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, communication, and problem-solving. The report also includes a SWOT analysis to evaluate strengths, weaknesses, opportunities, and threats within the HR function. Furthermore, it outlines a detailed personal development plan, guiding HR professionals through self-assessment, skill level evaluation, organizational needs assessment, development opportunities, and progress analysis. The report also introduces the organization Tesco, and discusses continuing professional development, high-performance learning, and approaches to improve high-performance working, offering practical insights and strategies for HR professionals to enhance their performance and contribute to organizational success.

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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).