Experience
Problem
solving skills
Make good use
of verbal
reasoning skills,
able to handle
complex data
and make
selective use of
information
✔
Explore more
than one
solution in
order to solve a
problem
✔
Consider the
ideas of others
to help solve
problems
✔
Supervisory Management
How much experience < 1 month 1-3 months > 3 months
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have you had in your
placements?
✔
How many people
have
you managed at any
one time?
None 1-5 Above 5
✔
Above determined as a professional development, in which entire activists and plans that
will be evaluated by the mentioned organisation in the some months which are identified here
(Katzenbachand and Smith, 2015). In Whirlpool, main reason of preparing this plan is to see
better opportunities fore maximising basic knowledge.
Professional development plan -
Name Jane Cambridge
TIME
FRAME
Personal objectives and Goals Professional objectives goals:
Next 11
months
In order to Learn and solve the all
issues that are leaving among the
workers effectively but in little
period of time (Légaré and et. al.,
2011).
To increase publicity and get an officer
Next 4
years
Become Accomplished in individual To get senior human resource manager
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life and processing my entire
personality.
in the organization
This Professional Growth and development Plan was approved on 20/12/2017.
Instructor Signature____________________
Coordinator Signature________________________________
STRENGTHS AND WEAKNESSES
Skills and knowledge Planned Activities Development objectives
Needed skills In the company, human
resource manger should
acquire how to create or
develop the success of the
enterprise, manage the better
connection with the customers
and assess the workforce.
In order to get more skills and
knowledge as well as capable
in performing their all work
(Marquardtand et. al., 2011).
Strength HR manager is capable to
giving better training and
development section to its
workers. Due to this, they can
perform business functions
effectively. This will assist in
maximising the effectiveness
of workers as well as
strengthens and change them.
To be more effective
Weaknesses Regular variation that exist in Workforce that have to get all
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technology that make difficult
or hard work and decrease the
entire system (Nahavandi,
2016).
skills and ability again.
I have done professional
development as determined.
I will have acknowledged 65 PD period for the process of
professional development.
Instructor Signature
Date- 20- 12- 2017
TASK 2
P3 Differences between individual and organisational training, development and learning
Individual learning : It is identified as the ability or capacity in order to make knowledge
and skills through personal reflation regarding external sources & stimuli. It will done the
personal re-complicated of individual experience and knowledge in way of interaction with
environment (O'learyand., 2011). In the Whirlpool, it define as a time consuming process of
employees in order to improve basic knowledge and skills of the individual. Such kind of leaning
plays an essential role in improving development and success in an individual's life. In an
organisation, self skill of learning is more needed in a worker because in this, they can easily sort
out all issues in an effective manner.
Organisational learning: It is the procedure or activity of transferring, creating,
analysing and retaining knowledge & skills within an enterprise. An organisation can encourages
over period as it acquire more experience (Organisational learning, 2012). They are capable to
generate better knowledge regarding achieving long term and desire objectives of them in an
systematic manner. It is a very long process of attaining learning and experience that done to
gaining objectives and aims of the business in an effective or efficient manner (Seibert and
et.al., 2011). There are certain phase which involving in business learning planing as it aide of
evaluating blueprint, skills, and capabilities tracking of achieving culture and its objectives
which required to be change. In the business entity, workers of the organisation to emphases on
raise in problem solving, judgement making, improving skills at understanding level.
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