Assignment 21: HR Professional Skills, SWOT, and Development

This report provides a comprehensive overview of the skills and attributes essential for Human Resource (HR) professionals. It delves into the key skills, including commercial sense, organization and planning, and technological proficiency, alongside crucial attributes such as ethics, communicatio...Read More

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Assignment 2
Table of Contents
Introduction......................................................................................................................................4
Skills and Attributes required by and HR professional...................................................................4
Skills.............................................................................................................................................4
Commercial Sense....................................................................................................................5
Organisation and Planning.......................................................................................................5
Technology...............................................................................................................................5
Attributes......................................................................................................................................6
Ethics........................................................................................................................................6
Communication........................................................................................................................6
Problem Solving.......................................................................................................................7
SWOT Analysis...............................................................................................................................7
Strengths.......................................................................................................................................7
Weaknesses..................................................................................................................................8
Opportunities................................................................................................................................8
Threats..........................................................................................................................................9
Personal Development Plan.............................................................................................................9
Step 1: Request a Self-Assessment from Employees...................................................................9
Step 2: Develop your Assessment of the Skill Level of Individuals.........................................10
Step 3: Assess the Requirements of Organisation as well as Department.................................10
Step 4: Discover Development Opportunities with Employees.................................................11
Seminars and Workshops.......................................................................................................11
Educational Opportunities......................................................................................................11
Volunteer Opportunities.........................................................................................................11
Step 5: Analyse and Record the Progress of Employees...............................................................11
Introduction of an Organisation.....................................................................................................12
Continuing Professional Development..........................................................................................13
Recognising your Needs............................................................................................................13
Conducting and Planning Development Activities....................................................................13
Formal....................................................................................................................................14

Assignment 3
Informal..................................................................................................................................14
Reflecting on your Learning......................................................................................................14
Applying what you have Learned..............................................................................................15
Telling about your Learning to Others.......................................................................................15
High Performance Learning..........................................................................................................16
How HPW Contributes to Employee Motivation and Engagement..............................................16
Approaches to Improve High Performance Working....................................................................18
Limit Distractions......................................................................................................................18
Split your Tasks into Milestones................................................................................................19
Stop Multitasking, Prioritise your Work....................................................................................19
Enhance your Time Management..............................................................................................19
References......................................................................................................................................21

Assignment 4
Introduction
The term “Human Resource” has numerous definitions for example employee training,
administration, dealing with recruitment and an organisation`s personal development. The
workers hired in an organisation or “The division of a company that is focused on activities
relating to employees. These activities normally including recruiting and hiring of new
employees, orientation and training of current employees, employee benefits, and retention”.
Personnel developments is referred to those particular activities that enhances a person`s ability,
consciousness, employability, potential and talent to create wealth and realise dreams. In short, it
is what a person does to enhance itself and his aims in life (Allen et al., 2018). Normally, the
adult life of ours is shaped by the circumstances and experiences of our schools, neighborhoods
and families throughout our influential years. Later in our lives, though, the motivation f a person
to enhance it is powered their will to achieve particular requirements, as clearly stated in
“Maslow Hierarchy of Needs”. Therefore, the implication is that personnel development is a
process of life, as when requirements of a definite level are pleased, greater ones, which too
requires arise and fulfillment (Parameswar et al., 2018).
Skills and Attributes required by and HR professional
Skills
Of course, in a role of an HR, they are probable to face some difficult situations, and it
will sometimes be their job to direct personnel via them. So HR professional require great
interpersonal skills and also the ability to deal with its employees and their individual issues, in a
responsive manner. But, there is so much more to the skills of an HR professional such as:

Assignment 5
Commercial Sense
No function of a business works in a vacuum, an HR professional is greatly needed to
display it can add to broader objectives of a business. This means strategic and commercial
objectives, not just those that recount singly to people. So, also by just showing an understanding
of the roles of HR in a broader commercial setting, you will also be predictable to constantly
display how you perform and the work completed by your team which assists to direct huge
success to your business (Dhir, 2017).
Organisation and Planning
HR might be a difficult matter, with HR professionals, at every level predictable to judge
a variety of tasks and responsibilities concurrently. Hence, they will require organising their
workflow and time efficiently. Of course, organisation and people are impulsive, and at certain
times in curveballs of HR will be thrown at them. But an organised and well-disciplined load of
work means HR professionals be better positioned to deal with them when they arise, without a
lot of impact on their everyday work.
Technology
HR is converting to a “business technology” as much as “people business”. Technology
is greatly integral to the work performed by HR, so an ability and willingness to utilise current
technology and look out new solutions will treat them will. Digital solutions and software
packages exist for a broad variety of the task of an HR professional, and prevalence of an HR in
a particular sector will grow undoubtedly. “Tech savvy” HR professionals are not just huge in

Assignment 6
demand nowadays; their worth increase in line with the emerging significance of technology in
an area (Audretsch and Link, 2019).
Attributes
Human Resource (HR) is a very good field for motivating, well-disciplined employees
who are keen to assist businesses to reach their targets and assisting employees to reach their
prospective. Nearly every company have few types of “Human Resource Department” and as the
world of business becomes more focused on progressing capital of human, HR professionals are
greatly in demand. Fowling are few of the attributes of an HR professional:
Ethics
In many ways, the department of HR of a company provides as its principles. This means
that they will require having an enthusiastic ethics sense when it comes to confidential data and
policies of a company. HR professional have to try to attain trust of executives and employees of
a company so they can efficiently perform their job; discretion and honesty are major
constituents of every department of HR.
Communication
A major operation of an HR professional is permitting communication in between
employees and employers. This means that HR professional`s written and local communication
attributes are required to be the finest so that they can deliver information effectively and clearly
to personnel at every level. Communication requirements part also includes negotiations.
Throughout the procedure of hiring, or when fights arise among employees, an efficient HR

Assignment 7
professional are capable to assist those rival employees groups to cooperate and seek for middle
grounds (Michael, 2019).
Problem Solving
In order for an organisation to operate at their finest, the best HR professional must make
sure that employees with diverse personalities can work in a group respectfully and achieve the
goals of a company. Moreover, in order to attain other tasks needed by you as an HR
professional, they have to be a pro at conflict management and combative situations or diffusing
tense (Minbaeva et al., 2018).
SWOT Analysis
A SWOT analysis of human resource professionals reflects on external and internal
factors that can either impede or boost the function of HR professionals within an organisation.
The analysis is significant steps your organisation can take to assist boost the transition of your
company from unthinking to positive mode to improve the HR function and strategy.
Strengths
The strength of your organisation is internal factors that enable HRM functionality and
strategy. HRM tactic refer to long lasting aims, for example becoming an employer of preference
or constructing a finest workforce. HRM functionality includes the functional side of HRM, for
example carrying out clear sessions of enrollment for personnel to choose fresh “health insurance
coverage”. Internal strengths for HR professionals involves administrative leadership that
promote and support strategic development of an HR. one more internal factor comprises of HR

Assignment 8
professionals expertise and knowledge as they are the employees eventually responsible for
carrying out strategic tasks (Tang et al., 2018).
Weaknesses
SWOT analysis views weaknesses in an organisation. Weaknesses also come in internal
factors that pretense challenges to the accomplishment of HR attempt. Internally, cuts and
constraints of budgets are conditions an HR professional sometimes has to deal with,
significantly as HR professional is not a cost producing department. HR professional has to
depend on sound justification to invest in HR activities. Though, there are also many weaknesses
excluding money. Huge turnover and low employee morale are significant internal factors that
can eventually disturb HR. when this happens; disturbance refers to reactive and immediate
measures an HR professional should take to overturn a devastating dissatisfaction sense during
the workforce (Debellis et al., 2020).
Opportunities
One of the most important external factors for HR professional is the workforce growth
opportunity because of increase requirement for the services and products of company. Many
businesses interprets into higher turnovers or enhanced wages for existing employees, along with
progress in the community via the more hiring of workers. Opportunities might also present
themselves as an ability of a company to land a greatly efficient rainmaker whose activities of
business department enhance industry ranking or the reputation of a company.

Assignment 9
Threats
Threats comes in external factors that badly impact an organisation and, eventually, the
department of HR. when a competitor attains in market share, it impacts profits and might result
in business closure, slowdown or layoffs. Other kinds of external threats involves businesses, not
essentially in an exact industry, that provide enhanced conditions, benefits or wages to their
personnel and, hence, employ the finest workers.HR professionals cannot every time protect
themselves from threats as few of them are pending. Though, an HR professional can lower the
impact of threats by carrying out normal activity of recompense structure, providing the opinion
of an employee on conditions of working and increasing the employee-employer relationships by
portraying HR as a tactical partner of a business that value “Human Capital” (Michael, 2019).
Personal Development Plan
A personal development plan involves the aims, needed skills and proficiency
development, and goals a member of staff will require achieving in order to support constant
enhancement and development of career. Personal development plan is made by a leader
working thoroughly with employees to acknowledge the required skills and assets to endorse the
career goals of employees and the business requirements of an organisation (Huang et al., 2018).
Step 1: Request a Self-Assessment from Employees
Having the employees finish a self-assessment of their personality, values, skills and
interests. Use the performance of sample and forms of self-assessment listed to the right to help
in the procedure. When assessing the responses of employees, keep these questions in mind:
 What are the long and short term steps to reach there?

Assignment 10
 Do those goals/interests/skills support the organisation`s goals and needs?
 What technologies, career opportunities, skills interest the person? (Planning, 2018)
Step 2: Develop your Assessment of the Skill Level of Individuals
Based on the self assessment of employees, your personal observation and their record of
work decide the skill level of employees in following kinds:
 Attitude: point of view, way of thinking, mind set, feelings and outlook
 Certain types of things, learning to do, special skills for doing or natural talents
 Social skills: how employees perform with others?
 Technical attributes: abilities required to complete the job
Step 3: Assess the Requirements of Organisation as well as Department
In order for personal development to be flourishing, employees’ interest and requirements
should be applied tell the aims of organisations. The career path of employees should support the
requirements of the workforce of an organisation. In making a personal development plan, think
about the following aims:
 Individual goals
 Team goals
 Departmental goals
 Big Duke Goals (Afsar et al., 2018).

Assignment 11
Step 4: Discover Development Opportunities with Employees
Discover the opportunities for personal development obtainable at Duke with employees.
Few of the examples include:
Seminars and Workshops
“Learning and Organisational Development” provides a range of seminars and workshops
that assist employees develop their skills of computer technology and work.
Educational Opportunities
There are a range of educational opportunities obtainable at Duke and in areas of
Durham.
Volunteer Opportunities
Volunteer opportunities can present an innovative way for employees to progress
particular professional skills (Tang et al., 2017).
Step 5: Analyse and Record the Progress of Employees
Make use of “performance log” for providing feedback, recording and tracking from
employees. Expectations, events, record dates and action impact stages on their progress. Always
ensure to record:
 Inspections where knowledge/skills might be applied
 Development towards objectives and goals
 Observations of improved knowledge or skills and how they were applied

Assignment 12
Introduction of an Organisation
Jack Cohen initiated Tesco in 1919. He initiated in new business enterprise by selling
excess products from a stall in East London. On the very first day, Jack Cohen made £1 profit
from a sale of £4. Tesco has come a very long way from that time and Tesco comes in the list of
top 5 biggest retailers worldwide. With a “TSCO” symbol, Tesco is listed on LSE. Also, Tesco is
listed on “Irish Stock Exchange” and “NASDAQ” too. Currently, Tesco is functioning nearly
5000 stores globally out of which 2550 operates in UK, and around 471000 people work as
employees globally out of which 286.670 are in UK. Not just Tesco has directed to control the
sector of food, Tesco has also expanded in other sectors too, few of which are electronics,
clothing, mobile networks and insurance. Employment includes drawing the probable candidate
to apply for the jobs. Tesco uses various techniques for their job advertisement. The procedures
depend on the type of the job (Abdullah, 2020)
First of all, Tesco views its plan to fill the job requirement. In this procedure, it existing
workers who are desiring to shift, either on promotion or at an exact level, are listed down. If
Tesco is unable to discover probable workers in this plan, they advertise the post internally
through their intranet for 1 to 2 weeks. For employment externally, Tesco advertises jobs via
their website or via store`s display boards. Managerial position`s applications are made online.
After selecting the applicants, have a meeting followed by audience at a centre of assessment for
the final steps for the employee selection. People who are seeking for jobs related to stores with
Tesco can also propose their CV at Tesco outlet or can make themselves register via Jobcentre
Plus. Tesco makes a list of waiting of people who have applied then calls them once the job is
available (Rimmer, 2018).

Assignment 13
Continuing Professional Development
The CPD process is proposed to assist an organisation to acknowledge and act on the
personal development requirements. The “continuing professional development” cycle portrays
that CPD is, similar to much other learning, better consideration of as a cyclic activity series. The
process moves from acknowledging the development requirements via preparation and then
conducting learning activities, to reflecting on personal learning, and them employing it and
sharing it with others. Possibly, the most significant thing related to CPD is that it is “Personal”.
Every person is probable to recognise their individual requirements, organise their personal
training and learn by themselves. Part of being a professional is taking accountability for
personal acknowledgement and skills when they are required to enhance (Nansubuga et al.,
2019).
Recognising your Needs
There are several ways in which you can recognise your needs of development. For
instance, you can conduct a skill inspection. Otherwise, you might have an attention in a
particular sector and want to enhance your understandings. Once you have recognised your
major development areas, you are then required to prepare the activities of yours.
Conducting and Planning Development Activities
Activities of development may be either Formal or informal:

Assignment 14
Formal
Formal activity such as particular qualifications or training courses. These are sometimes,
though not every time, offered by an “external provider”, and might conduct a cost. Your leader
might have a restriction on what they are ready to pay, so might need to think alternatives or self-
funding for example online assets that are either free or cheaper.
Informal
Informal learning includes subject reading, coaching, mentoring, shadowing, video
training (for instance for doctors in exacting surgical methods) or side-by-side learning. There is
a developing acknowledgment that “continuing professional development” is both expensive and
essential. Particularly in emerging countries, experts are making use of the internet to share
content related to teaching at a very low price or sometimes free. You might find that a creative
approach to looking out activities of development pays off (Rhee et al., 2018).
Reflecting on your Learning
Reflecting on what a person has actually learned is a significant part of “continuing
professional development”. Learning does not appear just through activities that you chosen as
“development” and you might discover that your are at least learning a lot from your everyday
activities. For any informal or formal but chosen activity of development, you must record the
activity, either you have found nothing useful or something useful, and what you have learned. In
this case, ensure that you are apparent related to how it will alter what you do further
(Chakraborty and Saha, 2017).

Assignment 15
Applying what you have Learned
Watching videos or going on courses of training is just the beginning. You must then
pertain what kind of knowledge you have gained you your individual job. Initially, this can be
relatively an awkward process. The “competence theory” of set of learning out that we move via
for steps when we learn:
 Unconscious Incompetence: not knowing what we are not aware of
 Conscious incompetence: knowing where we are required to progress and seeing other
people trying it, yet still not able to try to do it with any kind of skill
 Conscious competence: being capable to perform something sensibly well, provided we
focus
 Unconscious competence: being capable to do something nearly impulsively, without
requiring concentrating on it.
After you have competed activities related to development or training, you will perhaps be
somewhere in between conscious competence and conscious incompetence, relying on how
much a person is capable to practice. Therefore, they are required to give some time applying to
practicing and learning to move to an unconscious competence stage (Potgieter and Ferreira,
2018).
Telling about your Learning to Others
Several observers add a final stage to the cycle of competence, to train others more
carefully. It is definitely right that being capable to share and articulate learning is a significant
part of ensuring that you have completely internalised it.

Assignment 16
Lastly, CPD is a continuous process, and also a cycle. You are probable to carry on
learning during your professional life. Hence, it is a great idea to build up a process for it
that performs for your career`s initial stage.
High Performance Learning
High Performance Working can be described as practices that have been displayed to
enhance the capacity of a company to efficiently retain, develop, hire, select and attract high
performing employees. We refer to a specific set of High Performance Working in an
organisation as a system of HPW (Allen et al., 2018).
How HPW Contributes to Employee Motivation and Engagement
The major aim of this plan is to offer a structure of high commitment practices of HRM
assist in enhancing HPW and employee motivation and engagement in a company. There have
been numerous researches and papers conducted on High Performance Work and HRM. But
numerous have resisted to keep the idea associated together, therefore, the major aim to this
research to offer the better bonding associated between high commitment practices of HRM to
progress HPW, employee motivation and engagement in workplace. Employee engagement,
motivation and high performance working is the function such as how the employees are directed
in work to the leadership and management matters in a company. The superior team of
management which is accountable for the process of decision making and strategic planning to
recognise the brief examination of each and every constituent for constructing motivation and
engagement in an organisation (Guest, 2017). To have an environment of high performance
working and better motivation and engagement of employees, management must concentrate on

Assignment 17
major matters of HRM. The high performance working employee engagements are associated to
the performance of organisation and these are the major practices in an organisation which are
connected with high commitment practices of HRM. Employee motivation and engagement is a
significant topic in past few years as employers are considering the motivation of its employees,
engagement, general support and commitment to the business to improve the performance of
company more than normal. The employee motivation and engagement purpose is to attain the
interest of employees towards work, value feeling to the company opportunities of enhancing
career and personal development. Employee motivation and engagement is an effectual practice
in the company which provides enhanced performance or organisation and career development
of employees. It is probable when there is correct commitment of employees, and their
motivation, loyalty and trust to perform the work in an organisation. It constructs huge
involvement, security and offers high engagement and motivation to complete work and
enhanced the performance of organisation (Dhampat et al., 2020).
The practices are the chains concerning results through practices are pleased. In order to
apply and require every organisation part to work in a coordinated and synchronisation manner
to get utmost results. In practices of HR management, these implications will capitulates better
employee engagement and motivation towards the company which assist to construct employee
relations. To be flourishing, every company must have great level of employee motivation and
engagement. This can be attained by having a workflow where every worker can see a chance to
enhance in their career, work-life balance and higher satisfaction of job. To attain great employee
motivation and engagement the employer should do analysis on workers and questions related to
staff, that helps the company to recognise the “black spots” within a company. After recognising
the major issues in the staff, management requires to concentrate on the applying of the practices

Assignment 18
to enhance the employee motivation as well as engagement as we have discussed above. This
process might help the company to enhance the employee motivation and engagement and it also
relies on the company type and funds availability (Delery and Roumpi, 2017), It is observed in
“The Sunday Times Survey 2012”, the 4 organisations which are chosen from the 24 best
organisations the practices which as a result give way higher motivation and engagement of
employee. Surveys of employee should be done to recognise the matters in their staff, after
evaluating the management of survey requires emphasising major areas of enhancing employee
motivation and engagement as well as high performance working in organisation. “American
Express UK” and “Homebase” were two best organisations out of 24 organisations chosen in
2012. These two organisations were present in “Sunday Times Survey 2011” but rose greatly to
the immense peak in entire performance in 2012, by applying best HR practices which enhances
motivation and engagement of employees and high performance working (Tang et al., 2018).
Approaches to Improve High Performance Working
Limit Distractions
The affect of workplace distractions as per Udemy are:
 20% were not able to reach complete advancement, potential in career.
 50% say they are importantly less creative
 54% we not performing and also they should
That particular signs look comparatively poor for performance, there is a little shock as with
entrance to the internet and notification coming via our cell phones from family and friends
around the clock, it is simple to get unfocused and momentarily delay work. While that is not an
issue, this might become a major reason for a reduced performance rate if it occurs sometimes

Assignment 19
due to additional stress. And so, in order to attain great work concerning outcomes and preserve
yourself concentrated during the hours of working, you require understand where profitable
distractions come from and limit your introduction to them (Michael, 2019).
Split your Tasks into Milestones
When working on a huge project, the single great approach you can apply in order to
make sure that you are not falling behind schedule and are working at a great level to break down
the tasks of yours into little and simply attainable landmarks with correct time frames. In this
manner, you will know accurately what is required to be done and the date that it requires to be
done by so the entire project us placed together on a deadline that has be told.
Stop Multitasking, Prioritise your Work
During work, multitasking is not rare. If you are performing in a busy company, for
instance, it is not uncommon for a person to control communication with possible customers,
communicate with different dealers, check and handle work from suppliers while doing your real
job along with that. While, you might be thinking that in this manner, you definitely get more
work completed, what a person is doing and actually affecting your quality as well as your
output level for your real job (Kivimäki and Meriluoto, 2018),
Enhance your Time Management
When beginning to work on a fresh project, allotting your time correctly is everything.
Since you just work around 40 hours a week, you do not have a whole time to put on the project
as they will all be having deadlines that are required to be met. So, if the performance of your

Assignment 20
work is not something that you are proud of, if you put efforts on time management, you will
eventually see great enhancements in efficiency at work (Kivimäki and Meriluoto, 2018)

Assignment 21
References
Abdullah, A., 2020. Relationship the Work Culture and Training Programs Within
Performance. International Journal of Progressive Sciences and Technologies, 20(1),
pp.92-101.
Afsar, B., Shahjehan, A. and Shah, S.I., 2018. Frontline employees’ high-performance work
practices, trust in supervisor, job-embeddedness and turnover intentions in hospitality
industry. International Journal of Contemporary Hospitality Management.
Allen, S., Williams, P. and Allen, D., 2018. Human resource professionals' competencies for
pluralistic workplaces. The international journal of management education, 16(2),
pp.309-320.
Audretsch, D.B. and Link, A.N., 2019. Embracing an entrepreneurial ecosystem: an analysis of
the governance of research joint ventures. Small Business Economics, 52(2), pp.429-436.
Chakraborty, T. and Saha, R., 2017. Proactive and reactive role of human resource professionals
in an aftershock management. Training & Development Journal, 8(1), pp.1-11.
Debellis, F., De Massis, A., Petruzzelli, A.M., Frattini, F. and Del Giudice, M., 2020. Strategic
agility and international joint ventures: The willingness-ability paradox of family
firms. Journal of International Management, p.100739.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital and
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Dhanpat, N., Buthelezi, Z.P., Joe, M.R., Maphela, T.V. and Shongwe, N., 2020. Industry 4.0:
The role of human resource professionals. SA Journal of Human Resource
Management, 18, p.11.

Assignment 22
Dhir, S., 2017. Flexibility in modification and termination of cross-border joint ventures. Global
Journal of Flexible Systems Management, 18(2), pp.139-151.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal, 27(1), pp.22-38.
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engagement: empirical evidence from China. Asia Pacific Journal of Human
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705.
PLANNING, C., 2018. Personal Development Plan.

Assignment 23
Potgieter, I.L. and Ferreira, N., 2018. Female human resource professionals' job embeddedness
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employee creativity. Personnel Review.